The unit’s hiring plan should be tied to the strategic vision document and focus on the expertise that is needed to achieve vision or address grand challenges. This should be accompanied by an examination of what expertise already exists within IANR or beyond that could be tapped to expand the unit’s capacity to achieve strategic goals of the unit and of IANR.
Strategic hiring plans address:
- positions needed to fulfill the core mission of the unit.
- how the unit contributes to the pillars and priorities of IANR’s strategic framework, and the strategic priorities of ARD, CASNR, and Nebraska Extension.
While the hiring plan is about filling gaps in expertise, consideration should also be given to other characteristics that could help the unit move toward achievement of mission and vision. Useful questions could be:
- What talents, skills, abilities, and other characteristics are missing from our unit? How would those characteristics enrich the scholarly environment and help us achieve our goals, mission and vision?
- Which groups or individuals are missing from this community? Are we ok with them not being represented? If not, what can we do about it?