Goal 1: Recruitment

• Strategy 1: Leverage the institutional systems and resources to enhance recruitment of faculty and staff to attract and hire a diverse pool of excellent candidates for key positions at the university
• Strategy 2: Increase consistency of how different departments conduct searches in order to make sure that we are using best practices, with emphasis on faculty searches 
• Strategy 3: Develop an intentional five-year hiring plan for faculty and staff in the college, inclusive of succession planning
• Strategy 4: Design an intentional plan for meeting start-up needs for faculty

Goal 2: Development

• Strategy 1: Develop tools to identify strengths and weaknesses and provide support for key leaders
• Strategy 2: Develop processes by which we identify emerging leaders and equip and train them before they step into leadership roles
• Strategy 3: Provide intentional and diverse opportunities for mentor training and mentoring
• Strategy 4: Gather feedback about key leaders and provide them the supports to adapt their leadership in response to feedback
• Strategy 5: Help faculty and staff to recognize the career life cycle, place themselves within that, and develop them from stage to stage in that cycle

Goal 3: Retention

• Strategy 1: Provide opportunities for success and recognition of that success in the faculty or staff position
• Strategy 2: Address the process by which the college awards merit increases for faculty and staff
• Strategy 3: Implement faculty and staff performance review processes that better align with performance expectations
• Strategy 4: Foster a professional culture that builds institutional loyalty