ࡱ> gif g0bjbj 7r;(+8,"""""""",K$&PD"D"Y"R""r T!@̂3j!"o"0"!M'M'!!HD"D""M' H:   鶹ý Access and Diversity Plan 2011-2015 鶹ý recognizes that planning for diversity, inclusion, and access is an integral component of the Universitys future. The Committee on Access and Diversity is charged with providing leadership for the development of Access and Diversity Plans as follows: Articulating how diversity relates to the Universitys educational mission; Defining diversity or a set of principles that describe diversity; Defining the Universitys diversity and access goals for students and employees in relation to the Universitys Strategic Plan and other University planning documents/initiatives; Setting measurable objectives by which success in achieving each access and diversity goal is defined; Articulating the educational benefits to students from the Universitys Access and Diversity Plan; Articulating and evaluating race-neutral strategies to achieve institutional access and diversity goals, while identifying and supporting new and innovative methods of using access and diversity funds in each of the following categories: Student financial assistance Student recruitment and retention Faculty and staff recruitment and retention; Providing oversight for the distribution of access and diversity funds to the categories above; and, Identifying appropriate University offices/positions responsible for achieving access and diversity goals. Access and diversity planning and implementation are guided by the following principles: 鶹ý, as an educational entity, values the uniqueness of its student body, employees, and constituents, both individually and collectively, and harnesses this plurality to promote the common interest of the institution and the various publics it serves. Diversity includes the recognition of and respect for differences coupled with an appreciation for the uniqueness of individuals and organizations. Diversity is one of the core values of the University. The University supports a concept of diversity that creates an educational and work environment valuing the diverse characteristics of both our student body and our employees, including the conventional characteristics of age, race, sex, national origin, religion, disability, and veteran status, but our concept of diversity also includes other characteristics that differ from one person to another and one group to another, including but not limited to such characteristics as socio-economic class, regional origin, appearance, sexual orientation, political and religious conviction and affiliation, and other qualities. The 2011-2015 access and diversity goals were defined by the committee as follows: Institutionalize Access and Diversity Planning and Implementation. Maintain a diversified student body but also increase diversity by actively recruiting more underrepresented populations. Maintain a diversified faculty and staff but also increase diversity by actively recruiting more underrepresented populations. With these goals and principles as the focus, this plan identifies objectives and suggests strategies that may be implemented to assess, support, and improve the existing campus environment and curricula, while identifying and targeting new areas for growth and enhancement for greater diversity, access, and inclusion. The attached matrix details objectives, strategies, responsible