The Thursday, Feb. 9, event is limited to 20 faculty participants who will be provided a hard copy of the book. Those seeking priority consideration should by Thursday, Jan. 12. Selected participants agree to read the book and participate in the discussion. “Notice of selection will be made by Friday, Jan. 13, and participants will be instructed on how to obtain the book,” says Marcelle Haddix, associate provost for strategic initiatives. The Feb. 9 reading event is scheduled from 4:30 to 6 p.m. at the Faculty Commons, 548 Bird Library.

In addition, the ���ϲ�����-based Central New York Community Foundation is featuring the book’s author on Tuesday, Jan. 17, at 7 p.m.

The virtual event is being held to mark the National Day of Racial Healing and in coordination with the Community Foundation of Greater Buffalo, the Community Foundation of Rochester and the Community Foundation of the Greater Capitol Region. To attend, pre-register at the Central New York Community Foundation’s .

The has been hosted by the W.K. Kellogg Foundation annually since 2017 to provide an understanding that racial healing is at the core of racial equity. More information is available on the .

• Winders received the Excellence in International Migration Scholarship Award by CMS, a think tank that studies international migration and advocates for public policies that protect the rights and dignity of migrants.

Jamie Winders, associate provost for faculty affairs

Winders, who also serves as , was recognized for her contributions to the International Migration Review (IMR), the center’s flagship journal which she edited from October 2017 until June 2022.

“Jamie was an extraordinarily successful steward of the journal during the COVID-19 period. IMR experienced massive increases in submissions, and she was also a great innovator at the journal. We’re very grateful to CMS, to IMR and to the broader immigrant studies field, and we’re pleased to honor her,” said Donald Kerwin, executive director of CMS.

Winders’ research focuses on:

• International migration and the politics of belonging;
• Racial formations and dynamics;
• The politics of social reproduction.

“Working with IMR was an amazing experience. It’s a foundational journal in migration studies with this really powerful history of using research to improve the lives of migrants,” Winders said. “We’re in a moment where migrants in so many places are under attack and where the myths about migration are doing a lot of damage in the world around us. IMR and CMS both play really crucial roles in speaking truths about migration, about its impacts. …This work is so important in this moment, to speak these truths and to use them to counter these myths that we’re hearing.”

Now in her role as associate provost for faculty affairs, partners with the and other academic affairs leaders to support key faculty initiatives and advance the University’s vision for and scholarly distinction.

Jamie Winders, associate provost for faculty affairs

“Being a faculty member has given me a knowledge base. I don’t always have the answers, but I have a good sense of what questions to ask. There are lots of moving parts in what we do, so we have to understand how the parts fit together as well as seeing the big picture,” Winders says. “It’s important to understand how to support faculty and support the work the deans are doing without getting in their way and without undermining the work of the schools and colleges. And it doesn’t hurt to have thick skin.”

Winders is also a in the in the . She’s best known for her work on international migration and emerging technologies and as founding director of the University’s . Winders is associate editor of the international research journal and was editor-in-chief of the International Migration Review from 2017 to June 2022. She has served as department chair and director of undergraduate studies, faculty representative to the Board of Trustees, chair of the Arts and Sciences and Maxwell faculty councils and chair of the University Senate research committee. Winders began her new role as associate provost for faculty affairs in December 2021.

Winders answers some questions about how she approaches her role and implements its unique range of activities and perspectives.

The deadline for nominations for the 2022-23 Chancellor’s Citation for Excellence is Friday, Dec. 9, at 5 p.m. Nomination requirements are available on the Chancellor’s Citation . Completed nominations may be submitted via email to Faculty Affairs (facultyaffairs@syr.edu, cc: ajbielow@syr.edu).

The four categories of awards are:

• Faculty Excellence and Scholarly Distinction
• Outstanding Contributions to the Student Experience and University Initiatives (faculty, administrative/professional staff and support staff award)
• Award for Excellence in Student Research
• Lifetime Achievement Award

Recipients of the Chancellor’s Citations for Excellence will be honored at the One University Awards Ceremony held in April 2023. Past awardees can be found in the .

