The Division II Strategic Alliance Matching Grant (Division II SAMG) provides funding for either the creation of new or the enhancement of current full-time, senior-level administrative positions at Division II institutions and conference office to encourage access, recruitment, selection and long-term success of ethnic minorities and women.
Division II members are committed to the overall experience and success of their student-athletes, coaches and administrators who participate in their membership. Consistent with the NCAA's ideals of encouraging diversity and inclusion, Division II has reaffirms its commitment to remedy an ongoing problem with recruiting, hiring and retaining diverse groups and individuals in Division II through the NCAA Division II Strategic Alliance Matching Grant.
- The proposed position must be for a full-time, senior-level administrative position at a Division II institution or conference office
- The hired administrator must be an ethnic minority and/or woman
- Selected grant recipients must be able to fulfill proposed responsibilities and grant requirements
Recipients are required to make a five-year commitment in order to receive grant funding. The NCAA provides funding for the first three years of the grant. The school or conference office must propose how they intend to meet the additional funding requirements for the first three years of the grant, and also provide a plan to fully fund the position for the additional two years.
During the first three years of the grant, the NCAA funds:
- 75 percent of the proposed salary and benefits for the first year of funding
- 50 percent of the proposed salary and benefits for the second year of funding
- 25 percent of the proposed salary and benefits for the third year of funding
During the first three years of the grant, the NCAA will also reimburse recipients for:
- $3,000 in professional development funds for each year of funding
- $3,000 in technology funds for the first year of funding
- $500 in technology funds for the third year of funding
New positions will be funded according to the schedule above at the fully requested salary amount in the proposal. Enhanced positions will be funded for the difference between what is requested in the proposal and what is currently being allocated to the position.
Proposals will additionally allow institutions or conference offices to outline, if applicable, any additional funds that will be provided to the hired administrator.
Key Dates / Proposal Submission Process
Proposals for the 2015-18 grant cycle can be submitted starting Monday, September 15, 2014, via the NCAA Program Hub. The deadline to submit a proposal will be Friday, January 30, 2015.
Selections for the 2015-18 grant cycle will be announced in spring 2015.
Selection Process and Committee Information
Proposals will be reviewed by a selection committee made up of representatives from the Division II membership. To view the selection committee, click here.
To view the proposal scoring rubrics, click here
Selection committee members are responsible for scoring each proposal and providing feedback, via the NCAA Program Hub, following the proposal deadline (during February). Committee members are required to participate in three teleconferences: pre-scoring call in January, the selections call in February, wrap-up call in March. The Division II SAMG typically receives between 25 and 40 proposals annually.
If you have any questions regarding the NCAA Division II Strategic Alliance Matching Grant, please contact:
Coordinator of Leadership Development
Frequently Asked Questions
Q. What is the difference between a new full-time position and an enhanced position?
A. For a new full-time position, reference your submitted organizational charts as your resource to determine if this is a newly created position. Newly funded positions are those where no current (personnel or financial) resources exist within the athletics department or conference office to fund the position. For enhanced positions, the outlined responsibilities should clearly define an elevation of responsibilities; i.e., the inclusion of supervisory, budget and/or inclusion on the management team. Funding currently exists and additional funds are being requested to supplement additional new job responsibilities.
Q. How many grant recipients are awarded each year?
A. It depends on the amount of funding available each fiscal year. Typically, NCAA Division III awards between six and nine institutions and conference offices each year.
Q. What if my institution or conference office experiences a vacancy for the grant position?
A. Funds not paid toward salary and benefits during any period of vacancy must be returned to the NCAA. More specific details on vacancies are included in the grant contract.
Q. If I resubmit the grant application and incorporate selection committee feedback, what is the likelihood my institution or conference office will be selected?
A. Every application pool is considered on its own merit-recommendations for improvement provided post selection will not guarantee approval in the next grant selection cycle.
Q. If my conference office works out of the commissioner's home, is the conference still eligible to receive a Strategic Matching Alliance grant.
Q. If after the three-year period, the recipient leaves the institution or conference office, is there an expectation that the position remain?
A. Yes. If the recipient leaves, your institution/conference office is required to fill the vacant position with a qualified ethnic minority and/or female candidate.
As a core value, the NCAA believes in and is committed to diversity, inclusion and gender equity among its student-athletes, coaches and administrators. We seek to establish and maintain an inclusive culture that fosters equitable participation for student-athletes and career opportunities for coaches and administrators from diverse backgrounds. Diversity and inclusion improve the learning environment for all student-athletes and enhance excellence within the Association.
The NCAA will provide or enable programming and education, which sustains foundations of a diverse and inclusive culture across dimensions of diversity including, but not limited to age, race, sex, class, national origin, creed, educational background, disability, gender expression, geographical location, income, marital status, parental status, sexual orientation and work experiences.
Adopted by the NCAA Executive Committee, April 2010