• Ground rules for the Opportunity Grants have changed over time. Initially, at President Nitzschke's request, the Opportunity Grants were to "spend what it takes" to enable minority students to enroll at UNH. At first, these grants replaced the students' unmet need, covering the self-help portion, any Stafford Loans, and $1000 of work-study money. Average package was about $11,000 per out-of-state student.
• Currently, the Opportunity Grants average $3,500, covering the Perkins Loan portion and $1000 of work-study money. Current academic year there are 195 students receiving approximately $839,000.
• Sojourner Truth Scholarship, established in 1988 to commemorate the legacy and spirit of the 19th century African-American abolitionist and feminist, Sojourner Truth. Scholarships given to students from ethnically diverse backgrounds, with preference given to New Hampshire residents.
• In August 1996, a committee was formed to address issues of policy, first step being a draft statement of our philosophy, commitment, and policy on minority financial aid. Second meeting not yet scheduled. Recent confusion around use of Multicultural Recruitment and Retention Fund raises the importance of convening this committee.
• Sources of financial aid for students of color include the following:
  1. Andrew and Jean Young Scholarship Fund, recipients selected by President of the University of New Hampshire or by her/his designated representative. First preference given to students whose primary residence is in Roxbury-Dorchester-Mattapan area of Boston. This scholarship fund is expected to be funded annually at the $10,000 level for another four years.

Current-Use Scholarship Funds

Current Available Balance: $1250

FY95: N/A

FY96: 4 scholarship recipients

FY97: 4 scholarship recipients

1. Melbourne W. Cummings Scholarship, established "to assist the University in recruiting and retaining a diverse student body by providing scholarship awards to non-New-Hampshire resident undergraduate students."

Endowed Scholarship

Market Value of Endowment: $1,533,340

Estimated Revenue for FY98: $ 62,000

FY95: 7 scholarship recipients

FY96: 14 scholarship recipients

FY97: 10 scholarship recipients

1. Alberta Curry Virgil Scholarship, established in memory of her mother by Elizabeth Ann Virgil, first African-American female graduate (1926), to "provide assistance to needy undergraduates who have achieved a satisfactory academic record. Preference is given to disadvantaged or minority students."

Endowed Scholarship

Market Value of Endowment: $47,128

Estimated Revenue for FY98: $ 1,600

FY95: 2 scholarship recipients

FY96: 2 scholarship recipients

YTDFY97: 0 scholarship recipients

1. Phil Kenney Scholarship, "scholarships will be awarded to NH residents who demonstrate financial need, with preference given to Hispanics and other minorities." (Annual Gift Scholarship; account to be closed.)
2. Multicultural Recruitment and Retention Fund. (Annual Gift Scholarship; see page four.)
3. Peterson Carsey Minority Scholarship, is intended by the donor to annually fund these scholarships for four years (beginning 1995-96) while at the same time build an endowment (approximately $100,000) to permanently fund the scholarship awards.

Current-Use Scholarship Funds

Current Available Balance: $31,750

Anticipated FY98 Revenue: $25,000

FY96: N/A

FY97: 3 scholarship recipients (approx. $6,000 per student)

1. Clark Terry Music Scholarship Fund, has no permanent funding source and no awards have been made from this fund since FY 90.

Current-Use Scholarship Fund

Current Available Balance: $6,026

Expansion of private funding for merit-based minority student aid.

• Little information exists on this topic, although the volunteer Corporate Gift Officer is seeking to establish this type of funding. Development of our philosophy statement would be helpful to his efforts.
• Coordinator of Minority Recruitment and Retention attends recruitment activities for both Army and Air Force ROTC programs at Hyde Park High School, English High School and Charleston High School.

Early identification of prospective minority undergraduates, including campus visits.

• The Director of UNH Admissions is now the liaison to Educational Talent Search (ETS). ETS focuses on NH low income, first-generation college students. Of the class of 1996, 325/372 enrolled in post-secondary schools, 62 at UNH and UNHM.
• Upward Bound works with in-state students from 14 New Hampshire high schools. The program makes efforts to recruit minority students, accounting for 15-20% of group. Recently Upward Bound has included eastern European immigrants. Federal regulations prohibit direct recruitment of these students by UNH, although a number of former Upward Bound students do attend UNH. Upward Bound has contact with the Office of Multicultural Student Affairs and Jim Washington, Director of Admissions, and does attempt to recruit UNH minority students as summer staff.
• Londonderry High School has the state's one minority guidance counselor, and she has just joined the Admissions Office Advisory Board.
• Currently we run two summer programs for high school students: Project SMART, a program in science and mathematics; and SYMS, Summer Youth Music School.
  1. Project SMART: Prof. Subhash Minocha Plant Biology, coordinates the program. Enrollment data tracks gender, not ethnicity. Publicity is in the form of pamphlets four (4) posters sent to each high school in NH (principal, guidance counselor, science dept. head, math dept. head), as well as to about 100 high school teachers who attend Prof. Minocha's summer workshops. Some news media (Campus Journal) is used, but the program is promoted mostly through word of mouth.

