Wells 2010
Foundations for the
Future
ba
A Strategic Plan for
Wells College
2005 to 2010
ba
Wells College
Aurora, New York
December 2005
`
INTRODUCTION
COLLEGE MISSION STATEMENT
VISION FOR STRATEGIC PLAN
FOUNDATIONS FOR THE FUTURE
GOALS
AND OBJECTIVES
Academic Program
Students
Faculty
Staff
Alumnae And Alumni
Community
Diversity
History
Intercollegiate
Athletics
Physical
Environment
Funding
Assessment
TIME LINE
The Wells College 2010 Strategic Plan seeks to address the
foundational needs of the College so that Wells can move into the future with
confidence and optimism. Our goal in
the strategic planning process has not been to chart new thematic vistas but to
build upon the strong foundational core of the College. We have focused in this
Strategic Plan on those areas of the College
that have been and continue to be its greatest assets: the quality of its
academic program; its dedicated students, faculty, staff, and alumnae; its
co-curricular programs; its diversity; its history; its beautiful physical
environment; and its supportive local, regional, and national communities. We call these unchanging assets the
College’s “foundations.” And we believe
that just as these foundations sustained Wells College through its humble
beginnings and through the growth, triumphs, and challenges of its past, they
will also-- with the strategic plan for improvements that we have set
forth—position the College for a bright and viable future.
COLLEGE MISSION STATEMENT
The
mission of Wells College is to educate students to think critically, reason
wisely, and act humanely as they cultivate meaningful lives. Through Wells’ academic program, residential
atmosphere, and community activities, students learn and practice the ideals of
the liberal arts. The Wells experience prepares students to appreciate
complexity and difference, to embrace new ways of knowing, to be creative, and
to respond ethically to the interdependent worlds to which they belong.
Committed to excellence in all areas of its reach, Wells College equips
students for lifelong learning and for sharing the privileges of education with
others.
VISION STATEMENT FOR THE
STRATEGIC PLAN
Wells
College will be a high quality institution with an exceptional liberal arts
academic program. This high quality
will be demonstrated in a sound, relevant, and rigorous academic program; a
respectful, inclusive, informed and vibrant campus culture; a diverse, engaged
and academically talented student body; and a professional faculty and staff,
supported by ample financial, academic, technological, and physical resources,
with on-going efforts to assess and plan for future development. In order to accomplish this goal we will
strengthen and enhance the following foundations that we believe are critical
for the future of Wells College.
Wells College will offer an
academic program of the highest quality, with a curriculum that is relevant,
culturally diverse, gender-balanced, and pedagogically sound.
Specifically, Wells will
A. Conduct internal reviews of the entire curriculum to assure
that it is coherent and reflects the mission of the college.
1. By Fall 2007, conduct a comprehensive self-study for each
academic program with the assistance of professional faculty colleagues from
other institutions. Associate Dean Speaker has begun to develop a plan for
the review of our academic programs. The Strategic Plan Comm. can help in
developing a framework for a review of programs and resources that should begin
in fall 2007, in conjunction with the Middle States self-study. We plan to
involve professional faculty colleagues from other institutions, but Assoc Dean
Speaker does not have a budget for doing so. Such a review needs to be
distinguished from the self-study assessments that are going on now and which
focus on how we know that our students are learning what we intend them to.
LM-B
2. By Fall 2008, fulfill the recommendations made by the New
York State Department of Education for accreditation of the Wells Elementary
and Secondary Certification Program.
Wells
has continued to submit the annual reports required by the Regents
Accreditation of Teacher Education (RATE) to demonstrate improvement in all
areas identified in the Compliance Review Report as a result of the site visit
team. LM-B
3. Use information gathered in academic program self-studies
to prepare for the 2009 external review by the Middle States Commission on
Higher Education.
