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April 1, 2022 Faculty Senate...
---Rita Lennon:
Welcome to April 1st faculty senate meeting.
As always... I'm your host... [laughs]
that's how I feel sometimes...
[host voice] I'm your host Rita Lennon...
Let's go ahead and get started by entering our information in chat...
that's how we'll do introductions this time... as we have been.
Also, the sign-in sheet is available on the...
on the meeting agenda... so, please go there.
Sarah... if you wouldn't mind grabbing the link
and adding it to chat as well
---Sarah Jansen:
Done.
---Rita Lennon:
Thank you.
If you're just joining us or just getting logged in...
I'd like you to go ahead and introduce yourself by chat...
name... what area of the college you represent.
Okay... very good... we'll go ahead and
move on to our next agenda item,
which is a request for agenda modifications
or executive session... are there any requests?
Okay... not hearing any requests for agenda
modifications or executive session...
we'll go ahead and move on to the next... which is
request for open forum or any short announcements.
Okay... well, the awkward silence can be done...
[laughs] we'll go ahead and move on.
I don't hear anything... anyone asking for open forum or
making a short announcement... so, we'll go ahead and move on
We are now on to the committee reports...
we have several reports to go through.
I do ask that you keep your report
time to about 5 to 7 minutes.
I do believe that Denise will be here to do the governing board
report... but I haven't seen her come in just yet... what a... um...
Brooke did you have more information about that...
I know she's traveling to the HLC this afternoon.
No?
---Brooke Anderson:
No... I did not... yeah
---Rita Lennon:
Okay... what I'd like to do is... let's go ahead
and move on to the President's report
and then if she jumps in then we can...
we can go ahead and have her do it.
If not... I'll go ahead and do my best to... um...
functioning through that as much as possible.
All right... so, actually... Brooke... what I would like
to do is... I've been still letting people in
so, why don't you go ahead and do your part of the
report and then I'll move into mine as well.
---Brooke Anderson:
Sure... good afternoon everyone... a couple of
announcements I have for the group... I have to do...
I will talk about a couple of things
later in our meeting today...
but really just... what I wanted to say at the start of the meeting
is that student senate... or student life... is looking for student senators.
and so I've added that to our agenda
to share with your faculty...
and also, to think about your own students... please
do encourage students to apply to become senators.
All of the information is here...
students have until June 16th to apply...
and then they are actually paired with a faculty mentor
or a advisor mentor as part of that program...
and so It would be really, really great if we could
be a little more involved in recruiting for them.
And otherwise, I think that that's all I'm going to say now...
and then I will save my other updates for later in the meeting.
---Rita Lennon:
Okay... sounds good.
Well then I will go ahead and move forward and give my report
in hopes that Denise will be able to join us in a few minutes.
In my report this month, it is really reporting
about the last month... so, it's all about March .
I do want to bring up a couple of things... Brooke and I...
Brooke, your vice president, and I, your president,
met briefly a couple of days ago and we...
something that Brooke had brought up was
you know... just finalizing or or getting a better
structure for the role and function of senate
and making sure that our institution... especially
our faculty... understand our role and function.
So, we had several questions that kind of came
from that... and I'll let you read them
they're in the report, I won't read
each one of them for you...
but what we would like to do is... we want to get a
better sense of how other faculty senates function.
What are their goals... what are, you know... what do
they generally do for month to month...
how long are their meetings...
you know... all all-encompassing.
And so... what we'll be doing is looking at peer institutions and
getting a sense of what their senate structure is and how it functions
So, I hope to give each officer some homework
and do a little bit of the work on their own.
And we'll compile this information
and bring it to you in May.
So that hopefully, we can have some marching orders in Fall of what
to do about our own structure... if any changes need to be done at all.
Also... you know I'm always talking about
shared governance here at our institution
and how I would love to strengthen it
and make it a little bit more effective.
I speak about an email that came out during
spring break and it was lifting the mask mandate.
