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Overview

The mission of the Equal Opportunity Planning Committee (EOPC) is to promote greater equity for historically underrepresented groups within the University and/or those groups that have been historical targets of discrimination. EOPC was formed in 1983 as a response to a desegregation mandate issued by the U.S. Department of Education to all public institutions within the Commonwealth of Pennsylvania; further, EOPC is an outgrowth of Penn State's strategic planning goal to become "a caring University community that provides leadership for constructive participation in a diverse, multicultural world." Although the desegregation mandate was lifted by the federal government several years after it was initiated, the Penn State administration decided to continue EOPC's mission and role in promoting diversity and equity at all Penn State locations.

The primary task of EOPC is overseeing the allocation of institutional funding to Penn State units for developing and implementing programs and activities intended to advance the diversity mission of the University. Funding from EOPC is intended to provide seed money for innovative pilot programs and existing initiatives which create and support a climate of equity throughout Penn State. Programs funded initially by EOPC that prove to be successful should, in time, become part of a unit's regular operating budget or obtain support through external funding sources. EOPC will fund ongoing projects in decreasing increments for a period not to exceed five years. After five years, EOPC will not fund projects even if program support has not shifted to the unit or external sources.

All members of the University community are encouraged to develop funding proposals. To ensure coordination with other budget proposals and requests, all proposals should be reviewed and approved by the appropriate academic or administrative unit head prior to submission to EOPC for funding consideration. Proposals are funded on a competitive basis based upon available resources. To ensure that programs are appropriate for EOPC funding and are cost effective, each proposal must demonstrate a clear link to (1) the University's strategic goals, (2) the unit's Framework diversity strategic plan and/or unit's strategic plans, and (3) A Framework to Foster Diversity at Penn State: 2004-09 (henceforth referred to as the "Framework"). Also, programs must be at least 50 percent funded by sources other than EOPC, i.e., department, college, unit, or external source. Funding requests for ongoing initiatives must demonstrate that the program has been rigorously assessed and found to be producing its desired outcomes.

EOPC sponsored programs must seek to achieve greater equity for historically underrepresented groups within the University and/or those groups that have been historical targets of discrimination. The seven challenges articulated in the Framework comprise the funding categories of EOPC: (1) Developing a Shared and Inclusive Understanding of Diversity; (2) Creating a Welcoming Campus Climate; (3) Recruiting and Retaining a Diverse Student Body; (4) Recruiting and Retaining a Diverse Workforce; (5) Developing a Curriculum That Fosters Intercultural and International Competencies; (6) Diversifying University Leadership and Management; and (7) Coordinating Organizational Change to Support Our Diversity Goals.

Typically, projects receive significantly less funding than requested by project directors. Given the competitiveness of the EOPC award process, units are encouraged to develop contingency plans to ensure that high-priority projects will continue to operate even if EOPC funds are no longer available. In order to maximize the programmatic impact of EOPC funds, expenditures will not be granted for the following items:

  • T-shirts, buttons, balloons, and other such items
  • Faculty/staff travel and conference attendance
  • Research projects, computer hardware, art, or library collections Wages/honoraria for 12-month full-time Penn State faculty/staff or graduate assistantships (EOPC will consider funding graduate and/or undergraduate students on wages)
  • Instructor salaries for Penn State courses where tuition is charged unless the tuition dollars generated by a specific course are inadequate to cover the instructor's salary (programs should contact the EOPC office if they anticipate this problem)

EOPC will consider funding student conference participation ONLY if the student is making a presentation at the conference, but this support must be shared with the academic department. Finally, EOPC will consider funding wages/honoraria for 9- or 10-month full-time Penn State faculty and staff if they work on an EOPC program during their "non contract" period. In other words, faculty and staff who only work during the academic year may receive wages/honoraria if they work on an EOPC program during the summer. They could not receive wages/honoraria for a program that occurs during the academic year.

DEFINITION OF FUNDING CATEGORIES
The definitions below for each category are taken directly from the respective goals under the challenges in the Framework. For further explanation of categories and definitions, please consult the narratives in the Framework under each challenge and goal.

  1. Developing a Shared and Inclusive Understanding of Diversity -- develop and communicate clear and consistent descriptions of Penn State's diversity objectives and initiatives.
  2. Creating a Welcoming Campus Climate -- institute systematic climate improvement initiatives and assessment processes at all levels and locations.
  3. Recruiting and Retaining a Diverse Student Body -- reduce intergroup disparities in enrollment, retention, and graduation rates through improvements in recruitment processes and retention initiatives; develop and implement proactive strategies to recruit and retain nontraditional students.
  4. Recruiting and Retaining a Diverse Workforce -- develop and implement strategies to improve the success of search processes in identifying and assessing the credentials of women and minority employee candidates for faculty and staff positions; expand faculty and staff retention programs to include all underrepresented groups; accelerate the introduction of "family friendly" policies and programs, expanded reward systems, and expanded personal and professional development opportunities.
  5. Developing a Curriculum That Fosters Intercultural and International Competencies -- institute curricula and research initiatives that provide students with skills and orientation to function effectively in multicultural workplaces and social environments.
  6. Diversifying University Leadership and Management -- develop a diverse management team at all levels of the organization.
  7. Coordinating Organizational Change to Support Our Diversity Goals -- institute the necessary organizational realignments, systems of accountability, resource mobilization and allocation strategies, and long-term planning strategies necessary to ensure realization of the University's diversity goals.

In addition to EOPC, Penn State funds several other programs that contribute to the support of diverse faculty and staff. The President's Opportunity Fund supports initiatives that supplement the increase of new faculty positions for women and minorities.

Please contact the Office of the Vice Provost for Educational Equity for further information about this fund. Also, minority and women faculty and staff are especially encouraged to apply to the Administrative Fellows Program, which provides high-level administrative experience for those seeking advancement to leadership positions within the University. Another initiative, the Opportunity Network for Employment program, facilitates the employment of people with disabilities at the University. Information on similar programs also can be found at the Office of Human Resources.

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