1. & Academic Human Resources

2. Our Meeting Today  Get to know each other  Project overview – the grant and expanded activities to other colleges  The roles of FEAs – Present – Future  Next steps

3. ADVANCE/ADAPP is an opportunity … Improve and leverage practices across the institution Increase the quality and diversity of the entire MSU faculty Not only to accomplish the extraordinarily important objectives we proposed in the grant with respect to women faculty in SSC, CNS, and EGR, but also to:

4. Our Six Guiding Principles

6.  Approach supported by theory and a large body of research demonstrating that increasing the structure and alignment of policies and practices will promote a high quality and inclusive workforce (Arthur and Doverspike, 2005; Ericksen & Dyer, 2005; Evans, Puckik, & Barsoux, 2002; Gratton & Truss, 2003).  This project is creating tools NOT rules  Units, colleges, Provost & academic governance create and modify the “rules”  Tools will be built on best practices & be responsive to college-based needs (as demonstrated by data). THE ADAPP APPROACH Advancing Diversity through the Alignment of Policies and Practices (ADAPP)

7. FACULTY EXCELLENCE ADVOCATES  Senior faculty serving as Faculty Excellence Advocates (FEAs) work with colleges and departments, as well as with Academic Human Resources.  25% appointment, either from grant or from Provost  Are held accountable for helping to move the objectives of the project forward (via periodic reporting)  FEAs have worked with grant personnel to collect data via surveys of:  Current practices in departments; and  Faculty perceptions of faculty hiring, evaluation, resource allocation and advancement Advancing Diversity through the Alignment of Policies and Practices (ADAPP)

8. FEA’S (cont.)  FEA roles going forward -- How do we best advance quality and inclusion?  Identify best practices in AHR at the college & department level  Communicate these practices to chairs, faculty advisory committee members, fellow FEAs, your faculty as a whole, as well as with the AHR and ADAPP team.  Identify opportunities for ADAPP and AHR to support chairs and units  Promote existing resources  Identify any lack of alignment  Suggest new/improved policies and practices  Other?

9. NEXT STEPS … How can FEAs, AHR and ADAPP communicate as we move forward? (on-line strategies, in-person meetings, ½ day retreat, sub-groups, other?)