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As Jesus walked beside the Sea of Galilee, he saw Simon and his brother Andrew casting a net into the lake, for they were fishermen.
At Frederick Community College (FCC), our aim is transformation through education. The skills, training, competencies, and education we provide ensure that our graduates are able to equitably participate in our society, our economy, and our democracy. The BIG goal is to help students live the lives they want to lead. The impact we make is profound and extends beyond the individuals we serve, reaching families, the larger community, the state, and the world. It all starts with having the right people, in the right positions, with the right skills and abilities, doing the right things right.
The Vice President of Diversity, Equity, Inclusion and Belonging (VPDEIB) is the College’s chief diversity officer, reporting directly to and serving as strategic thought partner to the President. The VPDEIB is a contributing member of the College's Senior Leadership Team.
The VPDEIB will provide guidance and leadership related to these areas:
· Providing vision and direction in goal setting, planning, and development for employees and students related to diversity, equity, inclusion and belonging.
· Leading policy and strategy development to advance organizational objectives and the optimal fulfillment of the College’s comprehensive mission.
· Supporting others in nurturing a campus culture and climate where all employees and students, especially those whose identities have historically been “othered,” feel safe, seen, heard, and welcome.
Thank you for your interest in the position of the Vice President of Diversity, Equity, Inclusion and Belonging (VPDEIB) at FCC!
As the senior diversity officer of the College, the VPDEIB supports our commitment to equity, equal access, inclusion and belonging, for students and employees. Evidence of DEIB leadership and voice that gives rise to impactful change, will be key in helping us walk the talk, strategically and tactically.
I began my role as President of FCC in July 2022, and one of my priorities was to seat this critical position as a member of my senior leadership team. I am thrilled to initiate this search process to find the right person to serve as our VPDEIB.
Please review this Position Profile to gain a comprehensive insight of not only the position responsibilities and expectations, but of our College as a whole. The information will be fruitful in your discernment process for your next professional home.
Thank you again for your interest in FCC.
Annesa Payne Cheek, Ed.D.
President
Diversity & Inclusion at FCC
FCC fosters a culture of inclusive excellence so all College community members may fully engage, live authentically, and flourish. In addition, FCC dedicates itself to intentional and ongoing reflection to meet the evolving needs of its surrounding communities.
Since the founding of FCC, the College has prepared an increasingly diverse student body to complete workforce preparation, transfer education, career development, and personal and career enrichment.
FCC has created a diversity, equity, and inclusion infrastructure that includes the Office of Diversity, Equity, and Inclusion; the President’s Diversity Advisory Council; MOSAIC Center; Adult Services; Veteran and Military Services; Disability Access Services; and Adult Education and English as a Second Language programs. Additionally, the College offers student-centered and employee-centered programs, including those that support Faculty and Staff of Color, the LGBTQIA+ community, and immigrant students. These programs provide support and remove barriers for special populations.
Currently 22% of FCC faculty members identify themselves as People of Color. In addition, the Students of Color credit population is 43%, while the CEWD Student of Color population is 32%, all at or above the non-white population of Frederick County (32%).
As a reflection of the College's commitment to continuous improvement in diversity, equity, and inclusion, several mission critical initiatives have recently been undertaken:
THE FCC DIVERSITY, EQUITY, AND INCLUSION STRATEGIC PLAN 2019-2024 AND THE FCC INSTITUTIONAL RACIAL EQUIT Y PLAN 2021-2027
These strategic initiatives focus on the institutional climate and culture shifts to make FCC a place where diverse populations know they belong and thrive. This year, for example, all academic programs are examining their program specific student access and success data and instituting interventions to address any gender, race, or ethnicity gaps. The College has provided funding to support administrative and faculty leadership development and necessary interventions for this initiative.
IMPLICIT BIAS TRAINING FOR SEARCH CHAIRS AND SEARCH COMMIT TEES
The College established a goal of 25% for racial and ethnic minority representation in hiring pools. To date, 100% of the College’s searches have achieved or exceeded the goal.
DEVELOPMENTAL REFORM IN MATH AND ENGLISH
The FCC developmental math and English programs have revised their developmental education offerings in order to move students more quickly from developmental courses into their fields of study. Additionally, the College added advisors with subject-matter expertise to support students in math, English, and healthcare programs. These efforts have improved student retention in under-represented groups.
