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