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2008 Home Page |
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2008 Plan Final Report:
March 27, 1999 .
Phase I: 1999-2003
Goal 1:
Increase the number of high school graduates of color who apply,
are accepted, and enroll at UW Oshkosh.
Goal 2:
Encourage partnerships
that build the educational pipeline by reaching children and their
parents at an earlier age.
Goal 3:
Bring the retention and graduation rates for students of color in
line with those of the student body as a whole.
Goal 4:
Increase the amount of
financial aid available to needy students and reduce their reliance
on loans.
Goal 5:
Increase the number of
faculty, academic staff, classified staff and administrators of
color, so that they are represented in proportion to their current
availability in relevant job pools.
Goal 6:
Foster institutional environments
and course development that enhance learning and a respect for racial
and ethnic diversity.
Goal 7:
Improve leadership
and accountability in the implementation of this Diversity Plan.
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Responses to surveys are available upon request.
INTRODUCTION
The Process
Chancellor Kerrigan
appointed a three member leadership team in October, 1998 to guide the
preparation of the UW Oshkosh 2008 Diversity Plan. The team was to lead
the development of a campus diversity plan for the five-year period 1998-2003.
The charge was to identify UW Oshkosh institutional needs and priorities
in relation to the UW System Plan 2008: Education Quality Through Racial/Ethnic
Diversity. Plan 2008 is the UW System diversity initiative that builds
on and continues the 1988 Design for Diversity. Plan 2008 outlines seven
goals that focus on hiring, pre-college recruitment, retention and graduation
of African American, Hispanic/ Latino, American Indian, and Asian American
faculty, staff, and economically disadvantaged students. The UW System
Plan 2008 emphasizes racial and ethnic diversity. The UW Oshkosh Diversify
Council responded to this primary charge, but it also recognizes that
diversity at UW Oshkosh encompasses a broader array of issues than those
addressed in the Plan 2008.
The leadership was
expanded to a nine-member UW Oshkosh 2008 Diversity Planning Council
(see Appendices). The expanded Council included two representatives
appointed by each of the three governance groups, i.e. students, staff,
and faculty, as well as the original three of the leadership team. These
nine members coordinated the effort from initial development of the time
line to the editing of the final draft. By December, the Diversity Planning
Council had developed Goal-Area Work Teams. The teams included at least
one member of the Planning Committee and others who might have interests
or involvement in the specific activities associated with specific goals.
The Planning Committee
and the Work Teams spent January, February, and early March collecting
and analyzing baseline data and information about campus needs. The process
from the beginning was open and advertised (see Appendices). A 2008 Diversity
Planning Survey was sent to department and unit heads and to campus organizations.
A questionnaire was made widely available to students. We met with representatives
of student government, described our effort, asked them to fill out a
work sheet, and a form representing views of their constituents. Members
collected and examined annual reports of the Division of Academic Support.
We obtained enrollment figures from the Office of Institutional Research.
We relied greatly on the current campus Affirmative Action Plan for hiring.
By March we had a web page (http://www.uwosh.edu/2008/)
to communicate progress and to solicit responses from the campus
and the community.
Another very effective
and useful resource was the UW Oshkosh 2008 Diversity Plan Response Group
(see Appendices). We asked representatives to serve as a source of input
and feedback at two meetings, one in late January and the other in March.
Members of the response group came from the Human Relations Council, area
school districts, business and social agencies, alumni of UW Oshkosh and
others. Along with students, the response group also included representatives
from units, offices, and academic departments of UW Oshkosh and included
classified staff, academic staff, administrators, and faculty members.
The Response Group contributed many valuable insights and reactions as
we synthesized our findings and drafted our report.
In late March, after
a rather complete draft had been made available widely across the campus,
we held two open meetings to solicit reaction and responses from anyone
who cared to attend.
The actual writing
was carried out by a small team. Various drafts were circulated continuously,
including posting on the web page, to seek reactions, responses, and criticisms.
We believe that our process was as open as possible given logistics of
personal schedules and the overall time table. Anyone who was interested
and who wished should have had ample opportunity to participate and to
be part of the process. We are confident that the final report is a fair
sampling of the UW Oshkosh milieu.
The Diversity
Plan
The heart of the
Diversity Plan is the section of Recommended Initiatives and Actions.
The section is organized by goals as set forth by the Board of Regents
original document. For each goal there is an overview, a digest of existing
efforts that we could identify, and a subsection of recommended initiatives.
