ASAP JEDI plan

Background

As part of our Moonshot for Equity project, the EAB’s Diversity, Equity, Inclusion and Justice Resource Center helped the university think through and create a plan for integrating JEDI into the current Academic and Student Affairs plan and priorities work in the four key areas based on equity related outcomes. To accomplish this, the university :

February 2022
Created a campus definition of JEDI

March 2022
Trained cabinet and EDI council members on how to create equity focused outcome measures

April 2022
Individual ASAP priority area teams reviewed plan, identified barriers to achieving the result, and the change needed

Fall 2022
Reviewed NCCC survey results. Identified success metrics.

To see the JEDI priorities identified within the ASAP plan, aligned initiatives and success metrics, please review the information below:

Student Success

Action	Initiatives	Success Metric	Data Source
Eliminate academic and structural barriers that impact adult student success	Moonshot for Equity: 2nd Chance for Adults Undergraduate task force - Time and Cost	Year to year retention of adult undergraduate students will increase -TBD . The number of undergraduate adult students (25 +) enrolled will increase by 2-3 % each year
Provide academic and social support based on individual needs with a specific focus on low income and URM populatins	Moonshot for Equity: Holistic Care Title 3 Grant: Success Coaches Food Insecurity Task force WI Tuition Promise and Parkside Promise	New freshmen identified as needing moderate or high support will be retained from fall to spring and year 1 to year 2 at equal rates as low support undergraduates. The percent of undergraduate black students reporting they matter or mostly matter will increase from 38% to 50%. The percent of undergraduate black students who feel the institution is mostly committed or strongly committed to ensuring that students of color graduate will increase from 32 % to 50 %	NACCC Campus Climate Survey
Ensure that emergency and retention grants adequately meet student needs.	Moonshot for Equity: Retention Grants and Hold and Policy reform	Increase 6-year graduation rates of pell students from 41.2 % to 50 % Increase retention to the 4th year of pell students from 41.7% to 50 %. Reduce the number of pell students ineligible to enroll due to overdue balances by 10%	Full time, first time retention and graduation dashboard
Eliminate policies and practices that negatively impact continuous enrollment of black, brown and low-income students.	Moonshot: Hold and policy reform EDI council policy subgroup Gender Identity working group DACA/Undocumented student working group	First to second year retention of URM and Pell students will increase from 58.8 % to 70 % and 62.3 % to 70 % respectively. Second to third year retention of URM and Pell students will increase from 49.2 % to 55% and 53.9 % to 60 % respectively. Third to fourth year retention of URM and Pell students will increase from 40.1 % to 50% and 41.7 % to 50 % respectively The number of URM students ineligible to register during registration window due to past due balance decreases by 10 %. The # of students reported to debt collection each term will be decreased by 10%
Create a sense of belonging on the campus for black and brown male students	Fearn House	Increase 1st to 2nd year retention rates of black and Hispanic students from 46.7% to 52% and 61.7% to 65% by 2025 respectively. Increase 6-year graduation rates of black and Hispanic students from 29.1% to 35% and 33 % to 38% by 2025 respectively The percent of undergraduate black students reporting they matter or mostly matter will increase from 38% to 50 %. The percent of undergraduate black students who feel the institution is mostly committed or strongly committed to ensuring that students of color graduate will increase from 32 % to 50 %
Enhance the first year to build momentum towards graduation by increasing success in targeted first year courses.	Moonshot: Math Pathways project and Holistic care English 100 Course redesign project NSF STEM – Inclusive STEM Teaching Project.	Reduce the overall DFW rates in 100 level courses from 19% to 15 % by 2025. Reduce the overall DFW rate in 100 level courses for black students from 31% to 25% and for Hispanic students from 24 % to 20% by 2025. Increase the percentage of First Year students who attempt and complete 30 credits in the first year from 50.4% to 60 % by 2025. Increase the percentage of first year black and Hispanic students who attempt and complete 30 credits in the first year from 13.3 % to 18% and 40.9% to 45 % respectively by 2025. Increase progress report response rate from 58 % to 70% by 2025. STEM Inclusive teaching instructors will have employed at least 2 inclusive teaching strategies in 100 and 200 level courses
Increase a student’s sense of purpose at the institution in the first year	Moonshot: Academic pathway and UW System Purpose First project Undergraduate Program Taskforce: Embedding career development into curriculum and co-curriculum	80 % of new freshman will have built a 4-year academic plan in Navigate Academic planner by the end of their first year . Decrease the percentage of new freshmen students with 30 credits who have an undeclared major decreases by x%
To ensure that all students successfully acclimate to the institution and develop a strong sense of belonging and connection by the end of the first year.	First Year Seminar Project Title 3: Success Coaching First Year Experience initiative	Increase the % of new freshman in a freshman seminar class in their first term from 51 to 70 % by 2025.

