NORDP 2020 Candidate Forum Follow Up Questions

The following questions were asked by the membership during the NORDP Board Candidates’ Forum. Please find below, in alphabetical order, their responses. The responses are unedited. The candidate briefs, links to their CVs, and a link to the recorded forum are available here: https://www.nordp.org/2020-board-candidate-profiles.

1. Our org has grown exponentially in the last few years – and yet that growth has not reflected an equally exponential growth in the diversity of our RD professionals. What will each of you do in your first 100 days on the board to advance the inclusive excellence of NORDP and RD enterprise?

Allen

Although the more visible categories of diversity – gender and race – clearly remain a challenge for NORDP, the organization actually has quite a bit of less visible diversity.  Our organization encompasses members who arrived at RD by way of research administration, industry, writing and editing professions, project management, university administration and the professoriate, among many other paths; we have members representing R1 institutions, HBCUs, MSIs, PUIs, and medical schools; and we have members with large centralized RD teams, offices of one, decentralized networks, or no formal RD responsibilities at all.  Along these axes, NORDP has grown increasingly responsive to planfully supporting the different strengths and needs of our members through conference tracks, webinars, various mentoring venues, and regional groups.  I look forward to learning from my NORDP colleagues about where the organization could be better serving the existing diversity of our membership, and opportunities to encourage additional diversity within the organization.

Maglia

In the first 100 days, I would reach out to the Inclusive Excellence Committee to understand their priorities, activities, and strategic plan for the next year. Specifically, I would be interested in learning about activities focused on externa and internal stakeholders. For external activities, I would be looking for events such as listening sessions, partnerships with MSIs, and recruitment of minorities through organizations such as SACNES, SHPE, NACME, NHPE, OSTEM, AISES, and others. I would also be interested in activities focused internally on NORDP members and leadership, including activities to assure that the organization is welcoming and promoting diversity. Such activities may include reviewing and rewriting policies though an inclusion lens, assuring that cultural competency is weaved throughout all meetings and sponsored events, ensuring that diverse voices are represented and celebrated in all meetings and activities, training all organizational leadership in cultural competency, and developing resources to help members promote and support diversity and inclusion in their workplace. I would support and promote the activities the committee has developed, and would offer to work with them on additional opportunities in these areas.

Pascucci

As I mentioned in my opening comments, I am an action-oriented person and so am always ready to go!  I am known for the connections that I make on LinkedIn and have long been reaching out to Indigenous populations for purposes of inclusivity. Being a board member is a tremendous opportunity for me to formalize that outreach through NORDP.  The Native Learning Center (NLC) is one group that I am connected to on LinkedIn that I would reach out to in order to gage interest and seek suggestions for individual institutions that might have an interest in participating with NORDP.

Another area of diversity that I would like to focus on is that of Community Colleges.  As our country re-aliens some priorities, I believe that community colleges are ripe to enter the RD world in a more formal way. I LinkedIn with Martha Kanter when she was the Under Secretary for Education during the Obama presidency and reporting to Arne Duncan.  Now ExeMartha has a accountcutive Director, College Promise & Senior Fellow, New York University Martha Kanter would be my first choice in connections to tap on behalf NORDP and our efforts to be inclusive and innovative.

The composition of NORDP’s membership must to reflect our world. We can only succeed if we are diverse and inclusive and appreciate what everyone has to offer.  These two groups would be my primary focus.

Preuss

I agree that NORDP needs to be an inclusive and diverse organization and that it lacks strong representation of people of color. I would start as I intend to go on by working with all potential stakeholders to clearly identify what can be known about various types of diversity in the research development community, what can serve as appropriate measures of NORDP’s diversity, and to formulate outreach plans to achieve, and if possible, exceed the diversity goals set.

That the percentage of African-Americans, Asians, Hispanics/Latinos, Native Americans, etc. has not changed as the organization has grown is a matter of significant concern. I would, though, point out that the situation is not as simple as the question makes it sound. First, we can’t say definitively the NORDP membership is not representative because we don’t have demographics for all research development professionals. All that is known is the racial and ethnic identities reported by the NORDP membership, a sample rather than the population from which it is drawn. Second, to the best of our knowledge research development professionals are an usual group, more the exception than the rule. That over 80% are female and over 85% hold advanced degrees is sufficient evidence of this exceptionality. Therefore, national averages for racial diversity and even race and ethnicity figures for higher education will not be appropriate standards for RD. Those are the normal patterns which should not be seen as applicable to a specialized and exceptional subset. Third, people of color are underrepresented among faculty and administrative staff in higher education, the very population from which RD professionals are drawn. We can and should support change in this area but that is a different concern, recruitment and training. Finally, we cannot assume a standard staffing pattern for MSIs. While HBCUs employ high percentages of African-Americans, Asians, Hispanics, etc., the same cannot be said of HSIs, Tribal Colleges and Universities (TCU), and Asian American and Pacific Islander Serving Institutions (AAPISI). The data I am familiar with suggests that four of every five employees at HSIs are non-Hispanics and the figure is closer to nine out of ten when the focus is narrowed to HSIs that are four year institutions. Staffing at TCUs and AAPISIs are much closer to this pattern than that characteristic of HBCUs.

