Adopt new strategies to increase and strengthen the College community of faculty and staff of color.

• Created position of faculty Coordinator for Multicultural Issues (Cherif Keita appointed 1998-99 and 1999-2000; Kofi Owusu appointed 2000-01 and 2001-02; position currently suspended; new Dean and President to decide what to do with it).
• Diversity Initiative Group (DIG), chaired by Chaplain Carolyn Fure-Slocum, has met as a clearinghouse and planning group since September 2000 and is ongoing. Membership includes the Chaplain, Director of Multicultural Affairs, Associate Dean of the College, Dean of Students, Associate Dean of Students, Director of College Relations, Faculty President, Director of the Gender and Sexuality Center, Director of International Student Programs, Director of Student Support Services, Director of Campus Activities, Coordinator of the Learning and Teaching Center, Coordinator of Multicultural Issues, two faculty members, and several students.
• In September 1999, we joined the Consortium for a Strong Minority Presence (CSMP), currently coordinated by Grinnell College, and have appointed Minority-Scholars-in-Residence (MSIRs) each year since. These are minority pre-doctoral or post-doctoral fellows selected from the centralized applicant pool collected at Grinnell.
• We have continued to hire an Andersen Minority Pre-doctoral Fellow in American Studies virtually every year, funded by the American Studies endowment.
• The Mellon Faculty Life Cycles grant provides support for a faculty of color cohort group at Carleton and Macalester to meet together and separately, but this hasn't really gotten off the ground yet and should. Susan Singer, as Coordinator of the LTC, is general coordinator of the grant activities.
• Regular faculty recruitment:
• • The Dean's Office exhorts all hiring chairs to make every effort to identify and solicit minority candidates.
  • Tenure-track positions are advertised in The Hispanic Outlook and Black Issues in Higher Education.
  • Department Chairs are encouraged to develop fliers describing open positions to be sent to department chairs of graduate schools most likely to produce minority Ph.D.s, and to consult with minority faculty members and get them to activate their network of colleagues.
  • The Dean's Office provides hiring chairs with a list of websites listing minority Ph.D. candidates as well as information from the Minority & Women Doctoral Directory.
  • The Dean's Office occasionally increases the number of candidates brought to campus in order to diversify the pool of finalists.

Intensify our commitment to faculty development.

• Accelerated sabbatical schedule adopted in 1999 (moving from one term after twelve to one term after nine).
• Substantial new funding raised for "targeted opportunity" grants to faculty for terms off (to augment sabbatical and FDE grant programs) and for a broader range of course release and project support. Now four times the resources for this compared with four years ago.
• The faculty approved a set of FAC formulated procedures for promotion to Full Professor.These procedures will promote the continuation and strengthening of the faculty’s scholarly and creative work in the critical years after tenure.
• The Senior Faculty Development Program has continued, but needs more attention.
• The LTC has hosted a number of workshops devoted to mid-career faculty.
• Mellon Faculty Life Cycles grant (received jointly with Macalester) addresses faculty development at many career stages as well as the departmental context for faculty life and development.
• Mellon New Directions Fellowships available to Carleton faculty (and faculty at six other comparable institutions – Macalester, Swarthmore, Haverford, Bryn Mawr, Barnard, and Wellesley).
• Several grants focus on faculty development:Bush Writing, Mellon Information Literacy, Freeman and Rockefeller Brothers for Asian Studies.
• Staff development for academic department assistants begun 2000-01 by Peggy Pfister. This is ongoing.

Reaffirm our commitment to fair and competitive compensation for all employees.

• Substantial salary adjustments were made in Fall 1998 and for 2001-02, including major adjustments for full professors and selected other faculty, which achieved our goal of comparability ("in the middle range" of our 16-college comparison group).
• Retirement contributions increased to 15% in Fall 1998.
• Childbearing leave for faculty extended to full term off at full pay (1999-2000).
• Decision not to extend tuition benefit for bi-weekly staff, 2000.
• Shared Equity Program instituted Fall 2001 for tenure-track faculty and targeted administrative staff purchasing a first house in Northfield.
• Salary adjustments were made in July 2001 to bring the minimum hourly rate to $12 per hour for all regular, continuing employees.
• An accelerated vacation accrual schedule was implemented February 1, 2002, for all non-exempt staff.