Although searches were initiated for 32 new faculty positions, due to the effects of the pandemic, faculty searches were placed on hold in April 2020. Ultimately, 20 new stellar faculty were hired from top research institutions such as California Institute of Technology, Stanford University, Northeastern University, the University of California at Santa Barbara and at Los Angeles, Michigan State University, and the University of Texas. Of the 20 new faculty members, nine are women, representing 45% of the total. Twenty seven percent of the total full-time faculty at Stevens are now women, which represents a 1% increase over the previous year. This year, a new faculty activity report system was launched which enhances the faculty activity reporting process. In a continuing effort to improve faculty and staff satisfaction and instill pride in Stevens success, a number of new initiatives were developed including telework policies and procedures as Stevens transitioned to remote operations. Stevens conducted annual benchmarking of staff salaries, and salary adjustments were made, as warranted.

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Goal C1

Faculty are the keystone of the institution. Stevens will be uncompromising in recruiting and retaining a faculty of the highest-quality from best-in-class institutions worldwide, in providing them with the environment to succeed, and in recognizing their achievements through promotion and competitive compensation. This will include faculty development programs, incentives, transparent teaching load and research buyout policies, junior and senior Chairs, faculty awards, junior faculty mentoring, etc. Stevens will strategically invest in growing the tenure-stream faculty, with the aim of transforming our performance and productivity in research and scholarship, graduate studies, and thus prestige and reputation.

Owner: Provost Christophe Pierre

In Year 8, searches were initiated for 32 new faculty positions, including two department chairs, three endowed chairs, and the Stevens Institute for Artificial Intelligence (SIAI) Director; however, due to the effects of the pandemic, faculty searches were placed on hold in April 2020. Ultimately, 20 new stellar faculty were hired including a Director of the SIAI.

Goal C2

Stevens will develop and sustain a welcoming and supportive work environment that fosters a culture of excellence by applying best-in-class practices and services to advance the overall mission, goals, and strategies of the university through the acquisition, development, retention, recognition, and support of a diverse, inclusive, and engaged faculty and staff.

Owner: Vice President Warren Petty

In a continuing effort to improve faculty and staff satisfaction and instill pride in Stevens success, the Division of Human Resources completed the following:

  1. Implemented the Star Awards program which provides for real time recognition of faculty/staff contributions that are extraordinary in nature and characterized by performance that is substantially above and beyond expectations for a specific project, goal, or the routine responsibilities of the employee’s position.
  2. Developed and implemented enhanced monthly New Hire Orientation/Connections.
  3. With a shift to remote operations as a result of the pandemic, Stevens transitioned to virtual New Hire Orientation/Connections, developed telework policies and procedures to support employees, worked with supervisors to promote flexible work arrangements, delivered a series of Linkedin Learning trainings to keep employees engaged, and provided mental health support and resources including conducting Wellness Break webinars.
  4. Completed a comprehensive benefits benchmarking study which led to enhancements to a few key employee benefits including tuition, parental leave, retirement, and vacation.
  5. Transitioned medical and prescription plans to a new provider (CIGNA) for 2021, maintaining a flat overall increase (0.04%) for both employee and employer, and ensured the same plan design structure and content while extending various enhancements to service and healthcare options.

Goal C3

Compared to our 2011 baseline, our faculty will increasingly reflect greater diversity from multiple perspectives, including gender and ethnicity. In particular, we will target that at least 30 percent of all new full-time faculty hires will be women in order to increase the percentage of full-time female faculty from the Fall 2016 baseline of 24.6 percent. In addition, we will aim to increase the number of underrepresented minority faculty in our full-time tenure and non-tenure stream faculty by at least two-thirds from the Fall 2016 baseline of nine. We will continue to diversify the administration and staff of Stevens. We will foster an inclusive institutional climate to ensure the retention of all faculty and staff, particularly female and underrepresented minority members.

Owners: Provost Christophe Pierre, Executive Director Susan Metz

In AY 2020-21, a total of 20 new faculty members were hired including 18 tenure stream faculty and two non-tenure stream faculty. Of the 20, nine are women, representing 45% of the total. Twenty seven percent of the total full-time faculty at Stevens are now women, which represents a 1% increase over the previous year. Among the new hires, one is an underrepresented minority. This year, 2.6% of the full-time faculty are underrepresented minorities, a decrease from 3.0% in AY 2019-20.

Year 7 New Full-time Faculty Hires % Women

 

Year 7 Total Full-time Faculty % Women

Year 7 Total Full-time Faculty % Underrepresented Minorities

Goal C4

All salaries (faculty at all levels and disciplines, administrative and staff positions) at Stevens will be benchmarked against an appropriate peer group to ensure quality and ability to attract the very best talent, taking into account the cost of living in the metropolitan area.

Owner: Vice President Warren Petty

The Division of Human Resources conducted annual benchmarking of staff salaries at Stevens resulting in the upgrading of the Stevens Classification Structure and adjustments to salaries of staff whose salaries fall below the minimums of their salary grade or who are not positioned properly within the pay band.

Goal C5 

By 2022, a significant percentage of Stevens faculty will be serving in prestigious and influential professional service positions, e.g., on national advisory boards, editorial boards, and in positions of leadership within academic and industry associations. By 2022, we will achieve a steady-state level of at least 3 percent of tenure-stream faculty in sabbatical positions of influence in academic, government, industry, and nonprofit sectors.

Owner: Provost Christophe Pierre

While a significant number of faculty are involved in prestigious and influential professional service positions, tracking of the data has been challenging. In Year 8, a new faculty activity report system was launched. This platform enhances the faculty activity report process and will also revamp Stevens’ public-facing faculty profiles.