Recruitment and Retention on a Shoestring Budget: Maintaining a Commitment

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With a focus on diversity in graduate education, this session will discuss how units can maintain effective outreach, recruitment, and retention during a time of economic austerity. How can you keep diversity a priority when budgets are being cut? How can you recruit, when travel budgets have been reduced? How can you compete for and maintain a robust, diverse community of graduate scholars, with limited funding? Representatives from the University of Washington Graduate Opportunities & Minority Achievement Program will discuss these questions and share some of the strategies being implemented by graduate programs to counteract the effects of operating on a strained budget. Initiatives using traditional, web 2.0 (social media), and collaborative strategies will be discussed. Participants are encouraged to share their own best practices.

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  • Social mediaMigration from print to screenMessage control
  • Be a part of the conversationServe on committees [diversity council, task force, etc. at department and institutional levels]Establish yourself as the expert/go-to [for departments and students]
  • -keep optional diversity statement-top scholar $ example-JB example of standing diversity committee
  • Does your department, institution know of your impact regarding diversity? [keep stats, anecdotally, quantitative]
  • Combine departmental cluster efforts (Biomedcial, Poli Sci)Partner w/ student groupsPipeline, college awareness programs (McNair)
  • Reaches over 6,000 students annuallyAverage GPA: 3.6Relationship managementReal-time access to student profiles
  • Reaches over 6,000 students annuallyAverage GPA: 3.6Relationship managementReal-time access to student profiles
  • Work w/ departments to put competitive packages togetherFocused efforts: PSD, open houses, GDRsBe realistic re: fit [ex: Sarah L.]Be accessible [sounds simple, but some ppl can’t even get to a person on the line]
  • Work w/ departments to put competitive packages togetherFocused efforts: PSD, open houses, GDRsBe realistic re: fit [ex: Sarah L.]Be accessible [sounds simple, but some ppl can’t even get to a person on the line]
  • Work w/ departments to put competitive packages togetherFocused efforts: PSD, open houses, GDRsBe realistic re: fit [ex: Sarah L.]Be accessible [sounds simple, but some ppl can’t even get to a person on the line]
  • Work w/ departments to put competitive packages togetherFocused efforts: PSD, open houses, GDRsBe realistic re: fit [ex: Sarah L.]Be accessible [sounds simple, but some ppl can’t even get to a person on the line]
  • Adequate/comparable fundingKey word: adequate and comparableNetworking opportunities [social and academic]ViC Lunches, Job talks, conference presentation rehearsals, social hours, quarterly receptionsProfessional developmentViA Lunches, lectures, partnerships w/ Career Center Grad ServicesStudent/Staff/Faculty Advisory BoardImportant that it’s combined boardMaintain communication. Don’t stop after you’ve sent them a packet of info.Social media, emails, use GDRs to continue conversation, campus visitUse NNE to maintain contact w/ students, notify them of campus/area visitsIdentify & address hurdlesidentify critical hurdles (i.e., students fill isolated after general exams.  Solution: writing groups, etc)  lack of funding: dissertation fellowships, even one quarter awards)  Perhaps conduct a survey of student needs, such as Ph.D. survey. 
  • Adequate/comparable fundingKey word: adequate and comparableNetworking opportunities [social and academic]ViC Lunches, Job talks, conference presentation rehearsals, social hours, quarterly receptionsProfessional developmentViA Lunches, lectures, partnerships w/ Career Center Grad ServicesStudent/Staff/Faculty Advisory BoardImportant that it’s combined boardMaintain communication. Don’t stop after you’ve sent them a packet of info.Social media, emails, use GDRs to continue conversation, campus visitUse NNE to maintain contact w/ students, notify them of campus/area visitsIdentify & address hurdlesidentify critical hurdles (i.e., students fill isolated after general exams.  Solution: writing groups, etc)  lack of funding: dissertation fellowships, even one quarter awards)  Perhaps conduct a survey of student needs, such as Ph.D. survey. 
  • Follow upDon’t let your initial info packet be the last communicationEstablish yourself [office] as the go-to peopleAdvise departments; sit on councils/task forcesDon’t underestimate fitBe where your students areSocial networkingSocial hoursWork towards making diversity a shared valuenot the sole responsibility of one office or person [diversity plans]Broaden understanding of diversity
  • Follow upDon’t let your initial info packet be the last communicationEstablish yourself [office] as the go-to peopleAdvise departments; sit on councils/task forcesDon’t underestimate fitBe where your students areSocial networkingSocial hoursWork towards making diversity a shared valuenot the sole responsibility of one office or person [diversity plans]Broaden understanding of diversity
  • Recruitment and Retention on a Shoestring Budget: Maintaining a Commitment

