| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 74.80 |
| Liaison | Gioia Thompson |
| Submission Date | March 2, 2020 |
University of Vermont
PA-2: Sustainability Planning
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 4.00 |
Gioia
Thompson Sustainability Strategist UVM Office of Sustainability |
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Part 1. Measurable sustainability objectives
Academics
No
A list or sample of the measurable sustainability objectives related to academics and the plan(s) in which they are published:
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Engagement
No
A list or sample of the measurable sustainability objectives related to engagement and the plan(s) in which they are published:
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Operations
Yes
A list or sample of the measurable sustainability objectives related to operations and the plan(s) in which they are published:
2010 Climate Action Plan objectives include renewable electricity starting in 2015; climate-neutral heating fuels starting in 2020; and climate-neutral travel and transportation starting in 2025.
Administration
Yes
A list or sample of the measurable sustainability objectives related to administration and the plan(s) in which they are published:
Inclusive Excellence at UVM: A Framework for Building a More Diverse, Inclusive, and Multiculturally Competent Campus (2016-2021): https://www.uvm.edu/sites/default/files/Advancing-Diversity-and-Inclusion-at-UVM/Inclusive_Excellence_at_UVM.pd
The plan includes the requirement that each College, Support Center, and
specific Departments --like Athletics and Enterprise Technology Services (ETS)--develop and update their own diversity and inclusion plans, which can be found here: https://www.uvm.edu/advancingdiversity/diversity-action-plans
A sample: the Division of Finance’s (DF) plan includes several action items under each goal. For example, here are actions under “2a. Increase staff population diversity”:
-Require all DF hiring managers to attend AAEO recruitment training annually
-Develop affirmative recruitment guidelines for DF hiring managers and pilot for 1 year
-Provide $15,000/year to DF departments on a first-come, first-served basis to fund advertising open DF positions to diverse populations
-Keep positions open/posted on the UVM Jobs site at least 6 calendar weeks to build a diverse candidate pool
-Provide limited travel & expense reimbursement to finalists for certain DF positions upon request
-Annually review gender and ethnic/racial diversity of DF applicant pools
Metrics for this goal include:
% of DF employees who identify as female
% of DF employees who identify as veterans
% of DF employees who report having a disability
% of DF employees who identify as Hispanic/Latino
% of DF employees who identify as racial/ethnic minority
Other metrics include whether facilities are assessed for ADA compliance and Universal Design, and whether plans are developed for addressing inaccessible campus facilities.
The plan includes the requirement that each College, Support Center, and
specific Departments --like Athletics and Enterprise Technology Services (ETS)--develop and update their own diversity and inclusion plans, which can be found here: https://www.uvm.edu/advancingdiversity/diversity-action-plans
A sample: the Division of Finance’s (DF) plan includes several action items under each goal. For example, here are actions under “2a. Increase staff population diversity”:
-Require all DF hiring managers to attend AAEO recruitment training annually
-Develop affirmative recruitment guidelines for DF hiring managers and pilot for 1 year
-Provide $15,000/year to DF departments on a first-come, first-served basis to fund advertising open DF positions to diverse populations
-Keep positions open/posted on the UVM Jobs site at least 6 calendar weeks to build a diverse candidate pool
-Provide limited travel & expense reimbursement to finalists for certain DF positions upon request
-Annually review gender and ethnic/racial diversity of DF applicant pools
Metrics for this goal include:
% of DF employees who identify as female
% of DF employees who identify as veterans
% of DF employees who report having a disability
% of DF employees who identify as Hispanic/Latino
% of DF employees who identify as racial/ethnic minority
Other metrics include whether facilities are assessed for ADA compliance and Universal Design, and whether plans are developed for addressing inaccessible campus facilities.
Part 2. Sustainability in institution’s highest guiding document
No
The institution’s highest guiding document (upload):
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Website URL where the institution’s highest guiding document is publicly available:
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Which of the following best describes the inclusion of sustainability in the highest guiding document?:
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Optional Fields
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Website URL where the institution's sustainability plan is publicly available:
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Does the institution have a formal statement in support of sustainability endorsed by its governing body?:
No
The formal statement in support of sustainability:
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The institution’s definition of sustainability:
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Is the institution an endorser or signatory of the following?:
| Yes or No | |
| The Earth Charter | No |
| The Higher Education Sustainability Initiative (HESI) | No |
| ISCN-GULF Sustainable Campus Charter | No |
| Pan-Canadian Protocol for Sustainability | No |
| SDG Accord | No |
| Second Nature’s Carbon Commitment (formerly known as the ACUPCC), Resilience Commitment, and/or integrated Climate Commitment | Yes |
| The Talloires Declaration (TD) | No |
| UN Global Compact | No |
| Other multi-dimensional sustainability commitments (please specify below) | No |
A brief description of the institution’s formal sustainability commitments, including the specific initiatives selected above:
University of Vermont joined the Carbon Commitment in 2007
Website URL where information about the institution’s sustainability planning efforts is available:
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Gioia Thompson, Director, Office of Sustainability provided Climate Action Plan information.
Paul Suk-Hyun Yoon , Human Resources, Diversity and Multicultural Affairs, Senior Advisor for Strategic Diversity Assessment and Research provided diversity action plan information.
Paul Suk-Hyun Yoon , Human Resources, Diversity and Multicultural Affairs, Senior Advisor for Strategic Diversity Assessment and Research provided diversity action plan information.
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.