Grow Enrollment

Action	Initiative	Success Metric
Increase K12 outreach by expanding participation in the Parkside Access to College Credits and Early College Credit program	PACC expansion RUSD and KUSD Education pathway initiative	Increased participation of underrepresented minority and low -income student in the PACC and ECCP program Increased yield rates for students who participated in PACC or ECCP program
Increase adult enrollment by reengaging stop out students	Moonshot for Equity: 2nd Chance for Adults	Increase the number of students who return after stopping out
Develop an effective and seamless pathway for GTC AA or AS student	Moonshot for Equity: Transfer AA/AS implementation team	Increase GTC transfer yield rates Increase GTC transfer student retention rates Reduce time to degree for GTC transfer students
Increase new black and hispanic student enrollment by working with regional partners to increase FAFSA completion and creating a clear vision of what it means to be an hispanic serving institution	Higher Expectations College Access Initiative HSI initiative WI and Parkside Tuition Promise	Increase the number of black and Hispanic new freshman from 47 to 80 and 93 to 125 . Increase undergraduate Hispanic enrollment from 19.8 % to 23 % by 2025 The percent of undergraduate Hispanic students reporting they matter or mostly matter will increase from 63% to 70 %

Curriculum Relevance

Action	Initiative	Success Metric
Increase the number of 100 and 200 level courses that use engaging, cultural relevant pedagogy to ensure that BIPOC students see themselves in their coursework.	Moonshot for Equity: Math Pathways English 100 project Summer Antiracist workshop NSF STEM – Inclusive STEM Teaching Project.	Reduce the overall DFW rate in 100 level courses for black students from 31% to 25% and for Hispanic students from 24 % to 20% . Increase the percentage of students of color that report that course materials outside their major mostly or strongly reflect racial diversity will increased from 32.1% to 40%. Increase the percentage of students of color that report course discussion topics outside their major mostly or strongly reflect racial diversity from 35.5 percent to 45% 100% of new or renewed GNED courses will include diverse content and inclusive teaching practices
Connect students with relevant career development opportunities by ensuring curriculum includes scaffolding for career preparation with introductory, mid-level, and senior levels experiences to help students explore and prepare for post degree careers.	Moonshot for Equity : Academic Pathway UW System Purpose First Initiative Undergraduate Task force: Curriculum Relevance	Increase the percentage of black students who graduate with at least one internship experience from 36 % to 42%. Increase the percentage of Hispanic students who graduate with at least one internship experience from 30 % to 28% Increase the percentage pell students who graduate with at least one internship experience from 37 % to 43%
Expand opportunities within the curriculum to connect classroom learning to real world application and remove barriers to participation for low income, first generation, and other underrepresented students	Internship, CBL and HIPS initiative	Increase percentage of underrepresented students who have completed at least 2 HIPS in their academic career from 68.5 % to 75% .
Expand HIPS across the curriculum by ensuring adequate support for faculty, departments and college	HIPS initiative Freshman Seminar project	Increase representation HIPS across the curriculum Increase the percentage of black and Hispanic bachelor’s degree completers that have a freshman seminar experience from 33% to 40% and from 9 % to 18 % respectively.

Strengthen Campus Community

Action	Initiative	Success Metric
Recruit and retain more faculty and staff of color by improving employee satisfaction and increasing EOC sense of belonging on the campus	TBD	The percentage of faculty and instructional staff of color will increase from 24% to 30%.
Ensure faculty and staff have the cultural competence necessary to serve a diverse set of learners by supporting and rewarding employee participation in JEDI focused training and implementation of any relevant and necessary changes.		The percent of undergraduate students of color reporting they matter or mostly matter will increase from 53.7% to 60 %. The percentage of black students reporting that thet feel moderately or completely welcome on campus will increase from 52.6% to 65%
Improve student engagement and sense of belonging by: creating more visibility for student identities on campus creating a consistent mechanism for regularly soliciting feedback from Black and Latino students about their campus experience and using the information to inform and improve the experience on campus	TBD	The percentage of black students reporting that they feeling moderately or completely welcome on campus will increase from 52.6% to 65%. The percentage of undergraduate black students who feel the institution is mostly committed or strongly committed to ensuring that students of color graduate will increase from 32 % to 50%.

Questions?

Contact:
Trina Patterson, Associate Director of Equity and Inclusion
Amber Handy, Associate Vice Provost, Center for Excellence in Inclusive Teaching & Learning
DeAnn Possehl, Assistant Provost, Student Success

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