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									                                                                        December 21, 2006




  UPDATE OF THE UNIVERSITY OF COLORADO AT BOULDER’S ACTION
      PLAN FOR THE PRESIDENT’S BLUE RIBBON COMMISSION


The following summary is provided to update the members of the President’s Blue
Ribbon Commission on the activities and progress of the University of Colorado at
Boulder to enhance the diversity of our campus community. This update includes
information on student and faculty recruitment/retention, staff development efforts,
student education, the City of Boulder-campus initiatives, assessment efforts and the
establishment of a Diversity Advisory Board.

RECRUITMENT OF STUDENTS OF COLOR
Fall 2006, the campus had great success in enrolling the most diverse freshman class in
history, with an increase of 20% over fall 2003. Efforts to enhance the recruitment of
students of color for the freshmen class enrolling fall 2007 have continued at a very high
level. The list of the activities and initiatives by the Office of Admissions to recruit
students of color for fall 2007 are provided below.

ACT and SAT Search                                                    July-August 2006
   The Office of Admissions purchased names of underrepresented students from
      both ACT and College Board. These students are high school seniors and
      prospects for the fall 2007 freshman class.
   Juniors in a public school in the State of Colorado are required to take the ACT in
      April of their junior year. Every self-identified student of color in the State of
      Colorado who scored an 18 composite on the ACT test and had a self-reported
      GPA of at least 2.7 was purchased from ACT search (2,366 names total this
      year). This number does not include students of color who already had their
      scores automatically sent to CU-Boulder through the ACT registration process.

Top Students
    For SAT test takers, CU-Boulder purchased 77,686 names from College Board
       (all ethnic backgrounds) who had a 3.0 GPA and at least a 1050 SAT score.
       These names were purchased in targeted out-of-state markets.

Pre-Collegiate Program                                            July 2006
    The Office of Admissions and the Pre-Collegiate Development Program (PCDP)
      conducted an application workshop for all pre-collegiate seniors who are on
      campus for the five-week summer program. The Office of Admissions receives,
      evaluates, and decisions completed applications from all pre-collegiate students.
      All students also meet one on one with admissions counselors and are the first
      group of students to be offered admission to CU-Boulder each year. 23 students
      were admitted in July 2006 for fall 2007.
    Admissions currently has more than three dozen PCDP students from across the
      CU system in the admissions process and will have more as we approach the
      January 15, 2007 application deadline. The Office of Admissions works in
      partnership with pre-collegiate staffs from across the CU system to ensure that
      PCDP students have the information they need to complete the admissions
      process.




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      In keeping with our goal of being an institution that provides services to the entire
       state of Colorado, we are continuing the Pre-Collegiate Program partnership with
       the Roaring Fork Valley School District that was established by the Office of the
       President and are anticipating its first graduating class of scholars. We expect
       several applications for admission from this group in the next several weeks.
      Each fall, students from each of the four Pre-Collegiate Development Programs
       in the CU System come together to participate in a series of workshops on
       college planning. There is also a college fair held on the Auraria campus, where
       each CU system campus is given an exclusive opportunity to provide information
       to the PCDP students and their parents.

CU Upward Bound                                              July 2006
    The Office of Admissions partners with the CU Upward Bound program for
     American Indian students and conducts presentations on admissions during their
     summer program. The program also includes a college fair and information
     about campus scholarship programs.

Academic Excellence Program                                     July 2006
    Members of the Office of Admissions participated and presented to the Academic
      Excellence Program participants. This outreach effort was conducted as many of
      the students had not committed to CU.

Colorado Educational Services & Development Assoc. (CESDA) Directory August 2006
    Admissions, with University Communications, designed a full-page advertisement
       for CU-Boulder to appear in the CESDA directory, which is distributed to
       underrepresented students statewide.

Mailings                                                         August – March, 2007
    Prospective students receive four separate recruitment mailings and web-based
       communications. This year these contacts occurred between August 1, 2006
       and October 31, 2006. These students will continue to receive at least one
       contact per month through March 2007.

High School Visits                                          September – December
    Staff members from the Office of Admissions visited over 200 Colorado high
       schools in fall 2006. Each of these high schools included a meeting with the
       counselors as well as a group visit with the students. These schools include over
       43 high schools that have highly diverse populations.
    In coordination with the counseling offices at selected high schools with diverse
       populations, staff set appointments to meet students and assist them with the
       completion of their admission applications. These group-sessions are designed
       to encourage the timely completion of applications and to answer questions
       about the admissions’ process at CU-Boulder.
    In addition to regular high school visits, admissions staff members visit selected
       high schools like North and Montbello and conduct presentations as well as one
       on one student appointments regarding admissions, post admissions, financial
       aid and scholarships, and CU opportunities.




