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AASHE Annual Conference , Los Angeles, CA O ctober 14, 2012

AASHE Annual Conference , Los Angeles, CA O ctober 14, 2012. KCTCS BEYOND THE NUMBERS: A Roadmap Toward a Future Where Social Equity, Diversity, Multiculturalism , and Inclusion Promotes Student Success. KCTCS Overview KCTCS Sustainability Initiative

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AASHE Annual Conference , Los Angeles, CA O ctober 14, 2012

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  1. AASHE Annual Conference , Los Angeles, CA October 14, 2012 KCTCS BEYOND THE NUMBERS: A Roadmap Toward a Future Where Social Equity, Diversity, Multiculturalism, and Inclusion Promotes Student Success

  2. KCTCS Overview KCTCS Sustainability Initiative KCTCS Beyond the Numbers: Diversity Action Plan Action Planning Process Lessons Learned/Next Steps TODAY’S AGENDA

  3. KCTCS PROFILEFall 2011 • Created in 1997 • 16 colleges; 68 campuses • KY’s largest provider of postsecondary education • 600 Academic Programs • 108,302 credit-seeking students • 92 percent of students receive financial aid, totaling $242 million • ~10,000 Full & Part Time Employees

  4. KCTCS ORGANIZATIONAL STRUCTURE Board of Regents System President 16 College Presidents/CEOs

  5. KCTCS MISSION The mission of KCTCS is to improve the employability and quality of life of Kentucky citizens as the primary provider of: • College and Workforce Readiness. • Transfer Education. • Workforce Education and Training.

  6. KCTCS VALUES • Responsiveness to students, employers, and communities • Access with innovative and flexible delivery • Trust, respect, and open communication • Continuous improvement • Inclusion, multiculturalism, and engagement

  7. Advance Excellence and Innovation in Teaching, Learning and Service. Cultivate Diversity, Multiculturalism and Inclusion. Increase Student Access, Transfer and Success. Enhance the Economic and Workforce Development of the Commonwealth. Expand the Recognition and Value of KCTCS. 2010-16 KCTCS STRATEGIC GOALS

  8. KCtCSGreen+ Sustainability Aim Demonstrate responsible stewardship and facilitate cultural change to: • Enhance the well-being of people and KCTCS in a socially equitable manner • Focus on being Green Plus by balancing the social, environmental, and economic criteria of the sustainability triple bottom line • Obtain sustainable communities inside, across, and outside of KCTCS

  9. KCTCS Green+ Sustainability Objectives • Facilitate cultural change to balance the social, environmental, and economic criteria of the sustainability triple bottom line across KCTCS • Enhance the efficiency and effectiveness of KCTCS • Protect Kentucky’s natural resources and environment • Embrace and practice social justice across KCTCS

  10. KCTCS CHANGE MODEL • Active, visible executive sponsorship. • Frequent and open communications. • Utilization of a structured change management approach.

  11. “Continuity gives us roots; change gives us branches, letting us stretch and grow and reach new heights.” ~Pauline R. Kezer

  12. KCTCS DIVERSITY PHILOSOPHY • Creating a culture of inclusion & engagement • Utilize organizational development approach • Appreciative inquiry/Facilitation • Capacity Building • Collaboration • Data-driven • Infuse diversity throughout all functions of the organization

  13. To cultivate diversity, multiculturalism, and inclusion. Endorsed KCTCSBeyond the Numbers. September 16, 2011. KCTCS BOARD RESOLUTION

  14. BEYOND THE NUMBERS: 2010-2016 KCTCS Diversity Action Plan Framework VISION: KCTCS envisions itself as an inclusive community of learners empowered to express their individual cultures and identities. MISSION STATEMENT: KCTCS strives to unite internal and external stakeholders around the prefaced vision, to drive systemic transformations that lead to working and learning environments that provide our community of learners the skills and experiences necessary for effective participation in an increasingly diverse, global society.

  15. BEYOND THE NUMBERS: 2010-2016 KCTCS Diversity Action Plan Framework DIVERSITY DEFINED: • Means differences or variety.  • Describes an inclusive community of people. • Seeks to insure the creation of a safe, supportive and nurturing environment that honors and respects those differences.