Members of the selection committee are:

• Mary Grace Almandrez, vice president for diversity and inclusion, Office of Diversity and Inclusion;
• Isabella Barzuna, graduate student, human dynamics and family studies, Falk College of Sport and Human Dynamics;
• Dympna Callaghan, University Professor and William L. Safire Professor of Modern Letters, Department of English, College of Arts and Sciences;
• Diane Crawford, executive director of institutional culture, Whitman School of Management;
• Soren Lowell, professor of communication sciences and disorders, College of Arts and Sciences;
• Quinn Qiao, professor of mechanical and aerospace engineering, College of Engineering and Computer Science;
• Carla Ramirez, assistant director, Mary Ann Shaw Center for Public and Community Service; and
• Maria P. Russell, professor emerita of public relations, Newhouse School of Public Communications.

The FSP is a 12-week online program designed to teach tenure-track and tenured faculty the skills to increase their research and writing productivity while maintaining a healthy work-life balance.

The next installment of the will be summer 2022 (May 15 through Aug. 6), with future installments planned for the Fall 2022 (Aug. 28 to Nov. 19) and Spring 2023 semesters (dates forthcoming). The cost per participant is $4,950, with discounts available for early registration.

for participation in the summer 2022 FSP must be received by 5 p.m. on Monday, March 7. All other applications will be held for future program offerings. To be considered, faculty members must have with the National Center for Faculty Development and Diversity, made possible through the ���ϲ����� Institutional Membership.

Typically, the cost of participation is shared equally among three entities: the faculty member (through startup funds or other professional development funds designated for individual use, including internal grants); their department, school, or college; and by Faculty Affairs. Other proposed funding arrangements can be considered but are not guaranteed. Requests for funding from Faculty Affairs must include details of other available funds in support of participation.

Interested faculty members must indicating their interest in participating, including their specific reasons why participation at a specific time is desired, if applicable. Responses are limited to 1,500 characters (approximately 250-300 words).

For more information, please contact Marie Garland, Assistant Provost for Faculty Affairs, or by calling 315.443.0362.

Additional sessions of Workshop One: Inclusion in the Classroom and Beyond, will be held virtually on and .

DEIA Building Blocks Parts 1, 2 and 3

This three-part workshop series is designed to support participants’ exploration of a) the role that socialization and identity play in how we view ourselves and others, b) the relationship between bias, stereotype, prejudice and discrimination and c) ways to identify and disrupt various forms of microaggression that arise in educational contexts.

The three workshops are inter-related, but not sequential. They have been intentionally designed so that faculty can attend starting with any of the three sessions and proceed with the remaining workshops.

Transforming Hot Moments into Learning Opportunities Parts 1, 2 and 3

This professional development opportunity applies research-supported interpersonal group leadership strategies and focuses on responding to and transforming “hot moments.” The fast-paced workshops will offer a series of potential responses that participants choose and practice, peer to peer. Real-life scenarios from the college/school/department context will be employed.

The intermediate sessions give faculty ways to frame the intimate conversations that happen in classrooms when discussing race, class, gender, nationality, ethnicity, religion, ability, sexual and gender identity, as well as other pertinent topics.

Creating Culturally Responsive Classrooms Parts 1, 2 and 3

This three-part workshop series is designed to give faculty ways to intentionally develop culturally responsive instructional materials and practices. Faculty will also learn strategies to increase student participation and to provide meaningful student feedback. In doing so, faculty will expand their abilities to consider how students’ culture, worldview, and diverse backgrounds influence their classroom experiences. applies research-supported teaching strategies and focuses on how faculty can expand their skills and increase their effectiveness with international students. These same instructional strategies have also been shown to improve educational outcomes for all students. Presenters will model high-leverage instructional strategies with opportunities to discuss and practice with peers.

High Leverage Teaching Practices in DEIA Contexts Parts 1, 2 and 3

This professional development opportunity focuses on High Leverage Teaching Practices (HLTP) as a set of instructional strategies that provide clarity and expectations for the teacher and support learning and accountability in the students (McLeskey & Brownell, 2015). Across the three interactive workshops, presenters will identify 22 HLTP within four domains, Collaboration, Assessment, Social/Emotional/Behavioral and Instruction. Case studies will be used to encourage attendees’ application of the HLTPs within a real world classroom situations.

The three-part High Leverage Teaching Practices (HLTP) workshop series is designed so that Parts 1, 2 and 3 are inter-related, but each stand alone. Therefore, faculty can attend the HLTP starting with any of the three sessions and proceed with the remaining workshops.

For more information or scheduling, contact Jeff Mangram �ǰ���Melissa Luke.