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                                                                       December 21, 2006


Special Campus Visits                                              Yearlong
    Many high schools and community groups with highly diverse populations
       request visits to campus. All visits include an admissions presentation and
       campus tour led by a current CU student. Some of the schools and groups this
       fall include: Eaglecrest High School, West High School, Adams City High School,
       Boulder County Latina League, etc.

   Special Fairs                                                    Yearlong
    Each year four to five Multicultural Access and Community Affairs (MACA) staff
      members attend the National Scholarship Services (NSSFNS) College Fair in
      Denver, CO. Students of color from Colorado Front Range communities attend
      this college fair to learn more about the admissions process and individual
      academic programs at various collegiate institutions.
    Admissions represented CU-Boulder at the Colorado Educational Services &
      Development Association Symposium, an event that brings 300 students of color
      together to explore college options and find out about their in-state opportunities.
    The Office of Admissions has partnered with CCD, UCDHSC and the Greater
      Metro. Denver Ministerial Alliance in hosting a college fair that provides parents
      and youth of all ages an opportunity to meet professionals from a diverse array of
      fields and educations institutions. Nate Wright has been a key member of the
      planning committee.

Chancellor/Admissions/African American Community Meetings         September - May
    Chancellor G. P. “Bud” Peterson, Kevin MacLennan and Nate Wright are
      attending meetings with African-American leadership groups in the Denver-Metro
      area. The groups include The Links, 100 Black Men of Denver, Kappa Alpha Psi
      Fraternity, Jack and Jill of America, Owl Club of Denver, The Colorado
      Association of Black Professional Engineers and Scientists, Sigma Pi Phi
      Fraternity, Sigma Gamma Rho, James P. Beckwourth Mountain Club, Greater
      Denver Ministerial Alliance and other recommended community groups. These
      meeting are designed to build bridges and receive community feedback on how
      we can partner and improve our recruitment efforts.

Special Engineering Recruitment                                     Yearlong
    The Office of Admissions partners with the College of Engineering and Boulder
       Valley School District (Centaurus High School) in an effort to increase
       opportunities in engineering fields for underrepresented students (students of
       color, women, and first generation college students). This partnership includes
       individualized recruitment, campus visitation programs, a guaranteed admissions
       agreement, and scholarship opportunities.
    The Multicultural Engineering Program in collaboration with the Colorado Minority
       Engineering Association hosted current high school juniors to our campus. The
       program included a presentation by that Office of Admission on admissions and
       academics at CU-Boulder.

Football Tailgates                                                November 2006
    Twice this fall, President Brown and Chancellor Peterson hosted prospective
       students and families to a lunch, campus tour and a football game. The events
       brought nearly 900 participants to the campus.




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                                                                        December 21, 2006


Home Visits                                                         Yearlong
   Members of the CU-Boulder admissions staff are meeting with students and their
     parents at a location of their choice. These visits are being offered to individual
     families at locations of their choice to talk about considering applying to the
     University of Colorado at Boulder.

Open Houses                                                     November 2006
    Office of Admissions participated in an evening event hosted by Minority Arts and
      Sciences Program which targeted prospective students and parents to the
      program.

CU Samplers                                                       Yearlong
    “Save the Date” postcards where mailed to prospective students of color
     regarding the CU Diversity Sampler program scheduled for January 27, 2007.
     These postcards where mailed to students who reside in the Colorado front
     range. Formal invitations will be mailed in December.
    November 29, a preview program for African American prospective students and
     their parents from the Front Range was held at the Adams Mark Hotel in Denver.
     The program included a presentation regarding admissions, academics, housing,
     financial aid, etc. and was attended by 70 students plus 50 parents. The
     program was also attended by the Chancellor and other senior campus
     administrators, plus representatives of the Center for Multicultural Affairs,
     African-American Advisory group, Black Student Association, SORCE, and Black
     Faculty/Staff.

Diversity Recruitment Website
    The Admissions Office and University Communications has recently developed a
        new “Building a Diverse Community Website” to aid the campus’s efforts in the
        recruitment of students of color. The website is currently being sent to all
        prospective students’ e-mail addresses and also directly to their parent’s email
        address.
    The website encourages an open learning community, a place that embraces the
        ideas and involvement of all individuals from a diverse range of ethnic, regional,
        economic, social and religious backgrounds. The site also has specific
        information for students of color on academic programs, student resources,
        student life, visiting the campus, and financial aid.

Front Range Community College – Longmont and Westminster campuses
    The Admissions Office is currently meeting with the President – Karen
       Reinertson and two vice presidents to discuss new partnerships and recruitment
       initiatives designed to encourage students of color to attend CU-Boulder. New
       services will include specialized transfer agreements, campus visit programs,
       transfer credit review sessions, shared FRCC/CU-Boulder high school outreach,
       training for community college advising staff, and combined recruitment
       publications.

