GOAL 1
Foster a culture of excellence by supporting retention, career progression and high
job satisfaction for staff.
- Revise the UT job classification plan to align to human resource needs, map career
advancement options and address succession needs for all colleges and units, across
all campuses.
- Revise and fully implement the mandatory annual review process based on best practices,
including provision of appropriate training for supervisors in feedback methodology.
- Analyze workforce needs and plan appropriately.
OUTCOMES |
BASELINE 2016 |
TARGET 2022 |
RESPONSIBILITY |
RetentionThe rate of staff who remain calculated against the numbers who depart. rate of non-faculty staff
|
79.25% |
83% |
HR&TD |
GOAL 2
Foster a culture of excellence by supporting retention, promotion and high job satisfaction
for faculty.
- Establish University promotion and tenure guidelines, and align college and departmental
elaborations to the University guidelines.
- Enhance support and mentorship to all faculty in the promotion and tenure process
to increase their professional reputations.
- Make promoting and supporting faculty research an explicit expectation of dean and
chair responsibilities, as well as part of their formal, annual performance evaluations.
- Explore the establishment of separate research, teaching and service/outreach excellence
tracks that provide pathways to full professor.
- Formalize, through policies and guidelines, faculty tiers of research active, research
intensive and research excellent to ensure that faculty will receive support, in the
forms of resources and time allocation, to strengthen their competitiveness compared
to peer institutions.
- Recognize lecturers who make significant contributions to teaching, learning and student
success.
- Support career progression of non-tenure track faculty, including lecturers and adjunct
faculty.
OUTCOMES |
BASELINE 2016 |
TARGET 2022 |
RESPONSIBILITY |
Percent of full professors in the pool of full-time faculty |
25.4% |
33% |
Provost, All Colleges |
Rate of tenure-track assistant professors achieving tenure and promotion in seven
years
|
78.6% |
82% |
Provost, All Colleges |
Average time spent as associate professor before progressing to full professor rank |
7.1 years |
6.8 years |
Provost, All Colleges |
GOAL 3
Increase diversity among all employees.
- Implement the Strategic Plan for Diversity and Inclusion to increase institutional
diversity.
- Develop and implement training in cultural competency, diversity and inclusion for
all employees.
OUTCOMES |
BASELINE 2016 |
TARGET 2022 |
RESPONSIBILITY |
Academic and administrative units having approved diversity hiring plans |
0% |
100% |
HR&TD, ODI |
Percentage of employees participating in annual diversity training |
0% |
100% |
HR&TD, ODI |
GOAL 4
Strengthen employee work-life balance, sense of community and pride in work.
- Increase the employee experience of inclusiveness, equity and respect, as well as
UT’s engagement with the community by implementing strategies associated with the
Strategic Plan for Diversity and Inclusion.
- Focus institution-wide programming on creating a culture of wellness and work-life
balance (e.g., Healthy U, flexible work schedules).
- Develop initiatives to ensure that all employees feel safe in their working groups
and environments.
- Develop initiatives that improve a sense of cohesion and community across all of UT’s
campuses and centers, and increase UT’s engagement with the community.
- Recognize employees publicly and institutionally across a range of effectiveness and
success areas, especially relating to contributions to campus service.
- Engage all employees and managerial levels in all UT academic and administrative units
in continuous quality improvement and best practices in pursuit of the highest order
of excellence in student success, academics, research, health-care services and patient
care.
OUTCOMES |
BASELINE 2016 |
TARGET 2022 |
RESPONSIBILITY |
Overall work satisfaction average from a nationally normed campus assessment instrument |
Baseline will be determined when survey is initiated in AY 2017-18 |
Goal to be determined after establishment of baseline |
President, Provost, HR&TD |
GOAL 5
Engage alumni, friends and stakeholdersOrganizations and people who are not UT graduates who show significant interest and
support for the University. meaningfully in the life of the University.
- Identify and implement opportunities for alumni, friends and stakeholders to become
involved in life at UT based on their areas and levels of interest.
- Review existing and/or establish college- or department-specific engagement and development
boards as a way to engage alumni and friends to improve programs.
- Engage alumni, friends and stakeholders as mentors and resources for current students
to learn about career options, pathways and important job success skills in given
areas, and as speakers for current students and staff on the value and significance
of UT curriculum and activities that contributed to their success.
OUTCOMES |
BASELINE 2016 |
TARGET 2022 |
RESPONSIBILITY |
Number of alumni and friends involved annually in academic programs and co-curricular
activities
|
Baseline will be determined when database of alumni, friends' and stakeholders' involvement
in UT becomes operational in AY 2017-18
|
Goal to be determined after establishment of baseline |
Provost, All Colleges, Alum |