ACADEMIC AFFAIRS SRPC TOWN HALL February 27, 2020 In Interim - PowerPoint PPT Presentation

ACADEMIC AFFAIRS SRPC TOWN HALL February 27, 2020 In Interim rim Provost Dr Dr. Elizabet beth Say

Discussion ▪ Strategic Priorities ▪ Resources & Commitments ▪ GI 2025 Task Force ▪ Advancing Faculty Diversity Initiatives & FY 2020 Faculty Recruitment Planning

ACADEMIC AFFAIRS Strategic Priorities, Resources & Commitments In Interim rim Provost Dr Dr. Elizabet beth Say

Academic Affairs – Strategic Priorities ▪ Make Progress on GI2025 and implementation of EO1100 & EO1110. Strategic Priorities ▪ WASC: The Mid-Cycle report/review is due in Spring 2020. Issues such as assessment, advisement, and retention (as these grow out of GI2025) are part of this process.

Academic Affairs – Strategic Priorities cont… ▪ Develop processes that bring clarity, rationality, and a mission-driven focus to Academic Affairs budgeting. Strategic This includes, but is not limited to, Priorities distribution of reassigned time, issues of tenure density, bringing clarity and transparency to Extended University business practices.

Academic Affairs – Strategic Priorities cont… ▪ Strengthening academic leadership by building leadership teams with clear roles, responsibilities, and expectations and Strategic provide support that allows division leaders to be successful in their roles. Priorities ▪ Create and implement procedures/process to guide our work including but not limited to issues around curriculum, faculty hiring and development, advisement, and travel.

Academic Affairs – Resources $4 $40, 0,73 734,470 ,470 3% increas rease $3 $39, 9,59 599,8 ,816 5% 5% increase rease General al Fund nd General al Alloca cati tion on Fund nd $37,719,3 ,311 Alloca cati tion on General al Fund nd Alloca cati tion on FY 2017 FY 2018 FY 2019

Academic Affairs – Resources cont… Misc. c. Op Operating ting, $1 , $1,166,2 66,298 , , 3% 3% Librar ary Acqu quis isitio itions ns, , $450,86 ,866 , , 1% 1% Salarie ries and Wages, , $38,917,441 , , 94% 94% Travel vel, , $312,5 ,577 , , 1% 1% Informa ormation tion Techn hnology ology, , $180,1 ,162 , , 1% 1% Contr tractual actual Services vices, , $154,760 , , 0% 0% Equipm ipment ent, , $87,500 , , 0% 0% Commun unica ication tions, , $83,326 , , 0% 0%

Academic Affairs – Resources cont… $2,1 ,154 54,334 ,334 Other Ot er Reso sour urces es $914,1 4,162 62 $795, 5,00 001 $742, 2,63 638 $735, 5,919 $571,1 1,150 50 $490, 0,57 577 $375, 5,419 $309, 9,34 346 $295, 5,50 500 Foundat ation IRA Lottery MSFT GI2025 Strategic IDC Lab Fees CO Other Trust (one time) Initiative (one (one time) Allocations (one time) time) (one time)

Academic Affairs Resource Commitments General al GI 2025 Lottery ry IDC Fund Tenured Faculty Course Staff CCE Support Lines Redesign Support Software & HSI Smart Faculty Travel EO 1110 Licenses Grant Match Library Equipment WASC Textbook Task Force Service Loan Assessment Contracts Program Diversity Library TRP/MSTI Hiring/Training Support

ACADEMIC AFFAIRS GI 2025 Task Force As Associ ciate Vice ce Provost Dr Dr. Am Amanda Quinter ero

DAA GI 2025 TASKFORCE CHARGE ▪ The charge of the GI 2025 Taskforce is to develop an action plan for the Division of Academic Affairs to advance strategies that are responsive to achieving CSUCI’s GI 2025 campus goals (i.e., to increase freshman 4-year & 6-year graduation rates, increase 2-year & 4-year transfer graduation rates, and close equity gaps).

DAA GI 2025 TASKFORCE MEMBERS GOA OALS LS FOR OR SPRIN RING 20 2020 20 MEM EMBERS BERS ▪ Finalize faculty José Alamillo Amanda appointments through Quintero Hung Dang Senate Executive Beth Day Vandana Kohli Committee Gregory Wood Brian Sevier ▪ Develop a GI 2025 Marie Francois Jill Leafstedt Action Plan to achieve Susan Osman Ozturgut campus goals Andrzejewski Charles Osiris Alivia Virtue

