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State of System Report President Mark Kennedy Faculty Senate

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State of System Report President Mark Kennedy Faculty Senate State of System Report President Mark Kennedy Faculty Senate April 22, 2021 Bergen Thank you for your extra effort to deliver on our mission during a challenging year UCCS Happy Earth Day – photo of charging station in 1800 Grant Happy Earth Day 1800 Grant Delivering on our Mission • Response to Pandemic – Economic Downturn • Federal Government Engagement 5th Letter Related to Stimulus Funding Organized by CU Active Engagement with Congressional Delegation on Stimulus Funding Vital to Navigating Pandemic Delivering on our Mission • Response to Pandemic – Economic Downturn • Federal Government Engagement • State Government Engagement • Vaccination for student facing faculty and staff Responding to Share Governance Priorities • Vaccination preFerence For student Facing Faculty and staFF • 30-day notice on return to work • Tuition beneFit – advance registration For classes Organized Letter to Governor Requesting Vaccination PreFerence For Student Facing Faculty and StaFF Delivering on our Mission • Response to Pandemic – Economic Downturn • Federal Government Engagement • State Government Engagement • Vaccination For student Facing Faculty and staFF • Funding State Budget Update • $81.8 million increase for operating funding ($19.0 million, 7.9% increase at CU) • $18.5 million increase for financial aid • $16.0 million increase at the CU Anschutz School oF Medicine for Medicaid Upper Payment Limit funding to help with Aurora Health Public Commons development Page Title Here 14 $14.1 million state funding for CU Boulder Hellems Building Renovation (includes year 1 and year 2 of four-year project) CU Boulder Delivering on our Mission • Response to Pandemic – Economic Downturn • Federal Government Engagement • State Government Engagement • Vaccination For student Facing Faculty and staFF • Funding • Enrollment Spring Census Headcount % Change 2020 to 2021 Western State Colorado University 23.7% Adams State University 10.8% University of Colorado Anschutz 6.0% Colorado School of Mines 3.6% Fort Lewis College 2.3% University of Colorado Denver 0.5% University of Colorado Boulder -1.0% Colorado State University -3.2% CU Denver > MSU Community Colleges -5.3% CU Boulder > CSU Colorado Mesa University -5.8% UCCS > CSU Pueblo University of Colorado Colorado Springs -5.8% Metropolitan State University of Denver -7.3% University of Northern Colorado -8.7% Colorado State University - Pueblo -8.8% -15.0% -10.0% -5.0% 0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% Source: CDHE Census Headcount; Spring 2020 and Spring 2021 Estimates 17 Delivering on our Mission • Response to Pandemic – Economic Downturn • Federal Government Engagement • State Government Engagement • Vaccination For student Facing Faculty and staFF • Funding • Enrollment • Compensation • Lifted all Furloughs • 2.0% temporary compensation for Faculty and Exempt Staff (July 1 to Dec 31) • January 1, 2022 merit pool approved contingent on achievement of specified fall census enrollment Delivering on our Mission • Response to Pandemic – Economic Downturn • Federal Government Engagement • State Government Engagement • Vaccination For student Facing Faculty and staFF • Funding • Enrollment • Compensation • All campuses returning primarily to in-person in fall CU Anschutz strongly considering mandatory vaccination consistent with their medical protocols when vaccines fully approved by FDA CU Anschutz No decision yet on other campuses Delivering on our Mission • Response to Pandemic – Economic Downturn • Strategic Planning Update Power of Systemwide Strategic Plan • Aligns Regents, administration and campuses towards a sustained focus on a limited number of mutually agreed aspirational goals vital to achieving mission • Executed through campus specific strategic plan 22 ALIGNMENT WITH CU SYSTEM STRATEGIC PLANNING ü Diversity, inclusion, equity, and access ü Campus wellness and mental health ü Healthcare ü Collaboration and partnership ü Research and scholarship • Pillar 1: Affordability & Student Success Leaning• GraduationInto Rate the & Retention:Future Strategic (4 yr., 6 yr., Plan 1st yr. retention) – overall, URM CU Diversity vs Colorado Boulder 4-Year Graduation Rates 100% Black/African American 61% 55% 57% 57% Hispanic/Latino 53% 50% 50% 53% 44% 48% 45% 48% 50% 40% 42% Asian 36% Wh ite Total First-Time Freshman 0% Fall 2014 thru FY2018 Fall 2015 thru FY2019 Fall 2016 thru FY2020 UCCS 6-Year Graduation Rates 100% Black/African American 70% 61% Hispanic/Latino 45% 47% 45% 44% 46% 45% 47% 45% 50% 40% 36% 40% Asian 29% 29% Wh ite Total First-Time Freshman 0% Fall 2012 thru FY2018 Fall 2013 thru FY2019 Fall 2014 thru FY2020 Denver 6-Year Graduation Rates 100% Black/African American 66% 58% 61% Hispanic/Latino 51% 52% 52% 48% 44% 44% 44% 50% 42% 38% 39% 40% 39% Asian Wh ite Total First-Time Freshman 0% Fall 2012 thru FY2018 Fall 2013 thru FY2019 Fall 2014 thru FY2020 Sources: Graduation Rates from campus institutional research offices. Cohorts based on first-time full-time freshman cohort. 