KCTCS SUPER SUNDAY EVENT - Association for the Advancement ...

AASHE Annual Conference , Los Angeles, CA

O
ctober 14, 2012

TODAY’S AGENDA


KCTCS Overview


KCTCS Sustainability Initiative


KCTCS Beyond the Numbers: Diversity
Action Plan


Action Planning Process


Lessons Learned/Next Steps


KCTCS PROFILE

Fall 2011


Created in 1997


16 colleges; 68 campuses


KY’s largest provider of
postsecondary education


600 Academic Programs


108,302
credit
-
seeking students


92 percent of students receive
financial aid,
totaling $
242
million


~10,000 Full & Part Time
Employees


KCTCS ORGANIZATIONAL

STRUCTURE

Board of Regents

16 College
Presidents/CEOs

System President

KCTCS
MISSION

The mission of KCTCS is to improve the employability and
quality of life of Kentucky citizens as the primary provider of
:


College
and Workforce Readiness.


Transfer
Education.


Workforce
Education and Training.

KCTCS
VALUES


Responsiveness
to students, employers, and
communities


Access
with innovative and flexible
delivery


Trust
, respect, and open
communication


Continuous improvement


Inclusion
, multiculturalism, and
engagement


2010
-
16 KCTCS STRATEGIC GOALS


Advance Excellence and Innovation in Teaching, Learning
and Service.



Cultivate Diversity, Multiculturalism and Inclusion.



Increase Student Access, Transfer and Success.



Enhance the Economic and Workforce Development of the
Commonwealth.



Expand the Recognition and Value of KCTCS.


KCTCS

GREEN+
SUSTAINABILITY AIM

Demonstrate responsible stewardship and facilitate cultural
change to:

•
Enhance
the well
-
being of people and KCTCS in a socially
equitable
manner

•
Focus
on being Green Plus by balancing the social,
environmental, and economic criteria
of
the sustainability
triple bottom
line

•
Obtain
sustainable communities inside, across, and outside of
KCTCS




KCTCS GREEN
+ SUSTAINABILITY
OBJECTIVES

•
Facilitate
cultural change to balance the social,
environmental, and economic criteria of the
sustainability triple bottom line across
KCTCS

•
Enhance the
efficiency and effectiveness of
KCTCS

•
Protect Kentucky’s natural resources and
environment

•
Embrace
and practice social justice across
KCTCS



KCTCS CHANGE MODEL


Active, visible executive sponsorship.



Frequent and open communications.



Utilization of a structured change
management approach.


“Continuity gives us roots; change
gives us branches, letting us stretch
and grow and reach new heights.”









~Pauline R.
Kezer

KCTCS DIVERSITY PHILOSOPHY


Creating
a culture of inclusion
&
engagement


Utilize organizational
development
approach


Appreciative inquiry/Facilitation


Capacity Building


Collaboration


Data
-
driven


Infuse diversity throughout
all functions of the
organization

KCTCS BOARD RESOLUTION


To cultivate diversity, multiculturalism,
and inclusion.


Endorsed
KCTCS

Beyond the Numbers
.


September 16, 2011.


BEYOND THE NUMBERS:

2010
-
2016 KCTCS Diversity Action Plan Framework


VISION:


KCTCS envisions itself as an inclusive community of learners
empowered to express their individual cultures and identities.


MISSION STATEMENT:

KCTCS strives to unite internal and external stakeholders around
the prefaced vision, to drive systemic transformations that lead
to working and learning environments that provide our
community of learners the skills and experiences necessary for
effective participation in an increasingly diverse, global society.

DIVERSITY DEFINED:


Means differences or
variety.




Describes an inclusive
community of people.


Seeks to insure the creation
of a safe, supportive and
nurturing environment that
honors and respects those
differences.


BEYOND THE NUMBERS:

2010
-
2016 KCTCS Diversity Action Plan Framework


BEYOND THE NUMBERS:

2010
-
16 Priority Areas


Student Access and Success


Education, Service and Scholarship


Campus Climate


Institutional Leadership & Transformation

KCTCS BEYOND THE NUMBERS

Plan Components



Systemwide

Action Plan


College and System Office Plans


Performance Metrics


Student Access and Success


Workforce Diversity

BEYOND THE NUMBERS:

Performance Metrics


Student Enrollment


First to Second Year Student Retention


Credentials Earned


Employment of Executives, Administrators & Managers


Employment of Faculty


Employment of Other Professionals


Campus Climate


KCTCS DIVERSITY ACTION/RESEARCH
PLANNING



Developed and implemented a “plan to plan”

▪
An inclusive engagement process

▪
Utilizes
Appreciative Inquiry
techniques

▪
Constructed and delivered capacity building

▪
C
onducted data review

▪
Created planning framework


STRONG EXECUTIVE SPONSORSHIP


STAKEHOLDER ENGAGEMENT



Board of Regents


President’s Leadership Team


System Office Staff


College Diversity Directors


Community Leaders


College Staff/Faculty


Students

APPRECIATIVE INQUIRY


Appreciate
:, v., 1. Valuing; the act of
recognizing the best in people or the world
around us; affirming past and present
strengths, successes, and potentials…


