UofL three-year strategic plan announcement

UofL three-year strategic plan announcement


my goodness everybody quieted down so
well I I was expecting to come up here and say class time to begin so good
afternoon everybody how are you oh good good very very well
I’m actually so excited to be here with all of you to share a little bit how
last year went what were some highlights what were some learnings to improve and
of course the main reason we’re all gathered here today is so that we can
talk more about the strategic plan and implementation I was pointing back here
because I will introduce them out in a minute if you don’t already know
but clearly people who are very very instrumental in the whole planning
process are getting this year and then we’ll talk about what next how do we
implement so I already told you the headline of what we’re going to talk
about it’s a year in review looking back and looking ahead highlights so as I
talked about where we’ve been I don’t expect you to memorize all these numbers
you’ll have them all available to you of course but really to do a big-picture
view of what happened last year and as before I will start with our students
first how did we do on our learning mission I’ll talk about our faculty and
staff in terms of how did we do on our work mission and finally talk about how
did we do in terms of all the key constituencies investing in us so that’s
kind of the outline and along the way you know that I’ve said will be a great
place to learn and work and invest because we celebrate diversity because
we foster equity and because we strive for inclusion so you’ll see that I will
we weave those through as I continue many people in but on the team are here
so my hope is that after the presentation you’ll all take time
to stick around for the reception because that’s where I think we can
continue to have the rich conversations that we need on how we will all work
together as a team going forward so last year we saw and a lot of credit for this
goes to our provost dr. Beth babe and her whole team will you raise your hand
baths okay she’s new to the University so I thought
I should introduce her last year if you see on a four-year graduation rate we
saw a significant uptick similarly on your five-year and six-year
and this shows what can happen even in the span of one year by putting a lot of
effort and attention I’ll speak a little bit about that so we of course we
benefited by the increased academic profile the more incoming students who
are prepared the better off we are but we also did a number of other things
very very thoughtfully strategically we knew that we must increase the number of
Student Success coordinators this is vital we know that we have a huge
percentage of our students last count last year it was about 38 percent of our
students who are Pell Grant eligible so when you have a large body of students
who have very low financial resources and many of them who are also first gen
you know that navigating college can be an overwhelming task right people say
you need a PhD to fill out a FAFSA form and so how do you go around and manage
this so really clear to the team for increasing our student success
coordinators we’ve really focused on retention efforts you’ll see more about
that intrusive advising and something that we really believe in is living
learning communities and you’ll see more about just learning communities it’s not
that you always have to have living learning communities that’s ideal
if not I know that the Amadas keeps talking about just learning communities
and how important that is sorry I don’t have a screen there so I have to look at
this as I talk to you graduation and retention growth you can
see the trajectory we’ve been on but we cannot be complacent we’ve got to do
better people this is one of the biggest things we can do for ourselves for
society for the students and their families so I talked to you about the
graduation rates a little bit whoo I guess that was a very important point to
make can you hear me okay all right so on retention and persistence again as I
said a couple of Provost commitments Provost projects deliverables for last
year were one she had a fund of five million dollars to say allocated across
the university for recruitment and retention efforts the bad news is it was
one-time funding the good news is it was one-time funding at least so there were
about fifty six proposals that received funding and I know that through this
process what we’ve learned is there so many great ideas and Beth and her team
worked hard to make sure if the same idea came up from different people of
putting them together of sharing these ideas and if nothing else we all have a
treasure trove of ideas of what we need to do next we don’t have to say we don’t
know what to do and the enrollment management advisory committee that has
put in a lot of hard work and the idea is given who we are how do we mitigate
the risks how do we continue to grow I don’t know how much detail to go into
all of these but we just wanted to give you a sense of what happened last year
so the enrollment management committee really organized itself around three
major themes enrollment management but as we’ve all said it’s not just about
getting people in the door well committed to their success so a second
part of it was all-around persistence and the third was how do we utilize our
summers better this is something again that’s a pet peeve of mine which other
industry do you have huge fixed assets that lie unused for a significant part
of the year we’ve got to figure out how to use our resources so that if there’s
class crunch that people are not able to get into if they want to take
internships at different parts of the year we do everything we can to help our
students State on track to graduate and go on to a great future however they
might define it so retention and persistence you’ve seen the numbers and
I thought it might be instructive to you to see a little bit about how that came
about so for contrast we don’t have to go
through every single one but look at Summer 2018 when we started and fall
2019 this latest semester we in 2018 we