25 System Strategic Planning Metrics: Graduation and Retention for URM 4-Year Graduation Rate For Under-Represented Minorities 6-Year Graduation Rate For Under-Represented Minorities Retention Rate For Under-Represented Minorities First-time Full-time Freshman • Pillar 1: Affordability & Student Success Leaning• GraduationInto Rate the & Retention:Future Strategic (4 yr., 6 yr., 1Planst yr. retention) – overall, URM • Wellness & Mental Health: mental health training; wellness culture survey • Pillar 1: Affordability & Student Success Leaning• GraduationInto Rate the & Retention:Future Strategic (4 yr., 6 yr., 1Planst yr. retention) – overall, URM • Wellness & Mental Health: mental health training; wellness culture survey • Innovation in Learning & Teaching Initiative • Hybrid program offerings • Non-degree credentials • Adaptive learning tools • VR, AR • Pillar 1: Affordability & Student Success Leaning• GraduationInto Rate the & Retention:Future Strategic (4 yr., 6 yr., 1Planst yr. retention) – overall, URM • Wellness & Mental Health: mental health training; wellness culture survey • Innovation in Learning & Teaching Initiative • Pillar 2: Discovery & Impact • Sponsored Research Funding (Awards) • Campuses continue to focus on and value non-funded research 82 Collaborative Submissions ABNEXUS Generate knowledge that improves human well- being and spurs innovation and economic development ABNexus Off to the Races… Results to Date Proposal Analysis • Master Collaboration Agreement executed • 74 full proposals received between campuses • 61% New Collaborations ($50k) • Expedites joint proposal review by offices of grants and contracts • Even participation across campuses • No F&A on first $25k of direct costs for intercampus proposals • Awarded $675K in collaborative grants • Increased externally awarded collaborative proposals over historical baseline values • $2M increase in FY 2020 • On pace to realize $3M in FY 2021 Goal: Grow external Funding by $29M by 2024 • Pillar 1: Affordability & Student Success Leaning• GraduationInto Rate the & Retention:Future Strategic (4 yr., 6 yr., 1Planst yr. retention) – overall, URM • Wellness & Mental Health: mental health training; wellness culture survey • Innovation in Learning & Teaching Initiative • Pillar 2: Discovery & Impact • Sponsored Research Funding (Awards) • Healthcare: Patients Served by CU Anschutz Clinical Faculty • Pillar 1: Affordability & Student Success Leaning• GraduationInto Rate the & Retention:Future Strategic (4 yr., 6 yr., 1Planst yr. retention) – overall, URM • Wellness & Mental Health: mental health training; wellness culture survey • Innovation in Learning & Teaching Initiative • Pillar 2: Discovery & Impact • Sponsored Research Funding (Awards) • Healthcare: Patients Served by CU Anschutz Clinical Faculty • Pillar 3: Diversity, Inclusion, Equity & Access • Diversity of Faculty, Staff, Students – URM and veterans Diversity Faculty, Staff and Students Percent New Faculty Hires From Under-Represented Minorities Percent New Faculty Hires that are Veterans Percent New StaFF Hires From Under-Represented Minorities Percent New StaFF Hires that are Veterans Percent New Students From Under-Represented Minorities Percent New Students that are Veterans Also tracking number oF hires • Pillar 1: Affordability & Student Success Leaning• GraduationInto Rate the & Retention:Future Strategic (4 yr., 6 yr., 1Planst yr. retention) – overall, URM • Wellness & Mental Health: mental health training; wellness culture survey • Innovation in Learning & Teaching Initiative • Pillar 2: Discovery & Impact • Sponsored Research Funding (Awards) • Healthcare: Patients Served by CU Anschutz Clinical Faculty • Pillar 3: Diversity, Inclusion, Equity & Access • Diversity of Faculty, Staff, Students – URM and veterans • Belonging Survey – civility, accepting people with different ideas, harassment • Survey to be administered by all campuses annually beginning in fall • Pillar 1: Affordability & Student Success Leaning• GraduationInto Rate the & Retention: Future (4Strategic yr., 6 yr., 1 Planst yr. retention) – overall, URM • Wellness & Mental Health: mental health training; wellness culture survey • Innovation in Learning & Teaching Initiative • Pillar 2: Discovery & Impact • Sponsored Research Funding (Awards) • Healthcare: Patients Served by CU Anschutz Clinical Faculty • Pillar 3: Diversity, Inclusion, Equity & Access • Diversity of Faculty, Staff, Students – URM and veterans • Belonging Survey – civility, accepting people with different ideas, harassment • Pillar
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