Main Index | Governance & Commitment to Rules Compliance | Academic Integrity | Equity & Student-Athlete Welfare | Appendixes

APPENDIX A: Sample Plan Format—Rules Compliance

The following illustrates means by which an institution can present the major components of a plan. This example of one component is not meant to resemble an institution’s plan. Also, it is not required that an institution follow the items in this example. An institution should formulate an original plan that addresses its unique situations and issues.

Issues in the Self- Study	Measurable Goals	Steps to Achieve Goals	Individuals/ Officers Responsible for Implementation	Specific Timetable for Completing the Work
The compliance review does not include a review of camps and clinics or student-athlete employment.	Incorporate camps and clinics and student-athlete employment into compliance reviews.	The compliance coordinator in conjunction with the conference office will review camps and clinics and student-athlete employment into the once-in-four-year compliance review.	Compliance coordinator and senior woman administrator.	March 1, 2005

Institutions may contact their NCAA staff liaison for athletics certification for more information regarding institutional plans.

APPENDIX B: Sample Plan Format—Gender-Equity Issues

The following illustrates means by which an institution can present the major components of a plan. This example of one component is not meant to resemble an institution's plan. Also, it is not required that an institution follow the items in this example. An institution should formulate an original plan that addresses its unique situations and issues.

Sample Gender-Equity Plan (2005-10)