discovered but for many many majors they were not good planning tools it’s easy
to tell a student to keep on track it’s easy to tell an advisor keep them on
track but without the right tools that becomes a really difficult project and
this time we’re very pleased to say that in one year we have over 200 majors and
minors who have access to the degree audit and the smart planner and I know
it’s not enough I know it’s not enough that just giving them the tools is not
enough but without the tools it’s definitely more difficult and all we’re
trying to do is reduce the friction between a student and success that’s
what we are about we’ve increased the number of student success coordinators
I’m a big believer in it because one person that they can go to
and then help them figure out is it financial is it academic is it health
how can they help you navigate and succeed we’ve also decided that there
are a lot of students who don’t quite know what they want to do and we cannot
just let them go about their business we need to be there I usually tell students
if they say I’m deciding no I’m undecided I tell them no use the word
I’m deciding don’t tell me you’re undecided you’re deciding you’re
exploring you’re trying to figure out what the right path is for you that’s
been a big push something we’re really happy that has been an outcome it wasn’t
directly us but we certainly lobbied for this is you know that a lot of our
students take advantage of the Metro College where they can work at ups and
graduate without debt we think that’s a really great opportunity for our
students but we were concerned that if the pay rate wasn’t enough that might
not be enough they might have to take on more so we’re very grateful to you PS
for increasing the starting pay from 1060 to $14 an hour that will make a
difference to these young people diversity you’ll see that I’ll come back
to it multiple times but one of the highlights was that a big hurdle for
students we know that underrepresented minority students is performance on the
mathematics intervention courses there’s a broader discourse across the nation as
you know about math courses and how we structure them and every CPE meeting the
Council on post-secondary education we talked about it
do we need the same level of college algebra for no matter what major how do
we create different pathways but a big test of that is this intervention
courses so we are not happy I’d like it to be a hundred percent for all the
students who are going through this but we’ve bridged the gap so as you can see
seventy three point three percent seventy three point four percent for
white and non-white students that are going through the class so it’s progress
it’s progress this is what we need to be doing more
I’ll talk about the mentoring program later I will just skip here because
there are several aspects that we are talking about the financial aid
counselors we thought that was very very important to do two of them one to help
students fill out the paperwork for so many students this money left on the
table but they don’t know how to access anything we can do to keep costs low for
our students and affordable is important a second one that is dedicated to
focusing on students helping them not just in affording College in terms of
the when you first start but how to make your way through college how do you
think about this how do you set yourself up to minimize debt when you graduate we
didn’t put it on here but I should brag on that through our efforts I don’t know
if you know and I hope you do tell the story from now on we at the University
of Louisville have the lowest college student debt that graduation of any
public institution in Kentucky that’s a big deal so our students graduate with
more debt than any other public higher education system in the Commonwealth and
we need to continue to do that all right there won’t be a quiz because I’m having
to look to read out the numbers to you but I hope you can see that we’re making
progress this is retention of first-time freshmen
from year one to year two I need your help
I really need your help in fact I’m hoping Matthew to ask all of you
students for help as well I’m serious when I’m saying if you see someone that
looks like they are lost but looks that like they are struggling reach out ask a
lot of people will not be the first ones to initiate and ask you so if you say is
there anything I can help you with that will go a long way that’s the culture we
want to create of course when students stay succeed thrive
flourish it’s because we’re meeting their needs as the whole student a
second initiative as you know that’s really important to us that our
Provost is championing and our whole team is student mental health if there’s
one thing that we all worry about we all know someone in our lives that we worry
about their mental health are they able to handle what’s coming their way
so one of the things is more resources that we’re putting towards the
Counseling Center we’re trying to provide new and expanded space I won’t
spill the beans Matt Watkins and others are hard at work
but we are committed to it we cannot just say it’s important we’re going to
provide the resources so that more people can do this I’m so proud of our
faculty not surprised have been here a year this is what I would expect but
we’ve had faculty and staff I don’t want to forget that that staff Senate where
they have said how can we be a part of this what can we do to help promote
student mental health because the truth is a lot of times it’s not a faculty
member might be a staff member but a student says I’m stressed out about an
exam or I don’t know what to do it’s a housing situation whatever the case
might be a couple of other things about retention persistence as we’re talking
about the students we’re trying to get more resources so norton’s our deal so
that students who are transferring here from metro college or JCPS and want to
go in to not transfer maybe come here with an interest in health care and
allied fields to get more scholarships and funding for them Commonwealth credit
union a great partner to us that’s trying to provide more financial
