NCAA Self-Study: Minority Plan Table 2

Table 2 Minority Opportunity Plan UNIVERSITY OF WYOMING
Issues in the Self Study	Measurable Goals	Steps to Achieve Goals	Individuals/ Officers Responsible for Implementation	Specific Timetable for Completing the Work
1. Race Relations Action Plan.	To review race relation action plan (Appendix D-2) and chart progress.	Monitor progress of DIA in relation to its Race Relations Action Plan.	Equity Subcommittee, Senior Woman Administrator, Athletic Planning Committee.	Completed annually April 1.

2. Composition of screening and search committees.	To have a balance within screening committees of males, females and minorities.	Create a master list of campus individuals who would qualify to serve on screening and search committees for the DIA.	Equity Subcommittee, Senior Woman Administrator, Athletics Planning Committee.	Review of committees to be completed by Sept. 1

3. Minority Opportunities Plan Goals.	To establish new initiatives for minority opportunities plan. Develop and implement strategies.	Assign various strategies of the Race Relations Plan to members of the Equity Subcommittee for review and development of new strategies.	Equity Subcommittee.	New initiatives to be developed and presented April 2000, April 2002, etc.

4. Equal Employment Opportunities/Affirmative Action procedures.	To always conform to the University of Wyoming Equal Employment Opportunity and Affirmative Action procedures.	University Legal Counsel will meet with Director of EEO/AA Office to confirm conformity with standard procedures.	University Legal Office, Director of EEO/AA Office.	Review to be conducted each year by April 1. Written report to be submitted to Equity Subcommittee annually.

5. Diversity Training.	All staff personnel will participate in a Diversity Training workshop.	Through the Wyoming Department of Personnel, a workshop will be provided for staff including but not limited to diversity issues, and Sexual Harassment.	Office of Human Resources.	Workshop to be completed by October 1st of each year.

6.Minority Groups.	When possible to feature minority student-athletes and minority groups in athletic publications (i.e., media guide covers, posters, schedule cards, etc.)	Review and select appropriate photos of minority student-athletes to be highlighted in publications.	Director of Sports Information, Assistant Sports Information Directors and Head Coaches.	Immediate and on-going as publications are produced and at least annually,

7. Minority Positions/Staff	To dedicate specific staff and coaching positions to qualified minorities.	Establish and hold open specific positions for qualified minorities. Expand advertising to minority publications.	Director of Athletics, Executive Business Manager. Office of Human Resources.	Immediately and as positions become available. Ongoing year-end (July) evaluation of available positions.

8. Nondiscrimination Policy.	To yearly communicate the departments position as it relates to non-discriminatory practices for both staff and student-athletes.	At all staff meetings, emphasize our policy, handout document and require signature receipt. At each squad meeting emphasize policy and have students sign student-athlete statement.	Director of Athletics, Senior Associate AD/Compliance Coordinator. Senior Associate AD/CC/.	Each August and as new staff are hired. Each fall and in Spring with new student- athletes.

9. Recruitment of minority student-athletes in the under-represented sex.	To actively recruit minority student-athletes specifically in the sports of Women's Basketball, Men's & Women's Track, Men's & Women's Swimming, Men's & Women's Golf, Volleyball, Women's Soccer and Wrestling..	Develop a comprehensive tracking system of minority student-athletes in addition to the current monitoring system for all prospective student-athletes.	Senior Associate AD/CC, Sport Supervisors, Head Coaches.	Immediately and on-going with tracking report to be completed and presented to the Athletic Planning Committee each April 1 beginning April of 2001.

10. Minority head coaches and administration position.	To actively recruit minority head coaches and administration.	Advertise for positions in minority publications. Develop a list of potential qualified minority candidates.	Director of Athletics, Senior Associate AD, Associate Athletics Director(s)	Immediately begin to develop list of qualified candidates with review beginning April of 2001, and yearly thereafter. Advertise as positions become available.