positions/offices, possible assessment measures, and implementation date. This Access and Diversity Plan covers 2011-2015 and will be evaluated annually by the Committee. The Committee may adjust the Access and Diversity Plan to take into consideration assessment results and changes in institutional mission or direction identified in institutional planning documents. The Committee reports to the President. TENNESSEE STATE UNIVERSITY DIVERSITY STATEMENT 鶹ý as an educational entity values the uniqueness of its student body, employees, and constituents, both individually and collectively, and harnesses this plurality to promote the common interest of the institution and the various publics it serves. Diversity consists in the recognition and respect of differences coupled with an appreciation for the uniqueness of individuals and organizations. Diversity is one of the core values of the University. The University supports a concept of diversity that promotes an educational environment leveraging the diverse characteristics of both our student body and our employees, resulting in continuous growth and development for the University. In addition to valuing varied human characteristics, backgrounds, experiences, and interests, the University values varied points of view. Further, the University reflects this value commitment through our curriculum, policies, and related activities. We value the contributions of all faculty members, administrators, staff, students, alumni, and other stakeholders. The commitment to assuring our diversity inspires our focus on access as the right to enter, make use of, and participate in the educational enterprise. (Adopted by the Academic Interdisciplinary Committee on Access and Diversity February 28, 2007) MATRIX FOR TENNESSEE STATE UNIVERSITYS ACCESS AND DIVERSITY PLAN 2011-2015 TENNESSEE STATE UNIVERSITY Committee on Access and Diversity 2011-2015 GOALOBJECTIVESSTRATEGIESRESPONSIBLE PERSON/OFFICEASSESSMENTIMPLEMENTATION DATEInstitutionalize Access and Diversity Planning and ImplementationEstablish Office of Access and Diversity Review existing organizational structure for best fit Establish budget account for management of access and diversity funds Select qualified diversity officer (internal) and adjust workload and/or compensation Develop and disseminate Access and Diversity Operations Manual containing access and diversity roles and responsibilities, policies and proceduresCommittee President President/Budget Office Committee President CommitteeOrganizational Chart Completion Organizational Chart Operations Manual, Documentation of dissemination efforts2011 2011 2011 2012GOALOBJECTIVESSTRATEGIESRESPONSIBLE PERSON/OFFICEASSESSMENTIMPLEMENTATION DATEMaintain diversified student body and seek to be more inclusive of underrepresented populationsIncrease recruitment of designated sub-populations by 1% each year Include allowable sub-population characteristics in scholarship criteria (e.g., Adult, Low Income, STEM) Intensify recruitment efforts in Tennessee, Target surrounding counties TSU Regents Summer Math Academy Project will target sub-populations Maintain strategically located facilities/personnel for providing academic support services (e.g., one-stop-shops, recruiters/advisors, office for international students, office for students with disabilities) Offer academic programs