1. SYMS: Prof. Mark Deturk is currently the contact person. Approximately 475 students have participated the last few years. The program is mostly classical with some jazz. Very few students of color have participated; data is not formally available.

• Admissions, working with the Coordinator of Minority Recruitment and Retention, the Center for Academic Resources, Project Connect staff, and OMSA, is planning a pilot overnight program for admitted/prospective students Spring 1997. Invitations will be targeted to Londonderry, Nashua, and Manchester, all cities with sizable minority student populations.

An expansion of the size and scope of the Summer Select Program.

• The Select Summer Program in Music and English for minority students was piloted in Summer 1991 for a group of 18 students. It was then offered in the summers of 1992, 1993, and 1994, for 30-43 students. Funding came from Marcy Carsey who contributed $400,000 for the program. The program was supported by enormous amounts of volunteer time from faculty members of both the Music and English departments. Marcy Carsey has continued to be a generous supporter of the University, but this particular program was not a special interest of hers. The $400,000 commitment ran out in 1994, no replacement funding was identified by the University.

Focused recruitment in the Boston schools (including but not restricted to the Metco program).

• As noted above, the Coordinator of Minority Recruitment and Retention has build relationships with several Boston schools. Efforts this year have been expanded to Weston, Concord-Carlisle, and Reading high schools. Admission's Office staff members now routinely visit the urban high schools and attend college fairs in minority high schools.

Focused recruitment in the New York metropolitan area.

• The coordinator of minority recruitment and retention and the volunteer corporate gift officer began visits to New York City high schools, fall 1996.
• As noted above some graduate student recruitment efforts are targeted to New York.

Exchange program and academic collaborations with historically Black and other universities with greater minority populations, including Howard University, the University of New Mexico, and the University of Massachusetts-Boston.

• Faculty from UNH departments of Education and Communication jointly developed and taught a summer institute, "Cultural Differences: Implications in Communication and Education," with Howard University faculty, summer 1996. Plans are underway for a second institute at Howard this summer.
• UNH Education Department collaborated with faculty from Boston College to jointly place student teachers from each institution at the Southeast Lawrence School, an urban school rich in diversity.
• Over the past five years, 232 UNH students have worked with the National Student Exchange to spend time at other US colleges and universities. Popular destinations are Florida, South Carolina, New Mexico and California. One white woman attended an historically black institution in Virginia. A current student seeks an exchange to the South to have greater resources for a thesis on slavery.

Articulation in minority student recruitment between UNH-Durham and UNH-Manchester.

• UNH-Manchester is one of the six baccalaureate colleges of the University. The Director of Admissions was formerly at UNH-M and supervises the Manchester admissions functions.
• UNH-M admissions counselors work closely with the three Manchester high schools which have significant enrollments of racial and ethnic minorities. The College Opportunity Program attracts high school juniors and seniors to UNH-M from Manchester, Londonderry, Hudson, Merrimack and Nashua.
• The Interim Dean of UNH-M is exploring offering courses from the RCP minor in Manchester to capture the diversity of the city in the classroom.

A new recruiting emphasis on transfer students, to include two- and four-year colleges with high minority populations.

• Not yet done, the Admissions Office historically has had a focus on first-year undergraduate recruitment. Development of a first articulation agreement with a Boston area community college is a goal for AY 1997-98.

Incentive scholarship funding to committed academic departments.

• Not yet done in a systematic way. Individual departments, Music for example, do this on their own initiative. Some colleges may use the Dean's Scholarship money for minority recruitment. These awards are driven by academic achievement and designed to improve yield on academically talented out-of-state students. High achieving minority students are eligible for inclusion.

Graduate Student Recruitment

Expansion of Presidential assistantships.

• Here is background to development of Presidential Assistantships.
  1. From FY 79-FY 91, the Graduate School had two Martin Luther King Assistantships budgeted each year. In any given year no more than one was actually awarded.
  2. In FY 92, these assistantships were replaced by two "black assistantships," funded from a Q-account. Per President Nitzschke's requests, these were internally promoted to deans and chairs.
  3. FY 93, three Presidential Assistantships were available, and a decision was made to limit the number to three for FY 94. I cannot determine how these were funded. If from a Q-account, records should exist in your office.
  4. By FY 95, the three Presidential Assistantships were being paid from Fund 1000, at $9050 each. The Graduate School absorbed the cost of two of these.
  5. FY 96, one Presidential Assistantship remained, Fund 1000, Graduate School budget.
  6. FY 97, any minority graduate students aid is paid from the Graduate School's discretionary assistantships. Currently the Graduate School uses its assistantships to support diversity in its largest definition: a woman in engineering, a man in family studies, two students of color, and a strong international candidate.
• According to Building a New University Community, three of these assistantships were originally funded through private sources in the President's Office, 1992. I believe by 1994 the funding was gone, and these assistantships had to be paid from Fund 1000. By AY 1994-95, there was a decision that the program was too expensive. The Graduate School has been able to use some of its graduate assistantship pool specifically for minority support. Initial discussion of these assistantships produced great excitement and enthusiasm; fact that the Presidential Assistantships no longer exist is widely known and a frequent source of complaint.