We also need to recognize the limited penetration of NORDP in the MSI community. And, it is at that point where we may find an appropriate standard for diversity in NORDP and a means of setting realizable goals and assessing progress. The counts of HBCUs, HSIs, TCUs, and AAPISIs are known as is the distribution of institutions across the various Carnegie classifications. I would suggest that a goal for NORDP would be to have equal representation from all spheres of higher education and that tracking this, percentage of HBCUs, HSIs, TCUs, AAPISIs, R1s, R2s, etc. with NORDP members, would be a beneficial way of approaching this concern. At present, NORDP is strongly skewed in the direction of R1s and R2s and away from MSIs. It is this trend I would suggest we correct as we are a professional organization seeking the fullest representation across the higher education spectrum. The types of institutions represented rather than the traits of individuals chosen on various campuses to fill RD roles is, in my opinion, a clearer, more appropriate, more accurate, and actionable focus. The racial and ethnic diversity of employees at MSIs lies entirely with the institution but recruiting members from a broader range of institutions is something NORDP can target and achieve.

2. As new members of a leadership group, you have lots of energy and new ideas. You may be met with people who are resistant to change and lots of historical knowledge to back up their resistance. How do you plan to navigate this dynamic?

Allen

This has been a fairly common dynamic in my current position — we’re creating new ways of fostering collaboration within my institution, and there can be a lot of systemic and cultural resistance to overcome.  Sometimes, learning the history of what hasn’t worked before changes my thinking about whether some goal is achievable at all, but sometimes the context has changed enough that learning the history helps me to refine my thinking about new approaches to achieving the goal.  I think this will be equally true with NORDP: the organization has grown rapidly in recent years, and is no longer a young start-up.  Things that may not have been possible in the past may now be possible, while things that have worked well in the past may no longer suit the organization as well, and fresh eyes will be able to bring new perspectives on carrying out the organization’s mission and goals.

Maglia

Change can be stressful, especially to those who have worked hard to develop the current practices and policies. As a new board member, it is critical that I recognize the challenges that change creates for those who are comfortable with the current way of doing.  There are several behaviors and approaches I would take to get buy-in for new activities and ways of doing. First, I would celebrate the successes and accomplishments of the current approaches and try to make links between current/previous successes and the new way of doing things. Second, I would try to be open and honest about the expectations, vision, and expected outcomes of the change. By outlining the reasons behind the change, I would try to develop buy-in for the approach.  Finally I would listen to concerns, discuss pros and cons of proposed changes, clearly articulate why the changes are needed, and outline a path for making the change happen in a stepwise fashion if needed. And I would be open to adjustments to the process and approach for implementing the change.

Pascucci

Navigating this dynamic is how I was raised. Institutional history is as valuable as the strategic plan for its future.  Respecting the knowledge and experience of those who might be resistant to change starts with understanding their perspective.  While I am very enthusiastic, I understand the need to rein in that enthusiasm when suggesting change.  I find that when proposing new initiatives, a well thought out plan of how, when, who and delineating the impacts.  Just like when working with faculty on proposals, I try to anticipate questions or issues that may raise a red flag and be prepared to discuss.  Patience is a virtue which I possess as is the realization that I will not win every time, but I can do my best.

Preuss

I have spent most of my professional life operating as an agent of change including five years helping Czech non-profits transition from a communist to a free-market setting. I have learned a number of key strategies that I regularly enact when working with PIs, teams, and organizations. First, I approach each situation as a learner. I emphasize understanding purposes and perspectives above advocating for my own. Second, I recognize that as a party entering a setting with existing relationships, alliances, historic patterns, and power structures, I have very little immediate authority. Any impact I hope to have as a new board member will be limited to one or two areas. I will work hard to choose mission critical concerns as the points I will emphasize. I will also look for areas that have the broadest impact so they naturally form platforms for conversations about other topics. Third, I emphasize relational and experiential authority. On the board, I seek to establish and strengthen relationships with my counterparts and use my experience/expertise to establish footholds and then build out from those.