that attract sub-populations (e.g., 2 + 2, dual enrollment, programs for non-traditional students) Develop and Implement Diversity Recruitment Plan Increase efficiency and timeliness of transfer credit evaluation Increase number of high schools involved in dual enrollment programCommittee, VPSA VPSA Math Academy Director VPAA, AVP (AWC) VPAA, (COHS, CPSUA) Transfer Center Transfer Center Transfer Center Demographic/Academic Profile of students receiving scholarships New Tennessee Initiatives, contacts, visits, programs Demographic/Academic profile of Math Academy participants, recruitment process Demographic/Academic profile of students served Demographic profile of students served, #/type of academic programs Completion % of transfer students whose transfer credits are evaluated during admission process Number of dual enrollment agreements, students participating Fall 2011 2011 2012 2011 2011 2012 2012 2011 Increase retention and completion rates among sub-populations by 1% each year Establish Center for Learning, Advising and Student Success (CLASS) Develop Innovative techniques for improving STEM Programs President, VPAA, VPSA, CLASS Director STEM Programs Director, TLSAMP, HBCU-UP Strategies developed to serve diversified student body, demographic/academic profile of students served Same as above 2011 2012Maintain diversified faculty and staff and seek to be more inclusive of underrepresented populations Maintain institutional processes that incorporate best practices in fostering diversity with faculty and staff recruitment and retention Monitor institutional processes that incorporate best practices in fostering diversity with faculty and staff recruitment and retention Provide development opportunities through the Presidents Fellowship Program Provide opportunities for faculty to engage research related to access and diversity issues Provide support for faculty research Provide support for faculty/staff to engage service activitiesOffice of EDC, Human Resources Office of EDC, President Committee, Faculty Researchers VPAA, VPRSP VPAA, Office of Service LearningDiversity profile of faculty and staff Number and demographic profile of applicants and fellows, Fellows projects Access and Diversity proposal submissions and awards Faculty participation in research activities, faculty workloads Diversity profile of faculty and staff served 2011 2011 2011 2011 2011      PAGE \* MERGEFORMAT 7 45?X J V _ d e o p   #&25BcԻvvvllbbbbh6;OJQJ^Jh[<OJQJ^J*h6;B*CJOJQJaJmHnHphu0hyhtdB* CJOJQJaJmHnHphu*h[<B*CJOJQJaJmHnHphu0hyhtdB*CJOJQJaJmHnHphuhyhtdCJOJQJaJhyhtdOJQJ^Jhyhtd5OJQJ\^J&5?@W X  e S p %  & Fgdtd dgdtd & Fdgdtd & Fd]gdtd  & Fdgdtdgdtd$a$gdtd>?QPRYZ{|$a$gdtd$a$gdtdgdtd & Fgdtdgdtd & Fgdtd  & F%gdtdc "4bh3Z\z"$*+Dc  N9Eo([p;[NииииииииииШߘhyhtd6OJQJ]^Jhyhtd5OJQJ\^JhtdCJOJQJaJh6;CJOJQJaJhyhtdCJOJQJaJhtdOJQJ^Jh6;OJQJ^JhyhtdOJQJ^J8NOPQRWXYZ{|?@ UV    j k ""ѻтsls]sNsNsNslsls]h57 h _CJOJQJaJh57 h57 CJOJQJaJ h57 htdh57 htdCJOJQJaJhyhtdCJOJQJaJhyhtdOJQJ^Jhtd5OJQJ\^Jhyhtd5OJQJ\^J+hyhtd5B*CJOJQJ\aJph"hyhtd5CJOJQJ\aJhyhtd6OJQJ]^Jhtd6OJQJ]^J +?$d$Ifa$gd57 $a$gdtd?@kd$$Iflֈux) 3l D ; t0644 lap<yt57 @89d$Ifgd57  & Fd$Ifgd57 d$Ifgd57 $.89:RSTUV`jklmnxd$Ifgd57           d$Ifgd57   kd$$Iflֈux) 3l D ; t0644 lap<yt57   & 1 K V j $d$Ifa$gd57 j k kd$$Iflֈux) 3l D ; t0644 lap<yt57 k !!!!!!!!!!!!!!!!! !!!"!#!$!%!&!'!(!)!d$Ifgd57 )!*!+!,!-!.!/!!!!!'"