In 1998, Grinnell College developed a set of core values under which we operate.  Among these core 
values is the statement that "A wide diversity of people and perspectives are present in an excellent liberal 
arts college."  In order that the college can better implement this value the following strategies are 
recommended.


I.	Strategies for Strategic Hires of Faculty


a. PREFILLING POSITIONS.  When a department can predict an opening in the 
department, usually though retirement, they may seek to fill the position in advance 
of the retirement if in doing so it increases the diversity of the faculty.  The 
Executive Council, the Dean and the President must first indicate that the position 
that is being vacated will continue after the current holder of the position leaves.  If 
the Executive Council, Dean and President approve the continuation of the position, 
the department can then identify individuals who meet the position requirements and 
bring them to campus for a regular interview and possible contracting.  Normally 
there would be an overlap of two to three years.  Some of the cost of prefilling 
positions may be offset by hiring fewer leave replacements in the department, but 
special funding will be provided to meet the cost of such a program.


b.  CREATING NEW POSITIONS.  If a department identifies individuals who would 
increase diversity within  the faculty and who would be a good fit for the department 
and the college, after approval by the Executive council, Dean and the President, the 
department my invite the individual to campus for an interview and possible 
contracting.  In this case the department has not advertised a position but is seeking 
to have a new position created in a similar fashion as occasionally happens with 
CSMP scholars.


II.	College Wide Strategies


a.The College can advertise for non-specific positions indicating that we are trying to 
diversity our faculty.  Applications would be sent to the Dean of the College who 
would then forward them to the department which corresponds to the applicants 
academic education.  After reviewing the dossier, the department in consultation 
with the Dean can determine whether or not they would like to interview the 
individual.  Such advertisements might also indicate that we are interested in 
individuals who can contribute to interdisciplinary programs.


III.	Shared Contracts


a.  Shared contracts can have both negative and positive affects in increasing the 
number of women and/or minorities on the faculty.  However, shared contracts have 
the potential to aid in both the recruitment and retention of women and people of 
color and should be used.


                   1.  INITIAL CONTRACTS.  Initial shared contracts should be encouraged 
                        as it will aid in recruiting women and people of color.  Advertisements 
                       for positions should include a statement that we welcome applications 
                       form individuals who would like to share a position.


                   2.  CONVERTING CONTRACTS.  Allowing departments to recommend 
                        converting a single full-time appointment to a shared contract should be 
                        used in helping us to retain women and people of color and should be 
                        done when appropriate.