Discusses the realities in the present and future recruiting of minority faculty members. Argues that the securing of an appropriate representation of minority faculty, although a current resolve of most institutions, will be an extended process that faces numerous obstacles and will not easily be achieved. (KEH)

Discusses ways that affirmative action is used in the context of faculty recruitment. Argues that affirmative action should be viewed as a method to achieve positive change within a department and not as a quota. (KEH)

Discusses problems minority and female faculty face achieving tenure in terms of demands on their time, expectations of administrators, and topics they choose to research. (KEH)

Describes an administrative operational system for internship programs leading to a justifiable return on investment in the areas of academic integrity, departmental image, and resource acquisition. (KEH)

Suggests the following strategies to facilitate successful recruitment of women and minority faculty: (1) develop team approach; (2) apply flexible criteria; (3) participate in networks; (4) advertise in nontraditional places; (5) look beyond publication lists; (6) promote cultural diversity; (7) plan to spend money; and (8) communicate an…

Examines Kean College's approaches to establishing principles, policies, and procedures which have led to a faculty-supported assessment program. Summarizes how faculty concerns were considered and policies were reviewed and established. Describes the faculty-centered organizational structure. (KEH)