The Committee was greatly impressed by the number of worthy efforts already
underway. Often these activities are not widely known or recognized. One
of our goals was to bring existing efforts to the attention of the campus
to encourage and inspire others' efforts. We offered an array of recommended
initiatives associated with each goal. Some of these are ambitious and
will require significant new financial and human resources; others could
be effected with more modest expenditures. Under the suggested initiatives
we offered, in some cases, proposed targets and time lines. However, we
believe that these should be considered more as examples of possible efforts
rather than as rigid "contracts." Factors change rapidly on this campus
and for the UW System. It is difficult to predict accurately situations
as far ahead as three to five years and beyond. We expect the proposed
Diversity Council will carry on formative evaluation of the plan and will
modify initiatives as appropriate.
The Diversity
Council
Creation of a standing
University Diversity Council is a key component of the Plan. This Council
should be established immediately. It should be charged and empowered
to take the lead in the coordination and evaluation of the implementation
of the recommended initiatives. The Council should monitor annually the
progress of the Diversity Plan encouraging expansion of successes as they
appear. Issues can be rethought and continuously reevaluated continuously
over the next five or more years. An active and forceful Council is a
necessity if the University is going to be meet its obligations and respond
to unforeseen changes in the early part of the next century.
Relationship
of the Diversity Plan to University Mission and Goals
In recent (1998)
university planning efforts, diversity was identified as one of five areas
of major emphasis for the 1998-99 and 1999-2000 academic years. In addition,
Goal D of the University's Vision, Values, and Goals statement of 1997
is: To diversify the campus population and to heighten sensitivity concerning
racial, culture, gender, ethnic and other related issues.
Major Themes
Three themes emerged
from the work. We heard them, or elements of them, from many sources and
in many shades of meaning or emphasis. These three themes became an overlay
or prism for the seven specific goals. The three major themes were (in
no implied priority):
We believe the initiatives
and actions outlined in this plan respond to these themes.
Summary of Recommended
Initiatives
1.1
Expand and intensify efforts to recruit students of color from high schools
in the UW Oshkosh service region. Admissions
1.2
Develop Partnership Communities outside the UW Oshkosh service region.
Admissions 1.3
Increase coordination of recruitment and pre-admission activities. University
Diversity Council 1.4
Expand and intensify recruitment of adult and nontraditional students.
Admissions 1.5
Graduate student recruitment. Graduate School and Research
2.1
Develop Partnership School Program. Admissions, Division of Academic
Support
2.2
Expand
and enhance existing precollege programs for students of color. Division
of Academic Support 2.3
Develop additional precollege programs for students of color. COEHS,
COBA, COLS, CON, Division of Academic Support 2.4
Increase number of students of color who participate in all university
programs for youth. Division of Academic Support 2.5
Explore development of additional continuing education programming for
K-12 personnel. Continuing Education, COEHS 2.6
Replicate successful faculty-led projects that foster relationships
between the university and students/families. Provost's Office
3.1
Improve coordination and centralization of services for students of color.
University Diversity Council
3.2
Encourage
campus involvement of students of color. Division of Academic Support
3.3
Encourage students of color to make community connections. Career
Services 3.4
Highlight achievements of people of color at the university in publications,
programs, and promotional material. University Relations
4.1
Create Early Awareness System. Financial Aid
4.2
Integrate pre-admission activities of Office of Financial Aid with recruitment
activities of other units. University Diversity Council
4.3
Seek additional sources of financial support for students of color.
UW Oshkosh Foundation 5.1
Carry out existing Affirmative Action Plan. Affirmative Action Office
5.2
Increase communication of position vacancies to persons of color through
special mailings, personal networking, and advertising in targeted publications.
Affirmative Action Office 5.3
Establish relationships with Historically Black Colleges and Universities
(HBCUs) and other universities that have a high concentration of other
targeted groups as sources of qualified candidates for faculty, administrator
or academic staff positions. Provost's Office
6.1
Develop and deliver staff development programs for all faculty, academic
staff, and classified staff. Affirmative Action Council
6.2
Increase
integration of speakers, programs and activities that deal with racial/ethnic
issues into mainstream of campus activities. Division of Academic
Support, Dean of Students Office 6.3
Study and assess the campus and community climate for diversity. Campus
Climate Study Committee 6.4
Explore the expansion, replication, or adaptation of successful curricular
models that incorporate multicultural experiences and perspectives.
