This project connects to CSI's mission, "To provide quality educational, social, cultural, economic, and workforce development opportunities to meet the diverse needs of the communities we serve" and strategic plan, "The College of Southern Idaho recognizes and embraces the value that people of diverse background and perspectives offer to us all. As such, the College is a place of fairness, diversity, civility, and collegiality, and celebrates the benefits of learning and growth that a commitment to equity provides for us all."
The goals of the project are to improve hiring practices for faculty and staff to ensure that CSI is selecting candidates that reflect the college's values (i.e., DEI focus), and diversify the employee population to mirror CSI's student population.
Outcomes will be measured in the following ways:
Evaluate 60 day onboarding evaluation surveys by department/role for improvements.
Review IPEDS staff and faculty demographics data 2 years after initiative.
Conduct a second HEDS demographic survey.
Review Great Colleges to Work For survey results.
Review exit interview data collections.
Lessons learned during implementation of the project led to the following plans for scaling and sustaining the work:
Include the Dean of Institutional Effectiveness and Communication in the conversations as he has now been assigned the role of overseeing Policies and Procedures creation and updates.
Have the E.I. Committee take on more of the leadership role on the project.
Invest in a Training segment- Paradigm as an example. E.I. Committee will need to review and choose one to present to the President.
Use the feedback from onboarding survey to improve our hiring practices and create how to step in when staff/faculty do not feel a sense of belonging.
Create an exit interview process to be able to formalize data collection.