SUNY EDI Action Plan Map: SUNY Brockport

In February 2021, SUNY Chancellor Jim Malatras announced SUNY’s 25-point Action Plan to close racial equity gaps, and eliminate cultural and institutional racial discrimination across SUNY campuses. We have taken that plan and mapped it, where applicable, against the efforts SUNY Brockport currently is doing and then included next steps.

A. Close Student Academic Equity Gaps

Current Brockport Mapping Against Plan
We have a strong EOP and EOC.

Next Steps
We will continue to focus on persistence, retention and graduation rates for our EOP students, as per our new Persistence Roadmap. We need to invest in more technology support and training for EOP staff especially post-COVID. In addition, we would like the program to focus more on major and career exploration, transition, and advising so that our good first to second year retention is matched by persistence beyond this point in time. For our REOC, we are focusing on additional Online EOC offerings via SUNY for All.

Current Brockport Mapping Against Plan
Since 2015, SUNY Brockport’s Completion Program has reached out to students who stepped out prior to graduation and facilitated their return. In five years, 651 students who left without a degree, returned and graduated. In addition, the University generated close to $1.3 million dollars in tuition revenues and nearly $114,000 in back bills. In the spring of 2021, 52 former students are registered and working toward their degree.

The program’s success is related to the comprehensive approach used to support these returning students. They receive personal assistance in advising, mentoring, and financial aid referrals. In addition, many are able to receive financial support via a unique grant program: “Flying Start, Flying Finish”.

The Brockport Completion Program pre-dates SUNY’s program. It was funded by a PIF Grant and to date has graduated approximately 30% of the 2,170 SUNY completion students.

Post grant, we created a permanent position for the Completion Specialist.

Next Steps
We need to continue to support this endeavor with additional data collection regarding reasons student leave and barriers to their return, as well as initiatives to prevent students walking away, etc.

The REOC plans to implement a completion program, using Brockport protocols.

Current Brockport Mapping Against Plan
Brockport does not award currently credit for “life experience.” This decision was initially made several years back based on our limited ability to assess these experiences effectively. As a result, student requests are referred to Empire State College which has the resources and expertise to evaluate and determine credit Prior Learning Assessment (PLA). We do offer PLA for credit by exam, including AP and IB. Other exams are given for courses offered in foreign languages, nursing, and public health education. Credit earned in this way is recorded via Degree Works and treated as transfer credit earned from four-year colleges.

Credit is also awarded for military experiences and for non-credit courses in non-collegiate institutions.

Next Steps
The Deans, the Provost, and Admissions are reviewing our current practice to see if there are opportunities to expand. These include the following actions:

Developing a more comprehensive web page for current and potential transfer students
Submitting a Senate proposal to eliminate the 54 credit limit
Adding the SUNY appeal of transfer credit form to transfer acceptance packages
Exploring an MOU for portfolio assessment with Empire State College and reviewing financial aid options.
Developing further portfolio assessment options locally
Disseminating the information on credit by exam to chairs by the deans in hopes of increasing this option
Reviewing credit by exam for LOTE with Modern Languages

In addition, we will explore re-imagining Delta College. Delta College students can complete in 99 credits but the program is typically only open to freshmen. One suggestion might be to reframe Delta into a completion program for returning adults.

B. Create A More Inclusive Culture at SUNY

Current Brockport Mapping Against Plan
N/A to Brockport, as this is a System-wide undertaking

Next Steps
We have developed definitions for EDI on our campus; SUNY’s definitions, once created, will supersede our campus definitions. The Cabinet proposes adding Inclusion as a fifth value of the University during the review of the next strategic plan.

Current Brockport Mapping Against Plan
Brockport’s Black Male Initiative (BMI) is the Talon Academy, implemented in 2020. We have also created the Joey Jackson Intercultural Center.

Next Steps
Our Persistence Roadmap addresses a sense of belonging on campus and offers KPIs and goals that focus on our under-represented students. The Student in Transition Committee is exploring additional support for Latinx Women.

