Office of Graduate Admissions and Graduate Studies

Diversity Recruitment and Retention Plan

Office of Graduate Studies

(last updated, April 20, 2007


Implement campus-wide Diversity Plan for recruitment and retention of underrepresented students.	Provost articulates mission and expectations and secures involvement of Deans and faculty representatives from graduate schools & departments to provide direction, input & guidance to the recruitment, admission & retention effort. Appoint Graduate Recruitment/Retention Task Force (GRRTF) comprised of departmental liaisons who work actively to support departmental climate conducive to recruitment and retention of students from diverse cultural backgrounds. Maintain involvement in NSF-funded AGEP (Alliance for Graduate Education and the Professoriate) program that allows direct support for underrepresented students in the STEM (science, technology, [nano]engineering and mathematics) fields to conduct research, present papers, attend conferences & join professional organizations, provides top-off, book, and professional development funds to STEM doctoral students, and supports the Summer Research Institute for undergraduates. Plan and execute annual “Preparing for the Professoriate” for underrepresented students in the STEM fields. Update and maintain website of the Conference. Continue to support the Summer Research Institute for undergraduate students in the STEM fields.	The Deans in the Office of Graduate Studies will continue to revise plan annually based on assessments of each element of plan. Departmental liaisons will follow up with underrepresented students to assess progress to degree. Work with Institutional Research to evaluate cohort numbers, retention, and degree-completion for underrepresented students. Monitor numbers of underrepresented students in the STEM fields, both at master’s and doctoral levels, and measure success by an increase in cohort numbers, retention, and degree-completion; also monitor numbers of students receiving direct support, with success indicated by increasing numbers of eligible students receiving such support. Work to attract 40-65 students to the conference each year. Participate in the SRI and monitor the numbers of students who participate in the Summer Research Institute.	Already underway; the Diversity Plan organizes our work to make the results easier to interpret and measure. Beginning the 2007-08 academic year, departmental liaisons will provide annual reports on progress-to-degree for underrepresented students to Office of Graduate Studies. We will undertake this assessment during the 2007-08 academic year. Additional staff support may be needed for full implementation of tracking and follow-up. Ongoing; annual and mid-term reports due to NSF through Stony Brook, our lead partner in the SUNY AGEP Alliance. The Office of Institutional Research helps to provide this data. The fourth conference is planned for April 27-28, 2007. Summer 2007 represents our fourth year of support for this program.
Increase diversity of doctoral programs while maintaining diversity in master’s programs as “pipeline” programs.	Plan UAlbany Graduate Recruitment Fair & coordinate involvement of graduate faculty/staff from the nine schools & colleges, as well as specific departments-EOP, Career Development Center, Advisement Services Center. This organizing group, known as the Graduate Fair Planning Committee, is charged with designing & facilitating graduate fair. Initiate recruitment visitations to select colleges/universities-HBCU, HSI institutions with large Native American populations as funds permit; recruit students in program/departmental clusters, Ph.D from current masters students, masters from current undergrads; use AGEP funding to provide travel money for faculty to conduct targeted recruitment in the STEM fields at HBCU’s, HIS, and institutions with large Native American populations. Establish & maintain collaborative linkages with Project 1000, Ronald McNair Programs, Minority Graduate Student Locater & GEM Program (Graduate Degrees for Minorities in Engineering and Science), CSTEP, EOP. Work with EOP Director to recommend qualified applicants (former participants in EOP, HEOP, SEEK, McNair, and Project 1000 programs) for graduate application fee waivers and graduate tuition scholarships (GTOP).	Flag & track number of prospects; maintain log of students admitted; share information so that graduate programs may conduct follow-up with potential candidates: e-mails, telephones, letters. Review applicant/admit and enrollment data to track success in graduate fair recruitment initiative. Track number of persons of color who attended graduate fair. Review applicant/admit data to track effectiveness of recruitment travel. Maintain contact record of clearinghouse applications coded by program; record number of applications received & number of students admitted. Participation by students in these programs from other institutions in the Graduate Fair and as represented in applications for graduate admission. Offer graduate fee waivers to these students and maintain record of number of fee waivers granted. 2006-07 showed an increase in the amount of money spent on graduate application fee waivers and anticipate further increase for 2007-08. 2006-07 demonstrated in increase in the funding awarded for graduate tuition scholarships (GTOP) and we anticipate a further increase in 2007-08.	The first Graduate Fair, held on October 8, 2006, was well attended by over 400 participants. The second Graduate Fair is planned for October 9, 2007. This affair will become an annual event. Ongoing to maintain effective follow-up with applicants; departments contacted and primarily responsible for follow-up. Will revise the on-line graduate fair registration form for Fall 2007 graduate fair to include race/ethnicity option information from fair attendees. For 2006-07, funding limitations and responsibility to other time sensitive projects postponed the achievement of this goal. However, this objective will be pursued in academic year 2007-08. Ongoing as part of graduate application process. Secure data from Office of Graduate Admissions. Ongoing; students are identified throughout the academic year. Ongoing; students recommended by Office of Student Support Services throughout the academic year.
Support graduate student mentoring, with particular encouragement for faculty involvement	Create and maintain a contact list of faculty and professional staff willing to mentor underrepresented students. Continue to create welcoming and “fostering diversity” receptions that bring students and faculty together. Create and maintain “brown bag” or discussion series and other events such as the annual “Welcoming Reception,” the “Holiday Gala,” and the “End-of-Year-Celebration” that bring students together for networking with each other. Establish a mentoring award for faculty who have demonstrated success in mentoring students.	Where none previously existed, a contact list is in process, following up on the “Fostering Diversity” reception in February, 2007. Evidence of success will be continuing and increasing attendance at such events. Maintain records concerning number of attendees and especially participation by a diverse student group. Program success measured by the quality and number of annual applicants for the award.	Post to website in late spring, 2007, with follow-up to students who attended the “FD” reception; creation of a published list to be available by fall orientation scheduled for summer 2007. These events have been ongoing for several years. We plan to continue them. Organize the records that already exist during summer 2007 and create a database for ongoing record of attendance at events. Annually during spring semester, beginning spring 2008.
Create and manage Diversity Teaching / Research Fellowship Program to support a diverse graduate student body.	Develop policies, application process, and selection criteria as mandated by SUNY-Central. Establish a Diversity Fellowship committee that reviews and selects candidates for these fellowship awards.	Keep a record of ($) support awarded each semester & guarantee multi-year support. This committee has currently reviewed and made recommendations on 279 applications. It expects to review 300+ applications during the 2007-08 admission cycle. Assess impact of race-neutral guidelines on the number of underrepresented students admitted with funding. Monitor retention and degree-completion of students supported with Diversity Fellowship money.	Revised guidelines and notification to Deans and Department Chairs took place during summer, 2006. To be revised, as necessary, each summer. The Diversity Fellowship Committee was appointed in September, 2006. Ongoing; annual report to Diversity Fellowship Committee, Dean of Graduate Studies, and SUNY-System Administration. Recruiting season 2007-08 is the first year of the program. We will begin to monitor retention/degree-completion of these students beginning in 2008-09.