  16. BEYOND THE NUMBERS: 2010-16 Priority Areas • Student Access and Success • Education, Service and Scholarship • Campus Climate • Institutional Leadership & Transformation

  17. KCTCS BEYOND THE NUMBERSPlan Components • Systemwide Action Plan • College and System Office Plans • Performance Metrics • Student Access and Success • Workforce Diversity

  18. BEYOND THE NUMBERS:Performance Metrics • Student Enrollment • First to Second Year Student Retention • Credentials Earned • Employment of Executives, Administrators & Managers • Employment of Faculty • Employment of Other Professionals • Campus Climate

  19. Developed and implemented a “plan to plan” An inclusive engagement process Utilizes Appreciative Inquiry techniques Constructed and delivered capacity building Conducted data review Created planning framework STRONG EXECUTIVE SPONSORSHIP KCTCS DIVERSITY ACTION/RESEARCH PLANNING

  20. STAKEHOLDER ENGAGEMENT • Board of Regents • President’s Leadership Team • System Office Staff • College Diversity Directors • Community Leaders • College Staff/Faculty • Students

  21. APPRECIATIVE INQUIRY Appreciate:, v., 1. Valuing; the act of recognizing the best in people or the world around us; affirming past and present strengths, successes, and potentials… Cooperider & Whitney

  22. APPRECIATIVE INQUIRYEight Principles • Constructionist: Words create worlds • Simultaneity:Inquiry creates change • Poetic: We can choose what we study • Anticipatory: Image inspires action • Positive: Positive questions lead to positive change • Wholeness: Wholeness brings out the best • Enactment: Acting “as if” is self-fulfilling • Free Choice: Free choice liberates power

  23. APPRECIATIVE INQUIRY (AI)Five Steps • Definition: Create focus • Discover: Inquire into excellence • Dream: Share stories • Design: Develop shared vision • Delivery: Innovate ways to create

  24. AI - DEFINE Diversity as TRANSFORMATION *** Bottom line: Student success

  25. AI - DISCOVER Think about the people, programs and processes in place for cultural diversity. Describe what has worked or is working well. What needs to remain “cutting edge” to advance diversity?

  26. AI - DREAM In terms of cultural diversity, what would you like to see five years from now? What is happening on campus? What are your highest aspirations? PROVOCATIVE PROPOSITIONS

  27. AI - DESIGN • Quantitative Data Review • Planning Framework • Capacity Building • Campus Level Action Planning

  28. Student enrollment Student retention Student transfer Student success (graduation, credentials earned) Employee/Workforce Diversity KCTCS Marketing Study - 2005 AI – DESIGNData Review

  29. AI - DESIGNBeyond the Numbers: Planning Framework PRIORITY AREAS/OBJECTIVES:

  30. Diversity Administrators Leadership Development Administrative Processes Appreciative Inquiry Basics Staff and Faculty Development Cultural Competence AI – DESIGNCapacity Building

  31. AI – DESIGNPlanning Accountability • Shared by 16 colleges and 6 System Office functional areas • Submitted plans to the System Office • Acceptable plans identified: • Framework Priority Areas and Objectives • Specific Action Steps • Budget Needs/Plans • Responsible Person/Contact PLUS Collaborators/Partners • Expected Outcome • Timeline (initiation/deadline) • Accepted plans added to the system level plan and published.

  32. AI - DELIVERY • Each college developed, submitted and implemented strategies that : • Reflect vocal, active executive commitment • Produce measurable outcomes • Promote a long term perspective • Encourage collaboration • Facilitate cross-functionality

  33. NATIONAL RECOGNITION KCTCS received Association of Community College Trustees (ACCT) Kennedy Equity Award. “Intentional strategic planning by system, with college alignment.” --October 2011

  34. LESSONS LEARNED • Built relationships • Focused on what worked • Positioned diversity as exciting & engaging • Shared vision of cultural diversity • Promoted cross-functionality/collaboration

  35. OPPORTUNITIES FOCUS ON IMPLEMENTATION • Strategic communications • Assessment and reporting

  36. ACKNOWLEDGEMENTS • Company of Experts • David Cooperider • CoreClarity, Inc. • Taylor Cox, Jr. and Ruby L. Beale • Christopher Anne Easley • Prosci • Daryl G. Smith

  37. QUESTIONS?

  38. THANK YOU FOR PARTICIPATING! NATALIE GIBSON, M.P.A. System Director of Cultural Diversity (859)256-3551 BILLIE HARDIN, M.P.A. System Director of Sustainability (859)256-3272

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