The
assessments that Cindy Speaker and Deb Gagnon are assisting departments with
will be useful in preparing for Middle States, but program reviews will be even
more helpful. Meredith VanDuyne and Cindy Speaker are going to self-study
training workshops. A Steering Committee for the Middle States self-studies
will be appointed by fall 2007. LM-B
Periodically
review the curriculum to ensure that course content, where appropriate, is
gender balanced and culturally diverse.Discussions this year in Dean’s Council,
and perhaps APPC, around the theme of gender equal coeducation (its meaning and
implementation) will deal somewhat with these issues. We hope to create a
subcommittee of the 4 diversity committees, with a few additional interested
members, that focuses on gender equal coeducation. The program reviews, to
begin in fall 2007, should consider gender balance and cultural diversity. LM-B
4. Continue to evaluate opportunities to expand the curriculum
to meet the needs of current students and to attract new students to the
College.
APPC
evaluates position requests. The Interim Dean, working with the members of the
Strategic Planning Committee concerned with the academic program, is developing
a flow or planning model for faculty requests for the next decade. We have
developed a couple of new minors--the First Nations and Indigenous Studies and
the Social and Economics Justice minors. LM-B
We
have received a gift for a new lecture series that should implement this year.
ASR
5. Strengthen cross registration arrangements with Cornell
University and Ithaca College.
Wells
has agreements with all undergraduate colleges at Cornell and with Ithaca
College. Few students, however, find their schedules permit taking courses at
these other institutions. A gift has enabled this year’s seniors to have Cornell library cards. LM-B
B. Increase and strengthen academic support services for
students.
1. Establish a Learning Center that is a resource for all
academic support services at the college.
As we
search for a new head librarian, we may be considering combining this position
with the head of a learning center or “Information Commons.” LM-B
Several
proposals for funding have included start-up funding for this. We are currently
working with two trustees on an additional grant possibility. ASR
2. Identify, evaluate and improve study spaces for all
students.
Diane
Hutchinson and I will be touring Zabriskie as one place that might be used for
classroom and study spaces once the new library building is complete. We will
build on extensive work previously done by Scott Heinekamp and others for the
“Zabriskie Academic Adaptation Ideas Subcommittee on Long-range and Strategic
Planning,” Spring 2002. LM-B
We will want to refurbish classrooms and remove old lab
equipment to use in fall 2007 dlh
3. Establish an orientation course that introduces all new
students to the College’s academic and student life resources.
Wlls 111, under the direction of three faculty members,
does this and more! LM-B
Anne Lundquist to work with Leslie Miller Bernal and others
to examine the Wells 111 model and consider ways to integrate faculty members
and academic experiences into Orientation.
AL
Anne Lundquist, Susan Sloan and Leslie Miller Bernal to
develop January Orientation including extended orientation meetings. AL
4. Evaluate and improve library services including expanded
hours of operation and increased opportunities to use the Cornell library
systems.
When
we hire a new librarian, these issues are the sort that s/he would be expected
to address. To assist us in planning for the library and a search for a new
head librarian, we are using a librarian from Swarthmore College, Peggy Seiden,
as a consultant. We have also obtained Cornell library cards for all our
seniors this year, thanks to a gift.
LM-B
The
job description should be reviewed and updated to make sure have listed the requirements for a librarian
skilled in using today’s technology. dlh
C. Encourage
gender balance as a valued component of the College curriculum.
1. Support workshops for faculty to prepare models for
gender-balanced teaching and curriculum development.
Many
faculty would appreciate such workshops. In April 2007, we are bringing a
nationally known expert on avoiding sexism in classrooms, Dr. David Sadker, to
conduct a faculty workshop as well as to give the annual Beckman lecture. LM-B
2. Encourage and support ways for librarians and faculty
members to work together to compile teaching resources that include the
contribution of women to the disciplines taught in the College.
Again,
this is an issue that a new head librarian might address. LM-B
3. Encourage faculty to find ways to review their course
descriptions and syllabi annually to make sure that women scholars and writers
and women’s issues are duly represented where appropriate in their courses.
This
issue might be one addressed in a Dean’s Forum and also by a
soon-to-be-established committee on gender equal coeducation. LM-B
4. Encourage the continuation of gender-balance as a value in
faculty hiring.
