- Funded Projects
- Newsletter
- ISPC
- Priorities
- KPIs
- Academic Expectations
- Student Engagement
- Student/Faculty Ratio
- Undergraduate Students
- Graduate Students
- Faculty from Underrepresented Groups
- Staff from Underrepresented Groups
- Students from Underrepresented Groups
- Campus Climate
- Study Abroad
- International Students
- Student Research
- Research Expenditures
- External Grants
- External Awards
- Community Service
- Student Satisfaction
- Fiscal Integrity
- Updates
- Presentations
- Documents
- RFP
- Members Only
On Target
Many Vision 2010 goals have been attained
Central Michigan University’s 2010 initiative is on track and
meeting the majority of its goals.
Catherine Riordan, vice provost of Academic Affairs and co-chair
of the Institutional Strategic Planning Committee, announced during the January 2010 Open Forum that approximately two-thirds of the objectives set for the plan in 2004 currently are being realized.
Riordan said the university is maintaining a good student-faculty ratio, and academic expectations for first-year students have increased in the last few years. She said the university should be looking to narrow its goals and to focus even more in the future.
“Of the many, many wonderful things that we could do, we have to decide what needs to be done most,” Riordan said.
Riordan said the 2010 Vision Fund is aiding 28 projects, investing $4.3 million of the $5 million allotted to the plan. Riordan said research projects and the Honors Program are examples of the types of projects funded by Vision 2010.The remaining funds will be awarded in 2009.
Progress needs to be made in student, faculty, and staff diversity
Carole Richardson, introducing several Key Performance Indicators during her section of the January Open Forum presentation, specifically focused on CMU’s Diversity initiative.
Richardson, CMU 2010 Communications Committee chair, said the indicators encourage CMU to improve as an institution and that CMU’s past performance with minority faculty and staff retention was not what it could be.
“Data shows that our diversity is not growing at a rate that we would like,” she said. “Our recruitment efforts have steadily improved, but our ability to retain talented faculty and staff has not shown similar success. We are trying to determine why this discrepancy exists.”
Among new procedures CMU plans to implement are retention interviews for diverse staff within the first year of employment, development and implementation of level-two diversity training in partnership with diversity offices, and conducting exit interviews.
“Then we can ask the people themselves what their reasons are for leaving our university or give them a chance to let us know what we can do better,” said Amy McGinnis, Human Resources director of strategy and organizational development.
Planning for the next vision coming into focus
As for the future, the institutional strategic planning committee (ISPC) is already thinking about the next strategic plan beyond 2010, Richardson said.
“We are gathering input from the campus community and what they think is on track or should be different,”
she said.
To get more information or make suggestions, e-mail CMU2010@cmich.edu. •