literacy coaching to all of our students I think that’s also very very important
when we think about the whole student academic preparedness putting all the
resources in their financial trying to reduce the stress around that mental
health providing opportunities and of course trying to prepare them for life
when we get to the strategic plan we’ll talk a little bit about this but we are
saying we believe in the whole student and their
success now next and beyond so that’s part of
the commitment am I going too fast too slow just right alright good good answer
I’m just going to take one person’s answer and not look at the rest of you
all right allergies people my goodness
diversity equity and inclusion I just wanted to show you again but throughout
the strategic planning process we kept it front and center right every team was
tool you have to think about these issues you must address them so Porter
scholars in fail 2018 we had an 195 freshmen this year we have 215 we’ll
increase the number of first-time enrollment of african-american students
from 464 to 489 that’s good but we are not done just because we bring them in
so as much as I’m happy to see this trend I would say we can only say we’ve
done well when we bridge the graduation gap and every one of them is walking off
the stage with their degree that’s when we know we’ve done our job what I just
mentioned portage scholars is one example I don’t want to minimize all of
the other choruses that we have as you all know we have like four and repeat
registered student organizations but of those where than 70 of them appeal to
multicultural students in some way and their allies I love it when I go to some
of these and it’s it’s really for people who have an affinity and interest in
supporting these students and their activities at the cultural center we’re
again trying to make sure that we assess their success by being a safe space by
being a resource and that’s something that we will continue to foster and
courage and put resources behind as you all know dr. Faye Jones is now our in
charge of our diversity efforts and a quick reminder to all of you in
case you’ve forgotten we moved the diversity office to report directly to
the president it’s not that it was reporting to the provost and it wasn’t
as though people on the in that office said we don’t want to deal with it it
was more of our decision to say this is so important if I keep bringing up
diversity equity and inclusion then it needs to be something that’s directly
accountable to me and so that’s why we made that change so let’s take a look I
don’t know if there’s a surface port pen here but I won’t I won’t try to
highlight it for you in terms okay okay Michael’s shaking his head that won’t
happen so let’s take a look what I want to
point out to you is if you look at our retention rates URM is underrepresented
minority this is see PE language for our students we retain twenty eighteen to
nineteen about seventy-five percent of them whereas the overall retention rate
is 80 percent and if you look at low-income we retain about seventy three
percent of them you know that’s that’s one thing for you to note similarly if
you look at the graduation rates if overall is 58 for underrepresented
minorities it’s about four percent less right you can see that but look at the
gap for low-income students it’s almost 10 percent we keep talking about the
intersectionality of identities you know you can’t put people into just one
category there are so many things that come in to making us who we are so we
clearly see an issue with low-income students that’s what I would bring up to
you and we’ll talk about how we are addressing it a lot of them are also
underrepresented minority students not necessarily everybody as you know but
that’s a real concern how are we going to support the students and you see that
once we get to the strategic plan in a little bit that’s just a look our students who they
are and all of these data will be available to you so I just thought you
might be interested in who they are where they come from and about 72% of
them will live on campus that’s good we will never forget our commuter students
we have a big contingency of them but we want to provide affordable options as
much as possible because we know living on campus having that support system can
give them a big boost on recruitment we’re making every effort I almost
started it with the funnel reversed on purpose to say we’re going to talk about
who graduated we’re talking about who persisted and now I’m talking about how
we’re bringing in people as well mainly because I wanted you to focus
symbolically and functionally that our goal is not just to bring students in
because in my mind the worst thing is a student who comes stays here for a year
and drops out because they’re incurring some debt they are feeling disillusioned
they may give up on these dreams so that’s why we’re going the reverse path
in case you have that question where out-of-state recruiters that’s going to
be important as you know the percentage of students in Kentucky who are headed
for college if you look pop nation outlook demographics tell us that those
numbers are going down so we are not turning away any kid from the
Commonwealth we are always open to them but we’re trying to make sure that we
keep the pipeline strong Jim Begg Annie is that a fair way to okay so if you’re
more questions you know who to talk to really proud of our Dean’s because in
addition to maintaining strong programs and that’s important I’m not just saying
it’s about creating new programs because but they are responding to the
marketplace and I could go through each one but look at in business whether it’s
the business analytics certificate the force rating horse racing industry
business certificate the BBA bachelor’s of science and management I could go all
the way down but in the interest of time I will not but these are efforts to be
responsive to the marketplace all right I will also say the deans who are in the
room would you stand up for a minute all right this is great so if you have any
questions you know who to reach out to so sit down please thank you I just want
to say thank you to all of you because I actually mean this quite
sincerely I have been so impressed with our Dean’s in terms of saying I’m ready
I know we have to do something what can we do how can I be part of the solution
so thank you very much quite sincerely and this one on student housing I think
I was barely here a week when I heard about this from Michael modest but we
really need to move on student housing and it’s on me
I said pause I need to know better before we make other commitments but I’m
really pleased that we now have work well underway with architects and
contractors and we’ll have two new residence halls opening one in fall 2021
one in fall 2022 that’s going to be so good for us because we’ll be able to
accommodate more of our students and for new LLC’s Living Learning Communities
we’re not starting new businesses here it’s a business sustainability ethics
and music I love that look at the variety and sustainability is so
interdisciplinary I mean all of the students have a real passion around this
and I think someone wrote to me this morning saying you know this is
important for my generation my response back was yes we do and in fact the
commitment of your generation gives our generation hope so we are really excited
music ethics again think about how broad that
can be and how wonderful that we have students who say they’ll study it
business is the one I know best so I won’t say more about it but I think this
is exactly what we need to be doing and again Michael Morris can talk to you
more about anything you want okay actually on the next one I want a little
drumroll come on you can do this good I’m really proud of this fact
really proud how do we measure our success as a university you know how
many metrics there are don’t you it becomes such a game sometimes when you
look at how we are ranked some universities take the path off we have
the money so we’ll bring the best and brightest college students define
narrowly defined only based on your a CT scores or your SAT scores or how you did
in high school but we will bring just that elite group of students and I’ve
always wondered so what does that prove you bring them in what does that prove
we take really bright students and we don’t screw up is that what it is like
we take them and say look at how great the graduation is this place for that
I’m not minimizing it I’m so proud of our Honors College so proud this year I
can vouch for this we have students who still here who’ve turned out Columbia
who’ve turned down Barnard who’ve turned out American University who’ve turned
down Brown University I could go on and on really proud of that and we’ll
increase those numbers that’s terrific because what we offer is second to none
depends on what the student puts in but what really matters to me as a public
university in this Commonwealth is the fact that US News and World Report is
now tracking who does how on social mobility on social mobility so they
finally are saying we realize that we need to somehow adjust for or base the
fact that we bring in students who might have to work a little harder because
they didn’t have the same access to support systems that others had and
would you give yourselves a big round of applause that we had a top performer on
social mobility yes oh yeah just in case you didn’t know
we’re not only a top performer highest in Kentucky big part of told you that we
have for a research one University today before you leave I want all of you to
find one of the deans find the Provost find any of us find anybody on the
strategic planning committee ask them what is our one why do we care research
one from the Carnegie Foundation write the Carnegie classification or best ask
Rob Kenton our EVP of research is here Rob wave all right go find him because
what I want to tell you is that there’s like a hundred and twenty-two
universities in the US and in Canada that together are called are one that
category very high-performance and research but among those and Bob
Goldstein can tell you this you can go find Bob Goldstein our keeper of all
data that’s what I’m calling you I don’t recall the official title but
institutional research keeper of all truth regarding our UofL and he will
tell you that we have a high percentage of Pell Grant eligible students so for
our one even within our state if you look at UK and US or other universities
and us people forget that we have about thirty
eight percent of our students who are Pell Grant eligible whereas for others
it might be 23 25 you see what I mean so this recognition matters a lot we are
changing lives and kamee not just for those students but for their families
and their communities all right I’m enjoying this way too much
I I will go through quickly I promise um let’s segue so that’s a little bit about
our students and how they’re doing so what is my assessment to you
I think we’ve made great strides I hope you see that with students we are
beginning to move the needle but we are nowhere close to where we want to be so
in the next three years we’re going to set some ambitious goals for 19 through
22 our first phase of implementation faculty in the abstract mean this
doesn’t make much sense without context but just that we want to congratulate so
many people who’ve gone up for tenure but this is something we do look at one
year does not a trend make it depends on who’s going up for tenure don’t read too
much into this but we thought our board is asking us to regularly report on this
which I’m so proud that they’re asking us to do it they’re saying for you to
build a strong student body talented inclusive diversity how are you doing on
not just recruiting but retaining and promoting women people of color so we’re
we it’s something we monitor I just thought I would share that with you was
it a little boohoo for someone who got tenure
all right indeed stuff something the other day someone said something to me
that was deeply meaningful when we were celebrating the years of service and you
know people who’d been here 10 years 15 years 25 years 40 years just it’s just
so heartwarming to me that people care enough about this institution to put in
that much time and one of them said to me it was the sweetest she said you know
you’re the first president that I remember talking so much about staff and
I think that it she’s not saying nobody ever did but that she knows that I do
and it’s important it’s really important to me because on any University campus
staff tend to be the most vulnerable students we all know you matter we get
it that’s why we exist faculty like it or not we have that sage onstage aura
whether you’re tenured I’m tenured whether you’re an adjunct clinical
doesn’t matter you have that authority and we forget that without the staff we
could not function for five minutes let alone for a whole year so I’m really
this is important and we will continue to support this so what we want to do
for staff and you will see we’ve had an employment development employee
development and success director and we’ll have a mentoring program a
leadership development program succession planning for staff and
something that we know for improving the climate and you’ll hear seat and the
strategic planning – we need to make sure that everybody is empowered and
everybody feels that they can bring their whole self to work we hold each
other accountable this is not a free pass with that but we really work
towards no toxic environments none of us deserves that we deserve to
work in a workplace where we are treated with respect and dignity and yes we’ve
got to support and we’ve got to perform but that’s something we work on thank you
and on the step on the HR side you’ll see that marielle’s with miles and
others are working really hard to keep the ball moving forward something I
wanted you to see is we are doing our best to contain costs as well anything
we can do to reduce costs for every member per month we’re trying to do that
as well better procurement better terms trying
to keep costs low athletics again I’ll do a very quick overview to talk to you
about how many new head coaches we’ve hired the past year several that have
been extended and the thing that I always look to that’s important is how
our students are doing really proud of them our athletes do get tremendous
support someone who’s seen other athletics departments I can tell you
that that’s for sure we provide so much support to our students and we’re really
pleased that they’ve graduated with a 3.25 GPA on the administration side
that’s been a little busy as well as you know in one year we’ve hired a Provost
general counsel CFO CIO the vice president for University Advancement
senior a VP for communications and marketing and a new Dean of the School
of Music we do also have a busy fall ahead of us the EVP for our research
that searches underway the Dean of the College of Arts and Sciences the provost
and the GC those two were two-year terms so as promised we’re launching the
searches for those before someone says show me the money this is the last part
then we’ll move to the strategic plan I’m really proud of what we’ve worked on
and what we’ve accomplished with our budget you remember that it wasn’t what
I ever thought I would have to do but as a newbie president to come in and say we
have to take a 5% cut across the board because our Sachs accreditation was on
the line and our situation was much worse than I had figured so we’re really
pleased I want to talk about the 2020 budget again dan Durbin is working so
hard the whole team not just him when I mentioned one person please know that
it’s a shorthand for that whole team so we’ll get you a lot more detail I want
to make sure that every year you can count on a race it might not be gigantic
but it’s important at least keep up with cost of living that’s what we need to be
inflation is what we need to try now for this year and I’ll tell you the hassles
we had and why we couldn’t quite do everything we wanted to but this you are
effective January 2020 you will get a two percent raise so I’m putting 1% to
say I know you know that if it’s only for half a year it really is like 1% but
I just thought for us it’s not a good idea to say faculty and staff 2% is not
like gigantic but it’s twice as big as 1% so I really thought we should have at
least 2% that’s the 1% 2% I hope that’s clear but that will go into effect in
January 2020 and that will continue through and that’s something we want to
keep going we’ll assess we’ll come back to you the only differences that we’ve
done there for this year the goals were no more budget cuts in your base so this
year I shouldn’t say no more everybody is like startled I don’t know if it’s
forever but for this year I will try I don’t think we should but for this year
no more cuts across the board or otherwise in your base budget we’ve
increased funding in two areas regulatory compliance you know we’ve got
to do this as you know the positions that we need to fill there and then for
student aid to keep it affordable we come back to that the things I’m excited
about is that now we’re fine going to multi-year comprehensive
budgets how can an organization of our size
function with your two-year budgets if you in a business would you work that
way things might change but we really need
to say what’s the trend line how do we think things will happen so there are
two things one is its comprehensive all fronts model so you each unit can see
and secondly it’s for several years so it’s not just this year but we can see
what are your hiring needs coming up what might happen down the road the best
part of all of this is the system’s all year we worked on getting you systems
policies strategies so that it’s demystified each of you should be able
to have a better idea of what the finances are within your department
within your unit liquidity liquidity liquidity you remember how much we
talked about this this is something that Saks looks at extremely closely it’s
very important so we we’ve increased our University liquid position liquid cash
position by 25 percent so we were able to put aside another 25 million in 2019
so that brings us to about 50 days of cash on hand that’s still less than
halfway to the median that Sachs looks at but this is important so that we
don’t get put back on probation for not being able to have cash on hand if
everything fails enrollment goes to zero that’s what they look at like everything
goes wrong how long can you keep the lights on how long can you work and
we’ve also provided incentives for each unit to build their own little savings
account and again you can talk to your deans more than durbin more but I’ll
keep moving ahead foundation this is not something we control as you know it’s a
separate entity from the university but you might say why is the endowment value
down from 18 to 19 and Keith Sherman all read the chair will tell you that
our returns were not very good last year it was about 2% overall but the spending
the payout that they gave to us was about 30 million or about 5% so that’s
part of it and in before you say anything yes we are all asking them is
that anything we can do to improve the returns how else will we stabilize it
and they are taking steps the old bylaws used to be your payout was determined on
what the endowment value was end of December so if December was bad our
payout for the whole year would be bad now they’ve moved to a weighted average
of over 12 quarters things like that again in the interest of time I’m not
going to spend too much time here on philanthropy one of the things all year
we worked on was get people to pledge again there were two things one the
board said in the past we’ve had a lot of immediate funding like for current
use needs but we didn’t do enough for pledges for endowments and so we focused
a lot on that you can see philanthropy is cash and pledges and cash is actual
cash in hand started to come in took a few months for people to say do we want
to give money are things stabilized what’s going on but I’m happy that that
trend is positive another big challenge I faced how many of you Dean’s raise
your hand that you did not have a Development Director for all or part of
a year I know you’d raise your hands so look around we had others are not here
they didn’t have anybody and so you remember this we have to go out and
really put the development program back again but now that we are staffed I feel
more optimistic about where we are going partnerships you know about the IBM
strategic plan we’re very excited so watch for good developments there we
also have a much smaller pilot with Facebook again we’re the first ones to
be doing the pilot it’s all about connecting sophomore students with
alumni and we’ll tell you we keep you posted on how
well that goes and PNC’s was all about first-generation college students all
right that took way longer Michael Wade Smith then I thought it would all right
we’re gonna segue to strategic plan this is okay any questions about the was that
helpful we will you’ll have all the data I’m
going to quickly segue to the metrics of the strategic plan to give me a minute
would you all come up and introduce yourselves Gail come on up I’ll just
drink a sip of water while they do that what unit you worked on etcetera yeah by
day I am the associate dean of academic and student affairs and speed School of
Engineering and I was one of the co-chairs along with Geoff Bumpus for
the strategic plan hello I’m Jasmine farrier I’m the chair
of the political science department I’d like to thank my Dean Dean Leonard for
appointing me or at least suggesting my name to Gail for this committee I was a
co-chair along with Jeff Sun at the School of Education and that Ervin of
the School of Business for teaching and learning thank you hi everyone my name
is inna true CEA’s Haynes and I’m a law professor and director of the Muhammad
Ali Institute which is housed upstairs in Strickland Hall and I was co-chair of
the invest committee along with Kim Sheree Lloyd who will introduce herself
in a minute and John Klein from the Medical School good afternoon my name is Kim Sheree
Lloyd I’m the director of Orchestra and opera and the director of undergraduate
studies in the School of Music and I had the great pleasure to serve on the
invest group hello I’m crystal Collins Camargo I’m
associate dean for research at the Kent School of Social Work and I had the
pleasure to co-chair the work committee with Bryan Buford and can Chavez from
the Medical School thank you I have a quick question Jake Beamer does
everybody here get a copy of the strategic plan fabulous we have a a gift
for you make sure you pick it up because we do want you to seriously please pick
that up what I will do is first of all thank all of the people here and you
heard the co-chairs and others who are not here
are there other co-chairs out in the audience that are not up here okay I
will ask now members of the committee’s the various committees would you please
stand thank you so much so much work went into
this I’m deeply grateful I also want to call out John Driss and the whole
communication marketing team thank you Michael Wade Smith for that whole group
on putting it together where it needs to be bob goldstein and your team thank you
so much I know you worked so hard to pull all of the data together we’re very
very grateful and a special shout out to Jake Beamer Jake wave well be back there thank you thank you really they did so
much I should have warned Gail and Jeff bumpers I said you know I’m going to be
co-chair with you and that means you do all the work and then I’ll come present
it and unfortunately that has been a little bit of the case but the reason
for that was genuinely and I think I’ve told you this before but I’ll do it very
quickly when I came on board my board asked me my board chair asked me and the
board member said so when will we see your 100-day plan because in business
that’s very typical the CEO comes in takes three months gets the lay of the
land and they say I’ve decided these are the priorities these are the areas this
is how we’ll do it this is how we’ll spend I said no don’t do that that does
not work on a university campus we’re too complex too different we really need
to work on this together so I’m so grateful that this reflects not my plan
but our plan and that’s important for this to succeed
all of this comes from our collective efforts so quickly let’s begin with the
principles I think that’s a good place to start what are our values what are
