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College Diversity Awards

Office of the Vice Provost for Diversity and African American Affairs
Announces the
2004 -2006 College Diversity Award Recipients!

NC State is committed to creating and improving opportunities to make our campus a more diverse and inclusive community. To support these efforts, the Office of the Provost, through the Vice Provost for Diversity and African American Affairs solicits proposals every two years for the development and implementation of new and continuing diversity initiatives within the ten colleges. This is a competitive process and requires matching funds from the colleges.

A panel of faculty and students appointed by the Vice Provost for Diversity and African American Affairs is charged with reviewing all the proposals submitted by the colleges. This panel makes recommendations to the Vice Provost for Diversity and African American Affairs for which proposals should be funded (if any)and how much funding the proposal should receive. Based upon the panel's recommendations, the Vice Provost makes the final decisions and distributes the funds.

This year the committee made these general comments about their work:

“We appreciated the opportunity to see and examine the many and varied college activities currently underway or being planned. We also appreciate how much work and effort the colleges have already committed toward enhancing diversity at NC State University. We conscientiously embraced our charge to identify those proposals that, in our judgment, best met the criteria set forth in the Request for Proposals. We received nine proposals requesting a total of $162,661.50. After careful review and consideration of all the proposals that were submitted, we voted to fund five proposals. Three proposals were fully funded and two proposals were partially funded. All the available funds ($90,000) were awarded to support these proposals. ”

College Diversity Award Amounts

College of Design

“Recognizing Design Aptitude Program”
Dean Marvin J. Malecha, FAIA
Dr. Marva C. Motley
Dr. Kofi M. Boone
Dr. Kermit Bailey

College of Physical and Mathematical Sciences (PAMS)

“Recruiting, Retention and Graduation Strategies for Doctoral Students in Statistics”
Dean Daniel L. Solomon
Dr. Kimberly Weems

College of Humanities and Social Sciences (CHASS)

“SUCCESS Project”
Dean Linda P. Brady
Dr. Monica Leach

College of Education (CED)

“Diverse Leaders for North Carolina’s Increasingly Diverse Schools"
Dean Kathryn Moore
Dr. Grant L. Holley
Dr. Anona Smith Williams

College of Agriculture and Life Sciences (CALS)

“A Model of Assessment and Training: From Exclusion to Empowerment”
Dean Johnny C. Wynne
Dr. Brenda Alston-Mills

College Diversity Award Proposal Requirements

Proposals should link the proposed diversity initiative to the academic mission of the university and should be designed to have an impact on the quality of teaching and learning about diversity. Any funded proposals must enrich the diversity experiences of all students or improve recruitment, retention and graduation of students from historically underrepresented groups. Alternatively, proposals might focus on efforts to recruit and retain faculty from historically underrepresented groups.

1. All proposals are to have the College as the primary sponsor. Proposals, however, may be targeted at specific departments within a College, so long as the initiative is one that has College-wide implications. For example, a department may be targeted as a “test case” for an initiative that is being developed or revised for college-wide implementation. Proposals may also specify partnerships with other University units or groups from the community willing to invest in the diversity innovation or initiative.

2. Proposals may be for one-time funds of seed money for development of an innovation or for a program grant.

a. Proposals for seed money should focus on activities to enhance development progress including but not limited to release time for faculty to design and test pilot a program. Seed money proposals may request funds up to $5000.00.

b. Proposals for one-time program grants that have to do with advancements of ongoing diversity activities the college has been pursuing will be considered. These one time grant proposals may request up to $20,000.00 in funding. It is expected that the proposal will include a plan to institutionalize this funding should the innovation prove successful.

c. The Office for Diversity and African American Affairs will have $40,000.00 to award in January of 2005. These are state funds and must be spent by the receiving college by June of 2005. An additional $50,000.00 will be available for use during AY 2005-2006. This money will be awarded in January as well, but will not be available until July 2005. As Colleges develop budgets for their proposals, they should clearly indicate when they expect to spend the funding they receive from the Office for Diversity and African American Affairs.

3. Proposals should not exceed 6 single-spaced pages including a narrative description of the proposed initiative, a statement relating the initiative to the compact plan; a budget page including appropriate cost sharing; and a schedule of deliverables.

4. Colleges should submit 10 copies of the proposal no later than 5:00 p.m. October 15, 2004 to the Office for Diversity and African American Affairs, 201 Holladay Hall, Box 7527. The final results will be announced to all participants by December 15, 2004 and the funds for the selected proposal will be available January 01, 2005.

College Diversity Award Proposal Evaluation Criteria

Proposals will be evaluated on the basis of the following criteria:

1. The extent to which the proposed strategy shows that the College takes substantial ownership for and commitment to the innovation through cost sharing or matching funds. Colleges should be investing monies in the diversity initiative that is equal to or greater than 50% of the total expected cost of the initiative. The funds from this competitive process can provide up to 50% of the total cost.

2. The extent to which the diversity initiative goes beyond an isolated, “one-shot” “one-activity” approach.

3. The extent to which the diversity initiative is designed to build permanent structures and programs showing development toward a sustained and continuing effort.

4. The extent to which the proposed diversity initiative is designed to bridge outcomes (e.g., recruitment and retention; retention and graduation) and promote a seamless path from recruitment to graduation.

5. The extent to which the proposed initiative promotes partnership with other campus units and fosters meaningful relationships among diverse student or faculty groups.