Salient Barriers to Meeting Our Goals AND Attracting and Retaining Ever Better Students, Faculty, and Staff -This is not an exhaustive list. The strategic plan may not address every item listed below.
- Global
- Image and geography: How do we clearly differentiate Doane from other institutions?
- Resources and financial issues
- Diversity of Doane community
- Faculty
- Workload, 12 credits per term plus alternating year Interterm, with standing committee assignments, advising, promotion, tenure and review committees, ad hoc committees, extra curricular activities to attend and sponsor
- Message that teaching and service too exclusively dominate the promotion, tenure, and review process
- Number of full-time faculty
- Crete, NE as location. 60% of faculty commutes from Lincoln.
- Compensation and reward and recognition
- Many candidates do not know about Doane, recruitment process
- Lack of research emphasis for faculty
- Faculty burn-out
- Lack of recognition
- Staff
- Pay and benefits
- Vacation Time
- Workload
- Significant employee contribution for family health insurance
- Lack of sufficient diversity at professional levels
- Understaffing for institutional research and technology
- Students
- Facilities
- Need to improve lifestyle perks
- Student health
- Health and wellness center
- Renovation of Perkins Library
- Renovation of the Perry Campus Center
- Location - no coffee shop in Crete, take a date to Lincoln,
- Image
- Failure to set high expectations can be a barrier to retention.
- Diverse applicants see little diversity among current student body, faculty, or staff.
- Food
- Changes in gathering policy with nothing to fill the gap
- On-campus residence requirement may be a barrier
- Cost - Are financial aid packages competitive? Do students dismiss Doane as too expensive without even considering a financial aid package?
Here are elements of the Central Planning Committee's Foundational Document: