REPORT OF THE NCAA OPPORTUNITIES

REPORT OF THE NCAA MINORITY OPPORTUNITIES

AND INTERESTS COMMITTEE (MOIC)

ACTION ITEMS.

Legislative action items.

· None.

INFORMATIONAL ITEMS.

1. Nonlegislative items.

MOIC approved the appointment of Gwendolyn Reeves, associate athletics director and senior woman administrator at Fort Valley State University as the new MOIC chair. Reeves will replace Robert C. Vowels Jr., commissioner of the Southwestern Athletic Conference and the current chair, who was named NCAA vice president for education services.

Association-wide.

2. Review of April Executive Committee Subcommittee on Gender and Diversity Issues Report. The staff provided an update on the Diversity Leadership Strategic Planning Committee (DLSPC) report and provided the committee with an overview of the legislative recommendations outlined in the report. The committee discussed the possible implementation of an annual diversity and inclusion report for member institutions and conference offices. It suggested that the current race and gender demographics report could be enhanced to capture ways in which member institutions and conference offices are promoting diversity. The committee also suggested that the Division III Strategic Initiatives Grant Program and the Division II Strategic Alliance Matching Grant Enhancement Program be reviewed to determine how those funds are being used to enhance diversity and inclusion and include such information in the NCAA Sports Sponsorship and Participation Rates Report. The committee also discussed encouraging the Division I Committee on Athletics Certification (CAC) and the Divisions II and III Membership Committees to consider the recommendations from the DLSPC to ask institutions to demonstrate that they are following institutional hiring policies during the certification and institutional self-study processes. Additionally, it also encourages the Division II and III Membership Committees to implement a designee to monitor gender equity and diversity issues.

3. NCAA Division I Governance Subcommittee proposed restructuring report. The committee received a report regarding the proposed restructuring in Division I. It noted the Governance Subcommittee’s recommendation that the ethnic minority and gender minimums of 20 percent and 35 percent, respectively, remain unchanged in the new structure. The committee, however, expressed some concern that the Division I Board of Directors, which is charged with oversight of the new Leadership and Legislative Councils, will not have diversity requirements. The committee agreed to ask the Board of Directors to consider increasing the minimum percentages, equaling them at 35 percent or maintaining the current levels, but prohibiting individuals from counting in more than one ethnic minority or gender category.

4. Athletics Certification Subcommittee report. The MOIC Athletics Certification Subcommittee provided the committee with an update on the third-cycle athletics certification topics. Specifically, the CAC requested input from the MOIC on diversity issues for the certification process. The MOIC provided recommendations for the CAC regarding assessing diversity issues for the athletics certification process. The MOIC focused primarily on areas of improvement in the NCAA Division I Athletics Certification Self-Study Instrument, specifically the “Measurable Standards for Operating Principle 3.2” and the “Program Areas to be Reviewed for Minority Issues.” The CAC accepted the MOIC’s recommendation to modify “Program Area Number Nine” to include the involvement of “athletics department staff” and “coaches” from underrepresented groups or diverse backgrounds in the governance and decision-making process of the athletics department. Previously, this area only extended to student-athletes’ involvement. The MOIC also discussed the importance of diversifying the pool of potential peer reviewers who participate in the certification process and providing all peer reviewers with formal training on diversity and inclusion.

5. Mission Statement/Strategic Plan Subcommittee report. The MOIC Mission Statement/Strategic Plan Subcommittee provided the committee with an overview of the mission, which is to focus on issues that involve the education and the welfare of all student-athletes, as well as the enhancement of opportunities for ethnic minorities and women in athletics participation, coaching, athletics administration, officiating and the NCAA governance structure. The committee reviewed the objectives to determine whether it was in line with its strategic plan and provided draft documentation, which included modifications to the committee’s current objectives to accurately depict the work of the committee.

6. Overview of biennial budget process/MOIC budget. The staff provided the committee with a biennial budget process timeline. The staff noted that the preliminary budget requests are due January 11, 2008.

7. NCAA Apprenticeship Program Recommendation. Charles Whitcomb, vice provost for academic administration and personnel at San Jose State University, asked the committee to consider an apprenticeship program which would expose participants to senior-level committees, as non-voting members. The apprenticeship program would be the beginning of establishing a pool of qualified individuals that could be considered for future committee appointments. Additionally, the apprenticeship program would provide exposure to individuals that have participated in the upper levels of athletics and help provide an opportunity to coach, mentor and cultivate future leaders of intercollegiate athletics. The committee recommended the appointment of a subcommittee to discuss the development and implementation of an apprenticeship program and whether the program could be an extension of preexisting professional development programs.

8. Eligibility center update. The staff provided the committee with an update and noted that the NCAA Eligibility Center (Center) will be responsible for determining the initial academic and amateurism eligibility of all NCAA Divisions I and II prospective student-athletes. The Center is expected to provide increased efficiency and enhanced customer service to the membership, prospective student-athletes and their parents. The staff noted the Center has been working with the diversity and inclusion and the NCAA human resources staffs to ensure diversity initiatives both for staffing and operational needs. The Center should be fully operational October 2007. Currently, there are approximately 30 full-time staff members, and the Center anticipates 50-55 full-time staff members by November of 2007.

9. Baseball Enhancement Working Group report. The staff provided the committee with an update on the Baseball Enhancement Working Group report. Some of the notable highlights in the report have concluded that the low academic progress rate (APR) in the sport of baseball is largely the result of baseball student-athletes with fairly strong academic backgrounds making slow progress toward a degree and tending to change schools or leave college early. The committee noted the low numbers of African Americans participating in baseball and questioned whether the lack of diversity in baseball is a trend that will be reflected in other sports. As such, the committee recommended that a study should be commissioned at all divisional levels in conjunction with Major League Baseball (MLB) to determine at the causes or reasons why minority participation in baseball continues to decrease. Further, the committee noted that the study should review whether the research shows a trend in all sports, or just a decline in baseball. The committee also discussed outreach efforts in which the NCAA could participate, such as a marketing campaign, working with National Federation of High Schools and other grass roots efforts.

10. CAP, HBCU and APR update. The committee reviewed a report from the Division I Committee on Academic Performance (CAP). The committee noted that discussions continue to occur about the best ways to support Historically Black Colleges and Universities (HBCUs) that could be facing penalties due to poor academic performance rate scores. The committee noted that many of the HBCUs have academic improvement plans in effect and are waiting notice as to whether any grant funds will be made available to further boost athletics support systems at their respective institutions. HBCUs also are discussing best practices to further enhance the academic achievement of
student-athletes attending HBCUs.

11. Gender equity and issues update. The staff provided the committee with an update on the Gender Equity and Issues Forum. Attendees heard presentations on Title IX topics, gender equity planning, recruiting and retaining women in intercollegiate athletics, marketing and fundraising for women’s sports programs, and life/work balance issues. Breakout sessions and roundtable best practices sessions included the following topics: 1) pregnancy and student-athletes; 2) lesbian, gay, bisexual and transgender issues, hazing, and internet social websites.

12. Programmatic updates. The staff provided an update of all the programs and initiatives which foster and enhance professional opportunities for ethnic minority administrators and coaches. Some notable highlights included:

a. Achieving Coaching Excellence (ACE) Program. The Black Coaches Association (BCA) collaborated with NCAA diversity and inclusion, MOIC and Committee on Women’s Athletics (CWA) to create the Achieving Coaching Excellence Programs (ACE) for Women. The program is designed to assist an already talented group of assistant coaches to become the next generation of head women basketball coaches. This year, 2007, was the inaugural year for the ACE Men's Program. To date, of the 36 previous women’s participants (25 percent) have attained the title of head basketball coach. The ACE Program is committed to developing the total coach in the areas of communications, budget planning, “Xs and Os” and program development. The program creates an environment where thoughts and ideas can be exchanged on issues that face minority basketball coaches. ACE Program workshops encompass a wealth of information within four intensive days of programming following the BCA National Convention and Expo. Program sessions include: managing media relations, developing a leadership style, succeeding in the interview process, building relationships with campus administration, game day preparation, among other topics. This year's ACE program took place June 3-6 in Indianapolis.

