Recruitment and Retention

Goal

UMB actively recruits, retains, supports, and advances diverse students, faculty, and staff, demonstrating a commitment to our core value set of Equity and Justice. 

(UMB 2022-2026 Strategic Plan Theme 3: Strategic Outcome 2)

 

Objective: Expand career development programs for staff, including developing a strong career ladder system ▾

Metrics

Number of career development programs created and expanded

Presence of career ladder

Increased presence of women, non-binary, underrepresented minority (URM) and minoritized people, particularly at intersections of these identities, in upper management and leadership roles

Current Phase

Explore, Create

Next Phase

Y2-5

Who is Responsible?

CHRO, Provost & Deans and VPs

Objective: Standardize across all schools and units the structures, policies, and practices (including bias training and monitoring) for faculty and staff searches, hiring, selection, evaluation, retention, and promotion  ▾

Metrics

Increased presence of URM and minoritized faculty, staff, and students to reflect demographic spread across all schools and units measured through EDI data dashboards

Recording and reporting demographics of hiring committees; candidate pools; hired employees; retention and promotion committees; and increased rates of underrepresented and minoritized employee tenure, retention, and promotion as measured through EDI dashboards by school

Current Phase

Explore, Create

Next Phase

Y2-5

Who is Responsible?

Provost, Deans, and Chief Equity, Diversity, and Inclusion Officer and Vice President (CEDIO/VP); Faculty Senate

Objective: Commit resources to recruit and retain diverse faculty (emphasizing tenure track) and students across all schools with a focus on women and underrepresented and minoritized groups, and people with social identities negatively impacted by structural inequities. ▾

Metrics

Number of recruitment and retention efforts, plans, and packages instituted

Funds committed to recruitment and retention

Number and percentage of faculty and students from URM and minoritized groups recruited, hired/admitted, and retained/graduated

Current Phase

Explore

Next Phase

Y1

Who is Responsible?

Provost, Deans, CEDIO/VP

Objective: Recruit and retain diverse leaders at senior staff levels ▾

Metrics

Increased diversity among senior staff and upper leadership as measured through EDI data dashboards

Current Phase

Explore, Create, Implement

Next Phase

Continuous

Who is Responsible?

President, Deans and VPs

Objective: Develop and implement reward and recognition programs and initiatives that celebrate diverse staff, faculty, and students ▾

Metrics

Document reward and recognition programs and measure their positive impact, as evidenced through EDI data dashboards, on retention of URM and minoritized staff, faculty, and students

Assess employee and student experience levels of satisfaction, belonging, and decrease of negative and increase of positive interpersonal behaviors, and increased reporting of core values being demonstrated as measured on experience surveys

Number of reward and recognition programs and initiatives formalized that celebrate diverse staff, faculty, and students

Current Phase

Explore, Create, Implement

Next Phase

Y1

Who is Responsible?

President, Provost, Deans and VPs, CEDIO/VP