ANNUAL REPORT ON FIVE-YEAR MINORITY RETENTION PLAN
JUNE 2009
Name of Institution:
University of Arkansas Community College at Morrilton
Name of Contact Person:
Darren Jones, Vice Chancellor for Student Services
Progress Toward Meeting the Goals of the Five-Year Plan
1.
UACCM continues to be more successful in the recruitment and retention of minority
students and staff than in the recruitment of minority faculty. The College sends
faculty position announcements to historically black colleges and universities within
the region to advertise the availability of faculty positions. The College’s inability to
attract qualified minority faculty may be attributed in part to neighboring institution’s
ability to offer more attractive financial rewards.
2.
According to the 2000 U. S. Census, the minority population of the College’s sixcounty service area is 9.8%. African Americans comprise 5.7% of the population;
other minority groups comprise 4.1%. The minority population of the student
enrollment of UACCM for the Fall 2008 semester was 14.2%. African Americans
comprised 8.1% of the enrollment; Hispanics comprised 3.5% of the enrollment;
other minority groups comprised 2.5% of the student enrollment. The enrollment for
White students was 85.7% of the enrollment. The total percentage of minority
students for Fall 2008 of 14.2% represented an increase of 2.9% over the Fall 2007
percentage of 11.3%. The student population is representative of the ethnicity of the
College’s service area.
3.
Minorities comprise 8.0% (7 of 87) of UACCM’s full-time staff. Minorities
compromise 3.3% (2 of 60) of UACCM’s full-time faculty members. Minorities
compromise 5.7% (2 of 35) of UACCM’s part-time faculty members for the Spring
2009 semester.
4.
UACCM continues its procedures for recruitment of minority faculty and staff, which
includes posting announcements of positions available with the Human Resources
and Career Services offices at twelve historically Black universities in the region,
including the University of Arkansas at Pine Bluff and Philander Smith College in
Arkansas.
5.
The College provides a variety of academic and student support services to assist
students in being successful, including Counseling & Career Services Office, a
Disability Services Office (to assist students with disabilities), and a Learning Center
to provide tutorial services.
2
Revisions to the Five-Year Plan
This is the second report of the current five-year plan, which was submitted to the Arkansas
Department of Higher Education in June 2008. No revisions are anticipated for the plan at this
time. The goals and strategies will be reviewed regularly and the plan will be revised, when
necessary.
Indicators Used to Determine Success in Meeting Minority Recruitment and Retention Goals/
Objectives for Minority Students
1. Eleventh day student enrollment data (Fall to Fall comparison)
Table 1: Number of Minority Students Enrolled at UACCM
Ethnicity
Fall 2007 Percent of Fall 2008 Percent of Percent of
Enrollment
Enrollment College
Service
Area*
Black, NonHispanic
Hispanic
125
6.9 %
159
8.1%
5.7 %
47
2.6 %
70
3.5%
Am. Indian/
Alaska
Native
Asian/Pacific
Islander
NonResident
Alien
Others
(Unknown)
22
1.2 %
25
1.2%
10
0.6 %
20
0.1%
1
0.001 %
1
0.001%
0
0.00 %
0
0.00%
1,677
85.7%
Other
groups
comprise
less than
a
combined
4.1 % of
the
population
of the
College’s
service
area
90.2 %
1,955
100.0%
100.0 %
White, Non1,609
88.7 %
Hispanic
Total
1,814
100.0 %
Enrollment
*According to 2000 U. S. Census Data.