Community College of Denver – Denver Campus
   The CU-Boulder campus is currently exploring a strengthened partnership with
     the Community College of Denver (CCD). Chancellor Peterson has met with the
     leadership at CCD and encouraged their senior leadership to meet with the



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       campus’s senior leadership to examine new ways of forming partnerships that
       will aid in the recruitment of students of color. Dr Joseph Oscar III, Vice
       President for Branch Campus Development and Academic Affairs and Kevin
       MacLennan, Director of Admissions are currently scheduling the first half-day
       meeting to discuss ideas for a new CCD/CU-Boulder partnership. This meeting
       will take place in January 2007.
      The Community College of Denver has indicated that they are committed to
       developing CCD/CU initiatives that will create pathways of access for students of
       color.

Financial Aid
    The campus continues to pursue opportunities to identify new financial aid
       resources that can be used to recruit and enroll, within legal guidelines, students
       of color.
    Believing that a well-prepared, diverse student body leads to a healthy and
       vibrant workforce and to full and useful participation of the students in their
       communities after graduation, the University entered into an agreement with the
       Pioneer Fund in December, 2005, to establish a scholarship program for
       graduates of the Pre-Collegiate Development Program (PCDP). The renewable
       scholarship is available to students at all three CU campuses.
    The Pioneer Fund established an endowment at the Denver Foundation with an
       initial deposit of $1 million. Over the next ten years, CU agreed to raise an
       additional $7.5 million to be used toward the scholarship program. In each of the
       ten years of the fund raising effort, CU will receive $50,000 distribution from the
       Pioneer Fund endowment.
    The university has launched an aggressive campaign in an effort to meet the
       fund raising goal. President Brown has irrevocably designated $800,000 of pre-
       existing funds to be used for the Pioneer Fund. Additionally, the campus has
       raised over $100,000 in new gifts and the President has planned a multi-phased
       solicitation campaign.
    In 2006-07, the campus awarded $54,000 to 27 students (15 UCB, 3 UCCS, 9
       UCD). As the value of the fund continues to grow, it is anticipated that the
       numbers of students and amounts of awards will increase as well.


FACULTY AND STAFF DEVELOPMENT
Educational programs continue to be conducted for faculty and staff. The intent of the
programs is to enhance cultural competence and to support an environment that is
welcoming to all. The Office of Diversity and Equity website includes a diversity training
and education page. It is at http://www.colorado.edu/cu-diversitytraining.html. The page
is continually updated with educational programs. Attached as Addendum I is a list of
those trainings from fall 2006.

The information provided below is illustrative of these educational efforts to date.
    Since late summer, a campus Diversity Training Committee has met regularly to
       develop and coordinate campus-wide development activities for faculty and staff.
    All instructional faculty campus-wide have either completed or are signed up this
       fall to complete a mandatory workshop offered by the Office of Discrimination
       and Harassment that is designed to train faculty and raise their sensitivity to




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                                                                        December 21, 2006


       harassing and discriminatory behaviors of all types, and how to respond when
       observed in the student, faculty/staff community, or experienced themselves.
      Student Affairs directors have completed their department diversity planning
       templates. Department diversity committee members participated in trainings in
       October and November to enhance their knowledge and skills in the
       development and sustaining of effective working groups. Other trainings and
       services for staff and students have continued and increased in size and number.
      Example of diversity efforts within the division of Administration include the
       following:
            o In the past 18 months, the Office of Discrimination and Harassment has
               trained over 8,000 employees on the requirements of the University of
               Colorado at Boulder Discrimination and Harassment Policy
            o The Transportation Services Division of PTS has entered into a services
               contract with Employment Link, a company that provides employment
               opportunities for developmentally disabled adults. Through this program,
               developmentally disabled adults are hired to wash Transportation
               Services’ buses. Transportation Services has worked out a similar
               program with the Boulder Valley School District’s Employment Team for
               Special Education Students for the washing of its cars. The intended
               benefit of this program is the development of work skill sets by the special
               education students.
            o Facilities Management is now offering basic skills computer training for
               a number of employees, primarily under-represented employees, that has
               been well received. This skill development is enabling employees that
               might otherwise have the opportunity to us newly acquired skills to begin
               to work with the Facilities Asset Management Information System.
            o English as a Second Language Classes are offered for employees.
               Advanced courses are being made available for employees interested in
               improving basic English language skills.
            o Name tags have been made for employees to help identify them to the
               campus community. The name tags are intended to help to improve the
               climate issues related to anonymity of our custodial and facilities
               employees. The name tags are very positively and gratefully accepted
               and have resulted in better interpersonal relationships on the campus.