Provost's Office, University Diversity Council 6.5
Develop First Year Experience" for all students that focuses on diversity
and community. Dean of Students Office 7.1
Improve effectiveness of communication to the campus community regarding
the University's commitment to diversity. Chancellor's Office
7.2
Create a standing University Diversity Council. Chancellor's Office
7.3
Develop a Comprehensive Diversity Plan (to complement this document)
to address issues of diversity not included in this plan. Leadership/Responsibility
Key
Academic Support
2.1*,
2.2,
2.3*,
2.4,
3.2,
6.2*
Admissions 1.1,
1.2,
1.4,
2.1*
Affirmative Action
Council 6.1
Affirmative Action
Office 5.1,
5.2
Campus Climate Study
Committee 6.3
Career Services 3.3
College of Education
and Human Services 2.3*,
2.5*
College of Letters
and Science 2.3*
College of Business
Administration 2.3*
College of Nursing
2.3*
Continuing Education
and Extension 2.5*
Dean of Students
Office
6.2*, 6.5
Financial Aid Office
4.1
Graduate School and
Research 1.5
Provost's Office
2.6, 5.3,
6.4*
University Diversity
Council 1.3,
3.1,
4.2,
6.4*
University Relations
3.4
UW Oshkosh Foundation
4.3
* = responsibility
shared with another unit
Goal
1: Increase the number of Wisconsin high school graduates of color who
apply, are accepted, and who enroll at UW Oshkosh
Overview:
The Admissions Office makes extensive efforts to identify, attract and
enroll students of color through high school visits, personal contacts,
mailings, telemarketing, campus visit opportunities, and the like. These
activities will be continued. Increased emphasis will be given to recruiting
students of color within the UW Oshkosh service region, recruiting adult,
nontraditional and transfer students, forming long term relationships
that will lead to increased enrollments in years to come, and improved
coordination of all recruitment-related activities on our campus.
Benchmarks:
Continuation of existing efforts including:
Recommended Initiatives:
(Precollege programming is addressed under Goal
2.)
Actions:
1.1.2 Increase recruiting contacts
(over AY 98-99 level) with UW Oshkosh area schools identified as having
a high concentration of multicultural students (including Oshkosh, Appleton,
Berlin, Wild Rose, Wautoma).
1.1.3 Strengthen relationships with
local communities of color (particularly Hispanic/Latino and Southeast
Asian) in the UW Oshkosh service region through personal contacts/visits
in the communities and year round communication with individuals, agencies,
and associations.
1.1.4 Develop extended peer recruiting
program for the UW Oshkosh service region. Identify UW Oshkosh students
and alumni from the area who are willing to lend their personal support
to recruiting others.
1.1.5 Host at least three additional Open
House or other campus visit events annually for Fox Valley area students
of color and their families.
1.2 Develop
Partnership Communities outside the UW Oshkosh area in which to
focus a "whole community" recruiting program. The goal is to select
two or three communities, and to build a long term relationship with
those communities with the aim of increasing the pool of qualified and
interested applicants from those communities over the next 3 - 5 years
and beyond.
Leadership: Admissions Actions:
Indicator of achievement: Applications
to UW Oshkosh from Partnership Communities (either transfer, adult,
or new high school graduate) will increase by at least 5% within two
years (Fall 2003).
1.3 * Increase coordination
of efforts among involved university units in the planning and implementation
of recruitment activities and pre-admission communication with prospective
students. Recommendations are based on the philosophy that recruitment
of students of color is a concern of the University as a whole. Recruitment
activities are most successful when they involve interaction between
prospective students and faculty and other staff with whom students
are likely to have contact after admission.
Actions:
1.4 Expand and intensify
recruitment of adult, nontraditional, and transfer students of color
with particular emphasis on those who have been out of high school 1
- 5 years.
Indicator of achievement: Increase
enrollment of adult, nontraditional, and transfer students of color
over AY 98-99 enrollment in each of succeeding four years (AY 00-01,
01-01, 02-03, 03-04). Specific enrollment goals to be set by Multicultural
Recruitment Team.
Actions:
1.4.2 Monitor ways in which students of
color are being served by the new Organizational Administration degree
collaboration with the UW Colleges at Fond du Lac and Menasha.
1.4.3 Explore
the development of a precollege program for potential adult and nontraditional
students in the UW Oshkosh service region. Review successful models
of adult precollege programs. Make recommendations to the University
Diversity Council.
1.5 Graduate student
recruitment.
1.5.1 Work
toward development of feeder school partnerships with institutions with
high concentrations of students of color.
1.5.2 Aggressively
seek sources of financial support for graduate student assistantships,
scholarships, and research stipends.
Resource needs for Goal 1:
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.
Goal
2: Encourage partnerships that build the educational pipeline by reaching
children and their parents at an earlier age.
Overview: As
in Goal 1, the plan calls for a long term strategy
to achieve Goal 2--the development of partnerships with particular school
districts that will result in communication between students, teachers,
parents and faculty. The Division of Academic Support offers an impressive
array of programs for precollege students, and these programs will be
continued. Recommended initiatives emphasize increased involvement by
the Colleges and individual faculty in the development of precollege programs
and teaching/research projects that build relationships with 6th - 12th
grade students and their families. This plan also calls for increasing
access to all university programs for youth and for exploring new continuing
education programs for k-12 personnel.