CULTURALLY RESPONSIVE TEACHING SCHOLARS
In 2021, the College identified 16 individuals to receive a year of professional development in culturally responsive teaching in order to support their departments in strengthening equitable and culturally conscious curriculum and teaching.
LEADERSHIP DEVELOPMENT
Over 800 faculty, staff, and students participated in professional and personal development sessions focused on diversity, equity, and inclusion in FY21. In addition, 120 faculty and administrators received training in equity-minded leadership.
About the Position
At Frederick Community College (FCC), our aim is transformation through education. The skills, training, competencies, and education we provide ensure that our graduates are able to equitably participate in our society, our economy, and our democracy. The BIG goal is to help students live the lives they want to lead. The impact we make is profound and extends beyond the individuals we serve, reaching families, the larger community, the state, and the world. It all starts with having the right people, in the right positions, with the right skills and abilities, doing the right things right.
The Vice President of Diversity, Equity, Inclusion and Belonging (VPDEIB) is the College’s chief diversity officer, reporting directly to and serving as strategic thought partner to the President. The VPDEIB is a contributing member of the College's Senior Leadership Team.
The VPDEIB will provide guidance and leadership related to these areas:
· Providing vision and direction in goal setting, planning, and development for employees and students related to diversity, equity, inclusion and belonging.
· Leading policy and strategy development to advance organizational objectives and the optimal fulfillment of the College’s comprehensive mission.
· Supporting others in nurturing a campus culture and climate where all employees and students, especially those whose identities have historically been “othered,” feel safe, seen, heard, and welcome
Roles & Responsibilities
REQUIRED MINIMUM QUALIFICATIONS
1. An earned master's degree appropriate to the candidate's field from an accredited institution.
1. An earned master's degree appropriate to the candidate's field from an accredited institution.
2. 10+ years designing and implementing organizational change initiatives grounded in DEIB practices.
2. 10+ years designing and implementing organizational change initiatives grounded in DEIB practices.
3. Experience working with diverse communities, particularly communities of color.
3. Experience working with diverse communities, particularly communities of color.
PREFERRED QUALIFICATIONS
1. Ability to facilitate courageous and difficult intergroup dialogues and conversations around race, gender, sexual orientation, religion, disability, and other intersecting dimensions of identity and/or complex social issues.
1. Ability to facilitate courageous and difficult intergroup dialogues and conversations around race, gender, sexual orientation, religion, disability, and other intersecting dimensions of identity and/or complex social issues.
2. Experience in planning, effective delivery, and assessment of cultural competence training programs.
2. Experience in planning, effective delivery, and assessment of cultural competence training programs.
3. Experience in curriculum development, organizational development and change, and employee development.
3. Experience in curriculum development, organizational development and change, and employee development.
4. Experience in planning, implementing, and assessing an organization-wide strategy for attainment of diversity goals.
4. Experience in planning, implementing, and assessing an organization-wide strategy for attainment of diversity goals.
5. Experience taking the strategic plan and working independently to develop an implementation, accountability, and benchmarking strategy.
5. Experience taking the strategic plan and working independently to develop an implementation, accountability, and benchmarking strategy.
6. Ability to use innovative problem-solving skills that address complex issues related to diversity, equity, inclusion, and belonging.
6. Ability to use innovative problem-solving skills that address complex issues related to diversity, equity, inclusion, and belonging.
7. Knowledge of human resource practices, procedures, and laws that relate to equal employment opportunity.
7. Knowledge of human resource practices, procedures, and laws that relate to equal employment opportunity.
8. Knowledge of adult learning principles and ability to provide creative experiential training for adults.
8. Knowledge of adult learning principles and ability to provide creative experiential training for adults.
9. Strong organizational skills and ability to prioritize multiple, competing tasks.
9. Strong organizational skills and ability to prioritize multiple, competing tasks.
10. Ability to forge strategic alliances within the College and in the community to further the institution’s diversity goals and objectives.
10. Ability to forge strategic alliances within the College and in the community to further the institution’s diversity goals and objectives.
11. Experience in mediation and conflict resolution grounded in the principles of equity and justice.
11. Experience in mediation and conflict resolution grounded in the principles of equity and justice.
12. Experience with intercultural communication.
12. Experience with intercultural communication.
13. Ability to use varying styles, approaches, skills, and techniques that reflect an understanding and acceptance of the role of culture in a diverse, multicultural workplace.