LaVonda N. Reed

LaVonda N. Reed, associate provost for faculty affairs and professor of law, has been named the seventh dean in the college’s history and the first African American to lead the College of Law at Georgia State University, effective July 1. Reed first joined the ���ϲ����� community in 2006 and has served in her current role since 2015.  In her 15 years at the University, Reed’s teaching and research has focused on wills and trusts, property law, and communications regulatory law and policy. She has taught and mentored hundreds of students and served in numerous leadership positions across campus and with the New York State Bar and the Association of American Law Schools.

Craig Boise, dean of the College of Law, reflects the feelings of faculty and staff across campus, saying, “I will miss her insights, counsel and friendship, but I am very proud to now call her a fellow dean and look forward to working with her among Law deans nationally.”

Chancellor Kent Syverud says, “When other universities recognize the leadership talent developed at ���ϲ�����, as in the case of Associate Provost Reed, there is a sense of pride. As a former law dean, I can say confidently that Georgia State is making a great investment in her leadership.”

When asked to reflect on her time at ���ϲ����� and in particular, the individuals who have impacted her, Reed says, “There are almost too many to name. I can safely say that I have learned something from every person with whom I have worked over the past 15 years.” She adds, “A few people have taught me particularly valuable lessons and have been particularly impactful on my career. For example, Chancellor Syverud reminds me not to underestimate myself. Barry Wells taught me the value of institutional knowledge. Dr. Janis Mayes and Alexandra Epsilanty showed me the value of balancing personal and professional responsibilities with integrity and authenticity. Dr. Marcelle Haddix reminds me that the roles of mentor and mentee often switch back and forth. Professor Robin Paul Malloy and Dean Emeritus Mel Stith continue to demonstrate the value of mentoring, building and maintaining networks, and paying it forward to the next generation of scholars. There are many, many others I have not mentioned, and I want them to know how much I have appreciated all of my colleagues, mentors, and dear friends at ���ϲ�����.”

Reed’s impact on the University will be felt for years to come, particularly as a result of her leadership roles in important searches, including for the inaugural chief diversity and inclusion officer and the inaugural University ombuds.

“Professor Reed cares deeply about creating an environment where all are welcome and all can succeed, recognizes issues and barriers and works hard to remove them. I have no doubt that she will continue this work at Georgia State University. Her accomplishments at ���ϲ����� have been numerous and she will be greatly missed,” says Keith Alford, chief diversity and inclusion officer.

As associate provost, Reed conducted a comprehensive review of faculty salaries, resulting in gender equity adjustments for many women faculty. She advanced many diversity, equity, inclusion and accessibility initiatives including enhancements to faculty search and hiring processes, policies relating to faculty life and faculty professional development. Reed also served on the University Senate as both a faculty member and as associate provost, including service on the Agenda Committee and in partnership with the University Senate Committees on Academic Freedom, Tenure and Promotion; Appointment and Promotions; Academic Affairs; Honorary Degrees and Women’s Concerns.

“LaVonda Reed has been a very effective member of the Provost’s leadership team, and I have valued her expertise, insight and counsel,” says Interim Vice Chancellor and Provost John Liu. “She has designed and implemented programs that will continue to benefit faculty professional development and the recruitment and retention of diverse, highly qualified faculty for years to come.”

Marcelle Haddix, dean’s professor and chair of reading and language arts and chair of the University Senate Agenda Committee agrees, “I am so excited for Associate Provost Reed, yet so sad to see her go. She has been a friend and mentor to me as a Black woman faculty member since my arrival at SU. I am grateful for the opportunities that I’ve had to work closely with and learn from her. Most recently with our time together working with Senate, LaVonda led and supported several initiatives that created equitable and transformative changes for faculty affairs. Her work at SU is far reaching and will have lasting impact.”

Reed was instrumental in creating the Center for Teaching and Learning Excellence and institutionalizing the work of Women in Science and Engineering (WiSE) and the NSF-Advance team.  She has also led the creation of the Diversity Opportunity Hire Program and Future Professors Program.

Associate Provost Reed concludes, “I am grateful for the opportunities I have had at ���ϲ�����, which have prepared me for this exciting opportunity to re-engage with my academic discipline and legal education and to lead a law school at an R-1 university in the vibrant and historically rich city of Atlanta.”

A number of resources are available to community members who need additional support, wish to engage in dialogue or want to explore current issues around racial justice.