Continuation of existing efforts including:
Recommended Initiatives:
The overarching goal of this initiative
is to increase enrollment of students of color at UW Oshkosh in the
next five years by: (a) strengthening the relationship between selected
middle or high schools and UW Oshkosh; (b) using the university's resources
to help develop a qualified pool of applicants in these selected schools
by the year 2003; and (c) creating positive interpersonal relationships
between potential students/families and people in the Oshkosh area community.
Actions:
Indicator of achievement: At least
two (2) Partnership School agreements will be developed by Summer
2000.
2.1.2 Coordinator
of Partnership Schools program will work closely and collaboratively
with appropriate university units (e.g., Colleges of Business
Administration, Education and Human Services, Letters & Science
and Nursing, Residence Life, Division of Continuing Education, Dean
of Students Office, etc.) and with local schools, agencies, and Oshkosh
Human Relations Council to develop exchange and communication activities.
Indicator of achievement: Exchange/communication
activities involve at least 25 students from each Partnership School
by Fall 2001.
2.2 Expand and enhance
UW Oshkosh precollege programs for students of color.
Actions:
2.2.2 Increase precollege program activities
that involve community people and provide community contact for program
participants. Work with the Oshkosh Human Relations Council to
accomplish this activity. As a part of the precollege experience, participants
will visit community locations and will have an opportunity for one-to-one
interaction with community people.
2.3 Develop additional
precollege programs for students of color.
2.3.1 Aggressively seek funding for continuation
of existing programs and initiation of new precollege efforts.
2.3.2 The Division of Academic Support
and the Grants Office will communicate as appropriate with the College
offices and with appropriate individual faculty about potential precollege
funding/opportunities.
2.4 Increase the number
of students of color who participate in existing programs for youth
sponsored by any unit of the university.
Actions:
2.5 Explore the development
of additional continuing education programming for k-12 teachers,
ESL teachers, building principals, and other school and school district
personnel, that will address diversity issues in general and the preparation
of students of color for higher education.
Actions:
2.5.2 New program development (if indicated).
2.6 Replicate successful
faculty-led projects that foster relationships between the
university and high school students and their families. One promising
model is the Indian Teachers for Indian Children Project. Such projects
would: (a) increase the pool qualified applicants in a particular discipline,
(b) establish positive personal relationships with students and families
early in their high school years, (b) benefit the particular community
in which the students reside.
2.6.1 Aggressively seek funding to support
such projects.
Resources needed for Goal 2:
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Goal
3: Bring the retention and graduation rates for students of color in line
with those of the student body as a whole.
Overview: At
UW Oshkosh, the first year retention rate for students of color is in
line with the rate for all students which can be attributed, at least
in part, to the array of student support services offered through the
Division of Academic Support. The emphasis in the recommended initiatives
focuses on more effective integration of services for students of color
into the mainstream of campus activity and strengthened campus and community
relationships for multicultural students. The Oshkosh Human Relations
Council will be a valuable resource in the achievement of this goal.
Benchmark:
Continuation of existing efforts,
including:
Recommended Initiatives
Actions:
3.2 Encourage broad
campus involvement of students of color.
Actions:
3.2.2 Develop specific recommendations
as to how the new "diversity lounge" in Reeve Union can most effectively
promote integration of students.
To be involved: Multicultural Education
Center Student Board, Reeve Union, Division of Academic Support.
3.3 Encourage
students of color to make connections with the community and
to continue progress in their academic program during summer and interim
sessions.
Actions:
3.3.2 Create a comprehensive listing of
opportunities for students of color to participate in internships, volunteer
work, and social and cultural events in the Oshkosh community. Listing
will be updated annually.
3.3.3 Explore with the Oshkosh Human
Relations Council additional avenues for interaction between people
of color at the university and the community. Develop recommendations.
3.4 Educate the general
public and inspire current students of color through positive role models.
Actions:
Back to top
Goal
4: Increase the amount of financial aid available to needy students and
reduce their reliance on loans.
Overview: The
primary emphasis in this area is on the development of an Early Awareness
System to ensure that students take full advantage of the financial aid
that is already available. In addition, and as noted elsewhere in this
plan, improved coordination of services is a goal.
Continuation of existing financial
assistance programs, including:
Recommended Initiatives:
Actions:
4.1.2 Financial Aid counselors will disseminate
information about financial aid opportunities, processes, and deadlines
to students of color, and will follow up with prospective students.
4.2 Integrate
activities of Financial Aid office with overall recruitment of students
of color, including adult and nontraditional students, so university
can offer students a "one-stop-shopping" process for admission, financial
aid arrangements.
Actions:
4.3 Aggressively seek
additional sources of support for students of color, with particular
emphasis on serving adult, nontraditional, and transfer students, from
foundation, corporate, and alumni gifts.