Goal

Major Activity/Objective

Assessment Metrics

Timetable/logistics

Implement campus-wide Diversity Plan for recruitment and retention of underrepresented students.

Provost articulates mission and expectations and secures involvement of Deans and faculty representatives from graduate schools & departments to provide direction, input & guidance to the recruitment, admission & retention effort.

Appoint Graduate Recruitment/Retention Task Force (GRRTF) comprised of departmental liaisons who work actively to support departmental climate conducive to recruitment and retention of students from diverse cultural backgrounds.

Maintain involvement in NSF-funded AGEP (Alliance for Graduate Education and the Professoriate) program that allows direct support for underrepresented students in the STEM (science, technology, [nano]engineering and mathematics) fields to conduct research, present papers, attend conferences & join professional organizations, provides top-off, book, and professional development funds to STEM doctoral students, and supports the Summer Research Institute for undergraduates.

Plan and execute annual “Preparing for the Professoriate” for underrepresented students in the STEM fields. Update and maintain website of the Conference.

Continue to support the Summer Research Institute for undergraduate students in the STEM fields.

The Deans in the Office of Graduate Studies will continue to revise plan annually based on assessments of each element of plan.

Departmental liaisons will follow up with underrepresented students to assess progress to degree.

Work with Institutional Research to evaluate cohort numbers, retention, and degree-completion for underrepresented students.

Monitor numbers of underrepresented students in the STEM fields, both at master’s and doctoral levels, and measure success by an increase in cohort numbers, retention, and degree-completion; also monitor numbers of students receiving direct support, with success indicated by increasing numbers of eligible students receiving such support.

Work to attract 40-65 students to the conference each year.

Participate in the SRI and monitor the numbers of students who participate in the Summer Research Institute.

Already underway; the Diversity Plan organizes our work to make the results easier to interpret and measure.

Beginning the 2007-08 academic year, departmental liaisons will provide annual reports on progress-to-degree for underrepresented students to Office of Graduate Studies.

We will undertake this assessment during the 2007-08 academic year. Additional staff support may be needed for full implementation of tracking and follow-up.

Ongoing; annual and mid-term reports due to NSF through Stony Brook, our lead partner in the SUNY AGEP Alliance.

The Office of Institutional Research helps to provide this data.

The fourth conference is planned for April 27-28, 2007.

Summer 2007 represents our fourth year of support for this program.

Increase diversity of doctoral programs while maintaining diversity in master’s programs as “pipeline” programs.

