APPENDIX B

SUMMARY TABLE OF THE MILWAUKEE COMMITMENT
GOALS, ACTION STEPS, AND COMPLETION DATES



Step #
Action Step
Completion Date
Goal 1: Increase the scope of UWM's precollege programs to reach TRE/D students in fourth grade and above who are residents of metropolitan Milwaukee, while doubling the number of students served in 1997-98 by 2003.
1 UWM will create a coordinated, unified precollege program building on existing UWM precollege programs. The program will identify TRE/D 4th graders in metropolitan Milwaukee schools (and in other school districts in Southeastern Wisconsin that have substantial TRE/D student enrollment). This precollege program will work with these students consistently through their completion of high school. This precollege program will have clearly defined admissions policies and curriculum activities. Program activities will be implemented both at UWM and at cooperating school sites. New funds for this coordinated effort will be obtained from external fundraising, MPS, DPI, MATC, UWS and UWM base budget. Precollege programs will submit annual performance evaluations to the Milwaukee Commitment Advisory Panel. Programs wishing to receive expanded funding will submit a proposal for funding to the Advisory Panel. Proposals for matching funds for new initiatives may also be submitted and funded. The Advisory Panel and Office of the Chancellor must both approve the expenditure of these funds. Students who successfully complete the precollege program and meet specific criteria will be guaranteed admission to UWM upon graduation from high school.  June 2003
2 UWM will develop a strategic plan and marketing plan to attract a diverse population to participate in the precollege program. This plan will include brochures in Spanish, Hmong, Laotian, and Vietnamese; parent workshops; an annual UWM precollege fair; meetings with UWM staff, K-12 school counselors, and other appropriate school personnel; the Student Association Peer Outreach program; and other activities as deemed appropriate. January 2000
3 UWM will evaluate the success of this program by measuring: 1) the proportion of participants graduating from high school; 2) the proportion of participants accepted to a two- or four-year institution of higher learning; 3) the proportion of participants who attend UWM; and 4) the proportion of participants who receive a two- and/or four-year degree. Participants will be tracked through the implementation of focus group sessions and surveys, and evaluated on persistence and grade improvements on an annual basis as they proceed through the precollege program and through age 24 by the Office for Multicultural Affairs.  Ongoing from the start of program
4 The Office for Multicultural Affairs will provide an Annual Report on the number of TRE/D students involved in precollege programs and evaluate their progress for the Milwaukee Commitment Advisory Panel, the Chancellor, the University Committee, the Academic Staff Committee, and the Student Association. Ongoing after the funding of Action Step 3
Goal 2: Increase the percentage of TRE faculty and the percentage of TRE staff to reflect either the U.S. Department of Labor accepted availability and utilization data or the TRE/D composition of UWM students, whichever is greater, and achieve parity in the promotion rate with non-TRE faculty and staff by 2003.
1 The Office of the Provost and Vice Chancellor will provide five vacant faculty and five vacant academic staff position lines. These lines will be loaned for periods of up to three years to assist in the hiring of TRE faculty and academic staff. At the completion of each three-year period, the relevant school, college or division would be responsible for funding the line, and the line would become available for new hiring of TRE faculty and TRE academic staff. A fund, located in the Office of the Provost, will be made available to Departments that have low percentages of TRE faculty and academic staff for purposes of recruiting TRE faculty and academic staff. December 1999
2 The Office of the Provost and Vice Chancellor will create, through increased base budget, ten new faculty positions to acknowledge schools, colleges and divisions that have moved furthest toward meeting goals 2 and 3 of the Milwaukee Commitment during the years 1999-2002.  July 2002
3 The Provost and Vice Chancellor will provide the opportunity for tenured TRE faculty and academic staff members to attend the UW System leadership institute, a program to be created by Plan 2008. Following establishment of the institute
4 In conjunction with the existing Faculty Mentoring program, and with new funding for the Academic Staff Mentoring program, each academic department hiring probationary TRE faculty and academic staff will be requested by the mentoring programs to provide a mentor from inside the Department (or outside if necessary) for the new faculty or academic staff member, with training provided to mentors by the Faculty Mentoring program and the Academic Staff Mentoring program. The Academic Staff Mentoring program will foster and nurture successful academic staff careers through the coordination of a support network with mentors and mentees, and will require new base budget funding in the office of the Faculty Mentoring program to permit expansion to cover Academic Staff. The Academic Staff Mentoring program will be coordinated and evaluated by the Academic Staff Committee, in conjunction with the Assistant Vice Chancellor-Personnel and the Assistant Chancellor for Diversity/Compliance. All faculty/academic staff mentoring programs will be fully staffed and supported by the Office of the Provost and Vice Chancellor.  September 1999
5 Office of Diversity/Compliance, the Assistant Vice Chancellor-Personnel, and the Department of Human Resources will continue to expand and solidify procedures for facilitating successful TRE recruitments and hiring, including recruitment waivers where appropriate. Expanded training will be provided to search committees to enhance applicant flow diversity. Existing training and career tracking (retention) initiatives will continue and provide for identification of climate issues requiring interventions. Ongoing
Goal 3: Increase the proportion of TRE/D students to reflect their numbers in the metropolitan Milwaukee population and, through curricular and academic support, achieve parity in the retention and graduation rates with non-TRE/D students by 2003.
