Learning Resources

Abstract: This article examines the strategic planning process at Cleveland State University, a large metropolitan state university in Ohio. A faculty-administrative team used a communicative planning approach to develop a collaborative, ongoing, bottom-up, transparent strategic planning process. This team then spearheaded the process through plan development and the early stages of implementation and evaluation. The article presents the framework for this process in detail and includes a three-year timetable. The authors discuss the unexpected landmines that threatened to undermine the process and the important lessons learned in the hopes that this will aid other universities in their strategic planning efforts.

Abstract: A Guide to Planning for Change summarizes the new and emerging challenges facing leaders of colleges and universities; discusses new techniques and tools (most notably, analytics) to create an enhanced model for planning in higher education; takes the reader back through the history of planning and strategy execution in higher education by outlining its many eras and stages of development, and highlights the latest thinking and writing on the topic on integrated planning. The enhanced planning model in this book recognizes the many internal, external, up, down, and sideways forces, challenges, and opportunities facing higher education. In the end, it is the successful execution of strategy that will have a lasting impact on the institution.

Abstract: What does it take to plan for and move from a two-year to a four-year institution and implement a baccalaureate degree in applied psychology? Here’s how Kwantlen University College (BC) did it.

Abstract: A strategic planning model for colleges and universities is presented which integrates competitive benchmarking and an adaptation of Hill’s manufacturing strategy model. Hill’s model is altered to focus on student-winners and is used to design programs of study and supporting services. Benchmarking is used as a key component of the planning process. This model is based on integrating program strategy with recruiting strategy to satisfy the needs of stakeholders including students, faculty and industry recruiters. A planning context is developed and a modeling example is presented. This paper responds to the need for improvements in traditional strategic planning in higher education to develop a more holistic and integrative approach.

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.