I have worked extensively with at least three members of the current board and with one of my co-nominees so I won’t be starting from ground zero. There are also several board members who know me and who have worked successfully with me in the past. That will make the task of entering the board setting easier.

For influential parties within NORDP who are not members of the board, I will employ the same strategies. I will seek to understand, attempt to establish/maintain transparent and trusting relationships, and work toward critical and therefore shared purposes. To those I will add a sincere interest in understanding the setting and influences that led to the current commitments or patterns. In these settings, being a current board member will establish some positional authority but that would not be an emphasis in my relationship with these individuals. Like with the existing board, I believe I am in a fairly advantageous position. Having worked within NORDP investigating research development, I already have cordial relationships with many of the past presidents and board members. This will be helpful should concern about new directions arise.

3. Would you please elaborate (for Anne M) or discuss (for Anne P., Eva, Michael) a bit on how you would engage federal sponsor representatives in partnerships with NORDP for mutual benefit? That is, what is in it for them? What is the incentive for doing things together?

Allen

The model being used by NSF, DOE and DHS for the ongoing CIVIC funding competition is an interesting example of how RD can contribute to federal sponsors’ priorities.  In addition to the typical involvement by the program officers, this competition is also supported by an external team that works with stage 1awardees to build team capacity and develop strong stage 2 proposals.  This is a twist on the Ideas Lab model, in which the agency holds ideation and team formation events that are a prerequisite for submitting a full proposal.  Both these models are entirely compatible with RD practices, and offer an opportunity for NORDP to partner with program officers.  For example, NORDP could develop a program similar to PEERD but focused on working with program officers to run complex competitions.  In such a scenario, the incentives for “doing things together” are bi-directional: the funding program would receive stronger applications, and the RD professionals would gain new experience, expand their networks, and contribute to NORDP as well.

Maglia

I would take advantage of the current budget situation at most universities and agencies limiting professional development and travel opportunities and focus on online/virtual workshops. I would identify two or three areas for which both federal agencies and NORDP have strong interest in promoting success (such as “how to effectively articulate the broader impacts of your research” or “effective approaches to managing and fostering diverse research  teams”) and propose content and approaches that matched the needs of the agency and NORDP. I would then reach out to people with whom I have existing relationships (especially at NSF and NIH) and propose to work with them to do the “heavy lifting” on developing content and logistics. Knowing that outreach is a critical activity for funding agencies, I would leverage and align our complementary priorities to promote improvements in proposal and research development.

Pascucci

I have had the great fortune to get to know some leaders in a couple of Federal Agencies.  Jean Feldman is the Head Policy Analyst for the National Science Foundation.  She very graciously came to Christopher Newport University this past December.  She presented to our faculty as well as some of the surrounding college and university research folks.  She was extremely generous with her time.  For me, the greatest outcome was Jean’s statement that she had forgotten how difficult it was for PUIs to find the time to write successful proposals.  Patricia Moore Shaffer, Deputy Director at the National Endowment for the Arts also came to CNU.  She presented a sort of TED Talk for the CNU Chapter of ACE Women in Higher Education.  She also presented at NORDP in Arlington a couple of years ago at my request.

The one thing that I can say about sponsors is that they want good proposals that match their funding strategies.  It is in their best interest to affiliate with NORDP.  My personal connections can not create the relationship that the question is addressing, however, I believe that a seat at the table with FDP and similar groups may provide that entre.  I strongly suggest that as an organization, NORDP seek that seat with FDP as well as a seat a COGR.  The goal of these organizations melds well with FDP.  We seek good relationships with government that benefits all involved.

Preuss

I have experience approaching federal program officers about project ideas, clarification of requirements, and just in time requests or project related concerns. While I am not an expert in how to engage a federal sponsor at the program or policy definition level, I expect Anne Maglia will be an invaluable resource in that respect. Mutual benefit is, however, a topic I can address.

NSF’s recent additions and changes related to Hispanic-Serving Institutions are a good example. Federal funders benefit from clear understanding of the context in which they are seeking to encourage activity and/or enact change. That is why they employ scientists as program officers and bring in scholars on rotation rather than just hiring portfolio managers with MBAs. In my example, actionable information was lacking in respect to HSIs and NSF requested that the higher education community propose means of generating this information. The result was a virtuous circle. Information generated has and continues to inform NSF’s offerings related to HSIs which are now more accurately focused on the needs of the institutions and their students.

