| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 56.08 |
| Liaison | Katherine Straub |
| Submission Date | Aug. 21, 2020 |
Susquehanna University
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.88 / 1.00 |
Jennifer
Bucher Assistant VP and Chief HR Officer Human Resources |
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indicates that no data was submitted for this field
Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:
Yes
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
1. Spring 2020: National Survey of Student Engagement (NSSE), administered to first-year and senior students. Students were asked to rate the occurrence of the following:
a. Connected your learning to societal problems or issues
b. Included diverse perspectives in course discussions
c. Examined the strengths and weaknesses of your own views on a topic or issue
d. Tried to better understand someone else’s views by imagining how it looks from their point of view
e. Learned something that changes the way you understand an issue or concept
2. Fall 2019: Student Satisfaction Inventory, administered to all students by by Ruffalo Noelle Levitz. Students were asked a series of questions about Campus Climate and Responsiveness to Diverse Populations. Specific questions included:
a. Do faculty take student differences into consideration?
b. Is there a strong commitment to racial harmony on campus?
c. Is there a commitment to creating a diverse student body?
d. Is SU committed to under-represented populations?
3. Campus Climate Survey, administered in-house. Students, faculty and staff were asked to complete a survey containing approximately 2 dozen questions about diversity on campus. We're planning to conduct this survey in the fall.
a. Connected your learning to societal problems or issues
b. Included diverse perspectives in course discussions
c. Examined the strengths and weaknesses of your own views on a topic or issue
d. Tried to better understand someone else’s views by imagining how it looks from their point of view
e. Learned something that changes the way you understand an issue or concept
2. Fall 2019: Student Satisfaction Inventory, administered to all students by by Ruffalo Noelle Levitz. Students were asked a series of questions about Campus Climate and Responsiveness to Diverse Populations. Specific questions included:
a. Do faculty take student differences into consideration?
b. Is there a strong commitment to racial harmony on campus?
c. Is there a commitment to creating a diverse student body?
d. Is SU committed to under-represented populations?
3. Campus Climate Survey, administered in-house. Students, faculty and staff were asked to complete a survey containing approximately 2 dozen questions about diversity on campus. We're planning to conduct this survey in the fall.
Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of employees and students, including the experiences of underrepresented groups?:
Yes
Does the assessment process address student outcomes related to diversity, equity and success?:
Yes
Does the assessment process address employee outcomes related to diversity and equity?:
Yes
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
The work climate survey was conducted in-house. There were concerns that benchmark data was not available. The faculty participated in the HERI survey in spring 2017 which included work climate questions for the first time. We also assessed work climate with the Gallup engagement survey in Fall 2018.
Retention and graduation rates of racial minorities are tracked and published in the annual Fact Book and provided to senior staff and the Board of Trustees in the fall KPIs. Academic outcomes for students of color are also analyzed each semester and shared with senior leadership and academic departments so they can make decisions going forward.
Faculty and staff pay rates are reported to CUPA and AAUP for benchmarking. In this process, pay rates are reported along with gender and race so that figures can be compared for underrepresented groups.
Retention and graduation rates of racial minorities are tracked and published in the annual Fact Book and provided to senior staff and the Board of Trustees in the fall KPIs. Academic outcomes for students of color are also analyzed each semester and shared with senior leadership and academic departments so they can make decisions going forward.
Faculty and staff pay rates are reported to CUPA and AAUP for benchmarking. In this process, pay rates are reported along with gender and race so that figures can be compared for underrepresented groups.
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
Yes
A brief description of how the assessment results are shared with the campus community:
Results are shared internally via mySU and discussed within university leadership.
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
No
The diversity and equity assessment report or summary (upload):
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Website URL where the diversity and equity assessment report or summary is publicly posted:
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Optional Fields
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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