DAA GI 2025 TASKFORCE TIMELINE Fal all 2019 Spri ring 2020 ▪ 10/2019 - Meeting # 1: GI ▪ 3/2020 - Meeting # 4: Analysis 2025 Insights & Presentation of of GI 2025 Funding & Equity Gap Analytics Prioritization of New Ideas ▪ 11/2019 - Meeting # 2: DAA GI ▪ 4/2020 - Meeting # 5: Aligning 2025 Inventory & Alignment Data with Existing Practices Activity ▪ 5/2020 - Meeting # 6: Provost ▪ 12/2019 - Meeting # 3: Funding Recommendations Insights from other CSU GI 2025 efforts, Gaps at CI (no cost, low ▪ June 2020: Final DAA GI 2025 cost, centralized messaging) & Action Plan New Ideas

DAA GI 2025 TASKFORCE UPDATES 1. Identi entified fied ea early y su succe cess ss ind indica icato tors rs ass ssocia ciated ted wit ith gr growing ing URM eq equi uity ty gaps s & 4 4-year ear & 6 6-yea ear r comp mpletion etion ra rates. s. • Developing Student Equity Analytics Dashboard to inform GI 2025 strategies, programming, and targeted student interventions. 2. Conducted a review of other CSU campuses’ GI 2025 efforts to id identify entify tre rends ds & di diff ffer eren ences ces acros oss s the e CSU. • Advancing a culturally-relevant GI 2025 Student Success Campaign for students and families (i.e., Channel Your Success, Finish in Four, Through in Two). • Piloting Ekhobot, strategic messaging with students, to remove barriers and nudge behaviors towards successful habits of academic achievement.

DAA GI 2025 TASKFORCE UPDATES 3. Start rted ed an in inven entory tory of f exis isting ting st stra rategies tegies wit ithin hin the e DAA re resp sponsiv onsive e to achieving CSUCI’s GI 2025 goals. • Developing a DAA GI 2025 website to make programs and resources visible for students and faculty. • Convening DAA programs focused on increasing freshmen retention to facilitate collaboration, create greater visibility and awareness for students and faculty. 4. Funde ded d ($100k) 00k) Curr rricu icular lar Red edes esign ign Eff ffort rts s in in Hig igh D-F-W W Rate e Courses. rses. • Ongoing course redesign in Math 105 & 150 ($45k), Chemistry 121 ($30k), & Finance 300 ($25k)

DAA GI 2025 TASKFORCE UPDATES 5. Alig igned ed re reso sources urces across ss SASEI, EI, In Innov ovati tion on & F Faculty ulty De Devel elopm opmen ent, t, & F Faculty ulty Aff ffairs irs to provide vide profes fessi sion onal al devel elop opmen ent t oppo portunit rtunities ies cente entere red on eq equit ity y & st studen ent t su succe cess ss. . • CSUCI team selected to participate in the Creating Hispanic Serving Identity through Faculty Hiring Institute • Acquired the CUE Hiring a Diverse Faculty Webinar Series • Hosted Dr. Rich Milner and offered professional development workshops to increase our understanding of national and local barriers to student success. • Coordinated the Equity Minded Syllabus Review Workshop • CIS Integrative Assignment Proposals focused on narrowing student equity gaps

DAA GI 2025 TASKFORCE UPDATES 6. Est stabli lish shed ed the e EO 1110 0 Im Implem emen enta tation tion Tea eam & De Devel elop oped ed the e EO 1110 0 Im Implem emen enta tation tion Plan. n. • Convening subcommittees to implement immediate and long-term recommended actions: 1. Curriculum & Faculty Development 2. Student Communication & Messaging 3. FYM Student Success & Continuous Improvement 4. FYM Placement & Advising • Developing an EO 1110 Budget Plan to implement immediate and long-term recommended actions.

FY 2019/20 One-Time Earmarked GI 2025 Resources • Earmarked for efforts that increase the 4-yr & 6-yr graduation rates and close 6-yr GI 2025 graduation rate equity gaps of URM and Pell recipients ($150,065); and restructuring $292,065 academic preparation in English in mathematics ($140k). Earmarked for the EO 1110 Implementation Plan to improve Early Start; first-year math EO 1110 EO 10 curriculum; support faculty development & support structures for students; improve $150,000 student communication & messaging, math placement & advising resources; and conduct assessment & continuous improvement.

ACADEMIC AFFAIRS Advancing Faculty Diversity Initiatives & FY 2020 Faculty Recruitment Planning As Associ ciate Vice ce President ent Facu cult lty Af Affa fairs rs Dr Dr. Sheila Gr Grant

PRESIDENTIAL CHARGE TO FACULTY AFFAIRS ▪ ADVANCING FACULTY DIVERSITY: CI increasingly diverse student population • (& HSI designation) But very little change in demographic • profile of Tenure-Track Faculty, which is predominantly white (62.96%) Published research supports notion that • improved student outcomes, especially for students of color, can be attributed to a more diverse faculty (Lara, 2019)