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Mississippi AGEM

Mississippi AGEM. state is 37% African- American Alliance of doctoral granting institutions in Mississippi University of Mississippi (lead) Mississippi State University University of Southern Mississippi Jackson State University (an HBCU) UM Medical Center several regional HBCUs

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Mississippi AGEM

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  1. Mississippi AGEM • state is 37% African- American • Alliance of doctoral granting institutions in Mississippi • University of Mississippi (lead) • Mississippi State University • University of Southern Mississippi • Jackson State University (an HBCU) • UM Medical Center • several regional HBCUs • built on prior history of interactions (LS-AMP, EPSCor)

  2. Recruitment and Admission • How do we recruit? • How do we recruit URMs? • How do we recruit URMs as an Alliance? • How do we admit? • How do we admit URMS? • How is the Alliance involved in admission?

  3. How do we recruit? • Fairs and campus-visit days • Personal contacts (e.g., faculty, friends) • Mail literature (directed or mass) • Departmental recruiting • Web page and e-mail • Dot com web postings • Drop-in campus tours • Current students as ambassadors

  4. How do we recruit URMs? • Fairs (targeting HBCUs) • Personal contacts • Directed mailings (McNair Scholars, ETS Finder service, AMP participants, etc.) • Support departments that do a good job • Web page needs to tell diversity story • Student ambassadors (minority)

  5. Assess what works • Reward departments or individuals for success • Capitalize on pockets of success • Make the application process easy • Provide easy access to information • Financial aid • Living conditions/costs • Academic program requirements • Student development/support activities • Develop the UG pipeline; promote mentoring • Props and press

  6. Obstacles in recruiting URMs • Minorities are in the minority • Going against nurture • Discomfort/mistrust of academic institutions • Often URMs are less aware of graduate education opportunities and application strategies; often URMs apply late • Many are recruiting the same individuals • Many URMs have an uneven UG preparation • URMs often have greater financial obligations • Firmness of support at the top (and negative institutional image) • Other lucrative opportunities

  7. How do we recruit URMs as an Alliance? • Recruit together (e.g., web site, fairs) • Recognize that we can’t keep them all down South • Expand the pool of interested/prepared students via REU opportunities • Work together on research and education • IGERT, EPSCoR • LS AMP and other programs

  8. Admissions Decisions • How do we make admissions decisions? • Through academic departments • How do we make admin decisions for URMs? • Essentially the same way • How is the alliance involved? • Isn’t, except for joint programs

  9. Assistant Grad Dean reviews decisions • Stress use of multiple criteria (i.e, the GRE is not sacrosanct) • Provide departments with thumbnail sketches of their applic/admit data (including ethnicity, gender, residency, average GRE scores for discipline, etc.) • Sessions/lunches for GPCs and selected faculty (discuss recruiting and admissions criteria) • Offer to bring in borderline applicants for a GRE prep course • Offer to co-fund an assistantship for borderline cases

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