For the University Community:

• Students, faculty and staff from across the University have created academic and community discussions, which are viewable on the .
• ���ϲ����� Libraries has a to understand, research and study questions of racial justice.
• offers faith-based counseling and other services open to all campus community members at 315.443.2901 or chapel@syr.edu.
• “Let’s Talk About Current Issues”: The and the are hosting support sessions for sharing thoughts, feelings and experiences regarding current events such as anti-Asian hate and the Derek Chauvin trial. Meeting times can be found on the .

For Students:

• : 315.443.2457, international@syr.edu
• : 315.443.4357, dos@syr.edu
• : 315.443.3514, stopbias@syr.edu
• : 315.443.8000, barnescenter@syr.edu
• : 315.443.0228, oma@syr.edu
• : 315.443.0228, lgbt@syr.edu
• : 315.443.0228, sudcc@syr.edu

For Faculty and Staff:

• The offers support to faculty and strategies for dealing with “hot moments” in the classroom. For assistance, please email facultyaffairs@syr.edu.
• The University’s Faculty and Staff Assistance Program, , has trained clinicians available 24 hours a day, seven days a week by calling 800.437.0911 (TTY:711).

Two sessions of the first workshop have already been scheduled:

• May 7, noon to 2 p.m. ET –
• May 21, 9:30 to 11:30 a.m. ET –

“Cultural responsiveness in the classroom is a key dimension of equity and inclusivity. In particular, we recognize that many of our international students are working to navigate language and cultural differences, which can result in unique challenges,” says Chief Diversity and Inclusion Officer Keith A. Alford. “We applaud the development of this workshop to assist faculty in further enhancing the ���ϲ����� classroom experience for our international students.”

Developed by School of Education Professors Jeff Mangram and Melissa Luke, this professional development opportunity applies research-supported teaching strategies and focuses on how faculty can expand their skills and increase their effectiveness with international students. These same instructional strategies have also been shown to improve educational outcomes for all students. Presenters will model high-leverage instructional strategies with opportunities to discuss and practice with peers.

“I think Melissa and Jeff have designed a very engaging and interactive workshop for the purpose to support international students’ success,” says Yingyi Ma, Provost Faculty Fellow of internationalization and associate professor in sociology. “I especially like the fact that Melissa and Jeff have used their own classroom examples to illustrate the challenges and complexities of teaching and supporting our international students.”

The three workshops are inter-related, but not sequential. They have been intentionally designed so that faculty can attend starting with any of the three sessions and proceed with the remaining workshops. These workshops are part of the University’s commitment to offering professional development opportunities related to diversity, belonging, inclusion and equity throughout the academic year.

Contact Jeff Mangram at jamangra@syr.edu and Melissa Luke at mmluke@syr.edu for more information or to discuss scheduling.

The next installment of the FSP will be summer 2021 (May 16 through Aug. 7, 2021). Future installments will be in Fall 2021 (Aug. 29 through Nov. 20, 2021) and Spring 2022 (Jan. 16 through April 9, 2022). Currently, the cost per participant is $4,250.

for participation in the summer 2021 Faculty Success Program must be received by noon Thursday, March 18, 2021. Submissions for all other session dates received after March 18 will be held for future program offerings. To be considered, faculty members must have with the National Center for Faculty Development and Diversity, made possible through the ���ϲ����� Institutional Membership.

Typically, the cost of participation is shared equally among three entities: the faculty member (through research funds, startup funds or other professional development funds); their department, school, or college; and by a grant through Faculty Affairs. Other proposed funding arrangements can be considered but are not guaranteed.

Interested faculty members must complete a indicating their interest in participating, including the specific reasons why participation in a specific 12-week installment is desirable, if applicable. Responses are limited to 2000 characters (approximately 350 words).

Additionally, faculty members who wish to participate in summer 2021 (only) must:

• Indicate the proposed funding arrangement for their participation (i.e. describe the available cost-share arrangement).
• Provide the name of the contact in the department, school, and/or college who will verify that sponsorship for summer 2021 is available. This is likely a department chair, associate dean, and/or dean.
• Provide the name(s) of the contact(s) in the department, school, and/or college who will facilitate payment. This is likely a budget or operations manager.

Faculty members who request funding for the summer 2021 program, but are not selected for participation, will be maintained on a waitlist for future program opportunities. However, funding will be confirmed prior to participation in future instances of the program if selected for a later date.

Please contact Marie Garland, Assistant Provost for Faculty Affairs, with questions.