Learning Resources

Developing and Implementing a Higher Education Quality Initiative

By: Monica W. Tracey

The Oakland University School of Education and Human Services' Quality Initiative is discussed in the context of the history of higher education and quality management, with comparison to initiatives at Fordham University, Lienhard School of Nursing, the College of Nursing at Rush University, the University of Alabama, Oregon State University, and the University of Illinois at Chicago.

From Volume 34 Number 2 | January–March 2006

Abstract: Born out of a belief that higher education must improve its delivery of service, the School of Education and Human Services at Oakland University initiated and implemented a quality system. To better respond to market need, this initiative focused on current behavior and the future needs of the students, faculty, and school-at-large. This article reports the steps taken, lessons learned, and recommendations developed for implementing a quality initiative process successfully within a university culture. The outcome of this process was the creation of a template that can be used by other units in higher education.

Institutions Mentioned: Oakland University, Fordham University, Oregon State University, University of Illinois at Chicago, Pace University-New York, Rush University, The University of Alabama, Delaware County Community College
Planning Types: Institutional Effectiveness Planning

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Research Space: Who Needs It, Who Gets It, Who Pays for It?

By: Ira Fink

An overview of research space management in the United States, based on interviews with senior administrators, Internet documents, and the authors’ vast experience, identifies important trends that need attention.

From Volume 33 Number 1 | September–November 2004

Abstract: Today, the amount of space devoted to research at research universities exceeds that of classrooms and class laboratories. This research space portfolio presents important policy and management challenges. As stewards of this portfolio, universities must address issues of funding the construction of research facilities, equipping and maintaining them, allocating and accounting for space used for research, and managing, in broadest terms, the physical and administrative infrastructure in which research is conducted. As this article illustrates, managing the balance between the growing demand for and the supply of research space is complicated. To address the issues of research space, universities have developed a variety of space management methods to fit their unique research missions, priorities, and operational culture. This article provides important insights into this little studied aspect of higher education space planning. The article is an overview of research space management across the U. S. on general campuses and in health science centers. It is based on interviews with senior administrators in selected research universities conducted specifically for this study, information about research space management available on university documents on the Internet, and on the work of Ira Fink and Associates, Inc. in programming research facilities on a multitude of campuses nationwide.

Institutions Mentioned: University of Arizona, University of California-Los Angeles, University of Pittsburgh-Pittsburgh Campus, University of North Carolina at Chapel Hill, Duke University, Carnegie Mellon University, University of California-Berkeley, University of Illinois at Urbana-Champaign, University of Washington-Seattle Campus, University of California-San Diego, University of Iowa, Massachusetts Institute of Technology

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Recruiting and Retaining a Diverse Faculty

By: Rhonda Phillips

Despite efforts to alleviate problems associated with women and minority recruitment and retention, problems still exist, as shown in a review of current literature and a survey of selected institutions.

From Volume 30 Number 4 | Summer 2002

Abstract: Recruiting and retaining women and minority faculty members is a particularly challenging workforce development issue facing many universities. This article summarizes current literature and the results of a survey of selected institutions to gauge responses to this challenge. All the survey respondents indicated that recruitment of women and minority candidates has been problematic, that retention problems vary, and that job placement is difficult and can negatively influence the recruitment and retention of women and minority faculty members. Job placement for partners has been most difficult for those universities located in small- to mid-sized cities. A variety of programs have been attempted to alleviate problems of recruitment and retention.