NORDP and its members have the ability, given the breadth and the depth of experience in a wide variety of research, intervention, performance, and community service endeavors, to provide valuable insight and actionable information to federal agencies. We can convene groups of people and gather and help interpret information that can initiate conversations about future directions, modify priorities within existing programs, or simply fine tune the way some offerings are presented. This can create a funding environment that is even more closely tailored for and responsive to the current research efforts and educational needs than is now the case. The experts on review panels and advisory boards can also provide this type of information but NORDP has the capability of sampling specific subsets of institutions, project types, etc. These patterns then benefit the teams and institutions applying and potentially produce more effective projects which serve the interests of all stakeholders and so on. It may seem like a “pie in the sky” perspective but this is the way the Hispanic-Serving Institution label came into being, the means by which Title V was added to the CFDA 84.031 group, and how NSF is working to identify ways to aid HSIs. As Margaret Meade said, “Never doubt that a small group of thoughtful, dedicated citizens can change the world; indeed, it is the only thing that ever has.”

A Special Message from NORDP’s President

Dear NORDP Members, 

In this moment in history, we find ourselves faced with unprecedented challenges: confronting both the global health and economic crisis stemming from COVID-19, and the most recent examples of the long-standing racial injustice in the United States arising from the deaths of George Floyd, Breonna Taylor, and innumerable unknown others.

NORDP is a community that is dedicated to inclusive excellence, honest reflection, and genuine advocacy in support of our members. Our greatest strength has always been the relationships we build with one another, and this is why the NORDP Board wants to be loud and clear: NORDP supports those who stand up against racism and bias in today’s society. We support those who are grieving for the loss of family and friends, and the unjust loss of more Black American lives. We stand in solidarity with all our RD colleagues, ready to offer support.

We are a community that exists to serve its members, and in that spirit I, and the rest of NORDP’s leadership, acknowledge that we must find ways to take more direct action in support of inclusive excellence. Though we have made remarkable strides in the short lifetime of our organization, the world shows us every day that there is so much more to be done. We are committed to being an agent of change in the Research Development field and beyond, through mindful integration of inclusive strategies including initiatives spanning leadership development, mentoring, and recruitment. 

In moving forward, I welcome your ideas and input on ways our Research Development community can unite for positive impact. We look forward to dialogue and action that is as strident as it is peaceful. In the coming weeks look for a virtual Community Discussion to provide a space for members of our community to reflect and process their thoughts and feelings about these recent national events. For now, know that I, and the rest of NORDP, stand with our members in the fight against racism and bias wherever and however it may appear. 

And for all our members: all races, colors, and ethnicities, please know that we cherish, value, respect, and support you. Thank you for being a part of our community. Our lives, personal and professional, are all the richer for it.

Sincerely,

Karen “Fletch” Fletcher
NORDP President

NORDP fosters a culture of inclusive excellence by actively promoting and supporting diversity, inclusion and equity in all its forms to expand our worldview, enrich our work, and elevate our profession.

May 2020 Summary Board Memo

Dear NORDP members,

The Board of Directors held their May Board meeting this week.  I want to thank all the committees and volunteers for their dedication to furthering the field of research development and to NORDP. Below are a few highlights of the activities that NORDP is pursuing to serve all of NORDP:

  • NORDP held our Annual Business Meeting/Year in Review on May 20th. If you missed it and would like to see what has been going on over the past 2019-20 year, you can find the recording and/or the slides here. You will need to log in to access the members only section of the website.

  • Between the April and May Board meetings, the Board approved new NORDP Award categories, (also announced during the Annual Business Meeting/Year in Review) which include an Innovation Award, a Leadership Award, a NORDP Fellows Award, and a Champion in Research Development Award. More details on these will be announced in the coming months.

  • The group working on KRA6 recommended – and the Board approved – that in an effort to continue improving NORDP services to our members, a NORDP member Climate Survey (conducted by CIE), a Member Needs & Satisfaction Survey (conducted by Member Services), and the Member Salary Survey, be conducted on a rotating 3-year cycle, only asking members to fill out one survey a year.

  • The Mentoring Committee reported that we had 110 participants in the 2020-21 Mentoring match program! Thank you to all mentors and mentees in the program.

  • Remember to vote for your next Board of Directors by June 11th. To find out more about the candidates, you can find a recording of the Virtual Candidates Forum here. You will need to log in to access the members only section of the website.