Steve
Gilchrist and Kit Van Orman met with all members of current search committees
on October 26th to discuss questions that may or may not be asked during
interviews and other issues we need to be sensitive to as we seek to hire women
and minorities. Steve Gildchirst continued this discussion with search
committees on November 8th. LM-B
D. Make experiential
learning a more integral component of the College curriculum.
1. Ensure that
students have opportunities for on-campus and off-campus experiential learning.
The work
of Nancy Karpinski and Terry Bilak in Career Services is most relevant. They
produce a newsletter to help students identify internship and other
opportunities, and they also post information on the college website. More work
is needed, however, on gathering systematic information on what we as a college
do in this area. The NSSE data show that we excel, so we should try to
demonstrate this. We also need to consider where is the best place to “house”
this part of our college programs. LM-B
2. Hire an Off-Campus Study Director to centralize and
facilitate the administration of the off campus study programs.
John
Wells has been hired for this position and is working to develop new programs,
for example, one in Mumbai, India. LM-B
3. Provide greater opportunities for internships.
We
mention alumnae sponsorship of internships when we talk with alumnae and we
highlight examples in publications. ASR
E. By Fall 2007, conduct internal reviews of the Office of the
Dean of the College, Library, Career Services, Office of the Registrar and
Computing Services to ensure they are supporting the academic program.
1
Conduct a comprehensive
self-study for each academic support unit with the assistance of professional
colleagues from other institutions.
Most
of these self-studies have not yet been planned although the consultant for the
library search, Peggy Seiden from Swarthmore, will help us understand our
library needs and write a report on how best to advertise our position.
LM-B
We
are currently reviewing computing services with Bonnie Baranowski. Identifying where additional training is
needed is underway, as well as assessing the skill sets currently
available. Bonnie is also reviewing our
entire network and hardware inventory as well as software available and
needed. She will submit a
report/analysis.dlh
2
Use information gathered in
self-studies of academic support areas to prepare for the 2009 external review
by the Middle States Commission on Higher Education.
When
the self-studies have been completed, they should be helpful for Middle States.
LM-B
3
Continue to evaluate
opportunities to enhance academic support units to meet the needs of current
students and to attract students to the College.
This should be part of the purpose of the self-studies.
LM-B
As
specific opportunities/programs/spaces are identified, we identify them to
potential donors as funding opportunities. ASR
Wells College will attract
and retain a student enrollment of 575 culturally diverse and academically
promising students who benefit from institutional initiatives that support
their academic and co-curricular pursuits and their holistic development.
Specifically, Wells will:
A.
Increase new student
enrollment to achieve an optimal student enrollment of 575 culturally diverse
and academically promising students.
1. Establish and implement a recruitment plan to achieve
enrollment growth.
The
current recruitment plan reflects strategies and initiatives to support
enrollment growth to 625 culturally diverse and academically promising students.
SRS
2. Attract and enroll an entering class that reflects our
institutional commitment to diversity.
I am
meeting with and will work with Stephen Gilchrist on developing expanding our
strategies to increase student diversity. SRS
3. Develop and implement a merit scholarship program that
attracts a diverse group of students with a high potential for student
leadership and academic success. Scannell
& Kurz just completed their financial aid review that includes a review of
our merit programs. EMT has formed a
subcommittee to evaluate our current scholarship programs and consider new
opportunities. SRS
B Increase
and strengthen academic support services for students.
1. Establish a Learning Center that is a resource for all
academic support services at the college.
A
Learning Center – or Information Commons -- has been included as a funding
opportunity in several foundation proposals. ASR
2. Identify, evaluate and improve study spaces for all
students.
DOS
to identify possible study spaces in residence halls, list the current wireless
facilities and communicate to students.
AL
Stephanie
Achille to inquire with residential students about designating “study hours”
for residence hall lounges. AL
3. Establish an orientation course that introduces all new
students to the College’s academic and student life resources.
See
B. 3., page 7, for comments on this. LM-B
4. Evaluate and improve library services including expanded
hours of operation and increased opportunities to use the Cornell library
systems.
See
B. 4., p. 7 for comments on this. LM-B
C. Establish and maintain systems that support the holistic
development of students.
