The Milwaukee Commitment Implementation Plan
July, 1999


Person(s) Responsible
Implementation Steps
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. 
Chancellor
  • Raise external (private, state, or federal) funds for the precollege programs to double the number of students served, create new programs, and expand the existing precollege programs.
  • Obtain funds from MPS, DPI, MATC, UWS and UWM base budget to support precollege programs.
June 2003
Precollege Directors
  • Develop new programs or expand existing precollege programs for 4th (and 5th) graders, and identify TRE/D students in metropolitan Milwaukee schools for participation in these programs.
  • Offer program activities at UWM and cooperating school sites.
  • Submit annual performance evaluations to the Milwaukee Commitment Advisory Panel (MCAP), the Chancellor, and the Campus M/D Coordinator. 
  • Submit proposals to the MCAP for funding consideration.
Ongoing after new funds are made available
MCAP and Chancellor
  • Develop proposal guidelines and process to award the additional precollege funds.
  • Review and approve the funding of precollege proposals. These responsibilities can be delegated to the Campus M/D Coordinator.
After new funds are made available
Precollege Directors and Admissions (DES) Director
  • Establish the process and criteria for guaranteeing UWM admission to precollege participants upon their graduation from high school.
  • Develop "certificate of acceptance" or "contract of agreement" for future admission to UWM.
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.
Precollege Directors
  • Develop a comprehensive strategic and marketing plan.
  • Develop brochures in Spanish, Hmong, Laotian, and Vietnamese.
  • Conduct parent workshops.
  • Implement an annual precollege fair for parents, students and teachers/counselors. The fair will include parent workshops; informational sessions; and onsite application, registration, and/or interviewing processes.
  • Meet with UWM staff, K-12 school counselors, and other school personnel.
  • Collaborate with the Student Association Peer Outreach Program, 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.
Director of Office for Multicultural Affairs
  • Hire 1.0 FTE evaluation specialist to evaluate precollege programs and track precollege students who participated in the 4th grade and above precollege programs (provided that funds are available for this position). 
  • Evaluate precollege students through grades, test scores, and persistence through high school and college.
  • Track precollege participants throughout high school and college until age 24 by conducting focus group sessions and surveys.
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.
Director of Office for Multicultural Affairs
  • Submit an annual report on precollege activities, participants, and assessment to the Milwaukee Commitment Advisory Panel, the Chancellor, the governance groups, and the precollege directors (after the funding of the 1.0 FTE position in Action Step #3).
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.
#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.
Provost and Vice Chancellor
  • Secure five vacant faculty and five vacant academic staff position lines to loan to schools/colleges/divisions for three years.
  • Develop proposal guidelines for the allocation of these positions. Proposals must include how schools/colleges/divisions will fund the position line upon completion of the three-year allocation.
  • Establish an ad hoc committee to review the proposals and make recommendations to the Provost and Vice Chancellor for allocation of the positions.
December 1999 (to secure position lines)
Provost and Vice Chancellor and Assistant Vice Chancellor-Personnel
  • Establish the faculty and academic staff recruitment fund.
  • Develop proposal guidelines for awarding the faculty and staff recruitment funds to schools/colleges/divisions. Recruitment plans must be submitted along with all requests for funds.
  • Utilize the above ad hoc committee to review requests and make recommendations to the Provost and Vice Chancellor for funding consideration. Decisions on awarding of funds must be made by February for faculty recruitment, and April for academic staff recruitment.
  • Submit a report to the Milwaukee Commitment Advisory Panel on how the positions were allocated and the recruitment funds distributed/awarded to the schools/colleges/divisions.
December 1999 (to establish recruitment funds)
#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. 
Provost and Vice Chancellor
  • Create ten new faculty positions for acknowledging schools/colleges/divisions' efforts in accomplishing goals 2 and 3 of the Milwaukee Commitment in 1999-2000, 2000-2001, and 2001-2002.
  • Develop criteria and establish process, in consultation with the Campus M/D Coordinator, to allocate the positions to schools/colleges/divisions.
July 2002
AVC-Personnel, Academic Deans, and Director of Institutional Research
  • Provide relevant report/data based on established criteria on goals 2 and 3 of the Milwaukee Commitment, i.e., faculty, staff and student numbers, retention, promotion/graduation, exit interview data, etc. (can be included as part of the 2003-2004 resource planning process).
  • Submit report/data to the Milwaukee Commitment Advisory Panel (MCAP) for review.
November 2002
MCAP
  • Review report/data on the progress made by schools/colleges/divisions on the Milwaukee Commitment goals and action steps.
  • Make recommendations to Provost and Vice Chancellor (and the Campus M/D Coordinator) on the allocation of the faculty positions.