Thank you, again, to all of you for your contributions to research development and to NORDP. If you have any questions or suggestions, please contact me at president@nordp.org

Cheers,

Karen “Fletch” Fletcher
NORDP President
president@nordp.org

NORDP fosters a culture of inclusive excellence by actively promoting and supporting diversity, inclusion and equity in all its forms to expand our worldview, enrich our work, and elevate our profession.

 

2020 Candidates for NORDP’s Board of Directors

Four NORDP members are seeking election to the organization’s Board of Directors in 2020. The candidates pursuing a seat on the Board are:

  • Eva Allen, Assistant Director, Environmental Resilience Institute, Indiana University
  • Anne Maglia, Associate Vice Chancellor for Research, University of Massachusetts Lowell
  • Anne Pascucci, Director, Office of Sponsored Programs, Christopher Newport University
  • Michael Preuss, Executive Director, West Texas Office of Evaluation and Research, West Texas A&M University

You may learn more about the candidates’ interest in serving NORDP and their leadership capacity and qualifications for Board service by reviewing their candidate’s statements and CV’s at https://www.nordp.org/2020-board-candidate-profiles.

Be sure to register and plan to attend the first virtual NORDP Candidate Forum, Thursday, May 21 at 2:30pm EDT/ 11:30am PDT. The candidates will share their ideas and answer your questions. Can’t attend the Forum live? We’ll record it and post it on the Member Updates page online.ballot

The election will be held online from May 21 to June 11, 2020. Ballots will be released following the Candidates’ Forum on May 21, 2020. The ballot is an electronic ballot using rotating ballot positions and will be sent to all NORDP members in good standing.

Four Board positions are available to be filled in 2020, one of which is designated for a representative of a minority-serving and/or a regional institution, one of which is designated for a representative of a primarily undergraduate institution (PUI), and two at-large positions.

Contact the Nominating Committee (nomcom@nordp.org) if you have questions regarding the candidates or the NORDP Board election process.

2020 NORDP Salary Survey Results

Salary Calculator Allows Comparisons, Informs RD Staffing

A snapshot of salaries across the research development profession is now available, with the release of the 2020 NORDP salary survey available to NORDP members here here. This survey updates the information gathered in the most recent survey completed in 2015.

“Research development and human resource offices across the country have used this salary information to inform hiring decisions and RD staffing at universities,” says Kimberly Eck, president-elect of NORDP and assistant vice chancellor of research development at the University of Tennessee.

For example, Karen Eck, assistant vice president for research at Old Dominion University and past president of NORDP, says she used the 2015 survey data to advocate for more senior positions in her office.

“With 3,000 employees at our university, our HR office welcomed this critical data,” she says.  “The 2015 NORDP salary survey helped us craft our strategic case and get two senior grant development specialist positions approved. Data always wins, especially in the academic environment.”

NORDP members can access the results, which includes a salary report and salary calculator, which enables users to enter parameters such as degree, job title, type of organization, and region to obtain mean salaries, based on the 2020 survey.

A webinar is scheduled for May 29, 1:00 – 2:00 p.m EST, to highlight key findings and demonstrate the calculator. NORDP members can register for the webinar here.

The confidential online survey was administered to approximately 1,000 NORDP members and received a robust 34% response rate. As in past years, the 2020 survey collected member institution zip codes, enabling paired analyses using both actual reported salaries and normalized salaries using the 2019 county cost-of-living index table from the Council for Community and Economic Research. This allows users of the salary calculator to compare similar positions in different geographic areas.

The report addresses multiple institutional and individual variables including: institution type (public or private), institution geographic location and size (based on research expenditures); job category (professional title); RD office size (as measured by FTEs); and respondent demographics (gender, race, ethnicity, and education). Added this year, the survey also collected information about job functions.

NORDP members serving as salary survey investigators included:

  • Kimberly Eck, assistant vice chancellor, University of Tennessee, Knoxville
  • Karen Eck, assistant vice president for research, Old Dominion University
  • Mary Fechner, proposal development specialist, University of Massachusetts
  • Rebecca Latimer, director of proposal development, University of Virginia
  • Kayla Tindle, assistant vice president, Texas Tech University

Additionally, salary survey subcommittee members included:

  • Gretchen Kiser, executive director, University of California San Francisco
  • Heather McIntosh, manager, School of Community Medicine, University of Oklahoma-Tulsa Schusterman Campus

NORDP fosters a culture of inclusive excellence by actively promoting and supporting diversity, inclusion and equity in all its forms to expand our worldview, enrich our work, and elevate our profession.

