CU is committed to being a premier, accessible and transformative public university that provides a quality and affordable education with outstanding teaching, learning, research, service, and health care. Through collaboration, diversity, innovation, technology and entrepreneurship, CU will expand student success and the economic foundation of the State of Colorado.

Our strategic planning process resulted in the creation of four strategic pillars: (1) affordability and student success; (2) discovery and impact; (3) fiscal strength; and (4) diversity, inclusion, equity and access. Each of these pillars has several areas of focus, some of which are campus specific while others are system-wide. This plan will align all elements of governance (regents, system, and campuses), make the case for CU with the state, and shine light on areas of success and need alike.

Strategic Planning Pillars

  • Pillar 1: Affordability & Student Success
    • Graduation Rate & Retention
    • Campus Wellness & Mental Health
    • Innovation in Learning & Teaching
  • Pillar 2: Discovery & Impact
    • Research/Scholarship/Creative Work and Graduate Programs
    • Healthcare
  • Pillar 3: Diversity, Inclusion, Equity & Access
    • Diversity, Inclusion, Equity & Access
  • Pillar 4: Fiscal Strength
    • Collaboration and Partnerships
    • Deferred Maintenance and Sustainability
    • Tech Enablement and Infrastructure
 
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Discovery & Impact

Strategic Metrics with Goals
Supporting Data
 
 
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Fiscal Strength

Strategic Metrics/Initiatives with Goals
  • Gifts/Fundraising Revenue
  • Facility Condition Index (FCI)
  • Energy Use Intensity (EUI)
  • Greenhouse gas emissions
  • Tech Enablement and Infrastructure Strategic Initiatives: Transformation & Innovation Program (T.I.P) Performance tracked through the completion of action steps
Supporting Data
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Diversity, Inclusion, Equity & Access

Strategic Metrics with Goals
  • Percent of student, faculty and staff from diverse backgrounds (by gender, ethnicity, veterans and disability)
  • Inclusion - Over time, we will track data to measure progress based on climate survey questions
Supporting Data
  • Faculty & Staff Diversity
    • Population by Race/Ethnicity, Gender
  • Student Diversity
    • Enrollment by Race/Ethnicity, Gender, Residency, Federal Pell Status, First Generation, Students with Disabilities
    • Freshman Applications by Race/Ethnicity
    • Retention Rates by Race/Ethnicity, Gender, Residency, Federal Pell Status, First Generation
    • Graduation Rates by Race/Ethnicity, Gender, Residency, Federal Pell Status, First Generation
    • Degrees Awarded by Race/Ethnicity, Gender, Residency, Federal Pell Status

 

All Supporting Data

Affordability & Student Success

Discovery & Impact

Fiscal Strength

Diversity, Inclusion, Equity & Access

  • Percent of student, faculty and staff from diverse backgrounds (by gender, ethnicity, veterans and disability)
  • Inclusion - Over time, we will track data to measure progress based on climate survey questions
  • Faculty & Staff Diversity
    • Population by Race/Ethnicity, Gender
  • Student Diversity
    • Enrollment by Race/Ethnicity, Gender, Residency, Federal Pell Status, First Generation, Students with Disabilities
    • Freshman Applications by Race/Ethnicity
    • Retention Rates by Race/Ethnicity, Gender, Residency, Federal Pell Status, First Generation
    • Graduation Rates by Race/Ethnicity, Gender, Residency, Federal Pell Status, First Generation
    • Degrees Awarded by Race/Ethnicity, Gender, Residency, Federal Pell Status

Data Highlights

Retention Rates

Freshman retention rates are based on first-time, full-time freshmen returning for their sophomore year. The rate is the percentage of students enrolled their second fall term.

Retention rates are an early indicator of the cohort’s future graduation rate. While this first-time, full-time freshman cohort does not include part-time students or incoming transfer students, this measure has been a staple in the IPEDS data collection offering peer and national comparisons.

Minority includes: American Indian/Native American, Hispanic/Latino, Black/African-American, Asian, Pacific Islander, and 2 or more races

URM, or Underrepresented Minority, includes: American Indian/Native American, Hispanic/Latino, Black/African-American

Out-of-Pocket Costs

Out-of-Pocket Costs are calculated annually using the Average Cost of Attendance (COA) minus average grant aid package for each income group. This analysis is based on resident undergraduates applying for financial aid and averages have been adjusted to 2019 dollars.

Grant aid is the sum of federal, state, institutional aid and other scholarships.

On average, students in income groups under $60,000 have experienced a decline in out-of-pocket costs in the past 5 years.

Student Diversity

The percentage of Students of Color and URM (Underrepresented Minority) is shown for each campus and the CU System. For more information on CU’s student, faculty, and staff diversity, visit the Diversity, Inclusion, Equity & Access pillar in our strategic plan and view our CU Diversity Report data visualization.

Students of Color include all non-white, non-international students while URM is limited to only those students identifying as American Indian, Black or African-American, or Hispanic/Latino.

CU Anschutz Patients Served

The number of patients served by CU Anschutz faculty per year.

CU Anschutz faculty are the primary healthcare providers on the Anschutz Medical Campus, including the University of Colorado Hospital and Children’s Hospital Colorado.

Other Revenue per Employee

Other Revenue is calculated from Total Revenue less State Funding and Undergraduate Resident Tuition Revenue.

The largest contributors to Other Revenue are health services, sponsored research, fundraising, and auxiliary enterprises.