1. Provide on-going opportunities for incoming and upper class
students to discuss the challenges and successes of coeducation.
The Dessert and Discussion Program will continue once a
month with monthly topics and improved advertising; discussion notes to be
posted on the web. AL
Dean of Students and DOS staff have
established weekly Open Office Hours ALAnne Lundquist to work with Steven
Gilchrist on ideas for discussion/dialogue amongst students. AL
President
and Dean of Students meet twice monthly with Collegiate Cabinet. AL
Anne
Lundquist to work with Leslie Miller-Bernal on gender-equal coeducation
committee. AL
Anne
Lundquist, Pam Sheridan and Susan Sloan to work with Traditions Committee and
Class Officers on improved communication regarding traditions, including more
historical information and background information regarding their origin and
purpose. Brochure to be developed and
published and sent to new students with cover letter from Traditions Committee
chair. Information to be posted on the
web site. Collegiate and Traditions
Committee to work with DOS to develop in-depth information and programs during
Orientation regarding Traditions. AL
“Sophomore
Smash” sponsored by FARGO is intended for a way for students to connect with
recent graduates – 25+ students attended this year. ASR
2. Improve ways to make the Wells College Honor Code an
integral and valued part of student life.
Dean of Students has established a Student Conduct Policy
Review Team to assess and discuss all student conduct policies. The tea is utilizing the College Mission,
Honor Code and Community Standards Statement as basis for discussion. AL
Dean of Students working with Community Court Students and
the Student Conduct Policy Review Team to discuss ways to make the Honor Code
more visible (i.e. posted in campus buildings) and to incorporate discussions
of the Honor Code into Orientation, Residence Life and Wells 111. AL
DOS considering a more formal Honor Ceremony as a part of
Ordination or Opening Convocation to heighten the importance and relevance of
the Honor Code as well as considering developing a “Book of Honor” for students
to sign. AL
Residence Life External Review Team (Dec 2006) to conduct
workshops on Community Standards Models in residence life for incorporation
into residence life policies and programs.
AL
3. Evaluate, improve, and increase counseling services for all
students.
DOS will utilize the Council for Advancement of Standards
(CAS) assessment tool to evaluate current counseling services during Fall 06
and Spring 07. AL
4. Strengthen student organizations through the establishment
of an active advisor system.
Campus Involvement has developed a Student Organization
Resource Manual.
Director of Campus Involvement and Dean of Students are
working on Advisor Training for spring 2007. AL
5. Establish a formal student mentor/advisee program for new
students.
Alyssa
Binns, Susan Sloan, Pam Sheridan and Anne Lundquist to work with Collegiate to
review the Family Reunion (formerly “big sister”) model to ensure that
procedures are well articulated for matching new students with upper-class
mentors and programs are clearly in place.
AL
Anne
Lundquist to work with Steve Gilchrist and Scott Heinekamp to explore mentoring
programs/models for new male students.
AL
6. Provide ongoing opportunities to engage non-resident and
non-traditional age students in the life of the College.
DOS
Office using CAS Standards to evaluate Commuter and Non-Traditional
Student
services. Dean of Students will also
work with WILL students and commuter students to identify specific needs. AL
Annual
WILL dinner at Taylor House in the fall supports this goal 20-30+ attendees
each year. ASR
Terry
Bilak working 5 hours a week with DOS, with a focus on connecting with commuter
and non-traditional students. AL
D. Establish and maintain open and effective channels of
communication for all students.
1. Develop and implement efficient systems to regularly
communicate pertinent College information to students that support their
intellectual, personal, and social development.
DOS has developed Students@wells.newstter,
mailed monthly to students and home to students and parents in August and
January. AL
DOS division is working to update and improve the Student
Life web site. AL
DOS staff to develop a “Where to Go, Whom To Call” resource
document to be published on the web. AL
2. Evaluate and improve computer access in campus public
spaces where students gather and in the residence halls.
E. Provide a safe and healthy living environment for students.
1. Provide housing opportunities that reflect students’
desires to live in single-sex or coeducational residence halls.