Back to top
.
Goal
5: Increase the number of faculty, academic staff, classified staff, and
administrators of color so that they are represented in the UW Oshkosh
workforce in proportion to their current availability in relevant job
pools. In addition, work to increase their future availability as potential
employees.
Overview: The
Affirmative Action Office provides university-wide oversight to the effort
to increase the number of faculty, academic staff, classified staff, and
administrators of color. Based on the goals established annually, the
Affirmative Action Officer works closely with department chairs, directors,
and Deans to meet those goals and to establish recruitment plans to insure
applicant pools are diversified, and that special positive efforts are
made to diversify our staff at all levels within the university. In 1997,
12.41% of all new hires were persons of color and in 1998, the figure
was 13.28%.
Continuation of existing efforts including:
Recommended Initiatives:
5.2 Increase communication
of position vacancies to persons of color through special mailings,
personal networking, and advertising in targeted publications.
Actions:
5.2.2 Obtain available and appropriate
mailing lists (associations, doctoral students, etc.) for use in recruitment.
5.3 Establish
and/or maintain relationships with Historically Black Colleges and Universities
(HBCUs) and other universities that have a high concentration of other
targeted groups as sources of qualified candidates for faculty, administrator,
or academic staff positions.
Leadership: Provost's Office 5.3.3 Establish procedure and criteria
for hiring faculty of color before their completion of the terminal
degree at full salary with reduced load to enable faculty to complete
the degree.
Resources needed for Goal 5:
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.
Goal
6: Foster institutional environments and course development that enhance
learning and a respect for racial and ethnic diversity.
Overview: Respondents
in our data gathering efforts reported differing perceptions of the campus
and community climate for diversity. While a number of speakers, programs,
and activities designed to address diversity issues are offered each year,
they are often poorly attended. Recommended initiatives call for greater
integration of diversity programs into campus activities, a study of the
campus and community climate, and ongoing learning opportunities for faculty
and staff. Provision of support for faculty in the development of new
curricula is emphasized and an innovative First Year Experience for all
students is intended to make significant long term improvement in the
campus climate for diversity.
Benchmarks:
Continuation of existing efforts including:
Recommended Initiatives:
Actions:
6.2 Increase integration
of speakers, programs, and activities that deal with racial/ethnic concerns
into the mainstream of campus life.
Actions:
6.3 Formally study and
assess the campus and community climate for diversity through a survey
of faculty, staff, students, and members of the community.
Actions:
6.3.2 A study of the community climate
for diversity in the Oshkosh area will be designed and carried out,
with the leadership of the Assistant Vice Chancellor for Academic Support
and the University Diversity council.
6.4 Explore
the expansion, replication, or adaptation of successful curricular models
that incorporate multicultural experiences and perspectives into academic
programs (examples on our campus in-clude: the revised English major;
Indian Teachers for Indian Children project; ESL teacher certifi-cation
narrative research; business simulation project in partnership with
Milwaukee schools).
Actions:
6.4.2 Hold at least one event annually
to provide faculty an opportunity to exchange information and ideas
relevant to diversity in the curriculum at UW Oshkosh.
6.4.3 Actively seek additional financial
support for the development of innovative practices related to diversity
in the classroom and curriculum.
6.4.4 Explore the use of distance education
technologies in the development of new courses and programs.
6.4.5 Seek funding to support faculty
development of new courses, programs, and instructional strategies that
respond to racial/ethnic studies needs. Funds will be sought from the
Institute on Race and Ethnicity, among other sources.
6.4.6 Encourage faculty to attend programs
and seminars sponsored by the Institute on Race and Ethnicity and other
sponsors that address instructional design and pedagogical issues related
to ethnic studies. Provide financial support for faculty attendance
at such programs.
6.5 Develop
and implement an extended First Year Experience for all students
that would focus on diversity and community--in terms of race,
ethnicity, religion, age, gender, sexual orientation, ideology, philosophy,
etc. This would be a required element of every student=s first semester
at UW Oshkosh. This major initiative is intended to address two issues:
(a) retention of students of color and (b) creation of a campus climate
conducive to diversity. The goal of this effort would be to develop
in every first year student the capacities to:
Rationale: (1)
One of the most potent predictors of retention and degree completion
is the sense of connectedness and relationship experienced by a student.
An extended small group experience, culminating in the completion of
a required project, will foster bonding among group members across many
kinds of differences. (2) All students must be involved, personally
and meaningfully, in experiences in which they must deal with differences
and multiple perspectives if the campus climate is to truly embrace
a culture of diversity.
Actions:
Resources needed for GOAL 6:
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Goal
7: Improve leadership and accountability in the implementation of this
Diversity Plan.