our principles by which we will operate by now I hope you’ve each memorized at
least one of these you’ve got to do this okay because I want eventually at the
end of the year anybody we stopped at the University of Louisville they’ll
either tell us what those values are or if somebody is not behaving
appropriately they’ll be able to say why right they’ll say that’s not how we do
things here because we’re a community of care we’re a community of care and those
words are important it says we’re not just a collection of individuals we will
function as a community that we care for our students especially I want them to
focus on self-care very important care for others as a Cardinal family and care
for the community beyond us accountability this goes all the way up
and down the chain accountability people are counting on us to do our jobs
accountability to the team respect irrespective of position that has two
meanings for me doesn’t matter where you are in the university hierarchy you
deserve respect and the second aspect of it is you and I might differ on
something but we owe each other respect we’ll also say this is important I’ve
said this we will be a place that prepares students for ideas we don’t
protect our students from ideas we have incredible faculty and staff who’ll
coach who will guide who’ll stand by your side and get you ready for any idea
that comes your way we don’t have to cower in fear diversity and inclusion
this is fundamental to who we are false binaries I hear that all the time
unfortunately there’s a Dean who shared one more person who wrote all this talk
about diversity you’re diluting our excellence that’s just so wrong we are
all about inclusive excellence and so that’s that’s something we will strive
for integrity and transparency helping everybody identify for themselves their
own noble purpose I’m thinking of students here but it’s great where does
resiliency come from a big part of it is knowing you’re working for something
larger than yourself agility and leadership the leadership at every
single level I could go on about each one but I won’t if this will make you
dizzy you can look away for a bit because I’m going to go to the metric
how many of you have your copies with you cannot enough can you grab a few all
of these are in the booklet how about that because when you grab that you can
follow through we said first of all we will be a great place to learn everybody
remember that okay so as dr. Ferrier told you their group took all the great
ideas for making it a great place to learn and consolidated it into a
statement the University of Louisville is a great place to learn because it
prepares students for success now next and beyond
now next and beyond um excuse me we do this by supporting the whole student
through transformative purpose driven and engaged learning so those are the
keys there are three sub strategies how will we know how we are doing we’re
going to be tracking these I told you that we don’t do as well with low income
students and that we need to do better right now about 8% of our student aid
dollars go to need-based aid in three years we want to increase it more than
double it to 20% okay twenty percent of our aid will go to
need undergraduate enrollment you will see that we will be tracking
first-generation college students stem plus eight students adult students who
are coming back to return online students international students all of
those metrics are laid out I’ll be honest on most of these we gave
ourselves big goals because there’s two ways you can do it you can give yourself
from eight will grow to 10 percent or you can say from eight we’ll go to 20
percent we’ve chosen to be bolder in the goals that we set out on professional
enrollment you’ll see that it’s it’ll be static the reason is it depends
on the proportion of faculty like in medicine law we can’t just increase
numbers there are numbers of faculty that need to be matched and we will be
closely tracking how we’re doing with our underrepresented minority students
in every step retention progression graduation as well
as low-income college students anything you want to add to this Oh Jasmine that
sound okay other initiatives I really hope you’ll take the time to read
through what will success look like these are the numbers but you’ll see we
give descriptions a vision is nothing but a vivid description of a future
state so we tried to explain what success would look like all right so
these are the quantifications of what those would be but please read those as
well great place to work again the goal we will be a great place to work because
we will be a workplace dedicated to personal growth and professional
development we’ll accomplish this by fostering a culture where faculty staff
and administration live our institutional values on this what are
the things we will be tracking and this is very similar to what UK has as well
as other ACC universities have if we want to be an inclusive workplace we
will be talking about these what percentage of our faculty are female
african-american black Hispanic Latin X Asian Native Hawaiian American Indian
same for staff administrators this year we’ll be setting up the baseline we
don’t have baselines for a lot of these we want to look and we want to see what
our target should be similarly when we say we’ll provide personal growth and
professional development we’re going to track what are our opportunities to the
boy success center how many people are participating what types of professional
development opportunities are we providing who’s taking advantage of this
I will say something here that some of you heard me say before for people who
are recording this or reporting this there’s a misconception not for you all
in general when people read it or think about it they think oh my gosh
universities they must be so diverse must be like Nirvana it’s must be
excellent heavenly I will tell you we talk a good game but we do far worse
than most public companies we really do and so once we get the baseline and set
up the goals you will see that but if we don’t track it we’ll never know that’s
that’s what we’ll be doing one more thing you will see that our last data