1 In conjunction with the UWM Foundation, the Chancellor will raise $20,000,000 in endowment to provide yearly undergraduate scholarships (tuition, fees, books, room and board) for a maximum of five years for TRE/D students who are residents of the State of Wisconsin. June 2003
2 In conjunction with the UWM Foundation, the Chancellor will raise $5,000,000 in endowment to provide yearly scholarships for TRE/D part- or full-time graduate students who are residents of Wisconsin. June 2003
3 UWM will target resources to provide technical assistance to support faculty members' efforts to infuse appropriate information about TRE groups into the curriculum. Such resources can include, but are not limited to, the Institute on Race and Ethnicity, experts from the faculty, staff and community, the Office for Multicultural Affairs Resource Center, and the Center for Instruction and Professional Development. The Office of the Chancellor will, through the Multicultural Affairs Administrative Committee, establish a yearly grant program providing up to $2,500 for individual faculty and academic staff to infuse diversity into new or existing courses.  January 2000
4 The Golda Meir Library will establish a Multicultural Studies Librarian position and enhance relevant materials which the Librarian will manage. The Librarian will ensure that the course content material regarding and for TRE groups is available for public use at the Archive. The Librarian will also function as a resource for faculty and academic staff to identify and make materials available for infusing diversity into the curriculum and for research on diversity issues.  January 2000
5 The Provost and Vice Chancellor will establish three new positions to provide expanded advising and tutoring services to TRE/D students. June 2003
6 The Provost and Vice Chancellor will establish a competitive recruitment initiatives fund to award monies to schools, colleges and divisions that submit innovative proposals for the recruitment of TRE/D students. September 2000
7 The Student Association Peer Mentoring and Outreach Program and the Office of the Chancellor, in collaboration with the Tutoring and Academic Resource Center, the Academic Opportunity Center, the Department of Recruitment and Outreach, the Office of Adult and Returning Student Services, American Indian Student Services, Southeast Asian Student Academic Services, Roberto Hernandez Center, African American Student Academic Services, the Graduate School, and all of the schools, colleges and divisions, will coordinate the development of a recruitment/mentoring/tutoring plan utilizing student peer interns and alumni, especially TRE students and alumni, to aggressively recruit and retain and increase the number of TRE/D students for and at UWM. January 2000 
8 UWM will create a board for Student Cultural Programming (SCP), consisting of the director of the Student Union, the coordinator of Sociocultural Programming, and eight students. This board shall be provided with at least $1,500 each month to put on a monthly TRE cultural event in the Student Union in association with a registered TRE student organization. The funding can be allocated towards speakers, dances, late-night events, informational events, etc., depending upon the decision made by the SCP. The UWM and the Student Union staff will assist the student organizations in planning and carrying out the events.  October 1999 and ongoing
Goal 4: Increase institutional accountability for achieving diversity and improving the campus climate.
1 The Chancellor, in consultation with the Campus M/D Coordinator, the Office of Diversity/Compliance, the University Committee, the Academic Staff Committee, the Student Association, the Classified Staff Unions, and the African American Faculty and Staff Council, the Latino Council, and other TRE faculty and staff, will appoint a 24-member Milwaukee Commitment Advisory Panel consisting of four administrators, four faculty members, four academic staff, four classified staff, four students, and four community leaders to monitor and evaluate the progress of the Milwaukee Commitment. The Chancellor and Campus M/D Coordinator will be ex-officio members of the Panel. September 1999
2 The Milwaukee Commitment Advisory Panel will appoint a subcommittee, reporting to the Panel, to develop and recommend an evaluation process during the 1999-2000 academic year which must be approved by the Student Senate, Faculty Senate, and Academic Staff Senate. The evaluation process will then be administered annually, with an Annual Report on the evaluation being provided by the Advisory Panel to the Chancellor, the Provost, the University Committee, the Academic Staff Committee, the Student Association, and the Campus M/D Coordinator. These evaluations will be used by the Provost and Vice Chancellor to allocate the ten faculty positions in 2003 according to the success of each school, college and division in meeting the goals of the Milwaukee Commitment. If the Cultures and Communities proposal in The Milwaukee Idea is approved, its development and implementation will be included in the evaluation process. The process will also be used as one of the factors in determining budget allocations for the schools, colleges and divisions. The evaluation will determine annually whether restricted resources are necessary to achieve the goals of the Milwaukee Commitment.  June 2000
3 As part of the evaluation process, it is expected that the deans and division heads will submit to the Milwaukee Commitment Advisory Panel an annual update on progress made toward accomplishing the goals of the Milwaukee Commitment. Such reporting should be integrated with the annual resource planning process. Schools, colleges and divisions with consistently low outcomes will provide a plan for reversing these trends.  Following specification of evaluation process