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Growth

Moderator: Simon Kim
Note Taker: Maridith Janssen

Focus on:

  • Access
  • Enrollment
  • Diversity in student body and faculty
  • Recruiting and retaining high-quality faculty, staff and administrators

Group Introductions and individual statements related to topic

  • There need to be policies that represent the uniqueness of this campus
  • How do we understand access and enrollment?
  • How do we assure our promise to students for a quality education and still fit within the master plan?
  • Taking a look at diversity in both faculty and students
  • Looking at the diversity in student in extension education
  • What can we do as a university to educate K-12 to higher education
  • How can we be culturally sensitive to our students and faculty?
  • What can the Academic Senate do to help with policies, etc…
  • How do we assure access and quality?
  • How are we presenting ourselves to our external audiences?
  • Increased number of retirements in faculty and do we see the next generation of faculty coming in to the university in diversity and numbers?
  • How do we deliver quality when we are exceeding facility capacity?
  • Difficulty in hiring new faculty based on job related requirements (RTP) and low salaries and high cost of living
  • Do we provide access for the underserved students?
  • Low rates of faculty of color
  • How do we build new models that assure success in our students?
  • Are we addressing issues related to Black/Latino males and the decreasing numbers in Higher Ed.?
  • Are we really as diverse as a faculty as we say we are?
  • There is a need to put more resources into the faculty for pay, research, teaching, service, etc.

Reports from each small discussion group:

Access

Partnerships and Capacity Building and Resources

  • K-12 Partnerships
    • Academic Prep focus
    • Help with ‘remediation” rates
  • Two dimension campus
    • CSULB
    • CSULB UCES
  • K-12 schools – not conducive to values or appeal to minority males
  • Community college as an access point?
  • Community/Parental partnerships

Policies that support/impede access

  • Selection criteria – legal context
  • Is Pell Grant good indicator for access?
  • Admissions Policies
  • Affirmative Action

Research/analysis       

  • Need to examine who applies? Who is admitted? What are motivations?
  • Under-represented minorities, especially as males
  • $ Development and campaign for financial aid
  • Implication of $150.00 deposit

Enrollment

  • Define clearly what enrollment goals are
    • Diversity
    • Gender
    • Size of classes
    • Academic preparedness
  • Be pro-active in planning for enrollment growth
  • Re-vamp admissions procedures to allow for earlier notification of admitted students
  • Improve data mining and sharing of data

 

Diversity of Students/Faculty

  • K-12
    • Male issues – feeling “out of place”
    • Few role models, fewer minority role models (K-12 and CSULB)
    • CSULB – minority dropout
  • Faculty recruitment – instill a motivation (reward) to seek Ph.D. and retain goals
  • Needed dialogues with:
    • K-12
    • CSULB Ed. Dept
    • CSULB male minority targeted at dropping out
    • Next step?
  • Minority faculty hiring also begins at K-12
    • Salary compression
    • Salary issues
  • What is diversity?
    • Define

Recruitment and Retaining high quality faculty and staff

  • Faculty relationships/maintain ties with students shadowing professors/bonds/forgivable loans
  • Developing diverse leadership from within faculty, staff and administration. Professional development, 2nd and 3rd career faculty
  • Solve inversion/salary problems that cause CSU to lose investment in new faculty. Lose irreplaceable more senior faculty
  • Promote research as a strength

Top Priorities

  1. Partnerships and Capacity Building and Resources within the campus enrollment goals
    • Formal K-12 Partnerships
      • Academic Prep focus
      • Help with ‘remediation” rates
    • Two dimension campus
      • CSULB
      • CSULB UCES
    • K-12 schools
    • Community college as an access point?
    • Community/Parental partnerships
    • Define clearly what enrollment goals are
      • Diversity
      • Gender balance
        • Needed dialogues with:
        • K-12
        • CSULB Ed. Dept
        • CSULB male minority at risk of dropping out
        • Next step?
      • Size of classes
      • Academic preparedness
  2. Solve inversion/salary problems that cause CSU to lose investment in faculty and irreplaceable more senior faculty
    • All faculty achieve parity with CPEC 20
  3. Recruit and mentor with undergraduate research collaborative opportunities by building programs that target and attract high quality diverse students (pipeline)
    • Creating a pipeline for diverse faculty