Elements			Steps
Program Area	Issue(s)	Measurable Goals	Steps to Achieve Goal	Individuals Responsible for Implementation	Specific Timetable for Completing the Work
1. Athletics Scholarships	Women's sports teams are deficient in the number of scholarships annually awarded by the athletics department when compared to the men's program.	Increase the athletics scholarships for women's sports by an additional 14.5 full Grants-in-aid over the next five years	Proposed scholarship increases will be funded through endowment sources. The annual "Women's Walk for Scholarships" will secure additional funds for the increase in scholarships. Four Scholarships to softball; Five scholarships to women's track and field; Three scholarships to women's soccer and Two and one-half scholarships to women's water polo.	Vice-President of University Advancement; and Director of Athletics Development.	Scholarships divided up equally over four sports (softball, women's track and field, women's soccer and women's water polo) each year: 2005-06: two Grants-in aid 2006-07: three Grants-in aid 2007-08: four Grants-in aid 2008-09: one and one-half Grants-in aid 2009-10: three and one-half Grants-in aid
2. Accommodation of Interests and Abilities	Participation ratio is not proportional for women's athletics teams vs. men's athletics teams.	Increase the ratio of participation on women's teams between two to five percent.	Add additional roster spots for women's teams. Manage rosters of following sports: 90 of football (down from 105) 25 on men's ice hockey (down from 30) 30 on men's track and field (down from 40).	Director of Athletics; Senior Associate Director of Athletics; and Coaches.	Five-year plan (2005-10). Annually monitor participation numbers on men's and women's team. Set roster-size goals on an annual basis.
2. Accommodation of Interests and Abilities		Add women's rowing in 2007-08 based on response in 2004-05 survey to students at institution.	Implementation of new sport will begin in 2005-06 with hiring of head coach and assistant coaches. $20,000 dollars will be allocated for recruiting during 2005-06. Team will commence competition in 2006-07.	Athletics Council; Director of Athletics; and the Chancellor.	Athletics Council's review of proposals for interests and abilities completed in 2004-05. Perform survey biannually to research if accommodations for interests and abilities met.
3. Equipment and Supplies	Apparel is superior for men's sports vs. women's sports.	Provide comparable quality apparel to women's soccer, women's golf and women's gymnastics to reflect similar conference sports (men's soccer, men's golf and men's gymnastics).	Purchase new apparel for women's soccer, women's golf and women's gymnastics for 2005-06 and order and upgrade uniforms as needed. Biannual review of uniform quality for all sports.	Associate Director of Athletics with sport oversight responsibilities in cooperation with the equipment manager and budget manager.	2005-06 with biannual review thereafter.
3. Equipment and Supplies	Equipment is not equitable for comparable women's sports in ice hockey.	Provide comparable quality equipment to the women's ice hockey team to reflect men's ice hockey team equipment.	Purchase new ice hockey sticks for the women's ice hockey team. The athletics department will continue to monitor the amount of equipment, quality of equipment and apparel and the quality of management over those areas.	Sr. Associate Director of Athletics.	2005-06.
4. Scheduling of Games and Practice Times	No issues identified within program area evaluation. Maintenance plan included.	Provide equivalent opportunities for men's and women's teams in all aspects of competition and practice times including: number of contests, practice opportunities and time of day for each and pre-season and post-season competition.	Practice: Adjust the men's and women's soccer practice time by one-half hour to allow for the equivalent amount of practice time for each team. Request practice schedules to be developed and submitted by all coaches in accordance with established policies to facilitate review by the facilities director as well as the head athletics trainer. Adjust as determined by annual review.	Director of Athletics; Head Coaches; Facilities Director, and Head Athletics Trainer.	Fall 2005 and ongoing each year subsequent.
5. Travel and per Diem Allowance	No issues identified within program area evaluation. Maintenance plan included.	Provide equitable modes of transportation and housing during travel, length of stay before and after competitions, dining and per diem allowances.	Assign to the Equity, Welfare and Sportsmanship Committee the responsibility of annually reviewing and modifying as needed the written policies, procedures, and criteria for travel arrangements and per diem allowances.	Equity, Welfare and Sportsmanship Committee; Director of Athletics; Senior Woman Administrator; and Athletics Business Manager.	Beginning in 2005 and ongoing thereafter.
6. Tutors	Not enough tutorial support in women's track and field and women's volleyball.	Hire two new graduate assistants to work in the academic support services department of the athletics department. The two new academic counselors will assist the sports of women's track and field and women's volleyball.	2005-06 raise funds necessary for two new academic counselor positions and director of academic services. 2006-07 hire all three positions and begin reassignments within academic support services.	Senior Associate Director of Athletics for Internal Affairs.	Beginning in 2005 and reviewed annually thereafter.
7. Coaches	Salaries are deficient in women's volleyball.	Increase assistant women's volley ball coaches' salaries to align with comparable salaries in equivalent men's sports.	Prepare appropriate forms for processing/implementation at salary adjustment for specific coaches.	Director of Athletics and Human Resources Office.	June 2006.