UACCM Annual Minority Recruitment and Retention Report--2009
3
2. Retention rate of minority students
Table 2: Retention Rate of Minority Students Compared to Student Population*
Ethnicity
Fall
2006
Firsttime
Entering
Percent
Fall 2007
Of
ReCohort
Enrollment
Enrollment
Cohort
Retention
Rate
(Fall to
Fall)
Fall
2007
Firsttime
Entering
Cohort
Percent
Fall 2008
Of
ReCohort
Enrollment
Enrollment
Cohort
Retention
Rate
(Fall to
Fall)
Cohort
20
4.8%
7
35.0%
28
5.8%
12
42.9%
15
3.6%
6
40.0%
18
3.7%
15
83.3%
Am. Indian/
0
0.0%
0
0.0%
Alaska
Native
Asian/Pacific
3
0.7%
2
66.7%
Islander
Non0
0.0%
0
0.0%
Resident
Alien
Others
0
0.0%
0
0.0%
(Unknown)
White, Non380
90.9%
159
41.8%
Hispanic
Total
418
100.0%
174
41.6%
Enrollment
*According to Institutional Student Enrollment Data.
8
1.7%
2
25.0%
1
0.2%
1
100.0%
0
0.0%
0
0.0%
0
0.0%
0
0.0%
428
88.6%
214
50.0%
483
100.0%
244
50.5%
Black, NonHispanic
Hispanic
3. Analysis of student surveys regarding advertising in targeted media
The advertising survey was not conducted as planned.
4. Review of marketing and recruitment activities targeted toward members of the minority
community
As the five-year plan is implemented, additional marketing activities will be targeted toward
members of the minority community. Since the College’s student population already mirrors the
ethnicity of the College’s service area, additional resources specifically targeted toward minority
recruitment were not used in 2008-2009. Retention for all students, including minority students,
is a concern of the College. The College’s Student Success Committee is analyzing retention
data and considering recommendations to address the areas of concern. Once a plan of action
has been initiated, it will be reported in subsequent annual reports.
UACCM Annual Minority Recruitment and Retention Report--2009
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Indicators Used to Determine Success in Meeting Minority Recruitment and Retention Goals/
Objectives for Increasing Minority Faculty and Staff
1. Job fairs attended at predominantly minority institutions of higher education
Matthew White, Admissions Counselor, attended the Cypress Creek District Health Fair at
Twin Groves Community Center in April 2009
The Vice Chancellor for Instruction attended the Career Day and Transfer Education Fair at
the University of Arkansas at Pine Bluff in April 2007. Due to the relatively low interest in
2007, the College did not send a representative to the Career Day in 2008 or 2009
2. Review of job postings of faculty and staff position announcements to minority affairs
offices at colleges and universities, including predominantly minority institutions
The Personnel Office at UACCM posts faculty position announcements with the
predominantly minority institutions in the region. Thus far, these efforts have not been
successful in increasing the number of minority individuals who apply for faculty positions.
Announcements of faculty positions are posted with the following historically Black
institutions: Alabama State University, Fisk University, Grambling State University, Jackson
State University, Lincoln University of Missouri, Mississippi Valley State University, Prairie
View A & M University, Southern University, Spelman College, Tennessee State University,
Tuskegee University, and Xavier University of Louisiana.
3. Mentor activities to insure adequate development of new employees.
The College provides orientation to all new employees to the institution’s policies and
procedures. A mentoring program for faculty is already in place; however, no minority
faculty have been employed. The mentoring program for faculty will assist with the
development of minority faculty upon their employment. There is not a formal mentoring
program for staff positions; however, individual supervisors and the Personnel Officer assist
with orientation to the College.
4. Number of diversity activities scheduled and attended each semester.
The recently revised Five Year Minority Recruitment and Retention Plan included as an
activity the formal scheduling of diversity activities. In the past, Black History month was
observed by a display of artwork in the College’s Library.
UACCM Annual Minority Recruitment and Retention Report--2009
5
Minority Recruitment and Retention Annual Reports
(Due by June 30th each year)
Number of minority students who currently attend the institution.
For the Fall 2008 Semester, 275 (14.0 %) of the College’s total enrollment of 1,955 students
were minority.
For the Spring 2009 Semester, 280 (14.6 %) of the College’s total enrollment of 1,914 students
were minority.
Number and position title of minority faculty and staff who currently work for the institution.