Rationale:
A strongly endorsed
and well-articulated university commitment to diversity on this campus
is essential to the achievement of the initiatives set out in this plan.
Diversity issues need to be understood as a university wide concern that
requires the involvement of all departments, units, divisions, and individuals.
Strong support from administration, coordination of efforts, high visibility
and campus awareness of activities, and regular monitoring of progress
toward objectives are all essential to the implementation of the initiatives
outlined in this plan.
Recommended Initiatives:
Actions:
7.2 Create a standing
University Diversity Council that is empowered to take the lead
in the coordination and evaluation of the implementation of the recommended
initiatives in this plan. The
chair of the Council will be appointed by the Chancellor.
Actions: The functions of
the Council will include the following:
7.2.2 Annually report to the Chancellor
the progress toward the achievement of each of the goals, and make recommendations
for the revision of goals and initiatives of this plan.
7.2.3 Make
recommendations to the Chancellor regarding the coordination of all
university services and activities related to diversity issues, including
student recruitment, financial aid, support services, advisement, tutoring,
improvement of campus climate, curricular and pedagogical practices,
etc.
7.3 Develop a Comprehensive
Diversity Plan (to complement this document) to address issues of diversity
not included in this plan--specifically issues related gender, sexual
orientation, differently-abled, cultural, religious, and age diversity.
Goal Area
Resources
Costs
Source
of Funds
1
1.0 FTE Recruiter
$35,000-$40,000
+ fringe benefits New GPR Activities,
Supplies, Travel Expenses (24 overnights)
$10,000
New GPR
2
$35,000-$40,000
+ fringe benefits
New GPR
3
Existing
Resources
4
Existing
Resources
Financial
Aid
External
Contributions / Funding
Increased
Financial Aid
$10,000
5
Travel, Mailings,
Advertising
$7500
New GPR
6
0.5 FTE Project
Coordinator
$20,000 +
fringe benefits
New GPR
Supplies
and Expenses
$5,000
New GPR
7
0.25 FTE
Diversity council Coordinator
$12,500 +
fringe benefits
Reallocation
Total
Projected Costs: $135,000 - $145,000.00 + fringe benefits
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Return to the 2008
Home Page Updated October 2003 Questions/Comments? Email
manzim@uwosh.edu
RECOMMENDED INITIATIVES AND ACTIONS
1.1 Expand and
intensify efforts to recruit students of color from high schools in
the UW Oshkosh service region.
Indicator of achievement: Enrollment goals (see 1.1.1 below) will
be met.1.1.1 Study demographic projections
for the UW Oshkosh service region, post high school enrollments, and career
patterns of persons of color in the region. Develop annual enrollment
goals for persons of color -- both high school graduates and those who
have been out of high school for a year or more -- who live in the UW
Oshkosh area for 2001 - 2006.
Spring 2000
Beginning in AY 99-00, ongoing
Beginning Spring 2000, ongoing.
Spring 2001
Fall 2000, ongoing
Beginning Spring 2000
To be involved: Division of Academic Support; Financial Aid
1.2.1 Identify at least two Partnership
Communities. Representatives from UW Oshkosh visit/attend community
events, religious/spiritual groups, social service agencies, social action
efforts, etc. in targeted communities, throughout the year. This initiative
to be carried out in concert with the Partnership Schools initiative
proposed in Goal
2.
Spring 2001.
Leadership: University Diversity
Council
To be involved: Admissions, Financial Aid, Division of Academic Support,
Weekend and Evening Degree Programs (WE/EDs), Intercollegiate Athletics,
and other units of the university who are involved in recruiting students.1.3.1 A Multicultural
Recruitment Team, made up of representatives from each of the above named
units, will annually develop and implement a coordinated action strategy
to achieve annual recruitment goals for traditional and nontraditional
students. This team will work in concert with, or may be a subgroup of,
the UW Oshkosh Recruitment Council.
Fall 1999, ongoing.
Leadership: Admissions
To be involved: WE/EDs, Dean of Students Office
1.4.1 Encourage existing and additional
informal recruiting activities by current and former WE/EDs students within
their cultural communities and families.
Ongoing
Beginning in Spring 2000,
ongoing
Recommendations by Fall 2000
Development of program, if indicated, AY 00-01Leadership: Graduate School
and Research
To be involved: Admissions, Division of Academic Support
b. GTE Astro Scholars
c. YES--Young Entrepreneurial Scholars
d. SMARTS--Summer Math and Reading Talent Scholars Program
2.1 Develop
Partnership School Program: Form partnerships with specific schools
that have high concentrations of target populations. Develop multi-faceted
communication and exchange activities with these schools and their communities
that will involve: middle and/or high school students, teachers, and parents
in local schools and Partnership Schools; UW Oshkosh faculty, staff, and
students; community agencies, businesses, and individuals in both local
and Partnership School communities.