Plan UAlbany Graduate Recruitment Fair & coordinate involvement of graduate faculty/staff from the nine schools & colleges, as well as specific departments-EOP, Career Development Center, Advisement Services Center. This organizing group, known as the Graduate Fair Planning Committee, is charged with designing & facilitating graduate fair.

Initiate recruitment visitations to select colleges/universities-HBCU, HSI institutions with large Native American populations as funds permit; recruit students in program/departmental clusters, Ph.D from current masters students, masters from current undergrads; use AGEP funding to provide travel money for faculty to conduct targeted recruitment in the STEM fields at HBCU’s, HIS, and institutions with large Native American populations.

Establish & maintain collaborative linkages with Project 1000, Ronald McNair Programs, Minority Graduate Student Locater & GEM Program (Graduate Degrees for Minorities in Engineering and Science), CSTEP, EOP.

Work with EOP Director to recommend qualified applicants (former participants in EOP, HEOP, SEEK, McNair, and Project 1000 programs) for graduate application fee waivers and graduate tuition scholarships (GTOP).

Flag & track number of prospects; maintain log of students admitted; share information so that graduate programs may conduct follow-up with potential candidates: e-mails, telephones, letters.

Review applicant/admit and enrollment data to track success in graduate fair recruitment initiative.

Track number of persons of color who attended graduate fair.

Review applicant/admit data to track effectiveness of recruitment travel.

Maintain contact record of clearinghouse applications coded by program; record number of applications received & number of students admitted.

Participation by students in these programs from other institutions in the Graduate Fair and as represented in applications for graduate admission.

Offer graduate fee waivers to these students and maintain record of number of fee waivers granted. 2006-07 showed an increase in the amount of money spent on graduate application fee waivers and anticipate further increase for 2007-08.

2006-07 demonstrated in increase in the funding awarded for graduate tuition scholarships (GTOP) and we anticipate a further increase in 2007-08.

The first Graduate Fair, held on October 8, 2006, was well attended by over 400 participants.

The second Graduate Fair is planned for October 9, 2007. This affair will become an annual event.

Ongoing to maintain effective follow-up with applicants; departments contacted and primarily responsible for follow-up.

Will revise the on-line graduate fair registration form for Fall 2007 graduate fair to include race/ethnicity option information from fair attendees.

For 2006-07, funding limitations and responsibility to other time sensitive projects postponed the achievement of this goal. However, this objective will be pursued in academic year 2007-08.

Ongoing as part of graduate application process.

Secure data from Office of Graduate Admissions.

Ongoing; students are identified throughout the academic year.

Ongoing; students recommended by Office of Student Support Services throughout the academic year.

Support graduate student mentoring, with particular encouragement for faculty involvement

Create and maintain a contact list of faculty and professional staff willing to mentor underrepresented students.

Continue to create welcoming and “fostering diversity” receptions that bring students and faculty together. Create and maintain “brown bag” or discussion series and other events such as the annual “Welcoming Reception,” the “Holiday Gala,” and the “End-of-Year-Celebration” that bring students together for networking with each other.

Establish a mentoring award for faculty who have demonstrated success in mentoring students.

Where none previously existed, a contact list is in process, following up on the “Fostering Diversity” reception in February, 2007.

Evidence of success will be continuing and increasing attendance at such events.

Maintain records concerning number of attendees and especially participation by a diverse student group.

Program success measured by the quality and number of annual applicants for the award.

Post to website in late spring, 2007, with follow-up to students who attended the “FD” reception; creation of a published list to be available by fall orientation scheduled for summer 2007.

These events have been ongoing for several years. We plan to continue them.

Organize the records that already exist during summer 2007 and create a database for ongoing record of attendance at events.

Annually during spring semester, beginning spring 2008.

Create and manage Diversity Teaching / Research Fellowship Program to support a diverse graduate student body.

Develop policies, application process, and selection criteria as mandated by SUNY-Central.

Establish a Diversity Fellowship committee that reviews and selects candidates for these fellowship awards.

Keep a record of ($) support awarded each semester & guarantee multi-year support.

This committee has currently reviewed and made recommendations on 279 applications. It expects to review 300+ applications during the 2007-08 admission cycle.

Assess impact of race-neutral guidelines on the number of underrepresented students admitted with funding.

Monitor retention and degree-completion of students supported with Diversity Fellowship money.

Revised guidelines and notification to Deans and Department Chairs took place during summer, 2006. To be revised, as necessary, each summer.

The Diversity Fellowship Committee was appointed in September, 2006.

Ongoing; annual report to Diversity Fellowship Committee, Dean of Graduate Studies, and SUNY-System Administration.

Recruiting season 2007-08 is the first year of the program. We will begin to monitor retention/degree-completion of these students beginning in 2008-09.