13. Ability to use varying styles, approaches, skills, and techniques that reflect an understanding and acceptance of the role of culture in a diverse, multicultural workplace.
14. Experience in composing executive-level written reports.
14. Experience in composing executive-level written reports.
15. Strong analytical skills and ability to translate metrics, research, and trends into strategy in accordance with diversity standards and goals.
15. Strong analytical skills and ability to translate metrics, research, and trends into strategy in accordance with diversity standards and goals.
16. Experience partnering with regional or national organizations to analyze current practices and support the implementation of initiatives to enhance equity and inclusivity at the College.
16. Experience partnering with regional or national organizations to analyze current practices and support the implementation of initiatives to enhance equity and inclusivity at the College.
17. Experience leading DEI survey design, implementation, data analysis, and reflection.
17. Experience leading DEI survey design, implementation, data analysis, and reflection.
18. Experience serving as the main resource for students and staff on protected class discrimination, harassment, and Title IX issues.
18. Experience serving as the main resource for students and staff on protected class discrimination, harassment, and Title IX issues.
CHARACTERISTICS OF THE SUCCESSFUL CANDIDATE
1. The successful candidate will engage as a transformational and innovative member of a high-performing executive team that fosters high aspirations within a campus culture where disciplined thought regarding external (and sometimes harsh) realities facing the College is routine and standard, and where disciplined action is taken based on those realities; the truth is actively solicited and heard; failure is a normal and expected part of the learning process and is thoughtfully examined in a manner that does not cast blame but unearths new information and provides insight, and is an accelerant for growth, innovation, and the quest toward excellence.
1. The successful candidate will engage as a transformational and innovative member of a high-performing executive team that fosters high aspirations within a campus culture where disciplined thought regarding external (and sometimes harsh) realities facing the College is routine and standard, and where disciplined action is taken based on those realities; the truth is actively solicited and heard; failure is a normal and expected part of the learning process and is thoughtfully examined in a manner that does not cast blame but unearths new information and provides insight, and is an accelerant for growth, innovation, and the quest toward excellence.
2. The successful candidate will have a proven record of success in navigating change, uncertainty, and ambiguity; the ability to collaborate with employees and students in strengthening diversity initiatives, policy/practice review, and programs; and experience supporting faculty in infusing cultural consciousness, responsiveness, and competence into the curriculum and facilitate the engagement in best practices (such as culturally responsive teaching) through instructional design and pedagogy.
2. The successful candidate will have a proven record of success in navigating change, uncertainty, and ambiguity; the ability to collaborate with employees and students in strengthening diversity initiatives, policy/practice review, and programs; and experience supporting faculty in infusing cultural consciousness, responsiveness, and competence into the curriculum and facilitate the engagement in best practices (such as culturally responsive teaching) through instructional design and pedagogy.
3. Understanding that the quality of an institution is based upon the talent of its people, the successful candidate will have a positive record of determining scope and nature of community trends that enhance the ability of the College to anticipate the needs of all students and employees as well as the demonstrated expertise to provide diversity, equity, inclusion, and belonging leadership guidance to all areas of the College in the form of cultural fluency training and other strategies to support learning and growth for all employees and students.
3. Understanding that the quality of an institution is based upon the talent of its people, the successful candidate will have a positive record of determining scope and nature of community trends that enhance the ability of the College to anticipate the needs of all students and employees as well as the demonstrated expertise to provide diversity, equity, inclusion, and belonging leadership guidance to all areas of the College in the form of cultural fluency training and other strategies to support learning and growth for all employees and students.
Leadership Agenda For VP of DEIB
A NEW FRONTIER –
The VP for Talent and Culture is a newly created position at the College charged with optimizing employee talent and working across the College to help advance a culture that results in the “right conditions” for employees and students to thrive. The new VP of DEIB will have the opportunity to collaborate with the VP for Talent and Culture to ensure that our talent recruitment, development, support, and retention strategies are equitable, inclusive and support whole-person belonging.
COLLEGE-WIDE STRATEGY
- The College has made good progress in acknowledging the need for DEIB work and creating plans and programs to effectuate positive change in the student and employee experience (i.e. President’s Diversity Advisory Council, Racial Equity Strategic Action Team, MOSAIC Center, Diversity Strategic Plan, Racial Equity Plan, Equity Scholars, LGBTQIA+ Inclusion Team, Gender & Sexuality Alliance, etc.). The VP of DEIB will have the opportunity to conduct a comprehensive review and analysis of the College’s work up to this point and identify areas of strength and improvement, gaps and opportunities, and a plan for moving forward that integrates and aligns the work.