Cooperider

& Whitney

APPRECIATIVE
INQUIRY

Eight Principles



Constructionist: Words
create
worlds


Simultaneity:

Inquiry creates
change


Poetic:

We can choose what we
study


Anticipatory:
Image
inspires
action


Positive:
Positive
questions lead to positive
change


Wholeness: W
holeness
brings out the
best


Enactment:
Acting
“as if” is
self
-
fulfilling


Free Choice:
Free
choice liberates power




APPRECIATIVE
INQUIRY (AI)

Five Steps


Definition
: Create focus


Discover
: Inquire into excellence


Dream
: Share stories


Design
: Develop shared vision


Delivery
: Innovate ways to create



AI
-

DEFINE

Diversity

as

TRANSFORMATION

***

Bottom line
: Student success

AI
-

DISCOVER




Think about the people,
programs and processes
in place for cultural
diversity. Describe what
has worked or is working
well. What needs to
remain “cutting edge” to
advance diversity?

AI
-

DREAM




In terms of cultural
diversity, what would you
like to
see
five years from
now? What is happening
on campus? What are
your
highest aspirations
?

PROVOCATIVE PROPOSITIONS

AI
-

DESIGN





Quantitative Data Review


Planning Framework


Capacity Building


Campus Level Action Planning

AI
–

DESIGN

Data Review




Student enrollment


Student retention


Student transfer


Student success (graduation, credentials earned)


Employee/Workforce Diversity


KCTCS Marketing Study
-

2005



AI
-

DESIGN

Beyond the Numbers: Planning Framework


PRIORITY AREAS/OBJECTIVES:

PRIORITY AREAS

RELATED OBJECTIVES

Student

Access and Success

•
Enroll a

Diverse Student Body

•
R整e楮i愠䑩D敲e攠S瑵摥湴n䉯摹B瑨慴tS畣捥敤s


Education,

Service and
Scholarship

•
Incorporate

Inclusive Teaching Strategies

•
䥮晵獥I䑩D敲e楴礠A捲潳猠瑨攠䱥tr湩湧⁃潮瑩湵畭


Campus Climate

•
Foster an Open

Campus Climate that is Welcoming to All

Institutional Leadership and
Transformation

•
Demonstrate Leadership to Support Inclusion,

Engagement & Equity

•
R散r畩琬uR整e楮i☠偲潭潴o 䑩D敲e攠䙡F畬瑹ⰠS瑡t映☠A摭楮楳瑲慴潲s

•
䉵楬搠䍡灡捩瑹p潦o併O P敯灬攠瑯⁌敡t 䑩D敲e楴礠Tr慮獦潲浡瑩潮a

•
䥮I瑩瑵瑥 䑩D敲e楴礠偬慮湩湧 ☠A獳敳獭敮e

AI
–

DESIGN

Capacity Building




Diversity Administrators


Leadership Development


Administrative Processes


Appreciative Inquiry Basics



Staff and Faculty Development


Cultural Competence




AI
–

DESIGN

Planning Accountability


Shared by 16 colleges and 6 System Office functional
areas


Submitted plans to
the
System Office


Acceptable
plans
identified:


Framework Priority Areas and Objectives


Specific
Action
Steps


Budget
Needs/Plans


Responsible Person/Contact
PLUS Collaborators/Partners


Expected Outcome


Timeline
(
initiation/deadline
)


Accepted plans added
to the system level plan
and
published.


AI
-

DELIVERY


Each
college developed, submitted and
implemented strategies that :


Reflect vocal, active executive commitment


Produce measurable outcomes


Promote a long term perspective


Encourage collaboration


Facilitate cross
-
functionality




NATIONAL RECOGNITION

KCTCS received Association of Community
College Trustees (ACCT) Kennedy Equity
Award.


“Intentional strategic planning

by system, with college

alignment.”

--
October 2011

LESSONS LEARNED


Built relationships


Focused
on what worked


Positioned diversity as exciting & engaging


Shared vision of cultural diversity


Promoted cross
-
functionality/collaboration







OPPORTUNITIES


FOCUS ON IMPLEMENTATION


Strategic communications


Assessment and reporting


ACKNOWLEDGEMENTS



Company of
Experts


David
Cooperider


CoreClarity
, Inc.


Taylor Cox, Jr. and Ruby L. Beale


Christopher Anne Easley


Prosci


Daryl G. Smith








QUESTIONS?

THANK YOU FOR PARTICIPATING!


NATALIE
GIBSON, M.P.A.

System Director of Cultural Diversity

(859)256
-
3551


BILLIE HARDIN, M.P.A.

System Director of Sustainability

(859)256
-
3272