Undergraduate Enrollment

364
381
381
395
434
2012 2013 2014 2015 2016

Fall enrollment

Undergraduate Enrollment by FTE

19
19
19
21
10
2012 2013 2014 2015 2016
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Definition:

FTE is full-time faculty equivalent. This metric is measured by the percentage of faculty salaries which are paid by teaching funds. Percentages have been rounded.

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Related Objectives:

Objective 3.
Achieve undergraduate and graduate student enrollments consistent with college and MSU goals, fiscal resources, and societal needs for professionals in forestry; forest products; and wildlife, fisheries, and aquaculture.

Action: Fulfill enrollment goals for B.S., M.S., and Ph.D. students by department and for the CFR, based on faculty FTEs, by 2012.

Action: Seek funding to establish ≥3 endowed undergraduate scholarships (≥$100K each) to recruit and retain scholars.

  1. Each department should identify important undergraduate scholarships (i.e., discipline specific [e.g., waterfowl/ wetlands, forest management], leadership, academic and experiential excellences, named scholarship after faculty, alumnus, sponsor) by 2012.
  2. Departments should communicate needed scholarships by priority to the CFR Development Officer annually
  3. to stimulate fund raising.
  4. Departments and faculty should identify potential funding sources for all scholarships.
  5. Identify and pursue funding to enhance cultural diversity of student body.

Action: CFR Cultural Diversity Committee will evaluate and revise the Cultural Sensitivity and Diversity Plan in 2010.

  1. The Committee will evaluate, update, and report accomplishments annually to the Dean so the Dean can communicate these results in annual ‘state of the CFR’ address.
  2. CFR Academic Affairs and Associate Dean will compile demographic and other pertinent statistics on faculty and students, and provide them to the Dean for communication. The Dean will communicate this information to faculty and stakeholders.

Action: Develop additional or enhance existing academic partnerships with traditional minority programs and institutions (e.g., MANRRS, Tuskegee, Alcorn State University).

  1. Chair of Cultural Diversity Committee will report number of institutions a nd students involved in these initiatives annually to Associate Dean and Dean.
  2. The Cultural Diversity and Administrative Councils will evaluate progress of existing partnerships and alleviate any deficiencies or constraints hindering programmatic success.
  3. Identify potential partners within and outside Mississippi.
  4. Recognize and reward faculty participation in these programs.
  5. The Cultural Diversity Council, Associate Dean and Dean, and CFR Development Officer will seek funding opportunities for students attracted to these programs.

Action: Establish distance-learning (DL) courses in each department and a DL-based M.S. degrees.

  1. Develop appropriate courses for offering via DL and obtain approval for courses through departmental and CFR curriculum committees and MSU UCCC.
  2. Develop a M.S. in Forestry for offering via DL and obtain approval for this degree by the Department of Forestry, CFR, and MSU UCCC by 2010. Initiate work to develop a DL-based M.S. degree in Forest Products in 2010.
  3. Maintain membership in Natural Resources DL Consortium based at Virginia Tech.
  4. Ensure all DL courses and degree program are equivalent in quality to on-campus courses and degree programs.
  5. Advertise availability of DL courses and degree programs through Natural Resources DL Consortium, CFR, and other available Web sites.

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Related Objectives:

Objective 4.
Maintain appropriate accreditation of undergraduate academic programs and continuously improve programmatic effectiveness, relevance, and quality.

Action: Maintain relevant curricula through external input from advisory/peer-review/accreditation committees.

  1. Require each department to develop a plan to maintain relevant and timely curricula by 2010.
  2. Summarize departmental advisory committee input for the three departments.
  3. Survey constituents and employers regarding alumni quality after graduation by 2010.

Action: Address current and recurring concerns from constituents regarding undergraduate and graduate teaching programs.

  1. Summarize current and recurring constituent concerns by department.
  2. By department, identify specific needs regarding each concern.
  3. By department, undergraduate committees should identify opportunities and strategies for meeting needs in departmental programs.
  4. Quantify and report actions by faculty or department that have addressed the issues.

Action: Further develop domestic and international exchange programs (undergraduate and graduate) with potential partner universities.

  1. Encourage and promote faculty and student participation in exchange programs.
  2. Seek support for exchange students while at MSU and encourage partners to reciprocate.
  3. Establish at least one new program by 2011.

Action: Develop college-level teaching guidelines that define general expectations for faculty regarding teaching quality by 2010.

  1. The College and Departmental Promotion and Tenure Committees should link department-level teaching guidelines with the promotion and tenure process.
  2. Establish a committee to develop a survey instrument applicable and specific for each department, or ultimately for the CFR, independent of the MSU student evaluation of teaching.
  3. Establish an integrated CFR and department-specific set of exit interview questions for students and use in faculty/curriculum/facility evaluations.
  4. Establish a peer- or mentor-review process of new teaching faculty and discuss assessment with faculty members as they make progress toward promotion and tenure.
  5. Evaluate teaching performance of post-tenure faculty.

Action: Invoke and maintain strategies for retention of undergraduates in CFR majors.

  1. Maintain student ‘cluster’ groups.
  2. Maintain one-on-one meetings between Academic Affairs Coordinator and academically challenged students each semester.
  3. Maintain student tutor program.
  4. Establish a peer leadership program whereby leaders assist student body in various needs.
  5. Maintain semester introductory and mid-semester meetings.
  6. Have yearly advising workshops for new and all faculty members
  7. Have an annual session for CFR Recruiting Committee and all faculty, summarizing current recruitment and retention results and strategies.
  8. Ensure 100% of CFR graduates have bona fide professional experience by graduation.

Action: Continue and strengthen effective relationships with community colleges regarding student preparation for CFR undergraduate programs.

  1. Work with community colleges to ensure their students receive necessary course material prior to transferring to MSU.
  2. Continue to meet annually with community colleges.
  3. Maintain transfer guides that emphasize equivalency of courses.
  4. Work with community college representatives on the CFR Curriculum Committee.

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Related Objectives:

Objective 6.
Increase the visibility of the research, teaching, and extension programs.

Action: Publicize undergraduate and graduate teaching programs to increase recruitment of students in relation to goals.

  1. Ensure that high school counselors, community college representatives, parents/guardian, and appropriate others have complete information on career opportunities and alumni successes, as well as current information on entrance and course requirements.
  2. Have current and Web-based academic information. Work with the Publications Editor in this effort.
  3. Develop innovative Web-based products including video, “face-book”, etc. for recruitment of new students.
  4. Develop distance-learning opportunities for K-12 teachers, including credit-based courses.

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Related Objectives:

Objective 7.
Develop and maintain operating procedures, administrative structure and processes that promote excellence.

Action: Continue departmental undergraduate orientation assemblies at beginning of each fall semester.

Action: Maintain a college-wide recruiter/placement officer.

  1. The recruiter/placement officer will work with each department to develop and annually update a plan.
  2. Recruiter should attract talented students from each gender and all heritages.