DOS Division is conducting an external review of Residence
Life and Student Conduct in December 2006 in order, in part, to review housing
operations practices and procedures. AL
Dean of Students is working with the Student Housing
Committee and Interim Coordinator of Residence Life to review housing
procedures, including housing assignment
processes and distribution of students across residence halls. AL
DOS division utilizing CAS Standards to evaluate residence
life and housing operations. AL
2. Improve ongoing maintenance and housekeeping operations in
order to achieve overall optimal facilities management.
Dean of Students to work with Vice President and Treasurer
to establish clear protocols for maintenance and housekeeping and maintenance
in the residence halls, including after-hours emergency procedures. AL
Diane Hutchinson and Anne Lundquist to convene monthly
Facilities Meeting comprised of residence life, facilities and security
staff. AL
3. Evaluate dining services in order to provide healthy food
choices.
In conjunction with Vice President and Treasurer, Dean of
Students to review existing contracts and surveys regarding dining services. AL
Gary Aubin meets monthly with the student Dining Committee
and posts improvements, suggestions on the web site. Anne Lundquist meets monthly with Gary and/or Dining
Committee. AL
4. Evaluate and enhance campus safety and security program.
Dean
of Students establishing a Clery Review Team with the Director of Security in
order to ensure compliance with all components of the Clery Act, including
safety education and programming. AL
Mike
Carter has developed an environmental procedures manual. AL
Department
of Campus Safety provided personal safety alarms and education training
regarding them to all new students in fall 2006. AL
Department
of Safety provides Safety Awareness and self-defense programs annually. AL
FACULTY
Wells College will attract,
retain and support a highly qualified, diverse and professional faculty
dedicated to teaching the liberal arts and sciences.
A. Provide
competitive compensation in line with appropriate external standards in order
to attract and retain high quality faculty.
1.
Develop a
schedule of incremental increases that will allow the College to reach
IIB-2 no later than 2009-2010.
The salary committee will be meeting soon to consider
how to do this. LM-B
The seven year financial projection model includes
this goal and increases must work within the entire budget. dhl
2. Establish a long-term plan for periodic review of faculty
salary structure in order to maintain IIB-2 as a minimum average salary.
The
salary committee should develop such a plan. LM-B
3. By 2010, choose a new higher external standard for faculty
compensation and develop a plan for reaching it.
The salary
committee needs to consider salaries of comparable institutions in our
geographical region and develop a plan for achieving them here at Wells that
can be submitted to the BOT. Niamh O’Leary presented a report at the faculty
meeting of 11/14/06 on health benefits at Wells over time and in comparison to
other nearby colleges. Diane Hutchinson and I will be meeting with faculty
budget representatives to discuss ways we can include long-term adjuncts in a
regular, periodic pay raise scheme. LM-B
B. Provide sufficient faculty to meet curricular needs of each
academic program.
1.
Hire at least three new
tenure-track faculty members each year for the next three years (Start
Dates: Fall 2006, 2007, 2008), as
designated by the Fall 2004 College’s Transition Plan.
We have hired 3 tenure-track faculty for the first of these
three years in chemistry, art history, and women’s studies (this latter
position was vacated, however, at the beginning of this semester). This year we
are hiring three more tenure-track positions in Spanish-Education, Theatre, and
(American) Political Science. We are in the process of deciding which 3
positions will be requested for hiring next year. LM-B
2.
Standardize the process to
review and report faculty staffing needs annually.
A call goes out from the DOC office to submit proposals for
positions. These proposals are reviewed by APPC and Dean’s Council, which order
them in terms of priority for filling. The dean and the president meet to
discuss the chosen positions in order to make a recommendation to the BOT. LM-B
C.
Provide support staff,
equipment, and instructional opportunities that facilitate and improve faculty
work.
1.
Hire additional technology staff to assist in meeting the instructional
needs of
faculty.
This is a great need. Many
faculty report feeling frustrated about the lack of support they receive.
