The committee began by looking at the four questions identified below. We brainstormed what data may already exist on campus as well as who would be the best source to gather it for us. Committee members volunteered for tasks to be completed before our next meeting on Monday, May 17th in Room 221 Fine Arts from 8:30-11:30.

1. New Program development opportunities in response to external opportunities:

   Expectations, trends, admission standards, age

   Certificate programs

   Institutional support for graduate programs

   Educational salaries for future teachers - Fran

   Managers - are they satisfied with levels of staffing and training?

   Reward system

2. Major programmatic strengths and opportunities for expansion:

   CHE reports

   Accrediting units on campus

   "Opportunities for re-direction"

   Trends for using existing resources

   What's driving expansion in certain areas?

   Admission surveys/academic reputations

   Advising - Denny & Inst. Resources (get data)

   10:00 Survey on MWF classes on advising - get Michelle to give us results.

   Strength of Gen Ed core

3. Enrollment trends, past and projected, including quality indicators:

   Enrollment Trends - Undergraduate 10 yr report: Sue

   Quality indicators SAT, H.S. Rank, GPA, Emerging Leader Program

   Diversity (in-state/out-of-state)

   Contact Hugh or Laura for Grad info (same format as Sue's)

   Continuing Education/non-credit - Sharon

   *Ask students why they don't come here* - Admissions Office

   40% transfer population

   Internal data regarding transfers to MUSC & engineering/architectures

   Projections for 5 years - Michelle Smith >does retention & Continuing Student rate & growth rate

   Web applications approx. 400 since October '98

   1998 = more out of state applications 53% than in -state applications

   higher yield from in-state freshmen

   diversity of students - look at performance indicators

   get $ to give blue chips students from in-state

   student-Athletes/Minority recruits: Otto

4. Human resource strengths and weaknesses, including consideration of diversity, age, professional development opportunities, compensation levels, and other factors:

   Resources: Profile faculty and staff

   $ for minority faculty

   Office of Human Resources - (Dollie)

   % of classes taught by adjuncts

   Salary of staff / faculty - (Trisha will get data)

   Regional university vs. Liberal Arts College for $

   Full-time adjunct

   Physical Plant staff - full-time permanent no benefits

   1000 students working with no benefits (Kate & Karen)

   Prof. Development opportunities

   Define "Peer Schools" (Allen) Academic Affairs definition vs. our true peers

   When faculty leave, where are they going?

   Custodial staff - Dennis Foster