April 2020 Summary Board Memo

Dear NORDP members,

Leo Tolstoy said, “Spring is the time of plans and projects.” And it certainly is as we all find ourselves planning for research development in a Spring and Summer like no other. Thank you for continuing to share your helpful thoughts and assistance on the listserv, and continuing the community that is NORDP.

The Board of Directors held their April Board meeting this week and there is a lot of activity throughout the entire organization. I want to thank all the committees for their hard work in moving NORDP forward. Since I know we are all crunched for time, below are a few highlights of the activities that NORDP is pursuing to serve all of NORDP:

  • MEMBERSHIP: We recognize that many of you are at institutions that are freezing discretionary funds which might include renewal of membership dues. If your membership is affected, please contact adminstrator@nordp.org so we can work to keep you connected to your colleagues during this time.

  • RESOURCES: There is a NORDP’s Response to COVID-19 weblink on our homepage for access to COVID-19 resources that we will continue to collect and share.

  • VIRTUAL ANNUAL MEETING: NORDP’s first ever virtual Annual Meeting/Year in Review (we typically have held this during the in-person conference) is on May 20, from 12:00 – 1:30pm EST. You can register here. This will be recorded if you can’t make it.

  • PROFESSIONAL DEVELOPMENT: You can now see a current calendar of NORDP events here. Look for information coming soon on a panel discussion: “Why Research Development is Essential Now More Than Ever” on Wednesday, May 13 from 3:00 – 4:00pm EST

I look forward to interacting with a lot of you in the coming month, through committee and meeting programming. If you have any questions or suggestions, please contact me at president@nordp.org.

Cheers,

Karen “Fletch” Fletcher
NORDP President
president@nordp.org

NORDP fosters a culture of inclusive excellence by actively promoting and supporting diversity, inclusion and equity in all its forms to expand our worldview, enrich our work, and elevate our profession.

NORDP’s 2020 Year in Review

Dear NORDP Colleagues,

The Board of Directors invites all NORDP members to attend our annual Year in Review meeting, which we are hosting virtually for the first time ever! In previous years, this event was known as the “annual business meeting” and was held during the annual conference, as an in-person event. Global circumstances have motivated us to take this event online, and we hope you’ll join us to learn about what our organization has accomplished this year, with record-high membership numbers and the official kickoff of a new organization-wide Strategic Plan.

The Year in Review meeting will feature:

  • Information on the NORDP Strategic Plan and a look ahead for 2020-2021 by President Karen Fletcher and Vice President/President Elect Kimberly Eck
  • A report on the organization’s fiscal health by Treasurer Jerilyn Hansen
  • Announcement of incoming officers and updates regarding the 2021 annual Conference
  • Year-in-Review and 2020-2021 plans presented by NORDP Committees:
      • Inclusive Excellence
      • Member Services
      • Mentoring
      • New Opportunities for Research Development (NORD)
      • Professional Development
      • Strategic Alliances
      • Nominating Committee

Webinar Date: Wednesday, May 20, 2020

Webinar Time: 12:00 pm – 1:30 PM ET

Registration link: https://us02web.zoom.us/webinar/register/WN_vTP4uLvWR_S0M7rY2G5r5w

Presenters:

  • Karen Fletcher, NORDP President
  • Kimberly Eck, NORDP Vice President/President Elect
  • Jerilyn Hansen, NORDP Treasurer
  • Gretchen Kiser, Committee on Inclusive Excellence
  • Kayla Tindle, Member Services Committee
  • Kathy Partlow, Mentoring Committee
  • Kimberly Littlefield, NORD
  • Joshua Roney, Professional Development Committee
  • Peggy Sundermeyer, Strategic Alliances Committee
  • Kim Patten, Nominating Committee

P.S. One regular item of business for this meeting is voting as a membership to approve the minutes from the previous year’s business meeting. The 2019 business meeting minutes can be found at nordp.org on the Meeting Minutes page (member login required; once you’ve logged in, scroll to the bottom of the Meeting Minutes page to find the draft minutes). Please read through ahead of the 2020 Year in Review meeting (so that you know what you’re voting on). Thanks!

Jennifer Lyon Gardner, Ph.D., ELS, CRA
Board of Directors | 2017 – 2021
Secretary | 2018 – 2021
National Organization of Research Development Professionals (NORDP)
http://www.nordp.org

NORDP fosters a culture of inclusive excellence by actively promoting and supporting diversity, inclusion and equity in all its forms to expand our worldview, enrich our work, and elevate our profession.

