Strategic Action Plan on Equity, Diversity, and Inclusion

V. Plan Evaluation

The College Plan on Equity, Diversity, and Inclusion summative evaluation methods are based on the “Before and After Evaluation Research Model” (Herman and Colleagues, 1988; and Taylor Fitz-Gibbon, C., and Morris, L. 1988). The Plan’s success will be evaluated on the accomplishment of each goal and its objectives.

The baseline for each objective serves as a comparison at a specific point and time (pre implementation) and the post implementation of the objectives’ strategies and initiatives. The evaluation (formative and summative) refers to the pre and post implementation to assess the success or lack of each objective/goal (refer to Table IV).

Table IV - Baseline and Objectives’ Outcomes

Goal Objectives	Baseline Data	Objective’s Outcome(s)
Goal 1
Objective 1.	2006-07 full-time employees	Obtain 25% annual participation
2.	Survey of existing collaborations	Create collaborative initiatives
3.	2006 Campus Climate Assessment by Rankin & Associate, Consulting	Research the campus climate and address issues, implement and monitor initiatives
4a.	2006-07 AALANA student pool of applicants eligible for admission	á by 20% annually the recruitment of AALANA students
4b.	2006-07 retention rate for overall student body and retention rate for AALANA students	á the retention rate of AALANA students as recruitment grows
4c.	2006-07 international student pool of applicants eligible for admission	á by 15% annually the recruitment of international students
4d.	2006-07 retention rate for overall student body and retention rate for international students	á the retention rate of international students as recruitment grows
5a.	2006-07 pool of applicants who were qualified for full-time faculty positions	á by 25% annually the recruitment of AALANA faculty
5b.	2006-07 pool of applicants who were qualified for full-time staff and/or administrator positions	á by 25% annually the recruitment of AALANA staff and administrators
5c.	Document recruitment processes and implementation	Create and implement recruitment processes to increase the recruitment of individuals from identity groups
6.	Short voluntary survey of full-time employees to self-identify some of the identity groups to which they may belong	Create endeavors to increase the retention of AALANA faculty, staff and administrators, and individuals from identity groups
7.	These recognition opportunities do not exist. Recognition opportunities will be documented as initiatives are implemented	Create new recognition opportunities to honor the contributions of individuals on equity, diversity, and inclusion

The Plan’s objectives are not framed as rigid expectations, instead they are aspirations to move the College forward toward the institution we envision in five years as stated in the Plan’s Statement of Values.