No minority faculty
Seven current minority staff members
Registrar
Administrative Assistant II
Library Academic Technician II
Secretary I – Admissions
Secretary I – Financial Aid
Applications Programmer II
Director of Food Services
Number and position title of minority faculty and staff who began working at the institution in
the past year.
One new minority faculty or staff member—Secretary I-Admissions—began working at the
College during the past year.
Progress made in meeting institutional goals and objectives related to the recruitment and
retention of minority students, faculty, and staff.

Include any new strategies or activities that have been added for the coming year and the
indicators/benchmarks that will be used to determine success in meeting any new
objectives.
No new strategies or activities have been added to the plan for the coming year.

Include your timeline, budget, and methods used to assess and monitor progress.
See attachment.
Two copies of your annual report should be submitted to ADHE no later than June 30th
each year.
UACCM Annual Minority Recruitment and Retention Report--2009
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Attachment: Timeline, Budget, and Methods
Timeline for Implementing Minority Students, Faculty, and Staff Recruitment and Retention
Strategies
April – June 2006
Revised the Minority Recruitment and Retention Plan
June 2006
Submitted the Minority Recruitment and Retention Plan to ADHE
Fall 2006
Implemented the Minority Recruitment and Retention Plan
June 2007
Submitted the Minority Recruitment and Retention Plan Annual Progress
Report to ADHE
Fall 2007
Reviewed the results of the activities implemented as part of the Minority
Recruitment and Retention Plan to monitor their effectiveness
June 2008
Submitted Annual Minority Recruitment and Retention Report to ADHE
Fall 2008
Review the results of the activities implemented as part of the Minority
Recruitment and Retention Plan to monitor their effectiveness.
Schedule activities for 2009-2010 for implementation of the Plan.
June 2009
Submitted Annual Minority Recruitment and Retention Report to ADHE
Budget for Minority Recruitment and Retention Activities
The College will continue to utilize the annual budget, including the recruitment and
advertising line items, to implement the Minority Recruitment and Retention Plan. Additional
costs will be incurred to increase the level of advertising and promoting the educational and
employment opportunities available at UACCM as the College attempts to target minority
audiences. The College may incur some additional costs in developing a student mentoring
program. Most of the recommendations can be implemented with the expenditures of minor
costs to the College.
UACCM Annual Minority Recruitment and Retention Report--2009
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Methods Used for Assessing and Monitoring the Effectiveness of Strategies and for Modifying
the Plan
The College administration will review the annual progress report in meeting the goals
and objectives of the Minority Recruitment and Retention Plan, the strategies used in
implementing the Plan, and the results of the activities conducted as part of the Plan to determine
the effectiveness of the strategies. Modifications will be made in the activities to enhance the
College’s ability to achieve the identified goals and objectives and increase the recruitment and
retention numbers of minority students, faculty, and staff.
UACCM Annual Minority Recruitment and Retention Report--2009
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(ACA 6-61-122)
ANNUAL REPORT ON FIVE-YEAR MINORITY RETENTION PLAN
JUNE 2009
Name of Institution:
University of Arkansas Community College at Morrilton
Name of Contact Person:
Darren Jones, Vice Chancellor for Student Services
jones@uaccm.edu
501-977-2191
Please attach this form to the institution’s annual report. General guidelines for the report can be
found below:
1.
Report the progress that has been made in achieving the goals included in your fiveyear plan. Address each goal relative to students, faculty and staff.
2.
If there are any revisions or updates to the current five-year plan, please include them
in this report. Be sure to clearly indicate any sections of the plan that have been
revised.
3.
Act 1091 of 1999 (ACA 6-61-122) requires this annual update to be filed with the
institution’s Board of Trustees and Board of Visitors, if applicable.
4.
Submit two copies of the report. ADHE will forward one copy to the Interim House
and Senate Education Committees.
UACCM Annual Minority Recruitment and Retention Report--2009