Board of Directors application deadline extended to May 8

Dear NORDP members:

The deadline for eligible NORDP members to apply as a candidate in the 2020 Board of Directors election is now extended to Friday, May 8, 2020. Individuals elected to serve as directors this year will serve on the Board from 2020 to 2024. For more information about the Board application process, click here.

We acknowledge that our current election cycle started at a time when we are living and working in new, unanticipated ways. Professionally, many of us have been asked to provide support to our institutions in a manner that frequently extends far beyond our original job descriptions. During such times, we also recognize that considering taking on the additional duty of NORDP Board leadership may seem a bridge too far.

However, we value democracy in our organization, and we see the contributions, commitment, and courage so many of you give to NORDP. We believe there are many of you who can and will rise to the challenge to help lead our organization – and the research development profession – through these times. It is during times of adversity like these that leadership is needed most.

We hope to deliver a diverse and inclusive slate of candidates for consideration as your future Board of Directors. If you are interested in Board leadership, or if you would like to encourage any of your colleagues to pursue candidacy, please do so. If you have any questions, please contact either of us or any NORDP Board member.

Eligible applicants will be asked to participate in the annual Candidates’ Forum, to be hosted via Zoom, on Thursday, May 21 at 2:30pm EDT/11:30am PDT. Candidate profiles will be posted to the NORDP website by Thursday, May 14.

Thank you all for your membership and your dedication to research development.

Karen “Fletch” Fletcher
Appalachian State University
NORDP President
president@nordp.org

Kim Patten
University of Arizona
Nominating Committee Chair
nomcom@nordp.org

NORDP Board Memo

Dear NORDP members,

The Board of Directors and I are thinking about you during this time of change. We are excited about the conversations on the listserv as we continue to be the community we are, leaning on each other through conversation and creating new and agile solutions.

The Board of Directors met this week and I want to highlight a few of the activities that NORDP committees are pursuing to serve all of NORDP – there are so many great things moving forward to complement what you do every day.

  • The conference co-chairs are working with many of you to continue to offer as much of the planned conference content as possible. You will be hearing more about this in the coming month.

  • Volunteers are reviewing the Salary Survey results and updating the salary calculator.

  • The Member Services Committee is supporting our regions: NORDP Northeast region held a highly successful regional meeting in February at MIT; the Upstate NY Region held a quarterly RD meeting; the Great Lakes region is forming a  leadership team; and the Midwest/Mountain Region is planning for their first regional meeting. Reach out to the committee if you are interested in getting involved in Regional activity.

  • The Mentoring Committee is working on offering the next matched pairs of the Mentoring program. Approximately 90 members have already applied to the program and mentors are needed. We all have something to give back – consider applying to the program as a mentor, or a mentee.

  • The New Opportunities for Research Development (NORD) Committee is reviewing the applications they received for the 2020 InfoReady/NORD grant cycle to support research on research development.

  • The Professional Development Committee has put together the following webinars: “Science in Service to National Security,” April 2 at 1:30 pm ET.; “Chat About Research Development Support Going Virtual,” April 3 at 2:00pm ET; “Supporting Senior Faculty: How can RD Professionals Help Faculty with Established Careers ‘Jump Start’ their Research Funding,” April 20th, 2 pm ET. You can register here for any of them.

  • The Board is looking for dedicated members to help move NORDP forward. The Nominating Committee has opened Board Applications; Nominations are due March 31st. Read more about it here.

  • The Annual Business Meeting will be an online event this year on May 20th at 12:00 ET. Look for more information soon.

  • We are also working on the seven Key Result Areas (KRAs) of the strategic plan and will have updates for you in future correspondence.

We don’t know what exactly everyone’s future holds, but know that NORDP will be here for you as we experience it together.

Sincerely,

Karen “Fletch” Fletcher
NORDP President
president@nordp.org

2020 Call for Board of Directors Nominations and Applications

Dear Colleagues:

On behalf of NORDP’s Nominating Committee and Board of Directors, I am writing to invite nominations and applications for Board of Directors positions. Nominations for Board positions are due March 31, 2020, and applications for the same are due April 15, 2020. You may self-nominate and do so starting March 17, 2020.

