- Pay adjuncts for attending the orientation session
- Invite adjuncts on staff to participate
- Allow a range of campus departments to make presentations
- Give campus tours
As leaders at some institutions have realized, it’s not enough to offer just an orientation for adjuncts. Additional training and support after the initial orientation has ended is good practice. For example, at National Louis University in Illinois, Linda Kryzak launched the Post-Training Café in March 2013 as an online forum for faculty members to support one another and share ideas.
On Oct. 1, Howard University (D.C.) President Sidney A. Ribeau announced his retirement from the historically black college after five years in office. He will leave the presidency at the end of December.
The Connecticut College Board of Trustees has selected Katherine Bergeron, currently the dean of Brown University, as the 11th president of the college. She will take office Jan. 1, succeeding Leo I. Higdon Jr., who will retire in December after seven years there.
Subordinated and marginalized. That’s how faculty of color at community colleges are feeling.
Think outside the box. The phrase is overused, but the actual practice is definitely underutilized. Yet, it still ranks among the most important tips for higher ed HR professionals who are involved in union negotiations.
Effective succession plans require more than just leadership development programs. How can higher ed officials make that happen? Consider the following ideas from Chris Cullen, managing director of the higher education practice at Infinia Group, a brand strategy and design agency in Washington, DC.
Zero. Zip. Zilch.
That’s what college president Don Cameron found after searching the internet back in 1996 for colleges with succession plans. Surprisingly, not much has changed, since such programs are still not common within higher ed institutions.
Job listings for Ph.D.'s in the social sciences and humanities continue to recover from low points hit during the Great Recession, says a new report from the American Sociological Association.
HR professionals at colleges or universities readily admit that institutional history is important. But not every school is taking steps to capture it.
The prospect of employees with more money to invest, easier-to-understand investment options, more personalized customer service, and lower fees has colleges and universities rethinking their retirement plans and moving toward a single retirement services vendor.
Fidelity suggests the following actions for higher education plan sponsors:
1. Target employee and employer contributions totaling 10 percent to 15 percent of an employee’s annual salary to increase retirement readiness.
Chances are, your institution is or may soon be recruiting for leadership positions, such as president, chancellor, or vice president.