| Overall Rating | Silver |
|---|---|
| Overall Score | 48.69 |
| Liaison | Tina Evans |
| Submission Date | Aug. 20, 2024 |
Colorado Mountain College
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Tina
Evans Professor, Sustainability Studies Sustainability Studies |
Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
Since becoming a Hispanic-Serving Institution (HSI) in 2021, the College has taken several steps to routinize and formalize internal monitoring and assessment of diversity, equity, and inclusion at the College. The Office of Strategic Initiatives at the College produces an annual DEI update report that is presented to the Board of Trustees in March of each year. This report documents and reports on changes/findings associated with multiple, robust research and reporting initiatives that target student success at CMC, and the various constituents of that success. Many indicators are disagregated by race/ethnicity in order to reveal inequities in the studnet experience in academics and student support. The College has also begun the ongoing use of the Campus Pride Index as an indicator for needed actions in an effort to bolster the inclusion and success of LGBTQ+ students. Qualitative data on campus climate and the student experience are also being gathered through the annual Student Voice focus group project. All data are being utilized as bases for continuing efforts by the College to address inequities and support the recruitment and success of all students.
The annual DEI report also addresses employee retention with regard to race/ethnicity. These data illustrate an area of opportunity for improvement related to LatinX employee retention. The Office of Strategic Initicatives plans to make recommendations to the President’s work goals related to improving LatinX employee retention.
Please see the attached report for details on these efforts.
Please see the attached report for specifics on these efforts.
Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of employees and students, including the experiences of underrepresented groups?:
Does the assessment process address student outcomes related to diversity, equity and success?:
Does the assessment process address employee outcomes related to diversity and equity?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
The systematic gathing of the information included in this report is new. The Office of Strategic Initiatives (OSI), which focuses a great deal of its efforts on DEI and the success of diverse students, was created in 2022, after which the Manager of Strategic Initiatives (MSI) spent a good amount of time developing the tools for disagregating College metrics to reveal any existing inequities among students. The MSI has since also developed tools for tracking retention by race/ethnicity. The OSI has also begun annual reporting on findings from these analyses to the Board of Trustees.
These tools have informed several major College efforts, and will further inform these and other further efforts:
The Compass Project that focuses on holistic student advising,
- Advising and matriculation of ELL students,
- Enhancing the success rate of underserved students in their first semester.
- Increasing retention and degree completion rates, and
- Decreasing time and excess credits taken in degree complition.
The MAPAS project has also been created for ELL students. MAPAS is the Compass project, but itsservices are offered in Spanish in order to better assist Spanish-speaking students.
Improved retention of LatinX employees has also been targeted for inclusion on the President's work plan for the upcoming year (and likely beyond).
The OSI has also initiated the Student Voices project discussed above. This project is expected to remain ongoing, with student focus groups convened annually. The findings of the Student Voices studies will inform the goals and projects of the College related to student inclusion and campus climate for the foreseeable future.
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
A brief description of how the assessment results are shared with the campus community:
The Strategic Plan, President Work Goals, performance metrics, and Compass/MAPAS dashboard are all available to the campus community through Basecamp (the portal site for the College community) or the College’s website in various ways so that all employees can find them.
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
The diversity and equity assessment report or summary (upload):
Website URL where the diversity and equity assessment report or summary is publicly posted:
Website URL where information about the institution’s diversity and equity assessment efforts is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.