Available positions: Four Board of Director positions are available in 2020. One seat is designated for an eligible NORDP member affiliated with either a Minority-Serving Institution (MSI) and/or a Regional Institution, one seat is designated for an eligible NORDP member affiliated from a Primarily Undergraduate Institution (PUI), and two seats are open to eligible NORDP members from any type of institution or region (at-large). New Board members are elected for four-year terms. (The cover page of the board application form contains definitions of MSI, Regional, and PUI.)

Eligibility: All regular members of NORDP in good standing who meet the qualifications outlined below are eligible to apply for Board of Director positions. Any NORDP member employed by a for-profit company that employs more than 25 people is an affiliate member of NORDP and not eligible for election to the Board. Current Board members whose terms are expiring are eligible for nomination and re-election unless they have already served two consecutive terms (in which case they must wait at least one year before becoming eligible for re-election).

Qualifications: Qualifications for serving on the Board of Directors encompass a number of factors, including:

  • Active support and/or service to NORDP (e.g., at least three years of service on committees, working groups, or other efforts on behalf of the organization). Demonstrated leadership in NORDP activities is preferred. While conference presentations are highly valuable to the organization, they do not in and of themselves constitute active support of the organization or demonstrate that an individual has knowledge of how NORDP operates and how its mission is served.
  • At least five years of research development experience or very closely related experience.
  • Demonstrated progression of duties and responsibilities within the research development profession, including, but not limited to: supervision of other research development professionals, management of a significant research development portfolio, or other major contributions to the research development profession (or a closely related field).
  • Experience serving on community-or institutionally based non-profit boards and/or other forms of organizational leadership (e.g., technical working groups, strategic planning or reaccreditation working groups, etc.).

Expectations: The expectations for NORDP Board members are significant in terms of time and effort. Members are expected to actively participate in the board, head special projects or liaise with committee chairs, and pursue activities that advance the NORDP mission and goals. The time requirement for Board members averages 10 to 12 hours per month with additional commitment for officers. For a full description of the duties, roles, and responsibilities of Board members, please see the Board Member Duties and Responsibilities document and the relevant articles in the NORDP Bylaws.

It is expected that applicants participate in the Board candidate forum at the NORDP Annual Conference. The forum will be recorded for posting in the “members” section of the NORDP website. 

Selection Criteria: The Nominating Committee will evaluate applicants for the ballot based on the following criteria:

  • Potential of applicants to serve NORDP effectively, as reflected in their application materials and other evidence – their description of interests in serving on the Board and the contributions the candidates think they can make, their specific goals for NORDP, and why they think they would make good candidates.
  • Diversity of Board Members is highly desirable, although there are no formal requirements.
  • Diversity of institution type (e.g., location, size, focus, public, private, etc.) is also highly desirable. 

Nomination and Application: Nominators and applicants are requested to prepare submissions in a word processing program and then cut and paste the information into online submission forms. The forms will time out after ten minutes and information is not saved once timed out.

Applicants must also upload a brief résumé/CV (three pages maximum) in PDF format, a brief biographical sketch (200-word maximum), and a high-resolution headshot (2MB maximum file size; 72 dpi is acceptable). Applicants may also submit a letter of support (two pages maximum) from their direct supervisor or a member of NORDP.

  • Nomination: You may nominate another individual for a Board position using the online nomination form by March 31, 2020. Upon receipt of a nomination, the Nomination Committee will contact the nominee to request completion of an on-line application.
  • Application: If you are interested in serving as a Board member, please complete your application using the online application form by April 15, 2020. 

Selection and Voting Processes: All members of NORDP in good standing (including affiliate members) are eligible to vote in the election, which will be held online. The Nominating Committee will review applications and present the nominees to the membership for a voting process according to the following schedule:

  • Two weeks prior to the planned start of the Annual Meeting: The Nominating Committee will notify candidates regarding eligibility and placement on the election ballot.
  • Candidates’ Forum: Nominees placed on the ballot by the Nominating Committee will be invited to participate in an online candidates’ forum (specific date, time, and location will be sent via email to NORDP members, published on the organization’s website, and promoted on its social media platforms). Candidate information will be posted to the NORDP website, and the voting period will run from May 18 to June 8, 2020.
  • July 1, 2020: Newly elected Board members assume their duties.
  • September 11 to 14, 2020: Newly elected Board members should plan to participate in a Board retreat on these dates.
Please contact Kim Patten at kjpatten@arizona.edu or 520-621-5429 if you have any questions regarding the Board of Directors nomination, application, or election procedures. Thank you in advance for your participation in the Board of Directors nomination and application processes, which are designed to ensure strong leadership of NORDP.