line data for 2018 was only 26% of our employees participated in climate
surveys I’d like to see that go up way up to 40 percent of our people because
the ones who are not responding is it apathy have they given up do they think
nobody will listen nobody will care I really hope that people will respond I’d
read this right the opposite of love is not hate its indifference it means
people don’t even care anymore to provide their feedback we want them to
speak up we may not like everything they say but at least we guarantee them that
we will read we will respond and I promise to come back and tell you this
we can do this we cannot do and here’s why this may be not yet so I promise you
that that we’ve set ourselves big goals there I really hope we see more people
responding again great place to work similarly you’ll see how we’re tracking
everything let me pause great place to work anything else to add
sound okay all right great place in which to invest this was probably the
most complex because it was so broad because we have so many constituencies
that invest in us the state the employers alumni the community there’s
just a lot of people corporate partners and here we said will be a great place
in which to invest because of our demonstrated impact on the economic
social and cultural health and well-being of Louisville the
Commonwealth and beyond so the metrics here we’re a research one University we
cannot ever afford to ignore that or to let that fall by the wayside you might
say why does it matter they’re getting a degree it absolutely matters because you
are learning from people who are at the cutting edge of their field you’re
learning from people whose insights may not appear in a textbook for years to
come that really matters so for this we’re going to be focusing on our
research expenditures by the way for those of you who may not realize it
research expenditures doesn’t mean what we’re spending it’s the funds that we
are getting what are we able to our research Awards peer-reviewed
publications how many people do we have what kind of postgraduate education and
dr. Alex education do we have we’re looking at the community how many events
are we holding I like how they’ve put this in as both how do we bring the
community to campus and how do we bring the campus to the community so both ways
online in person what are we doing donors what’s the level of engagement
what kinds of fellowships do we have for our students does that make sense so far
you’ve seen everything at every step of the way the metrics are what we added on
and wanted to bring to you so what our next steps gale Dupree
enjoyed the process so much and sad I don’t know why you assigned 10% I got it
all done in five percent of my time but in all seriousness I’m so grateful gale
that and thank you to Dean Immanuel Collins for allowing this we will have
gale charged with actually implementing this she’s been in every single meeting
knows what’s happening so the way we look at it for next steps will once
again we’ll do this together so look for some of you to be tapped to be part of
the implementation committee so this will be faculty staff administrators
constituency representatives perhaps a people in the community that remains to
be seen but this is the group that says okay Beth is giving me maybe not in the
communities that’s fair enough that’s true because these are people who will
say get the job done and people will be supportive and ideas but doing it is
probably us that’s fair so we will get back to you on this what are the
committee’s that will come out of it one is the Grand Challenges remember we
said together we all have to identify I’d like it to be about five there’s no
magic to it you might say it’s three you might say it’s seven a manageable number
of big themes that the entire universities research and a price can be
rallied around it doesn’t mean if it doesn’t appear here it’s not important
that’s not it at all the Grand Challenges aging is an example of one
that we’ve already made a commitment to because aging music you could study how
does music impact aging philosophy engineers and nurses might work together
to try to say what are new products how do we work on it does that make sense
that’s the level of a grand challenge that will be faculty-led you will see
more of that we will have a committee for the cardinal principles let me see
if people were paying attention see what does C stand for a community
like this so community of care accountability respect these are the
kinds of things but they are just words we want to say how is it reflected in
who we hire how is it reflected in evaluations
how is it reflected if there’s bullying behavior how can we say that’s not
consistent with our principles so there’ll be a committee that’s looking
at that and of course everything we’ve talked about we’ve seen laid out some
big numbers to take our financial aid from 8 percent to 20 percent for need
how do we do that what are the trade-offs were making that’s part of
the implementation process ok and now I’m going to give you two minutes
reception people we have a reception don’t forget that because I want you to
talk more about this are there a couple of questions that anybody here can
answer for you ask them ok Thank You Gail any any questions or comments do
you feel comfortable with where we are we remember how much is our timeline to
meet all these goals three years the clock is ticking now we can hold
ourselves accountable we need to say in three years and I don’t know about you
my favorite slide I’m going to go back to that and leave it on that I know I
can do better look away what we do matters what we do matters
how about singing we’re not just going to be a top performer we will be the top
performer how about saying in research we won’t just be comfortably in the
bottom quartile we’re really going to show that we can grow how about showing
once and for all something that I know to be true beyond
all shadow of doubt that diversity and inclusion are key to excellence I’m up
for it I hope you are too thank you so very
very much for your time

Leave a Reply

Your email address will not be published. Required fields are marked *