In today’s higher education landscape, institutions are grappling with how to recruit, support, and retain faculty, staff, and administrators while navigating financial challenges and shifting student demographics. This year’s Higher Education Excellence and Distinction (HEED) Award recipients are taking a variety of approaches—from mentorship pipelines and employee tuition reimbursement to recognition programs and wellness support—to creating workplaces where employees can thrive.
Building Faculty Pathways
Framingham State University (FSU) is piloting its Inclusive Excellence Faculty Fellows Program, designed to build a network of faculty leaders who serve as liaisons to the Division of Diversity, Inclusion, and Community Engagement. These fellows will not only support their college’s dean but also undergo “Equip” training modules in culturally inclusive pedagogy, professional development workshops on accessibility, curriculum reform, and mentoring.
Beyond training, the university emphasizes employee acknowledgment as a tool for retention. The Recognition of Achievement and Merit Award (RAM Award) celebrates faculty and staff who show exceptional service to the institution.
“The RAM Award recognizes employees who demonstrate outstanding commitment, work ethic, quality of work, and service to the university in support of FSU’s mission and strategic goals. Nominations are submitted by peers across the university,” according to Dan Magazu, director of marketing and communications at FSU.
The university supplements recognition with tangible support: one-time commendation bonuses and salary or rank adjustments for staff who go beyond expectations, and additional compensation for faculty who take on responsibilities outside of their contracts. These strategies are aimed at signaling that excellence and dedication are both valued and rewarded.
Data-Driven Retention
The University of California, Riverside School of Medicine (UCR SOM) has embedded recruitment and retention into its strategic plan. From its new ePerformance system that facilitates ongoing feedback and goal-setting, to process improvement initiatives emerging from staff retreats, the school has created multiple feedback loops for employees.
On the recruitment side, the medical school ensures that equity advisors sit on every search committee. The school also integrates implicit bias training for committee members and reviews annual reports to track progress.
Recognition is another pillar of UCR SOM.
“The Clinical, Administrative, Research, and Education Awards (CARE) are presented on an annual basis to staff members of the SOM and UCR Health,” says Vladimir Oge, director of strategic initiatives at UCR SOM. “Annual faculty awards are also presented each year to recognize and celebrate the achievements of those who have exemplified that excellence is an important step in promoting faculty at the SOM.”
By combining intentional recruitment strategies with continuous performance engagement and public recognition, UCR SOM is working to build a workforce that reflects the Inland Southern California community it serves.
Acknowledgment and Flexibility
The University of Louisville (UofL) emphasizes benefits, flexibility, and awards to recruit and retain talent. Tuition reimbursement for employees and their dependents, generous leave policies, and on-campus child care and education programs are among the standout offerings.
Mental health for employees is also supported through the Get Healthy Now program, which hosts monthly workshops on mindfulness, stress reduction, and overall wellness.
But perhaps most central to retention is their robust recognition structure.
“Each year, staff and faculty are recognized for their excellence at the University of Louisville with the annual Presidential Faculty and Staff Excellence Awards,” says Diane Whitlock, assistant vice president of strategic initiatives at UofL.
These honors include Distinguished Faculty Awards, Staff Outstanding Performance Awards, recognition for modeling the university’s Cardinal Principles, and even a Distinguished Retiree Excellence Award for postretirement service. Additionally, UofL provides paid time off for employees to engage in community service, reinforcing a culture that values engagement both on and off campus.
Recognition Through Student Voices
The University of California, Davis School of Veterinary Medicine (UC Davis Vet Med) highlights its commitment to belonging by embedding it into every recruitment job posting, emphasizing its Principles of Community, and showcasing its designation as both a Hispanic-Serving and Asian American, Native American, and Pacific Islander-Serving Institution.
Faculty hires are encouraged to engage with inclusive language training and targeted outreach to diverse communities. Yet, retention is as much about belonging as recruitment. The veterinary school involves students in honoring faculty contributions to inclusivity.
“This coming year during diversity week, students will nominate and select faculty that have greatly contributed to a culture of belonging and be honored at our culminating diversity week celebration,” says dean Monae Roberts, chief diversity officer at UC Davis Vet Med. “Our dean has also provided additional funding to faculty who support our outreach programs.”
By placing student voices at the center of recognition and investing directly in faculty outreach efforts, the school fosters a sense of shared responsibility for advancing inclusion.
Common Threads and Broader Implications
Across these institutions, strategies may differ, but the goals converge. Inclusive hiring practices demonstrate how search committees and targeted outreach can shape faculty recruitment. Professional development and mentorship programs show the importance of building pipelines for growth and future leadership. Recognition programs underscore that celebrating excellence encourages retention, while wellness initiatives and community-building efforts ensure that faculty and staff feel supported beyond their contractual duties and roles.
As the competition for talent grows and student demographics continue to shift, higher education institutions may find that inclusive retention practices are not only an imperative but also a key to institutional sustainability.
