1 / 10

Strategic Framework for 2016: Report of First Steps Work Group on Graduate Retention

Strategic Framework for 2016: Report of First Steps Work Group on Graduate Retention. Janet C. Rutledge, Ph.D. Associate Dean of the Graduate School August 18, 2004. The Issues.

erna
Download Presentation

Strategic Framework for 2016: Report of First Steps Work Group on Graduate Retention

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Strategic Framework for 2016: Report of First Steps Work Group on Graduate Retention Janet C. Rutledge, Ph.D. Associate Dean of the Graduate School August 18, 2004

  2. The Issues • UMBC’s long term goals include increasing full-time Ph.D. students and creating targeted master’s degree and certificate programs in applied areas that meet workforce needs of the region. • Study conducted by OIR showed retention rate of doctoral students was less than 40% over a 10-year period. • Most students leave within first few years. • Doing better but not great with master’s students.

  3. Issues cont. • Our experiences are consistent with national studies that show greater completion rates among students who : • Are full time and fully funded by their departments (able to devote full attention to completing their degrees) • Are better connected to formal and informal networks within departments • Have better mentoring • Until recently we did not track student progress or understand extent of problem.

  4. Steps Taken: Changing Practices • Identifying and understanding problem • Annual progressions audit • Recognition of students reaching doctoral candidacy • Planned initiation of exit surveys or interviews • Raising awareness of the issues at UMBC and nationally • Improved orientation • Focus on effective mentoring

  5. Changing Practices cont. • PROMISE: Maryland’s Alliance for Graduate Education and the Professoriate • Increase numbers and diversity of graduate students • Build a supportive community where students can excel • Promote professional development • Departments working with DPET to create new applied master’s degree and certificate programs.

  6. Steps Taken: Funding for Students and Programs • State support for graduate assistantships increased 6 years ago but has stagnated • Decentralized management of graduate assistantships • Training grants to support cohorts of students (NIH NIGMS and CBI, GAANN) • External funding for initiatives • PROMISE $3 million over 5 years • CGS/Peterson’s Award for Inclusive Graduate Community • Grant for additional mentoring activities

  7. Outcomes • 2003 enrollment in comparison to 2002: • Minority doctoral students up 11% • Women doctoral students up 3% • Overall domestic doctoral students up 5% • Continuing doctoral students up 10% (improved retention) • Master’s and non-degree enrollments up as well • Most full-time doctoral students funded, though not at competitive levels

  8. Outcomes cont. • Departments conducting annual reviews of student progress • Jump in annual Ph.D. degrees from low-mid 50s to mid-upper 60s • Steady increase in master’s degrees • Now provide formal diplomas for certificate recipients

  9. Resource Challenges • Health and vitality of graduate programs tied to research infrastructure • Stipend levels not competitive • National fellowships and training grant stipends at $30,000 (plus tuition) • More than double what some programs able to provide • Vastly different levels in same department • Need additional assistantships for new and growing programs (can impact quality of undergraduate programs)

  10. Resource Challenges cont. • Need matching funds for some external fellowships • Graduate Program Directors have large workloads and inadequate support

More Related