March 2003
#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.
Provost and Vice Chancellor
  • Establish criteria for the selection of TRE faculty and academic staff members to attend the UW System leadership institute. The selection of attendees will be made in consultation with the Campus M/D Coordinator.
  • Allocate funds to support the costs of staff attendance at the institute if these costs are not covered by UW System Administration.
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. 
Assistant Vice Chancellor-Personnel
  • Request new funding for mentoring programs to support the Academic Staff Mentoring program, which is designed to foster and nurture probationary academic staff in successfully obtaining indefinite status.
  • Provide information on new tenure-track faculty and probationary academic staff hires to departments and the Faculty and Academic Staff Mentoring programs.
  • Submit an annual report, in conjunction with the Faculty and Academic Staff Mentoring programs, Academic Staff Committee, University Committee, and the Office of Diversity/Compliance, to the Milwaukee Commitment Advisory Panel, the Chancellor, and the Campus M/D Coordinator on the activities and impact of mentoring programs on faculty and staff retention and promotion.
September 1999
Faculty Mentoring Program and Academic Staff Mentoring Program
  • Request mentors from departments hiring tenure-track faculty members and probationary academic staff members for participation in the mentoring programs. If need be, mentors can be obtained from other departments. 
  • Provide training to mentors to establish successful mentor/mentee relationships.
  • Match all new junior faculty and probationary academic staff hires with experienced mentors.
  • Coordinate events, activities, and workshops to facilitate, monitor, and enhance the mentor/mentee relationships for successful career progression at UWM.
Ongoing on an annual basis
Academic Staff Committee, AVC-Personnel, and AC for Diversity/Compliance
  • Monitor and evaluate the Academic Staff Mentoring program.
  • Assist the Assistant Vice Chancellor-Personnel in preparing an annual report on the activities and impact of the mentoring programs for submission to the Milwaukee Commitment Advisory Panel.
Ongoing on an annual basis
#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.
Assistant Chancellor for Diversity/
Compliance, AVC-Personnel, and Director of Human Resources
  • Research literature and survey appropriate universities for creative strategies to increase successful TRE recruitment and hiring.
  • Expand and solidify procedures for TRE recruitment and hiring, including recruitment waivers.
  • Provide expanded training to search committees to ensure diversity in the applicant pools.
  • Continue to provide training and implement career tracking/retention initiatives.
  • Identify climate issues and problem areas.
  • Develop and implement intervention strategies to address identified issues and problems.
  • Submit report/data to the Milwaukee Commitment Advisory Panel on issues and problems, if any, that need to be addressed, as well as intervention strategies to resolve these concerns.
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.
Chancellor 
  • Raise $20,000,000 in endowment for full scholarships, which include tuition, books, room and board, for undergraduate students.
  • Establish eligibility criteria and procedures in awarding the full undergraduate scholarships. The scholarships should be awarded to TRE/D Wisconsin residents for up to a maximum of five years.
  • Charge an appropriate unit to administer the scholarship program.
  • Submit an annual report to the Milwaukee Commitment Advisory Panel on the amount of funds raised, as well as how the scholarships are awarded to students and their impact on student retention and graduation. This reporting process can be delegated to the unit responsible for the administration of the scholarship program.
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.
Chancellor 
  • Raise $5,000,000 in endowment to provide scholarships for part-time or full-time graduate students.
  • Establish eligibility criteria and procedures in awarding the graduate scholarships to Wisconsin residents.
  • Charge an appropriate unit to administer the scholarship program.
  • Submit an annual report to the Milwaukee Commitment Advisory Panel on the amount of funds raised, as well as how the scholarships are awarded to students and their impact on student retention and graduation. This reporting process can be delegated to the unit responsible for the administration of the scholarship program.
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. 
Provost and Vice Chancellor
  • Establish a resource of experts to provide technical assistance supporting faculty and teaching academic staff members' efforts to infuse diversity contents into the curriculum.
  • Publicize the resource of experts extensively to the university community so that it will be widely utilized.
January 2000
Chancellor
  • Establish a yearly grant program for individual faculty and academic staff to infuse diversity into new or existing courses.
  • Charge the Multicultural Affairs Administrative Committee to administer the curriculum infusion grant program.
January 2000
Multicultural Affairs Administrative Committee
  • Develop proposal guidelines, in consultation with the Center for Instruction and Professional Development, for the curriculum infusion grant program. The program will provide up to $2,500 per award recipient.
  • Solicit proposals, with assistance from the Center for Instruction and Professional Development and Institute on Race and Ethnicity, from faculty and academic staff members to infuse diversity contents into new or existing courses.
  • Review and make recommendations to the Campus M/D Coordinator to award the funds on a yearly basis.