LM-B
Recommendations will be
part of the full tech analysis currently underway. I am working with the tech
staff to research and purchase software that will allow us to provide remote
diagnostics so replies can be quicker. We have already tested one system. We
are also developing a help desk model that will provide support over longer
hours. dlh
2.
Support training for faculty
to become proficient in current technologies available on campus.
As with #1, this is an unmet need. Only occasionally have
workshops on technology been available DHL.
3.
Provide well-equipped
classrooms for current needs in teaching and learning.
We have a few “smart” classrooms and should have a few more
once the science building is completed. Science faculty report needing
increased bandwidth so that they can download required teaching modules and
films. Dean’s Council is discussing this issue. LM-B
We did substantially increase our
bandwidth by going to Roadrunner in January 2006. I believe we should look at how the bandwidth is allocated
between the admin side and academic side.dlh
4.
Review needs of faculty for
administrative support in each department and provide support in areas where
need is greatest.
Yet to be done. LM-B
D.
Provide resources for
scholarly, curricular, and institutional development.
1.
Increase faculty travel
budgets to encourage faculty attendance and participation in activities that
strengthen teaching, scholarship, and curricular initiatives.
The DOC budget is being used to do some of this. LM-B
In preparation for asking for gifts to support this need,
intensified efforts in Express to showcase faculty scholarship, etc. There is a
new section specifically devoted to faculty. ASR
2.
Provide on-campus
opportunities --workshops, forums, and lectures-- for professional development.
Outside lecturers frequently come to campus, but generally
they are not related to professional development in any systematic way. Our
spring ’07 Beckman lecturer, Dr. David Sadker, will help faculty deal with
coeducational classrooms. LM-B
3.
Provide opportunities for
faculty to become more familiar with the expectations of and procedures
governing the Wells College Honor Code.
We might consider using a faculty meeting to have
Collegiate officers discuss the Honor Code.
LM-B
E.
Encourage recruitment
practices and a campus climate that continues the strong presence of women on
the College faculty.
As noted above, Steve Gilchrist and Kit Van Orman are
meeting with faculty search committees on Oct. 26th to discuss
issues connected to searches, in particular, interviews, that should assist us
in continuing the strong presence of women on the faculty. Such meetings may
well need to be repeated each year. The gender-equal coeducation comm., soon to
be established, should monitor this issue. LM-B
Wells College will attract, retain, and support a highly
qualified, diverse, and professional staff that is well compensated,
technically proficient, and enjoys a flexible, comfortable, and supportive work
environment.
1. Implement and support the staff forum’s salary plan for
staff to meet the goals by 2009-2010.
There is a plan in place and it is part of the 7 year
financial projection model. We use CUPA
guidelines which fluctuate a great deal more than IIB2
2.
Conduct
an annual review and report progress towards benchmarks in achieving the salary
goals.
DLH prepares this every year and reports out to Staff forum
1.
Improve
and update the annual review document making it standardized for all
departments with one section developed specifically for the area the staff
member works.
This needs to be done dlh
2.
Implement
a consistent annual review timeline with supervisors.
This needs to be done and implemented consistently
1.
Develop
and implement a new employee orientation conducted within two weeks of
hire.
This is just starting to be developed.
2.
Provide
opportunities for staff to become more familiar with the expectations of and
procedures governing the Wells College Honor Code.
3.
Institute
ID system for all employees.
This has been completed.
4.
Establish
a recognition program to honor staff contributions.
5.
Create
and support incentives for education and improvement of skills.
6.
Provide
opportunities for alternative work schedules for job sharing and seasonal
flexible work hours.
There are some seasonal hour shifts in place (during the
summer). ASR
D. Provide and support technology,
equipment, and instructional opportunities that facilitate and improve staff
work.
1.
Establish
two staff development days per year.
2.
Establish
training classes for staff to become proficient in current technology available
on campus.
This is underway due to the Jenzabar project.
3.
Provide
tools to effectively meet job requirements.
E. Develop and sustain an environment that creates a sense
of community by encouraging and supporting staff involvement in campus
activities.
1.
Encourage
staff to participate in the extracurricular life of the College.
This does occur in External Relations. ASR