INTEGRATIVE LEADERSHIP
The President’s Diversity Advisory Council (PDAC), made up of students, faculty, and staff, is charged with advising the President and Senior Leadership on matters involving diversity, equity, and inclusion. The vision for PDAC was for it to act as an institutional and educational resource within and beyond the campus community and provides college-wide coordination and direction on diversity, equity, and inclusion initiatives. The scope, purpose and function of this group needs to be revisited. The new VP of DEIB will have the opportunity to review and revisit the charge of this group and work with campus stakeholders to understand the needs and determine what role, if any, PDAC should play in the College’s overall DEIB structure and work-plan moving forward.
THE FRAMEWORK
The College currently has a Diversity, Equity & Strategic Plan (2019-2024), a Racial Equity Plan (2021-2027), and a host of committees, councils, policies, protocols, and support services that support DEIB. However, there is no overarching organizing framework from which all efforts and activities emanate. The new VP of DEIB will have the opportunity to either establish a new or introduce an existing comprehensive, research-based, theoretical DEIB framework that: visually represents the totality and completeness of the College’s overall work-plan, helps to identify key information and filters out unnecessary information, is simple to use and a good point of reference, provides useful insight, outlines priority areas where DEIB strategies would significantly improve the student and employee experience, and encourages deeper learning and more effective communication.
Qualifications
REQUIRED MINIMUM QUALIFICATIONS
1. An earned master's degree appropriate to the candidate's field from an accredited institution.
1. An earned master's degree appropriate to the candidate's field from an accredited institution.
2. 10+ years designing and implementing organizational change initiatives grounded in DEIB practices.
2. 10+ years designing and implementing organizational change initiatives grounded in DEIB practices.
3. Experience working with diverse communities, particularly communities of color.
3. Experience working with diverse communities, particularly communities of color.
PREFERRED QUALIFICATIONS
1. Ability to facilitate courageous and difficult intergroup dialogues and conversations around race, gender, sexual orientation, religion, disability, and other intersecting dimensions of identity and/or complex social issues.
1. Ability to facilitate courageous and difficult intergroup dialogues and conversations around race, gender, sexual orientation, religion, disability, and other intersecting dimensions of identity and/or complex social issues.
2. Experience in planning, effective delivery, and assessment of cultural competence training programs.
2. Experience in planning, effective delivery, and assessment of cultural competence training programs.
3. Experience in curriculum development, organizational development and change, and employee development.
3. Experience in curriculum development, organizational development and change, and employee development.
4. Experience in planning, implementing, and assessing an organization-wide strategy for attainment of diversity goals.
4. Experience in planning, implementing, and assessing an organization-wide strategy for attainment of diversity goals.
5. Experience taking the strategic plan and working independently to develop an implementation, accountability, and benchmarking strategy.
5. Experience taking the strategic plan and working independently to develop an implementation, accountability, and benchmarking strategy.
6. Ability to use innovative problem-solving skills that address complex issues related to diversity, equity, inclusion, and belonging.
6. Ability to use innovative problem-solving skills that address complex issues related to diversity, equity, inclusion, and belonging.
7. Knowledge of human resource practices, procedures, and laws that relate to equal employment opportunity.
7. Knowledge of human resource practices, procedures, and laws that relate to equal employment opportunity.
8. Knowledge of adult learning principles and ability to provide creative experiential training for adults.
8. Knowledge of adult learning principles and ability to provide creative experiential training for adults.
9. Strong organizational skills and ability to prioritize multiple, competing tasks.
9. Strong organizational skills and ability to prioritize multiple, competing tasks.
10. Ability to forge strategic alliances within the College and in the community to further the institution’s diversity goals and objectives.
10. Ability to forge strategic alliances within the College and in the community to further the institution’s diversity goals and objectives.
11. Experience in mediation and conflict resolution grounded in the principles of equity and justice.
11. Experience in mediation and conflict resolution grounded in the principles of equity and justice.
12. Experience with intercultural communication.
12. Experience with intercultural communication.
13. Ability to use varying styles, approaches, skills, and techniques that reflect an understanding and acceptance of the role of culture in a diverse, multicultural workplace.