7. Coaches	Laundry service not currently provided for women's sports.	Provide women's coaches with laundry service in locker rooms.	Implement system developed by head equipment manager for drop-off and pick-up service of laundry beginning in September 2005.	Sr. Associate Director of Athletics; and Head Equipment Manager	September 2005.
8. Locker Rooms, Practice and Competitive Facilities	Lockers are deficient for women's tennis.	Build new lockers for women's tennis team in locker room.	Addressed in the master plan for facilities renovation from 2003-07.	Athletics Director, and Assistant Athletics Director for Facilities and Operations.	2006-07.
8. Locker Rooms, Practice and Competitive Facilities	Softball facility needs upgrade.	Build new softball facility comparable to baseball stadium.	Addressed in facility renovation lan from 2003-07.	Athletics Director, and Assistant Athletics Director for Development	Building starts January 2006. Date of completion scheduled for January 2007.
9. Medical and Training Facilities and Services	No Issues identified within medical services.	Continue to provide high-quality services to all students, taking particular care that students have full access to gender-specific medical services.	Hire a trainer who has experience in dealing with women student-athletes.	Director of Athletics; and Head Athletics Trainer.	Hire the trainer by January 2006.
	Strength and conditioning programs in all sports need to be comparable. Currently, more attention is paid to revenue-producing sports.	Provide consistent athletics strength training for all sport programs, regardless of gender.	Assignments for strength coaches for male and female sports will be monitored for workload equivalence.	Director of Strength and Conditioning. Monitoring will be performed by Director of Health and Physical Education.	Beginning in 2005 and ongoing thereafter.
			Hire strength coaches with equal experience to that of men's football and basketball for women's volleyball and soccer. Salaries of strength coaches for male and female sports will be equal starting in 2005-06.	Director of Athletics; and Director of Strength and Conditioning.	Beginning in 2005 and ongoing thereafter.
10. Housing and Dining Facilities and Services.	No issues identified within program area evaluation. Maintenance plan included.	Provide equivalent housing and dining facilities for all student-athletes receiving scholarships by 2005-06.	Continue to monitor housing and dining options for student-athletes on scholarship. Director of University Housing will conduct a survey to determine needs for all student-athletes on scholarship during the fall 2005 to determine needs of all scholarship student-athletes.	Associate Director of Athletics/Senior Woman Administrator; Athletics Budget Director; Head Athletic Trainer; And Director of Athletics. Monitoring performed by Vice-Chancellor of Student Affairs; and Director of University Housing.	Beginning in 2005 and ongoing thereafter.
11. Publicity	All aspects of publicity need to enhanced for women's sport teams.	Enhance marketing of women's sports in regional area to equal efforts of marketing for men's sports.	Launch Internet coverage for volleyball, women's soccer and softball.	Associate Director of Athletics/SWA; and Sorts Information Director.	Beginning in Fall 2005 for volleyball and women's soccer. Start spring 2006 for softball.
			Increase coaches' television show opportunities for women's teams by converting the baseball coaches show into a shared show with softball.	Associate Athletics Director/SWA; Sports Information Director; and Baseball and Softball coaches.	Beginning in spring 2006.
			Recognize women's teams for winning conference titles during men's basketball or men's football home games.	Sr. Associate Director of Athletics.	Fall 2005 and ongoing thereafter.
12. Support Services	More staff support needed in women's soccer, softball and women's volleyball.	Provide equivalent support services for men's and women's sports and continue to monitor the quality of these support services annually.	Assign one additional support staff in women's soccer, softball and volleyball, respectively.	Director of Athletics; and Director of Organizational Effectiveness, Office of Human Resources.	Additional support staff will be hired over the next two academic years (2005-07).
	Senior Administrative oversight and support of women's sports teams is currently deficient.		Assign senior athletics department personnel to be in attendance at all home contests.	Director of Athletics; and Associate Athletics Directors with sport oversight responsibilities.	Senior athletics department personnel will be in attendance at all 2005 contests and thereafter.
			Monitoring function will be performed by Gender-Equity Subcommittee.	Monitoring will be performed by the Director of Organizational Effectiveness in the Office of Human Resources.	Monitoring component will begin spring 2006 and annually thereafter.
13. Recruitment of Student-Athletes	No issue identified within program area evaluation. Maintenance plan included.	Continue to provide equal opportunities to recruit student-athletes among men's and women's sports.	Continue to monitor the opportunities of coaches and other personnel to recruit.	Associate Directors of Athletics with sport oversight responsibilities. Monitoring component will be performed by Vice-Chancellor.	Fall 2005 and annually thereafter. Monitoring component will begin in the spring 2006 and will continue annually each spring.
			Continue to monitor whether financial and other recruiting resources are adequate for men's and women's programs.
			Continue to monitor prospective student-athletes for men's and women's programs to ensure their treatment during campus visits is adequately equivalent.