April - October 2000 and ongoing on a yearly basis
Campus M/D Coordinator
  • Make award determination for the curriculum infusion grant program and send out award letters (with copies to the Provost and Vice Chancellor, and academic deans/division heads).
  • Submit a report on the curriculum infusion grant program to the Milwaukee Commitment Advisory Panel on a yearly basis.
November 2000 and ongoing
#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. 
Provost and Vice Chancellor
  • Secure funding for a Multicultural Studies Librarian position in the Golda Meir Library.
  • Request matching funds from the UW System Administration.
January 2000
Director of Golda Meir Library
  • Develop position description for the Multicultural Studies Librarian position.
  • Establish a search and screen committee consisting of multicultural individuals to interview and recommend candidate for hire to the Director of Golda Meir Library.
  • Enhance the library holdings in the areas of ethnic studies.
August 2000
Multicultural Studies Librarian
  • Manage and expand the Multicultural Studies Archive at the Golda Meir Library.
  • Publicize and make the Archive available for university and public use.
  • Provide resource and assistance to faculty and academic staff members in identifying materials for infusing diversity into the curriculum and/or researching on diversity issues.
  • Provide resource and assistance to students in identifying materials for course assignments and/or researching on diversity issues.
September 2000 and ongoing
#5: The Provost and Vice Chancellor will establish three new positions to provide expanded advising and tutoring services to TRE/D students.
Provost and Vice Chancellor
  • Secure funding and establish three new positions to provide additional advising and tutoring services to TRE/D students.
  • Determine, in consultation with the Campus M/D Coordinator, where the three positions should be housed.
June 2003
Appropriate Department Supervisors
  • Develop position descriptions for the advising and/or tutoring positions and obtain approval from the Provost and Vice Chancellor and the Campus M/D Coordinator prior to initiating the search process.
  • Recruit, interview and hire candidates for the positions.
#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.
Assistant Chancellor for Student Affairs and Campus M/D Coordinator
  • Develop a campuswide plan for the recruitment of TRE/D students. 
  • Share and publicize the TRE/D recruitment plan with schools/colleges/divisions and units. The implementation of the plan is the responsibility of academic deans and Department of Recruitment and Outreach.
September 2000
Provost and Vice Chancellor
  • Establish a competitive recruitment initiatives fund to award monies for innovative recruitment proposals.
  • Charge the Multicultural Affairs Administrative Committee to administer the fund.
September 2000
Multicultural Affairs Administrative Committee
  • Develop proposal guidelines to award the monies to schools/colleges/divisions in their recruitment of TRE/D students. Proposals must include evaluations of the proposed recruitment activities. All funded proposals must also submit year-end reports on the proposed recruitment activities.
  • Publicize the grant program and solicit proposals from schools/colleges/divisions.
  • Review proposals and make recommendations to the Campus M/D Coordinator for funding consideration.
November 2000 and ongoing on a yearly basis
Campus M/D Coordinator
  • Make award determination for the recruitment initiatives fund and send out award letters (with copies to the Provost and Vice Chancellor, and academic deans/division heads).
  • Submit a report (based on reports submitted by the funded projects) to the Milwaukee Commitment Advisory Panel on a yearly basis.
February 2001 and ongoing
#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.
Chancellor and Assistant Chancellor for Student Affairs
  • Secure funding for the hiring of student recruiters, mentors, and tutors for the Student Association Peer Mentoring and Outreach Program.
  • Establish an advisory committee, in consultation with the Student Association, for the SA Peer Mentoring and Outreach Program.
January 2000 
Student Association Peer Mentoring Outreach Program and other appropriate units
  • Develop a recruitment/mentoring/tutoring plan that is consistent and in collaboration with the existing campus offices serving these same functions. This recruitment plan should also be consistent with the campuswide recruitment plan to be developed for the TRE/D students.
  • Implement the recruitment/mentoring/tutoring plan utilizing TRE/D students and alumni in recruiting and retaining TRE/D students.
  • Measure the success of the program/plan in recruiting and retaining TRE/D students.
  • Submit a report on the activities and impact of the program to the Milwaukee Commitment Advisory Panel on a yearly basis.
May 2000 to develop the plan, and August 2001 to submit the first report to MCAP
#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. 
Assistant Chancellor for Student Affairs
  • Secure base funding for monthly TRE cultural events, e.g., speakers, dances, informational and other events. The funds will be housed in the Student Union.
  • Appoint a Student Cultural Programming (SCP) Board, in consultation with the Student Association, consisting of the Student Union Director, Sociocultural Programming Coordinator, and eight students from various racial/ethnic backgrounds.
