AQIP is an accreditation reaffirmation process based on continuous improvement. UIU was accepted into AQIP in 2005 HLC accreditation is either through AQIP or PEAQ (traditional self-report & site visit on 10 year cycle) AQIP institutions conduct and annually report on AQIP Action Projects, and participate in a lock-step reaffirmation process The AQIP reaffirmation process has nine steps; UIU is currently at step 7 – Systems Appraisal

Systems Appraisal via AQIP Strategy Forum Strategy Forum - focused on developing and fine- tuning processes for continuous organizational learning. UIU submitted Systems Portfolio to HLC/AQIP AQIP reviewers provided Systems Appraisal Feedback Report – Strengths and opportunities for improvement were identified – AQIP Steering Committee has homework to complete with your help

The AQIP Steering Committee (ASC): Don Aungst, CFO Don Aungst Dave Chown, CAO Dave Chown Scott Figdore, Professor of Science Scott Figdore DeWayne Frazier, SVP International Programs DeWayne Frazier Linda Haines, Assoc VP Academic Extension Linda Haines Doug McReynolds, Bissell Prof of English Doug McReynolds Mari Molseed, Professor of Sociology Mari Molseed Rich Patrick, Dean of Faculty Rich Patrick Deena Serra, Administrative Assistant Deena Serra

Strategy Forum Team Mr. Bob Firth – Board Chair Dr. Alan Walker - President Mr. Don Aungst - CFO Dr. Dave Chown - CAO Dr. Rich Patrick – Dean of Faculty Dr. Linda Haines – Assoc VP for AE Dr. DeWayne Frazier – Senior VP IP Dr. Scott Figdore – Professor of Science Dr. Mari Molseed - Alternate

AQIP Systems Appraisal Accreditation Issue 1 “…UIU’s Portfolio consistently lacks evidence of progress toward the development of … processes and presentation of results. The lack of sufficient documentation of effective teaching and learning is of particular concern…”

AQIP Systems Appraisal Accreditation Issue 2 “…adequate human resources are not available to meet the academic, support, and administrative needs of its diverse, geographically dispersed student populations…” “Fewer than 15% of UIU students are enrolled on the resident-oriented Fayette campus. Yet, much of UIU’s efforts … appear driven by needs identified for the Fayette campus.”

Category One: Helping Students Learn Processes 1P11: How do you define, document and communicate across your organization your expectations for effective teaching and learning? UIU  S HLC  Outstanding Opportunity (OO) 1P11 feedback: Because of the considerable reliance upon adjunct faculty, documentation of faculty evaluations and availability of faculty development programs for all classes of faculty at all locations is needed to support evaluation of effective teaching

Category One: Helping Students Learn Results 1R1: What measures of your students’ learning and development do you collect and analyze regularly? UIU  S HLC  OO Feedback: UIU acknowledges the challenges it faces moving from a teaching-based institution to a learning-based culture. One of the challenges is the development of assessment criteria and data- driven processes to support the justification for and results of proposed changes. The development and use of data-driven processes will provide objective evidence of the benefits to stakeholders of implementing changes

Category Four: Valuing People Processes 4P8-9: How do you determine training needs, align employee training with short- and long-range planning, and how does it strengthen your instructional and non-instructional programs and services? How do you train and develop all faculty, staff and administrators to contribute fully and effectively throughout their career? How do you reinforce this training? UIU  S & ?HLC  both OO Feedback: UIU does not demonstrate the use of a standardized and systematic approach to identification of training needs for the various employee segments at all campus locations. As a result, it is not evident that current personnel’s training contributes to or is effective in achieving UIU’s strategic or operational goals.

Category Four: Valuing People Processes 4P10: How do you design and use your personnel evaluation system? How do you align this system with your objectives for both instructional and non- instructional programs and services? UIU  ?HLC  OO Feedback: UIU does not have a university-wide evaluation system aligned with goals and objectives set forth in the strategic plan. Currently each academic division and department follows its own personnel evaluation system.

Category Four: Valuing People Results 4R1-3: What measures of valuing people do you collect and analyze regularly? What are your performance results in managing people? What evidence indicates the productivity and effectiveness of your faculty, staff and administrators in helping you achieve your goals? UIU  all ?’sHLC  all OO’s Feedback : Neither processes nor data are presented to demonstrate how the work of the HRS Team or administrative personnel contribute to structuring and maintaining a workforce needed to serve the needs of diverse and geographically dispersed students and stakeholders.

Category Four: Valuing People Results 4R4: How do the results for the performance of your processes for Valuing People compare with the performance results of other higher education organizations and, if appropriate, of organizations outside of higher education? UIU  OHLC  OO Feedback: UIU recognizes the need to develop a benchmarking process to compare internal results to those of external/peer institutions and where applicable institutions outside of higher education. Once a process is in place, UIU will have increased capability to identify continuous improvement opportunities based on best practices of both peer and non-peer organizations.