| BUILDING COMMUNITY"
-- A 4-YEAR PLAN TO ENHANCE DIVERSITY AT WAYNE STATE COLLEGE
Goals:
The goals for our four-year plan are listed below. These goals describe
broad general results that we hope to attain as a consequence of our efforts.
The goals provide an overall guide for what we are attempting to do.
GOAL 1: Create
a more hospitable and non-discriminatory college community climate that
embraces diversity.
GOAL 2: Increase
the recruitment and retention of underrepresented administrators, faculty,
and staf
GOAL 3: Increase
the recruitment, retention, and graduation rate of underrepresented students,
especially in disciplines where underrepresentation is especially acute.
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Objectives:
Turning our vision into a coherent successful four-year effort will require
the concerted efforts of the entire campus community. Below each goal are
listed specific objectives and the associated Responsibility Center for
each objective. These objectives will need to be translated into workable
programs, implemented, and assessed over the next four academic years--beginning
with the 1998/1999 term.
GOAL 1:
Create a more hospitable and non-discriminatory college community climate
that embraces diversity.
Objectives:
* 1. Review
the campus climate and find prospective and positive ways of encouraging
dialogue on diversity throughout the Wayne State College community.
Responsibility
Center: The President's office will be charged with the responsibility
for coordinating activities needed to accomplish this objective in collaboration
with the students, and the instructional, support, and professional staffs.
Resources
Needed: To Be Determined
* 2. All
academic, and support units (see Appendix J) will implement, conduct and
assess substantive, on-going diversity programs or activities. The following
percentage goals should be considered minimums:
a. 20%
of all units will have implemented programs or activities by June 1999;
b. 80% by June
2000;
c. 100% by June
2001;
d. All units
will have completed assessments of their programs and/or activities by
June 2002.
Responsibility
Center: The President of WSC will be charged with the overall responsibility
for this objective.
Resources
Needed: To Be Determined
*3. Identify
a position and allocate budgetary resources to provide the campus with
confidential assistance on questions related to diversity issues.
Responsibility
Center: The Director of Instructional Development will be responsible for
this objective.
Resources
Needed: It is understood that unit budget resources must be allocated to
diversity objectives.
* 4. Build
on current efforts to provide guidance for minority students with questions
and/or concerns related to diversity issues.
Responsibility
Center: The Vice President and Dean of Students will be charged with the
responsibility for this objective.
Resources
Needed: It is understood that unit budget resources must be allocated to
diversity objectives.
* 5. A
resource center will be developed, and a supporting committee that can
provide information, coordination, and consultation will be formed. This
resource center and committee will be tasked to help the campus community
develop more creative and productive ways to address and promote diversity
issues.
Responsibility
Center: The Vice President and Dean of Students will be charged with the
responsibility for this objective.
Resources
Needed: It is understood that unit budget resources must be allocated to
diversity objectives. Additional staff to develop and support student contacts
and to provide administrative support is needed.
* 6. Conduct
a review of the General Education curriculum for multicultural consistency
and focus.
Responsibility
Centers: The Academic Policies committee and the Assessment Committee.
Resources
Needed: To Be Determined
*7. Develop and
implement a campus-wide communications plan for disseminating information
about multicultural events on campus and in the region.
Responsibility
Center: Director of Administrative Services
Resources
Needed: To Be Determined
GOAL 2:
Increase the recruitment and retention of underrepresented administrators,
faculty, and staff.
Objectives:
* 1. We
will maintain the diversity of our faculty, staff, and administrators in
full-time positions while increasing the numbers where underrepresentation
exists over the next four years (September 1998 through September 2002).
Responsibility
Center: President's Office
Resources
Needed: To Be Determined
* 2. The
amount of diversity related development activities and opportunities for
administrators, faculty and staff that foster professional growth and advancement
will increase by 25% over the next four years, the assessment of which
occurs in June 1999 and then annually through June 2002.
Responsibility
Centers: President's Office
Resources
Needed: To Be Determined
GOAL 3:
Increase the recruitment, retention, and graduation rate of underrepresented
students, especially in disciplines where underrepresentation is especially
acute.
Objectives:
* 1. There
will be an annual increase in the percentage of enrolled multicultural
students from Fall 1999 to Fall 2002.
Responsibility
Center: Associate Vice President for Enrollment Management
Resources Needed:
To Be Determined
* 2. Over
the next four years, faculty and staff participation in retention activities
and/or programs will be increased quantitatively and/or qualitatively as
appropriate over the participation in 1998. Assessment of both activities/programs
and participation will be ongoing and reported annually beginning in June
1999 and continuing through June 2002.
Responsibility
Center: Vice President for Student Affairs
Resources Needed:
To Be Determined
* 3. By
2002, retain undergraduate multicultural students receiving annual, renewable
tuition remission based scholarships at the same rate as we retain all
other undergraduate students on similar scholarships.
Responsibility
Center: The Associate Vice President for Enrollment Management will be
charged with the responsibility for this objective.
Resources
Needed: To Be Determined
* 4. Sustain
the current scholarship support provided for multicultural students, while
seeking to increase available dollars for such support (See Appendix H).
Responsibility
Center: The Associate Vice President for Enrollment Management will be
charged with the responsibility for this objective.
