Objective 2  

We will know we have addressed this imperative when our graduates report they have received excellent academic training, opportunities for spiritual formation, and feel prepared for their respective leadership roles in the academy and/or the church.

Strategy 1
Continue our commitment to increase the diversity and quality of the applicant pool and the admitted student body.

Consider the following:
• Active recruitment of applicants from underrepresented groups.
• Admissions process to consider diversity as a key criterion.
• Financial support.
• Academic support for students throughout the program.
• Childbirth and adoption accommodation policy.
• Interviewing all candidates for admission (including when necessary online).
• Offering a “virtual” visit to campus for all who are admitted.

Strategy 2
 Align seminar offerings with attention not only to subject matter but also to student interests and needs.
 
 Consider the following:
 • The relationship between the students taking seminars and the seminars being offered.
 • Lessen the requirement that faculty submit Ph.D. seminars for approval two years in advance.
 • Expand the pool of appropriate seminar enrollees (M.Div., Th.M. students, visiting students, auditors).
 • Review of specialization requirements to ensure that students continue to be identifiably linked to recognized fields from the perspective of future employers.
 • Encourage faculty to explore intradepartmental and interdepartmental seminar offerings.
 
 Strategy 3
 Provide intentional opportunities for spiritual and professional formation.
 
 Consider the following:
 • Specific ways that the Teaching Apprenticeship Program (TAP) can serve as an avenue for spiritual and professional formation.
 • Fostering fellowship opportunities within Koinonia by encouraging faculty support and interaction.
 • Departmental seminars for professional formation.
 • Create opportunities for Ph.D. students to participate in worship leadership in the chapel.