  • The Board will be chaired or co-chaired by students.
  • Request matching funds from external resources.
October 1999 and ongoing
SCP Board and Director of Student Union
  • Determine the types of events to be held in the Student Union based on student input and needs.
  • Coordinate, with assistance from the Student Union staff, the implementation of the monthly TRE events in association with a registered TRE student organization.
  • Publicize the events widely, with assistance from the Student Union staff, throughout the university and surrounding communities.
  • Submit an annual report on the SCP Board-sponsored activities and number of attendees at these activities to the Milwaukee Commitment Advisory Panel.
January 2000 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.
Chancellor
  • Appoint, in consultation with appropriate individuals and groups, a 24-member Milwaukee Commitment Advisory Panel. The Chancellor and the Campus M/D Coordinator will be ex-officio members of the Panel. The Panel will meet at least four times per year.
  • Provide funding for staff support to the Panel in its monitoring, evaluation, and oversight functions.
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.
Milwaukee Commitment Advisory Panel (MCAP)
  • Appoint a subcommittee to develop the criteria and process to evaluate the progress of the Milwaukee Commitment goals and action steps. The evaluation process should include the assessment of schools/colleges/divisions' contributions toward the Milwaukee Idea programs that are supportive of the Milwaukee Commitment goals.
  • Obtain approval of the evaluation criteria and process by the three campus governance groups.
  • Administer the evaluation process annually.
  • Develop proposal guidelines and process to award the additional precollege funds. This responsibility can be delegated to the Campus M/D Coordinator.
  • Solicit and review precollege proposals and make recommendations to the Chancellor and Campus M/D Coordinator for funding considerations. This responsibility can be delegated to the Campus M/D Coordinator.
  • Obtain and review the following annual reports and data: resource planning documents, precollege performance evaluation reports (Goal 1, Action Step 1), precollege tracking/student progress report (Goal 1, Action Step 4), loaner position/faculty and staff recruitment fund report (Goal 2, Action Step 1), faculty/staff/student number/retention/promotion/graduation data (Goal 2, Action Step 2), faculty/staff mentoring programs report (Goal 2, Action Step 4), recruitment/hiring concerns (if any, Goal 2, Action Step 5), scholarship reports (Goal 3, Action Steps 1 and 2), curriculum infusion grant program report (Goal 3, Action Step 3), student recruitment initiatives fund report (Goal 3, Action Step 6), SA Peer Mentoring and Outreach Program report (Goal 3, Action Step 7), and Student Cultural Programming Board report (Goal 3, Action Step 8).
  • Obtain the necessary data from the Office of Institutional Research, Office of Diversity/Compliance, Assistant Vice Chancellor-Personnel, and Department of Human Resources to assess the attainment of Milwaukee Commitment Goals 2 and 3, i.e., percentages of faculty and staff on campus, faculty/staff availability and utilization data, faculty/staff promotion rate, proportion of TRE/D students on campus, and student retention and graduation rates.
  • Submit an annual report to the Chancellor, Provost and Vice Chancellor, the governance groups, and the Campus M/D Coordinator. The report should identify areas of improvement and areas of accomplishments. This report may also be published in the UWM Report. 
  • Consider the establishment of Chancellor's Diversity Awards, based on the MCAP annual report, to acknowledge schools/colleges/divisions and/or individuals' contributions toward accomplishing the Milwaukee Commitment goals. The awards can be presented at a campuswide recognition event followed by a reception. 
June 2000 (to develop and approve the Milwaukee Commitment evaluation process)
Student Senate, Faculty Senate, and Academic Staff Senate
  • Review and approve MCAP subcommittee's evaluation process.
  • Review and provide input to the MCAP annual report. 
Provost and Vice Chancellor
  • Allocate, in consultation with the Campus M/D Coordinator, the ten faculty positions to schools/colleges/divisions based on the evaluation report from the MCAP in 2003.
  • Utilize the evaluative report as a factor in determining budget allocations for the schools/colleges/divisions on an annual basis.
March 2003
#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. 
Deans and Division Heads
  • Submit a progress report, based on the criteria established by the MCAP subcommittee (in Goal 4, Action Step 2), to the Milwaukee Commitment Advisory Panel.
  • Integrate the report into the Provost and Vice Chancellor's annual resource planning process.
  • Provide a plan to the MCAP for reversing trends/areas that have been identified as needing improvement based on the MCAP annual report.
Following specification of evaluation process
Campus M/D Coordinator
  • Review the MCAP annual report and provide feedback and possible strategies to schools/colleges/divisions that have consistently low outcomes and/or identified areas for improvement.
  • Share the MCAP annual report with the Multicultural Affairs Administrative Committee for additional feedback and possible strategies.