b. Division II Strategic Alliance Matching Grant Enhancement Program. The selection committee received 23 proposals and granted eight institutions and conferences matching grant funds. The selected positions will be funded at the requested salary and benefits for a period of three years. Institutions and conference offices will be required to maintain the positions for an additional two years to complete the grant contract requirements. An additional reimbursable amount of $12,500 will be provided for overhead and professional development expenses.

c. Division III Ethnic Minority and Women's Internship Grant Program. The committee received 70 applications, and 16 institutions and conferences were selected to receive grant funds. Positions will be funded at $20,100 for each of the two years with an additional $3,000 for professional development per year. On July 24-26, a required orientation session will be held in Indianapolis, Indiana, for the supervisors, mentors and selected interns.

d. Division III Strategic Alliance Matching Grant. The selection committee received 19 proposals and selected eight institutions to receive grant funds. The selected positions will be funded at the requested salary and benefits for a three-year period. An additional $3,500 will be awarded over the three-year period for overhead and professional development expenses.

e. Expert Football Coaching Academy. The Expert Football Coaching Academy was held May 31-June 3 in Miami, Florida, in conjunction with the Black Coaches Association annual convention. The academy was designed to improve and reinforce various aspects of securing, managing and excelling in head football coaching positions at the intercollegiate level. Specifically, the academy addressed the following areas: communication, fiscal responsibility, building a successful program, compliance considerations and academic issues. Participants are required to have at least eight years of college football coaching experience to quality for the academy.

f. Men’s Football Coaching Academy. The Men’s Football Coaching Academy (academy) will be held June 30-July 2 in Indianapolis. There were 30 participants in this year’s academy. The academy is designed to improve and reinforce various aspects of securing, managing and excelling in head football coaching positions at the intercollegiate level. Workshop topics will focus on: communication, fiscal responsibility, building a successful program, compliance considerations and academic issues. Participants must have at least one to eight years of college football coaching experience for the academy. Recognized football coaches, leaders in athletics and higher education will serve as faculty for the three-day workshop.

g. NCAA Fellows Leadership Development Program. In April 2007, the Fellows met in Indianapolis and received media training from Wally Renfro, NCAA senior advisor to the president, and executive training from Tom Thomas of Cardinal Advisors. In late April, the Fellows attended the Gender Equity and Issues Forum in New Orleans. Some female Fellows attended the NACWAA/HERS Leadership Enhancement Institute in Denver, Colorado, via NCAA Fellows Program sponsorship May 30-June 3, 2007. Further, other participants attended NCAA Regional Rules Seminars. The Fellows also attended the National Association of Collegiate Directors of Athletics (NACDA) convention in Orlando, Florida, June 7-10 with some of the executive mentors and most recent graduating class of Fellows. In July 2007, the Fellows will be attending a two-day Franklin Covey leadership course in Denver. Presently, 10 of the 12 Fellows have made the first of two scheduled visits to their executive mentor's campus. The eligibility criterion for the NCAA Fellows Leadership Development Program is being reviewed by the diversity and inclusion staff. Specifically, staff will be reviewing the position level and years of experience requirements. Currently, candidates must have at least seven years experience and have the title of associate athletics administrator or above. The committee voiced its concern about the terms of service and title requirements. The committee noted that the program could be excluding potential candidates because title and job responsibilities are not uniformly applied through all divisional positions. After staff review and MOIC and CWA approval, any potential modifications will be implemented for the 2008 application cycle.

h. NCAA Leadership Institute for Ethnic Minority Females. The week-long session took place June 24-28, and graduation was held June 28. Dr. Dorothy C. Yancy, president, Johnson C. Smith University, addressed the class. Twenty-four participants graduated from this year’s program.

i. NCAA Leadership Institute for Ethnic Minority Males and Females. The joint program began June 29. Eighteen participants – 11 males and seven females were selected. Changes made to programming include a community session to engage the participants in building a cohesive team and encourage networking. All programmatic sessions will be held jointly unless topical breakouts are requested by the facilitators or participants.

j. NCAA Internship Program. Seventeen individuals were selected to participate in the 2007-08 NCAA Internship Program, which began June 11. Seven members of the 2006-07 class were hired at the national office. The remaining seven are either working in the membership or entering postgraduate programs.