Diversity Plan

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*Please note: The Diversity Plan is a work in progress and information may be updated on an on-going basis.

I. Introduction

In January 1999, President Robert Barber appointed a Diversity Steering Committee to address diversity issues at Central Oregon Community College (COCC). The Committee spent winter and spring terms, 1999 reviewing resources and discussing strategies for promoting diversity at COCC. At the end of spring term the team developed and distributed two survey instruments, one to all college employees and the other to a random sample of students. The Committee has used the data collected from these surveys as the foundation for this initial plan. Surveys will be distributed on a biennial basis in the future and will be used to track COCC’s progress in reaching the goals presented in this and future plans.

II. Glossary

Diversity – The Committee deliberated on a definition of diversity that would underlie the plan and all future discussions. As a result of these deliberations, the Committee chose to use the term diversity as broadly as possible to include but not be limited to the following:

Race
Ethnicity/National Origin
Gender
Sexual Orientation
Age
Disabilities
Religious Beliefs
Socio-economic Class
Educational Background


Many institutions further divide diversity into secondary elements, those characteristics that can be changed such as religious beliefs or economic status, and primary facets, individual characteristics that cannot be altered such as age or racial makeup. The COCC Diversity Committee felt that all factors making us unique individuals should be weighted equally.

Multicultural – The committee defined multicultural to be the acknowledgment and respect for the uniqueness of various cultures, religions, races, ethnicities, attitudes, and opinions within an environment such as COCC.

People self-identifying themselves as members of one or more of the diverse backgrounds above are noted in this document as "persons/students/individuals of diverse cultures or backgrounds."

III. Statement of Vision

• provide access to professional development programs in multiculturalism and diversity for staff
• increase the recruitment and retention of students of diverse cultures and backgrounds through outreach efforts and expanded student services
• increase the diversity of staff through recruitment, outreach and retention efforts
• encourage cultural diversity through events, exhibits, artwork, and other educational programs
• provide release time for faculty to develop and adapt curriculum to reflect the importance of diversity

IV. Diversity Committee

1. Current Committee

   Barbara Davey, Chair, Equal Employment Opportunity Office

   Eric Buckles, Director of Human Resources

   Annie Engel, COCC Student

   Nancy Jumper, Madras College Center Director

   Julie Keener, Associate Professor, Math Department

   Matt McCoy, Vice President for Institutional Advancement

   Steve O’Brien, Professor/Counselor

   Diana Perry, Technical Support Specialist

   Alicia Vik, Admissions and Records Program Advisor

2. Committee Make-up

   Diversity Committee members will serve two-year terms with terms beginning in January and ending in December. To promote continuity, terms will be staggered. The committee will include the following:

   Director of Human Resources or designated representative – permanent member

   Equal Employment Opportunity/Affirmative Action Officer – permanent member

   Office of Institutional Advancement – One permanent member

   Two representatives from each of the following: faculty, staff, students, and community – to be appointed by the President.

3. Committee Oversight

V. Institutional Goals

1. Institutional Climate – The diversity of individuals will be respected and reflected in all interactions. All people will be made to feel welcome on the COCC campus.

1. Expand and enhance staff educational activities which promote diversity
2. Expand and enhance educational programs for students which foster diversity
3. Develop regional community and college events which celebrate diversity

1. Increase COCC involvement in the Oregon Diversity Institute – fall 1999
2. Conduct at least one staff training event per term – winter 2000.
3. Organize and coordinate at least one regional community multicultural event per year – winter 2000.
4. Establish an open forum for students to discuss diversity issues – winter 2000
5. Join with regional community groups to create a Central Oregon diversity conference – fall 2000.
6. Conduct follow-up surveys of staff and students - spring 2001 and biennially.
7. Create a multicultural student/community center whose primary mission is to promote diversity concepts through its programs and services – fall 2002. (Helped create temporary center in fall 2000 – currently planning grand opening. Additional time will be spent during winter and spring 2001 in defining the center.)
8. Integrate diversity goals with all organizational activities and committees – fall 2003.

1. COCC’s 2001 diversity climate surveys will show an increase in participation rates of 10% over the 1999 surveys.
2. COCC’s 2001 diversity climate surveys will show a 10% increase in level of awareness regarding diversity issues.
3. The 2001 COCC staff survey results will indicate 10% more staff agree that COCC encourages and supports diversity (49% agree – 1999 survey).

1. Equal Employment Opportunity/Equity – College staff, faculty, and administration reflect the diversity of the community we serve.

1. Develop EEO/diversity training sessions to deliver to department-wide meetings as new positions within departments are approved
2. Update the Screening Committee brochure to reflect the College’s views
3. Revise COCC equal employment opportunity/affirmative action statements to include sexual orientation
4. Review all position descriptions to eliminate language which may exclude people of diverse cultures or backgrounds
5. Increase recruitment and outreach efforts of diverse populations in the local communities
6. Research new avenues for expanding recruitment, e.g., listservs, electronic bulletin boards, targeted publications.
7. Reach all staff with a professional development program by collaborating with the Professional Development Task Force and the Faculty Professional Improvement Program.
8. Develop staff mentoring programs

1. Expand regional recruitment efforts in local communities – winter 2000
2. Broaden national recruitment efforts – winter 2000
3. Update Screening Committee brochure – winter 2000
4. Review hiring practices with departments – winter 2000
5. Conduct follow-up survey of staff – spring 2001 and biennially
6. Create professional improvement programs for staff – spring 2001
7. Implement staff mentoring programs – fall 2002

1. Increase by 10% the number of people from diverse cultures and backgrounds in hiring pools – compare recruitment pools from 1999 – fall 2001.
2. Increase the number of COCC staff enrolled in Professional Development Programs by 50% - compare baseline data from fall 1999 - spring 2001.
3. All new staff personnel participate in first-year mentoring program – fall 2002

1. Recruitment, Enrollment and Retention of Students from Diverse Cultures and Backgrounds – The College environment fosters awareness of diversity through expanded educational programs, sponsored activities and student services.