(""""""y#z#####2$=$B$C$D$d$Ifgd57 """1$2$=$A$D$G$M$Q$j$o$q$v$y$z${$}$$$T%U%%%%%%&&&&&&&#'$'**+,+++++q--.......]/_///0!0+0,090:0;0<0>0?0A0ӽ̹h)jh)Uhtdh57 h\CJOJQJaJ h57 htdh57 h57 CJOJQJaJh57 hkCJOJQJaJh57 htdCJOJQJaJDD$E$F$G$L$M$N$O$P$Q$g$h$i$j$k${$|$}$~$$$$$$$$$$$d$Ifgd57 $$$$$$$$$$$$$$$$$%%%%%R%S%T%U%%%%d$Ifgd57 %%%%%%%%%%%#&$&%&&&'&(&3&4&5&6&&&&&&&&&d$Ifgd57 &&&&&&&&&&&&&&&&&&&&&&&&&&&&'d$Ifgd57 '''''' ' '''''''''' '!'"'#'d$Ifgd57 #'$'kd$$Iflֈux) 3l D ; t0644 lap<yt57 $'%'s't''''''**+++++-+.++++++++++++d$Ifgd57 ++d$Ifgd57 ++kd$$Iflֈux) 3l D ; t0644 lap<yt57 +,,,,,,,,,,5-6-7-----.. .H.g.h.i.j.k.l.m.d$Ifgd57 m.n.o.................// / / / / ///\/d$Ifgd57 \/]/^/_////////00 000000000000000 0d$Ifgd57  0!0&0'0(0)0*0+0,01020304090d$Ifgd57 90:0;0gdkkd$$Iflֈux) 3l D ; t0644 lap<yt57 ;0=0>0@0A0C0D0F0G0c0d0e0f0g0gdk$a$ dgd[< A0B0D0E0G0H0_0`0a0b0e0f0g0htdh6;!h^>䴳ϴԱ<h6;CJOJQJaJ%jh[<h6;CJOJQJUaJh)jh)U 51h0:ptd= /!"#$% $$If!vh#v#v^#v#v9#v #v; :V l t0655l 55D 5; p<yt57 $$If!vh#v#v^#v#v9#v #v; :V l t0655l 55D 5; p<yt57 $$If!vh#v#v^#v#v9#v #v; :V l t0655l 55D 5; p<yt57 $$If!vh#v#v^#v#v9#v #v; :V l t0655l 55D 5; p<yt57 $$If!vh#v#v^#v#v9#v #v; :V l t0655l 55D 5; p<yt57 $$If!vh#v#v^#v#v9#v #v; :V l t0655l 55D 5; p<yt57 666666666vvvvvvvvv666666>6666666666666666666666666666666666666666666666666hH6666666666666666666666666666666666666666666666666666666666666666666666666662 0@P`p2( 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p8XV~ OJPJQJ_HmH nH sH tH J`J tdNormal dCJ_HaJmH sH tH DA D Default Paragraph FontRi@R 0 Table Normal4 l4a (k ( 0No List bob tdDefault 7$8$H$-B*CJOJQJ^J_HaJmH phsH tH tt td Table Grid7:V0 d@@@ td List Paragraph ^m$>"> [<0HeaderdH$.1. [<0 Header Char> @B> [<0FooterdH$.Q. [<0 Footer CharPK!pO[Content_Types].xmlj0Eжr(΢]yl#!MB;.n̨̽\A1&ҫ QWKvUbOX#&1`RT9<l#$>r `С-;c=1g'}ʅ$I1Ê9cY<;*v7'aE\h>=,*8;*4?±ԉoAߤ>82*<")QHxK |]Zz)ӁMSm@\&>!7;ɱʋ3װ1OC5VD Xa?p S4[NS28;Y[꫙,T1|n;+/ʕj\\,E:! t4.T̡ e1 }; [z^pl@ok0e g@GGHPXNT,مde|*YdT\Y䀰+(T7$ow2缂#G֛ʥ?q NK-/M,WgxFV/FQⷶO&ecx\QLW@H!+{[|{!KAi `cm2iU|Y+ ި [[vxrNE3pmR =Y04,!&0+WC܃@oOS2'Sٮ05$ɤ]pm3Ft GɄ-!y"ӉV . `עv,O.%вKasSƭvMz`3{9+e@eՔLy7W_XtlPK! ѐ'theme/theme/_rels/themeManager.xml.relsM 0wooӺ&݈Э5 6?$Q ,.aic21h:qm@RN;d`o7gK(M&$R(.1r'JЊT8V"AȻHu}|$b{P8g/]QAsم(#L[PK-!pO[Content_Types].xmlPK-!֧6 -_rels/.relsPK-!kytheme/theme/themeManager.xmlPK-!!Z!theme/theme/theme1.xmlPK-! ѐ'( theme/theme/_rels/themeManager.xml.relsPK]# g(+r ***-cN"A0g0(8?@  j k )!D$$%&'#'$'+++m.\/ 090;0g0 !"#$%&')*+,-./01234567 $&-!8@0(  B S  ?:(;(=(>(@(A(C(D(F(G(b(e(h(C [8:;(=(>(@(A(C(D(F(G(e(h(:::ktn}{r??rFU^^d^`.^`.pL^p`L.@ ^@ `.^`.L^`L.^`.^`.PL^P`L. ^`OJQJo(^`OJQJ^Jo(o p^p`OJQJo( @ ^@ `OJQJo(^`OJQJ^Jo(o ^`OJQJo( ^`OJQJo(^`OJQJ^Jo(o P^P`OJQJo( ^`OJQJo(^`OJQJ^Jo(o p^p`OJQJo( @ ^@ `OJQJo(^`OJQJ^Jo(o ^`OJQJo( ^`OJQJo(^`OJQJ^Jo(o P^P`OJQJo(h^h`o(.8^8`.L^`L. ^ `. ^ `.xL^x`L.H^H`.^`.L^`L.U^^?rFn}k                                      _ktd57 6;[<)Y^>\s4;(=(@0g(X@UnknownG*Ax Times New Roman5Symbol3 *Cx Arial7@ Calibri? *Cx Courier New;WingdingsA$BCambria Math h:"I:"IA#n20'('(C#HP $P'td2!xx omiller Nwosu, Peter     Oh+'0  < H T `lt|'omiller Normal.dotmNwosu, Peter2Microsoft Macintosh Word@@'3@Hro3@Hro3:" ՜.+,0 hp  '鶹ýI'(  Title  !"#$%&'()*+,-./0123456789;<=>?@ACDEFGHIJKLMNOPQRSTUWXYZ[\]_`abcdehRoot Entry F8̂3jData :1TableBi'WordDocument7rSummaryInformation(VDocumentSummaryInformation8^CompObj` F Microsoft Word 97-2004 DocumentNB6WWord.Document.8