Resources
Needed: To Be Determined
* 5. The
graduation rate of underrepresented students will equal that of our institutional
majority population. The assessment will occur annually beginning in June
1999. Graduation trends will be monitored to insure meeting this objective
by June 2002.
Responsibility
Center: President's Office
Resources
Needed: To Be Determined
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"BUILDING COMMUNITY"---TIME
LINE
Historical
/ Planning Efforts
1991--Strategy
to Increase Minorities
June 1993--President's
Performance Review
June 1994--President's
Performance Review
1995--New Initiatives
for Multicultural Awareness and Diversity at Wayne State College
July 1998--Multicultural
Task Force Begins Planning
August 1998--Diversity
Accomplishments Summary Published
September/October
1998--Diversity Seminar Sessions
October 1998--Diversity
Plan Outline Prepared
November 1998--Diversity
Plan Draft Prepared
1 December 1998--Diversity
Plan Presented to Board of Trustees
Building
Community--First Year
15 December 1998--Responsibility
Centers (RC) Presented Plan
31 January 1999--RC
Translate Plan into Workable Programs
30
April 1999--RC Submit Progress Reports
15
June 1999--RC Submit End of Year Reports & Identify Future Initiatives
30 June 1999--President's
Annual Report
Building
Community--Second Year
1 September 1999--Revised
Diversity Plan Distributed
31 March 2000--RC
Submit Progress Reports
15 June 2000--RC
Submit End of Year Reports & Identify Future Initiatives
30 June 2000--President's
Annual Report
Building
Community--Third Year
1 September 2000--Revised
Diversity Plan Distributed
31 March 2001--RC
Submit Progress Reports
15 June 2001--RC
Submit End of Year Reports & Identify Future Initiatives
30 June 2001--President's
Annual Report
Building
Community--Fourth Year
1 September 2001--Revised
Diversity Plan Distributed
31 March 2002--RC
Submit Progress Reports
15 June 2002--RC
Submit End of Year Reports & Identify Future Initiatives
30 June 2002--President's
Annual Report
Conclusion
and Statement of Ongoing Commitment
Wayne State
College's four-year plan, Building Community, represents the combined efforts
of our students, faculty, and staff. The goals in this plan describe the
broad general results that we hope to attain as a consequence of our efforts.
They provide an overall guide for what we are attempting to do--create
a friendly campus that embraces diversity with civility and enhances the
human dignity of all individuals who participate in our community. The
success of our efforts in the coming years will rest with the ability of
each Responsibility Center to organize, plan and marshal the people and
resources needed to meet their particular objective. Each year, the progress
we make in achieving the 14 specific objectives in this plan will be used
as a gauge of our success. Reporting on our progress will allow the campus
to pinpoint where there are difficulties with the plan, and provide opportunities
to re-dedicate or focus the plan itself. It is with much hope and enthusiasm
that we forward this plan. The future is ours to shape--we have the plan,
now we need action from the entire campus community.
Evaluation
& Accountability
Annually,
at the end of each academic year, WSC's President will conduct an evaluation
of the Plan's goals and objective for the current year. Whenever objectives
are not met for the specified year, the President, in consultation with
the appropriate units and individuals, must devise methods by which the
objectives will be remedied during the forthcoming academic year. The President
will submit the annual evaluation in the form of a report to the appropriate
units and individuals at WSC as well as to the Board of Trustees. The annual
evaluation will serve the purposes of community building as well as accountability:
1. The
annual assessment will serve as a formative, on-going assessment of the
progress (or lack of progress) toward the achievement of the 4-Year Plan.
Further, the annual assessment will serve as means for the administration,
faculty, staff, and students to dialogue about the plan as well as its
goals and objectives. This will allow the campus to pinpoint where there
are difficulties with the plan, providing opportunities to re-dedicate
or focus the plan itself
2. The
annual assessment will serve as a form of "community-building" in which
all participants can provide input into the Plan's Goals and Objectives
as well as the actual diversity enhancement activities as they occur. Further,
the annual evaluation will pin-point accountability from the top-down (Board
of Regents ® Administration ® Academic Affairs ® Students Affairs
® Business Affairs.
Outline
of Annual Report
The President's
Annual Report would consist of three sections:
Section I would
consist of an "Executive Summary" which reports on the progress towards
meeting each goal and whether or not each objective has been met or unmet
for the academic year.
Section II would
consist of a detailed assessment describing the progress towards meeting
each objective. If an objective is not met, or if a part of it is "unmet,"
the President should specify how the objective will be achieved during
the next academic year and the impact on progress towards meeting that
objective's goal.
Section III would
consist of any other pertinent data, analyses, descriptions, or actions
that support the objectives, goals, or the plan itself.
Overall, the
Annual Report should be used as guiding document, which identifies which
goals are working, which are not, and which goals are unrealistic and need
to be modified or replaced. The development of the Annual Report provides
the WSC community an opportunity to dialogue about its Plan--dialogue essential
for community building.
Footnotes:
1 The Diversity
Task Force will be available to consult with Responsibility Centers as
programs are developed.
2 Responsibility
Centers, as a part of a comprehensive college carrying out a regional agenda,
will use the demographics of the college's service region as a minimum
standard or as a baseline when addressing underrepresentation.
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