    1. 1. Recruitment and Retention on a Shoestring Budget: Maintaining a Commitment to Diversity Under Economic Uncertainty<br />University of Washington<br />Graduate Opportunities & Minority Achievement Program<br />Cynthia Morales, Asst. Director<br />Sophia Agtarap, Admin. Counselor<br />
    2. 2. 2<br />Graduate School<br />support<br />scholarship<br />collaborative<br />community<br />retention<br />GO-MAP<br />40 years old<br />recruitment<br />social media<br />mentoring<br />service provider<br />diversity<br />
    3. 3. Strategies and best practices for<br />Keeping diversity a priority<br />Maintaining effective outreach, recruitment and retention during economic austerity<br />Competing for and maintaining a robust diverse community of graduate scholars<br />3<br />
    4. 4. Keeping Diversity a Priority <br />4<br />
    5. 5. 5<br />Be a part of the conversation; be a resource<br />
    6. 6. 6<br />Establish diversity as a shared value<br />
    7. 7. 7<br />Demonstrate Impact<br />
    8. 8. Maintaining effective outreach, recruitment and retention <br />8<br />
    9. 9. Conferences vs. Fairs<br />Use your networks<br />National Name Exchange<br />9<br />Outreach<br />
    10. 10. 10<br />Conference vs. Fair<br />Flickr: dale_hameister<br />
    11. 11. 11<br />Use Your Networks<br />Flickr: dale_hameister<br />
    12. 12. 12<br />
    13. 13. 13<br />Consortium of universities interested in increasing access of URMs to grad school<br />Average GPA: 3.6<br />Honors: 32 %<br />177 apps to UW<br />
    14. 14. Work w/ depts to create competitive and creative packages<br />Focused recruitment: PSD, open houses, GDRs<br />Be realistic about fit<br />Be accessible<br />14<br />Compete & Recruit<br />Photo: GO-MAP<br />
    15. 15. Don’t underestimate importance of “fit”<br />15<br />Fit<br />Meet Sarah<br />
    16. 16. Are you accessible? <br />Are you listening?<br />Are you responsive?<br />16<br />Meet Sarah<br />
    17. 17. 17<br />“<br />“<br />
    18. 18. Retention: Maintaining a robust, diverse community of scholars<br />18<br /><ul><li>Funding
    19. 19. Networking
    20. 20. Professional development
    21. 21. Participation
    22. 22. Continuous communication
    23. 23. Identify & address hurdles</li></li></ul><li>Identify & Address Hurdles<br />19<br /><ul><li>Students feel isolated after generals
    24. 24. Form writing groups
    25. 25. Lack of funding
    26. 26. Dissertation fellowships, quarterly awards
    27. 27. Survey student needs
    28. 28. Ex: PhD survey</li></li></ul><li>So remember…<br />20<br />
    29. 29. Follow up<br />Establish yourself [or office] as the go-to <br />Don’t underestimate fit<br />Be where your students are<br />Work towards making diversity a shared value<br />21<br />Top 5<br />
    30. 30. Cynthia Morales, Asst. Director, GO-MAP<br />cmorales@uw.edu<br />Sophia Agtarap, Admin. Counselor, GO-MAP<br />sagtarap@uw.edu<br />grad.washington.edu/gomap | gomap@uw.edu<br />@uwgomap |facebook.com/uwgomapslideshare.com/uwgomap<br />22<br />Connect With Us<br />

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