DIVERSITY EDUCATION AND TRAINING
The education of students on diversity has included academic courses, educational
training, and cultural programming.
     CU101
        A pilot CU 101 effort, ARSC 1001, "The Contemporary University and the
        Student Citizen,” was launched Fall Semester 06, with four sections in two
        Residential Academic Programs, Baker and Farrand Halls.

             These pilot sections are being taught by both tenured and non-tenured
              faculty.

             To date these pilot efforts appear to have been quite beneficial for both
              the students and faculty involved, and a final assessment of this
              preliminary effort is scheduled for completion early Spring Semester 07.



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                                                                        December 21, 2006




              Once the results of the assessment of the pilot are determined, planning
               for the second phase of the roll-out of the course, for Fall Semester 07,
               with a larger number of first year students will occur.

      The Curriculum Committee of the College of Arts and Sciences revised its review
       schedule of Core Curriculum courses in order to include in their AY 06-07 review
       the content, rigor, and scope of the courses that satisfy the Core Curriculum’s
       Culture and Gender Diversity requirement. In addition, the committee will meet
       with student leaders to share ideas for strengthening the curriculum in this area.
      UCSU is proposing a training program for officers of student organizations.
      During the fall, Dialogue Network has regularly conducted programs and
       sessions intended to enhance intercultural communication and understanding.
      As noted above, the Office of Diversity and Equity sends out a weekly list of
       diversity programs and events. An example of these events for students is found
       in the addendum of diversity related events and training activities.

Boulder Community and Campus Initiatives
On October 24, senior campus leaders and the Boulder City Manager and four senior
staff within the City Manager’s office received the formal report from Jornae’ Education
Diversity Services on recommendations to enhance diversity and inclusion within the
broader Boulder community. The primary recommendations were to:
    1. Engage the community through activities currently being implemented on the
         Boulder Campus;
    2. Get involved with GEAR UP!;
    3. Develop a Diversity Council model; and
    4. Investigate the design and implementation of an Inter-group dialogue at CU-
         Boulder.

On November 27, a follow-up meeting of City and Campus leaders was held to debrief
the report, discuss the implementation of the report’s recommendations, and talk about
collaboration in addressing shared issues and ideas. As a result, the City and campus
leaders agreed to meet again on December 12 to discuss the ideas generated at the
meeting. These ideas included programs to enhance cross-cultural interaction and
cultural programming. The group will also consider proposing a City-Campus Diversity
Council.

In addition, a CU administrator now serves on the board of the Boulder County “I Have a
Dream Foundation” and is facilitating increased outreach to low income students in
Boulder County, including retention services directed at IHAD graduates who attend
UCB.

The City of Boulder has numerous initiatives and services related to multicultural
inclusion and engagement and policy development. Addendum II lists examples of the
City’s efforts.


ASSESSMENT OF CURRENT PROGRAMS
   Currently the LEAD Alliance Programs are being reviewed through a year-long
     process that includes self-reporting, using a common, standards-based format;



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                                                                       December 21, 2006


       follow-up interviews with LEAD program directors; surveys of participating
       students and other members of the campus community; a comprehensive report
       prepared by the LEAD Alliance management team; and a campus visit and report
       by external reviewers recruited from the national higher education community.
       The evaluation will be completed by June 2007.
      The Pre-College Outreach Task Force is in the process of evaluating the
       campus’ outreach efforts to determine audience, recruitment/outreach strategies,
       inter-connectedness, and scope to formulate recommendations for modification
       of existing resources and/or providing additional resources. Upon completion,
       the Task Force’s report will be presented to Chancellor Peterson and senior level
       campus administrators.
      The Office of Equity and Diversity reviewed the programs and services of similar
       offices at comparable universities for the purpose of comparing their own breadth
       of services.
      The Provost & Executive Vice Chancellor for Academic Affairs is in the process
       of reviewing the Office of Diversity and Equity to see if changes should be made
       to elevate the leadership position to a Vice Chancellor and to review the current
       budget and reporting structure

ASSESSMENT OF CAMPUS CLIMATE
   With the intent to enhance the campus climate for all groups, a review will be
     conducted of cross-cultural interactions and the level of understanding that exists
     between different groups. The review will establish a baseline on the cross-
     cultural interaction and the level of understanding which exists. Current efforts to
     promote such interaction and understanding will also be assessed.
   A faculty climate study was conducted in Spring 2006, analyzed and results were
     distributed in Fall 2006. Questions about climate, career advancement,
     evaluation and intention to stay were answered by participating faculty. Over
     50% of the faculty participated. Results were analyzed by unit, college, campus,
     gender and race/ethnicity.

ESTABLISHMENT OF A CAMPUS DIVERSITY ADVISORY BOARD
A Campus Diversity Advisory Board is being developed for the Boulder campus. A
charge is being prepared for the board and the participants are being identified. The
board will be convened early spring semester.




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