Leadership: Admissions and
Division of Academic Support
To be involved: Colleges of Business Administration, Education and Human
Services, Letters & Science and Nursing, Dean of Students Office,
Financial Aid, Division of Continuing Education and Extension, Oshkosh
Human Relations Council.
Indicator of achievement: Enrollment goals will be met (see 1.3.1).2.1.1 The Division of Academic
Support and Office of Admissions will work through existing contacts/relationships
to identify and select potential Partnership Schools.
Beginning Fall 1999.
Fall 1999, ongoing.
Leadership: Division
of Academic Support
To be involved: Colleges of Business Administration, Education and Human
Services, Letters and Science and Nursing; Division of Continuing Education
and Extension, Student Affairs; Grants Office.2.2.1 Improve collaboration
between Division of Academic Support precollege programs and other UW
Oshkosh youth and family programs. Program coordinators of all UW Oshkosh
programs for youth (to include PreCollege, programs sponsored by the Division
of Continuing Education, sports programs, and others) will annually meet
to explore potential areas of collaboration and joint activities.
Beginning Fall 1999, ongoing
Summer 1999, ongoing
Leadership: Colleges of Business
Administration, Education and Human Services, Letters and Science and
Nursing in partnership with Division of Academic Support.
Indicator of achievement: At least one new precollege program is begun
each year beginning 2001.Ongoing
Ongoing
Leadership: Division of Academic
Support
To be involved: All units that offer youth programming
Indicator of achievement: At least partial scholarships will be provided
for 10 participants annually by Summer 2002.2.4.1 Aggressively seek funding
for scholarships for students of color to increase enrollment in youth
programs.
Summer 2000, ongoing
Leadership: Division of Continuing
Education and Extension, in cooperation with College of Education and
Human Services.
2.5.1 Conduct an assessment of
need/interest among area school personnel.
Fall 1999.
Fall 2000.
Leadership: Provost's Office
Units to be involved: Colleges of Business Administration, Education
and Human Services, Letters and Science and Nursing; individual faculty;
Grants Office; Division of Academic Support.Indicator of achievement:
At least one new faculty-led project per year will be funded beginning
in 2001.
3.1 Improve coordination
and centralization of services for students of color.
Leadership: University
Diversity Council
To be involved: Division of Academic Support, Advisement, Financial
Aid, Counseling Center3.1.1 Study
the processes and structure of services for students of color, and develop
specific recommendations to the Chancellor for the improved coordination
of academic advisement, financial aid counseling, tutoring, personal and
career counseling and support services now offered through Student Support
Services, Academic Advisement, M/D programs, Financial Aid. This study
would explore the creation of a Central Learning Assistance Center.
Recommendations to be prepared
by Fall 2000.
Leadership: Division
of Academic Support
To be involved: Dean of Students Office, Residence Life, Oshkosh Student
Association, Reeve Union, Colleges of Business Administration, Education
and Human Services, Letters and Science and Nursing3.2.1 Ensure that students of color
regularly receive communication regarding opportunities for leadership,
service, and employment on campus.
Ongoing.
Spring 2000.
Leadership: Career
Services
To be involved: Division of Academic Support, Oshkosh Human Relations
Council.3.3.1 Career Services and the Division
of Academic Support will use existing contacts with the Chamber of Commerce
and the Oshkosh Human Relations Council to develop a posting of summer
and part time employment opportunities for students of color.
Spring 2000, ongoing.
Fall 2000, ongoing.
Fall 2000
Leadership: University Relations
To be involved: Alumni Affairs, Division of Academic Support , Admissions 3.4.1 Highlight the achievements
of faculty, staff, students, and alumni of color in university publications,
programs, news releases, video and television productions, and promotional
materials.
Beginning Fall 1999, ongoing.
4.1 Create
Early Awareness System for incoming students to increase the use of
financial aid opportunities by students of color, and to prevent missed
deadlines and/or misunderstood information.
Leadership: Financial Aid.
Indicator of achievement: Financial
Aid applications completed prior to the deadline date (by either new
high school graduate, transfer, or adult) will increase by at least
10% within two years (Fall 2002).4.1.1 Early Awareness information
sessions will be held for prospective incoming students.
Beginning Spring 2000, ongoing.
Ongoing.
Leadership: University Diversity
Council.
4.2.1 University Diversity Council
will make recommendations for a streamlined, service oriented structure
to serve students of color more efficiently and effectively.
Spring 2001
Leadership: UW Oshkosh Foundation
To be involved: Financial Aid, Chancellor's Office, University Relations,
Alumni Affairs, Grants Office
Indicator of achievement: At least one new scholarship or stipend for
Multicultural/Disadvantaged students will be obtained each year for
AYs 00-01, 01-02, and 02-03. At least two such awards will go to adult,
nontraditional, or transfer students.
