Recruitment of staff and faculty of color while supporting the upward mobility of current MSU staff and faculty of color.

Updates:

How do we support current MSU staff of color or who come from marginalized communities from being devalued and overlooked for promotion or not offered leadership opportunities at MSU? 

Through assessment of current staff who come from marginalized communities who have 5 or more years of experience, an investigation needs to take place regarding the performance evaluation process, supervision accountability and an inventory of their education and developed skill sets in an equitable manner alongside our recruitment efforts for staffing outside of MSU. 1.) Why are current staff in positions at MSU for more than 5 years without providing mentorship opportunities to support their upward mobility into leadership positions? 2.) How consistent are department staffing structures in relation to job titles, classifications and salary? 3.) What is the role of supervisors to provide support for professional development opportunities and career advancement? 4.) What is the role of HR to monitor an equitable process for supporting upward mobility of current MSU staff?

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