Our Measures of Success
To ensure we are advancing our priorities, we will measure our progress through a series of key metrics. We will use these measures to assess our progress, identify areas for improvement, celebrate successes, and identify future opportunities to increase our impact through 2030 and beyond.
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Learner Growth
CU Denver is committed to helping every learner realize their full potential. By strengthening recruitment, student support, and academic success, we will create more pathways for learners to persist, graduate, and create transformational change for themselves, their families, and their communities
- New first-time degree-seeking undergraduates from high schools in 10-county Denver metro area1: Meet or exceed 36% growth from fall 2025 levels (domestic undergraduates only)
- New transfer degree-seeking undergraduates from colleges in 10-county Denver metro area: Meet or exceed 46% growth from fall 2025 levels (domestic undergraduates only)
- Retention of first-time, full-time undergraduate students from first-to-second fall term: 90% retention
- Retention of transfer students from first-to-second fall term: 90% retention
- Undergraduate degree-seeking persistence rate from spring term to fall term: 90% persistence
- Six-year graduation rate for first-time, full-time undergraduate students who are part of the class of 2029 (and thereafter): 65% six-year graduation
- Percent of students who experience belonging at CU Denver: Meet or exceed 70% of students who agree or strongly agree with survey measures of belonging at CU Denver
Access and Opportunity
CU Denver is committed to making higher education accessible, affordable, and transformative for every learner who entrusts us with their future. We will continue expanding access for learners from all backgrounds while ensuring a CU Denver education delivers outcomes that drive economic mobility, strengthen communities, and change lives.
- Percent of fall degree-seeking undergraduates who are Pell-eligible: Maintain current level at 48% (domestic undergraduates only)
- Percent of fall degree-seeking undergraduates who are first-generation: Maintain current level at 50% (domestic undergraduates only)
- Average loan debt at graduation for bachelor’s degree recipients who started as first-time students at CU Denver: At or below $31,000
- Social mobility ranking as published by U.S. News & World Report: Remain #1 in Colorado
Placement and Career Readiness
CU Denver is committed to ensuring that every learner has the opportunity to translate knowledge into practice through hands-on experiences that prepare them for meaningful careers, advanced degrees, and lifelong success. By embedding experiential learning throughout the curriculum, we will strengthen opportunities for learners to achieve their goals and thrive after graduation.
- Percent of academic degree programs that include at least one qualifying experiential learning opportunity (to be determined by a program assessment rubric): 100%
- Percent of bachelor’s degree recipients who complete at least one experiential learning experience: 100%
- Percent of spring graduates who successfully enter a career or enroll in further education2: TBD%
Meaningful Impact
CU Denver is committed to advancing research, scholarship, and partnerships that impact the communities we serve. Our research enterprise supports learner development and prioritizes community engagement to ensure that our teaching and discovery create positive change.
- Total (overall) annual sponsored research and related activities expenditures: Meet or exceed $29 million
- Carnegie Elective Classification for Community Engagement: Achieve classification
Employee Belonging and Meaningful Work
CU Denver is committed to advancing a workplace culture that enables employees to feel connected, valued, and purposeful. We believe that CU Denver’s success depends on creating systems and structures that enable employees to do their best work.
- Percent of employees (faculty and staff) who are retained within CU Denver annually: Meet or exceed 92%
- Percent of employees who experience belonging at CU Denver: Meet or exceed 65% of employees (faculty and staff) who agree or strongly agree with survey items that measure factors that support belonging and meaningful work.
- Percent of employees who experience internal mobility annually3: Meet of exceed 13%
1 10-county Denver metro area refers to Adams, Arapahoe, Denver, Broomfield, Clear Creek, Douglas, Elbert, Jefferson, Park, and Gilpin.
2 CU Denver is implementing an enhanced first destination data collection to gather more robust data and increase response rates. Goal will be available December 2026.
3 Internal mobility refers to the ability for retained employees to move into new roles or levels or responsibility–the move may be lateral or vertical, and movement within the CU System is included.