Hiring goals will be set as a part of each school's annual hiring plan. Minority hiring goals were set for every school at the time the 1994-95 hiring plan was approved. As a part of the 1995-96 hiring plan process, each dean has been asked to develop specific plans for diversifying their faculty. The plans will be due in mid-June and will be discussed during the annual faculty hiring hearings held in July. Performance evaluation of administrators will include assessment of their involvement in the minority faculty recruitment process.
Every dean receives an annual performance evaluation at the end of the academic year.
The extent to which a dean was involved and successful in achieving the agreed-upon minority recruitment goals was part of the 1994 evaluation. Deans are also reviewed at the end of their five-year terms in conjunction with a decision to renew their appointments. One dean was the subject of such a review during the past twelve months. Success in recruiting a more diverse faculty wasone of the areas evaluated by the review committee and this dean has been especially successful in this area in the past few years. Search committees will undertake searches that are more inclusive in nature and scope.