5.1 Carry out
the UW Oshkosh Affirmative Action Plan. (See Appendix)
Leadership: Affirmative Action
Office
To be involved: All hiring units of the University
Indicators of achievement: Activities outlined in the Action Plan are
carried out.Leadership: Affirmative Action
Office in cooperation with Colleges, Divisions, and other hiring units
of the University
Indicator of achievement: Evidence of a good faith effort to achieve
targets. 5.2.1 Use the proposed statewide
data base (to be prepared by UW System) of students of color to create
a pool of recent UW institution graduates from which to recruit for faculty
or staff positions.
When available.
Fall 1999, ongoing.
To be involved: Affirmative Action Council, Colleges of Business Administration,
Education and Human Services, Letters and Science and Nursing; individual
faculty
Indicator of achievement: Development
of new partnership agreements with at least four institutions that have
high concentrations of targeted groups.
Fall
2001
5.3.1 Initiate a Visiting Professor
exchange program with institutions that have a high concentration of targeted
groups.
Fall 2002
Fall 2002
Funds for travel to recruit from
out of area institutions and funds to purchase mailing lists and advertising
space in publications that will reach targeted groups.
6.1 Develop and
deliver new staff development programs for all faculty, academic
staff, and classified staff to heighten awareness of racial/ethnic diversity
concerns on the UW Oshkosh campus. Educational programs will focus on
skills for relationship building and perspective taking across differences.
Leadership: Affirmative Action
Council
To be involved: Division of Academic Support, Student Affairs, Division
of Continuing Education and Extension, individual faculty and staff
members with expertise in multiculturalism, intercultural communication,
etc.
Indicators of achievement: Programs are developed and delivered; Program
accomplish stated objectives. 6.1.1 Design and offer at
least one educational program per semester for instructional personnel
and non-instructional personnel.
Beginning Spring 2000, ongoing.
Leadership: Division of Academic
Support with Dean of Students Office
To be involved: Student Organizations, Oshkosh Student Association,
Multicultural Education Center Board, Reeve Union Board, Residence Life
Indicator of achievement: Attendance at program/activities that deal
with racial/ethnic concerns increases by 5% annually each year beginning
in AY 99-00.6.2.1 Establish a joint planning
and review committee made up of student and faculty/staff advisors
to coordinate campus events sponsored by various campus groups, including
the Oshkosh Student Association Speakers Series, the multicultural student
organizations, the Division of Academic Support, Residence Life, etc.
Fall 1999, ongoing.
Leadership: Campus Climate
Study Committee
To be involved: Division of Academic Support, Institutional Research,
University Diversity Council
Indicators of achievement:6.3.1 A campus climate survey will
be conducted by the Campus Climate Study Committee appointed by the Assistant
Vice Chancellor for Academic Support.
Findings reported: Fall 1999
Findings reported: Fall 2000
Leadership: Provost's Office
with University Diversity Council
To be involved: Colleges of Business Administration, Education and Human
Services, and Letters and Science and Nursing.
Indicators of achievement: At least one new diversity-related project
will be initiated each year in AYs 00-01, 01-02, 02-03.6.4.1 Create campus clearing
house to disseminate information about curricular models and materials,
and pedagogical practices used by faculty on this campus that support
diversity in educational experience offered at UW Oshkosh.
Fall 2001
Spring 2000, annually
Fall 1999, ongoing
Fall 1999, ongoing
Leadership: Dean of Students
Office
To be involved: Provost's Office, Residence Life; Colleges of
Business Administration, Education and Human Services, Letters and Science
and Nursing; Division of Academic Support; Grants Office; individual
faculty.6.5.1 Explore how this initiative
might build on the existing Common Intellectual Experience for first year
students and the Learning Community model.
7.1 Improve effectiveness
of communication to the campus community regarding the university's commitment
to diversity.
Leadership: Chancellor's Office
To be involved: University Relations, University Diversity Council
Indicators of achievement:7.1.1 University Relations will
be responsible for the development of an action plan.
Implementation: Spring 2000,
ongoing
Leadership: Chancellor's Office
To be involved: Provost's Office, Faculty Senate, Senate of the Academic
Staff, Oshkosh Student Association, Division of Academic Support, Financial
Aid, Admissions, Student Affairs, and student organizations
Indicators of achievement: Council will be formed and will carry out
activities noted below.7.2.1 Conduct evaluation and monitoring
of the achievement of the initiatives of this plan and their impact.
Ongoing
June 2000, 2001, 2002, 2003
June 2000
Annual review thereafter
1.0
FTE Partnership Program Coordinator / Developer
of Grants
Return to UW
Oshkosh