APPENDIX C: Sample Plan Format—Minority Issues

Please note that an institution’s plan for addressing minority issues shall address equitable opportunities for both minority student-athletes and athletics personnel. An institution wide affirmative action plan is acceptable only if it:

Specifically references, in the plan or in a separate document, the intercollegiate athletics program;
Addresses minority opportunities and needs (e.g., special programming, services of multicultural offices, general welfare issues) for student-athletes, as well as athletics staff; and
Satisfies the committee’s minimum expectations for a plan.

Elements			Steps
Program Area	Issue(s)	Measurable Goals	Steps to Achieve Goal	Individuals Responsible for Implementation	Specific Timetable for Completing the Work
1. Institutional and Athletics Department Commitment	Athletics department's commitment to diversity lacked broad-based approval.	Maintain commitment to diversity.	Review of written department policies on diversity by broad-based campus group.	Athletics Director; and Minority/Equity Committee	Fall 2005 and ongoing each year subsequent.
2. Evaluation	Athletics department does not collect or review data related to monitoring the department's commitment to diversity.	Monitor the athletics department activities for consistency with the developed goals and objectives set forth in the institution and athletics department's written commitments to diversity.	Include written goals and objectives related to the commitment to diversity as part of the executive staff's strategic planning process and distribute them. The executive staff member assigned to diversity will be responsible for collecting data designed to assess progress toward achieving the athletics department's written goals and objectives that support the department's commitment to diversity. Data will be collected concerning diversity issues from a student-athlete survey and exit interviews and reviewed by minority/equity committee.	Associate Athletics Director for Academics (executive staff); and Minority/Equity Committee.	Fall 2005 and ongoing each year subsequent.
3. Organization and Structure	Maintain organization structure to promote equity and diversity within athletics department.	Continue to use the current structures and organization to promote equity and diversity.	Monitor and review the institution's structure and organization for promoting diversity in athletics. Report completed and submitted to the faculty committee on athletics by athletics director and associate athletics director.	Athletics Director; Associate Athletics Director; and Faculty Committee on Athletics.	Fall 2005 and ongoing each year subsequent.
4. Enrollment	Overall student-athlete minority population is 10 percent below the general minority student population.	Set enrollment and graduation goals for minority student-athletes in proportion to the goals set by the institution.	Work with admissions department and minority affairs department to determine annual enrollment numbers for minority students. Specifically, the athletics department shall encourage and solicit minority students to apply for departmental internships and professional development programs.	Coaches; Associate Athletics Director; Academic support staff; Admissions office; and Minority Affairs office.	Fall 2005 and ongoing each year subsequent.
5. Comparison of Populations	Women's basketball, baseball, men's soccer, lacrosse and women's volleyball lacked African American representation during the three-year review period.	Increase African American representation among these programs.	Encourage head coaches of each of these programs to ensure that aggressive recruitment of minorities, especially African Americans, is a part of their annual recruitment efforts. Specifically, the athletics department shall encourage and solicit minority students to apply for departmental internships and professional-development programs.	Program administrators (Director; Associate Director, Programs and Facilities' and Assistant Director, Compliance and Operation).	Fall 2005 and ongoing each year subsequent.
6. Participation in Governance and Decision Making	Minority student-athletes not aware of leadership opportunities within the athletics department.	Maintain priority on selecting diverse representation on the Student-Athlete Advisory Committee (SAAC).	Target minority student-athletes on each team to generate interest in serving on SAAC.	Senior Associate Athletics Director for Student Development and Welfare.	Beginning in 2005 and ongoing thereafter.
6. Participation in Governance and Decision Making	Develop leadership opportunities for minority coaches and staff.	Involve minority coaches and staff on search committees for new coaches. Provide professional development opportunities for minority coaches and staff.			Beginning in 2005 and ongoing thereafter.
7. Employment Opportunities	Athletics department lacked female and minority coaches and staff members.	To increase the number of female and minority coaches and staff members within the athletics department.	Consult with the offices of human resources management, equal opportunity programs and campus diversity to develop strategies to successfully identify and recruit applicants from diverse and underrepresented groups. Specifically: In order to identify qualified minority candidates, each school should have direct telephone communication with the Executive Director of the Black Coaches Association (BCA) and/or the Chair of the Minority Opportunity Interests Committee (MOIC). Each member institution should strive to interview a diverse pool of candidates. Take two or more weeks to make a final decision when selecting a new coach or administrator. Adhere to Affirmative Action hiring policies and procedures as required on campus. Advertise open positions in publications that reach diverse populations. Provide diversity education to staff throughout academic year. Develop faculty-coach minority mentor program.	Director of Athletics in collaboration with the Offices of Human Resource Management, equal opportunity programs and campus diversity.	Beginning in 2005 and ongoing thereafter.
8. Programs and Activities	Student-athletes are not aware of minority programs offered to minority students sponsored by the institution.	Communicate current programs available to all minority students and request feedback from student-athletes on the types of issues affecting them.	Annually survey all minority student athletes through exit interviews to provide feedback to the department regarding the needs and issues affecting minority student-athletes.	Associate Athletics Director of Community Relations and Life Skills.	Beginning in 2005 and ongoing thereafter.

Main Index | Governance & Commitment to Rules Compliance | Academic Integrity | Equity & Student-Athlete Welfare | Appendixes