Current Brockport Mapping Against Plan
Brockport has a wealth of student clubs and organizations specifically for students of color, including African Student Union, Association of Latinx American Students, BSG Cultural Council, Caribbean Student Association, Men of Color, Organization for Students of African Descent (OSAD), Women of Color Empowerment Club, as well as fraternities and sororities.

Next Steps
Continue to support our student clubs and organizations as important Co-Curricular High Impact Practices (CHiP) on campus.

C. Embed Racial Equity into Curriculum and Toward Racial Equity

D. Strengthening Institutional Role of CDO on Every Campus

Current Brockport Mapping Against Plan
Since 2015, at the direction of the president, SUNY Brockport has increased the budget for the OEDI by 174%, not including the PIF grants that were won through a competitive process. We have added full time secretarial support, made a temporary position permanent, and allocated additional Brockport Auxiliary Service Corporation dollars to their budget (this was accomplished a re-allocation process that reduced funds in other divisions). In 2020, along with all other areas of campus with the exception of Academic Affairs, OEDI underwent a Zero Based Budget exercise. This exercise focused on what the core needs are for the office and the institution. Like all offices on campus, OEDI will need to look at budget savings as a result of the current state-wide budget crisis, but we are also looking to see what investments should be made once both the mandated state hiring freeze is lifted, and our university’s budget situation improves.

Next Steps
Continue to look for additional support for the OEDI. Working with new CDO on plans for future expansion of the office, as budgets allows. Work with the new CDO on how best to craft the job description for the current vacancy in the office. Develop plans for Faculty Fellowships to supplement staffing. Increase work-study opportunities in the office.

SUNY EDI Action Plan Map

A. Close Student Academic Equity Gaps

1. Strengthen and Expand Opportunity Programs

2. Expand Re-Enroll to Complete Program to Close Persistent Equity Gaps

3. Develop a Robust Policy to Expand Higher Education Credit for Life and Work Experience

4. Expand Successful Programs to Support and Recognize Indigenous Learning Across SUNY System

B. Create A More Inclusive Culture at SUNY

1. Develop a Model Diversity Training Program for Campuses

2. Conduct a SUNY-Wide Biennial Climate Survey

3. Review and Enhance SUNY’s Mission to Expressly Support Diversity, Equity and Inclusion

4. Expand Programs Dedicated to the Social-Emotional and Academic Development of Students of Color

5. Expand Clubs and Other Formal Student Organizations for Students of Color

6. Create a System-Wide Research Institute on Racial Equity

7. Create a Permanent Process to Address Diversity, Equity and Inclusion at the Board of Trustees Level

C. Embed Racial Equity into Curriculum and Toward Racial Equity

1. Incorporate Diversity in General Education Requirements

2. Update Criminal Justice Curriculum

3. Develop a Process to Share Best Practices or Best in Class in Embedding Racial Equity into Curriculum

D. Strengthening Institutional Role of CDO on Every Campus

1. Conduct a System-wide Audit of the Impact and Effectiveness of the CDO role on every campus

2. Update Policy that CDOs must be a Direct Report to the President at Every Campus

3. CDOs must have sufficient Resources to Carry Out their Roles and Responsibilities

4. Any Hiring or Change in Employment Status of a CDO Should be Reported to the System Office of Diversity, Equity and Inclusion

E. Increase Diversity of Faculty and Staff at SUNY

1. Expand PRODiG Program to Better Serve SUNY’s Community Colleges

2. Establish a Black Leadership Academy

3. Forge Partnerships with the EOCs and UPD to Recruit Police Officers in Communities of Color

4. Form a Partnership with NYS Department of Civil Service to Remove Barriers to Applicants to Law Enforcement Positions

5. Create a Public Safety Micro-Credential to Create Combined Education and Workforce Opportunities in Law Enforcement for Students of Color

6. Increase Diversity within All Candidate Pools for Non-Faculty Campus Hiring

7. Expand Campus Participation in NY Higher Education Recruitment Consortia (HERCs)