13. Ability to use varying styles, approaches, skills, and techniques that reflect an understanding and acceptance of the role of culture in a diverse, multicultural workplace.
14. Experience in composing executive-level written reports.
14. Experience in composing executive-level written reports.
15. Strong analytical skills and ability to translate metrics, research, and trends into strategy in accordance with diversity standards and goals.
15. Strong analytical skills and ability to translate metrics, research, and trends into strategy in accordance with diversity standards and goals.
16. Experience partnering with regional or national organizations to analyze current practices and support the implementation of initiatives to enhance equity and inclusivity at the College.
16. Experience partnering with regional or national organizations to analyze current practices and support the implementation of initiatives to enhance equity and inclusivity at the College.
17. Experience leading DEI survey design, implementation, data analysis, and reflection.
17. Experience leading DEI survey design, implementation, data analysis, and reflection.
18. Experience serving as the main resource for students and staff on protected class discrimination, harassment, and Title IX issues.
18. Experience serving as the main resource for students and staff on protected class discrimination, harassment, and Title IX issues.
CHARACTERISTICS OF THE SUCCESSFUL CANDIDATE
1. The successful candidate will engage as a transformational and innovative member of a high-performing executive team that fosters high aspirations within a campus culture where disciplined thought regarding external (and sometimes harsh) realities facing the College is routine and standard, and where disciplined action is taken based on those realities; the truth is actively solicited and heard; failure is a normal and expected part of the learning process and is thoughtfully examined in a manner that does not cast blame but unearths new information and provides insight, and is an accelerant for growth, innovation, and the quest toward excellence.
1. The successful candidate will engage as a transformational and innovative member of a high-performing executive team that fosters high aspirations within a campus culture where disciplined thought regarding external (and sometimes harsh) realities facing the College is routine and standard, and where disciplined action is taken based on those realities; the truth is actively solicited and heard; failure is a normal and expected part of the learning process and is thoughtfully examined in a manner that does not cast blame but unearths new information and provides insight, and is an accelerant for growth, innovation, and the quest toward excellence.
2. The successful candidate will have a proven record of success in navigating change, uncertainty, and ambiguity; the ability to collaborate with employees and students in strengthening diversity initiatives, policy/practice review, and programs; and experience supporting faculty in infusing cultural consciousness, responsiveness, and competence into the curriculum and facilitate the engagement in best practices (such as culturally responsive teaching) through instructional design and pedagogy.
2. The successful candidate will have a proven record of success in navigating change, uncertainty, and ambiguity; the ability to collaborate with employees and students in strengthening diversity initiatives, policy/practice review, and programs; and experience supporting faculty in infusing cultural consciousness, responsiveness, and competence into the curriculum and facilitate the engagement in best practices (such as culturally responsive teaching) through instructional design and pedagogy.
3. Understanding that the quality of an institution is based upon the talent of its people, the successful candidate will have a positive record of determining scope and nature of community trends that enhance the ability of the College to anticipate the needs of all students and employees as well as the demonstrated expertise to provide diversity, equity, inclusion, and belonging leadership guidance to all areas of the College in the form of cultural fluency training and other strategies to support learning and growth for all employees and students.
3. Understanding that the quality of an institution is based upon the talent of its people, the successful candidate will have a positive record of determining scope and nature of community trends that enhance the ability of the College to anticipate the needs of all students and employees as well as the demonstrated expertise to provide diversity, equity, inclusion, and belonging leadership guidance to all areas of the College in the form of cultural fluency training and other strategies to support learning and growth for all employees and students.
Applications & Nominations
The anticipated start date for this position is April 1, 2024. Applications should be submitted as PDF documents and should consist of a substantive cover letter, a CV, and a list of five professional references with full contact information. No references will be contacted without the explicit permission of the candidate.
Applications, nominations, and expressions of interest can be submitted electronically, and in confidence, by completing the VPDEIB Candidate Application Form at frederick.edu/vpdeib-application.
The submission deadline has been extended! The position will remain open until filled but only applications received by December 31, 2023, will be guaranteed full consideration. Confidential discussions about this opportunity may be arranged by contacting Dr. Bridgette N. Cofield, Vice President for Talent and Culture, Frederick Community College, at bcofield@frederick.edu. Further information about Frederick Community College is available at https://www.frederick.edu/about-fcc.aspx.