Implementation Strategies:

1. Provide release time for faculty to attend training sessions in multicultural education techniques.
2. Provide release time for faculty to develop curriculum that meets the statewide standards for MIC coursework.
3. Expand efforts in recruiting students from diverse cultures and backgrounds.
4. Hire program specialists to develop targeted programs and services for students from diverse cultures and backgrounds, e.g., Native American Program Advisor.

Timelines:

1. Increase campus tours and outreach visits – spring 2000
2. Work with regional K-12 and community groups to increase recruitment targeted at specific populations – fall 2000
3. Hire a half-time campus recruitment coordinator – fall 2001
4. Increase scholarships for economically disadvantaged students – fall 2001
5. Create a diversity instructional fund for faculty release time to train faculty and develop multicultural curriculum – fall 2001
   
6. Develop media campaigns targeted at wider markets – fall 2002
7. Expand non-traditional educational programs, e.g., weekend college, intensive summer programs - fall 2003

Measurements:

1. The IPEDS report reflects a 10% increase in the number of students from diverse cultures and backgrounds – fall 2002
2. The four-week enrollment report indicates a 10% increase in the number of students from underserved areas within the COCC district – fall 2002

Implementation Strategies

1. Develop a multicultural student/community center
2. Enhance the Tutoring and Testing Center to include mentoring programs
3. Expand learning assistance services to all College Centers
4. Conduct a campus-wide curriculum reform program that incorporates MIC classes
5. Develop a multicultural professional improvement program for all staff
6. Create student clubs to support diversity and leadership
7. Increase student life programs to enhance multicultural educational activities

Timelines:

1. Provide additional space to student groups from diverse cultures and backgrounds for meetings and events – fall 2000
2. Increase peer counseling, mentoring, learning assistance and tutoring programs on the Bend campus as well as all College Centers – fall 2001
3. Develop student clubs and leadership programs for students of diverse cultures and backgrounds – fall 2001
4. Create a multicultural student/community center – fall 2002

Measurements:

1. Increase the number of student clubs for students from diverse cultures and backgrounds by two over fall 1999 – fall 2000
2. Increase the number of students enrolled in mentoring/learning assistance programs by 20% as compared to fall 1999 - fall 2001
3. Increase the retention of students from diverse cultures and backgrounds in all programs by 20% over fall 1999 data - fall 2001

Implementation Strategies:

1. Create regional advisory teams to monitor progress of students from diverse cultures and backgrounds through all educational programs including transition from developmental programs to degree and certificate programs.
2. Create financial aid and grant packages that will increase retention by providing built-in incentives for academic progress.

Timelines:

1. Establish teams of community members, college staff and faculty to oversee academic progress of students enrolled in developmental programs wishing to transition to college credit programs – fall 2001
2. Develop student peer groups to provide mentoring and tutoring services to students enrolled in developmental programs – fall 2001
3. Provide financial assistance to students enrolled in developmental programs based on academic progress – fall 2003

Measurements:

1. Increase the number of students transitioning from developmental programs to college credit programs by 10% as compared to spring 99 – fall 99 data – fall 2002
2. Increase the number of students originally enrolled in developmental programs who successfully complete a college credit program by 10% over spring 99 data – fall 2003

VI. Budget

Equal Employment Opportunity Goal

Year One (2000- 01) Total Budget $24,500

Year Two (2001-02) Total Budget $48,500

 
Appendix A – Position Description – Diversity Coordinator

CENTRAL OREGON COMMUNITY COLLEGE
Job Description and Specifications

POSITION TITLE: Diversity Coordinator
SUPERVISOR: TBD

PRIMARY PURPOSE

The Diversity Coordinator assists the College in achieving it mission to serve the District by providing quality educational programs, compelling learning experiences and supportive environments that enable students and staff to meet the challenges of living and working in a multicultural environment.

DESCRIPTION OF DUTIES AND TASKS:

Provide leadership and support to insure the College's commitment to diversity.

Provide leadership, advocacy, support, and a student development plan to insure student involvement and commitment to diversity.

Work collaboratively with students and staff to assist them in creating and promoting a welcoming, supportive and inclusive climate within the College community.

Provide leadership in implementing innovative recruitment, access and retention strategies to promote and increase diversity of students.

Coordinate programs and events that promote understanding and educate the campus and community on diversity issues.

Serve as a mentor/advocate to student organizations and clubs as needed.

Assist Human Resources in developing and implementing innovative recruitment, employment, retention, promotion and professional development opportunities to increase diversity of administrators, faculty and staff.

Assist instructional leadership and faculty with curriculum development that promotes knowledge and understanding of diversity.

Represent the College to public and private, local, state, and regional organizations and agencies on matters related to diversity.

Demonstrated expertise in event planning and an ability to work collaboratively will all members of the campus community.

Demonstrated knowledge and understanding of multicultural and diversity issues and concerns

Demonstrated competence is designing, developing and conducting educational training programs that support the College diversity mission

Demonstrated experience in office management, including supervision of students and staff and managing budgets

EDUCATION: Bachelor’s degree, with Master’s preferred.