Now, I'm not going to talk too much about that because
I know that there was a town hall meeting yesterday.
I was not able to attend, I was in class teaching...
so, I haven't had the opportunity to hear any feedback
about how that went... so, I'm not going
to speak too much about that...
we'll just go ahead and move on to the next one.
I also talk about the higher
learning commission's focused visit.
Brooke and I met with the HLC peer reviewers
who were here... there was two of them here.
We also met with staff council... so, our
meeting was at the same time as theirs.
I think that the meeting, from my own perspective,
went very well... we answered their questions...
I think we answered them very carefully and thoughtfully...
you know, there wasn't a lot of motion in them...
we really stuck to the facts... and I think
the most important thing that we...
that came from that meeting was that we had the opportunity
afterwards to meet with staff council lead... leads I should say,
and so, we realized that a lot of what they have concerns about...
they have some concerns about class and comp too...
and some other things that are going on at the college...
we realize that we have a lot of shared views...
and so, I think we need to strengthen... it's time for us to
strengthen our relationships that we have with with that group.
So, we will start meeting with them and
inviting them to our meetings as well.
Finally... there is some really good news coming out of the curriculum
quality improvement group... the department I should say.
I guess recently they have been hearing
from other departments... that they don't...
that some changes that we have made
into our courses or to our programs...
that they wanted them to go back to the original way that we had
them... they didn't wanna... they didn't want to honor the change.
They didn't want to... they didn't want to tell
me which department... and I think that's fair...
because you know, then then it's just tattle-tailing...
but they said no... this is what... this was a faculty driven decision...
the department leads are those who input the data into Curriculog...
and we're going to honor those changes...
and so, if you have any questions about it
you need to go to those departments and talk to the
faculty leads... and I say... amazing... that's great...
because this is what we know to be the most
important things for our students to be successful.
The changes that we make are not just... you know,
willy-nilly... we go out to our industries
or we go out to our communities and we seek
input... and then we make those changes.
And so, I'm happy that they have ensured that
that process has stayed in our wheelhouse,
and that it is something that we're driving... I know
that Jason and a couple of other people from CQR...
CQI are here if you want to say anything
more about that now... that would be fine.
---Jason Brown:
I'll just say that we are just put out a survey
seeking input on the catalog...
which... if you are a user of the catalog... and if you're a user
of curriculum... in terms of making curriculum changes,
we would value your input... it went out in the provost newsletter...
and then there was an all college email that went out
So, please give us honest feedback...
we love hearing that it's great and you love it,
but we also really want to hear where the ugly parts are...
the things that don't seem to work very well...
so we can address those... that's our...
our mantra is like... continuously improvement.
So, thank you.
---Rita Lennon:
Thank you, Jason... thanks for being here as well...
so... yeah, I was just really excited to hear that. [laughs]
And this actually stemmed from a
conversation that Wendy had with Josie Milliken.
I guess that... it's my understanding that Wendy
had presented this information to Pima Online...
during a Pima Online meeting... and Josie
felt it was really important that we all hear that.
So, Josie... thank you again,
for wanting to spread good news as well.
Okay... so, then the last things I have
are just a couple of things that we...
that I've been aware of... of faculty here in the
community and what we've been doing
to teach and first... the Teach-in on the
War in Ukraine, was Thursday, March 24th.
Unfortunately because of my school... my teaching
schedule... I wasn't able to attend that one.
And then the worldwide Teach-in for Climate and Justice, which
was March 30th and I thought that that was a wonderfully...
um... a wonderful opportunity for everyone to speak and share
different perspectives about climate change and social justice...
I also want to remind everyone, of course, about the graduation
ceremony and the national letter of intent signing day, which is April 14th.
And I am now done... so, hopefully...
Denise, are you here yet to give your report?
Ah... she's killing me... [laughs]
i don't want to give her a report
I'm afraid I'm going to botch it up...
I don't know what she was thinking... okay.
Well, I will share with you a couple of the items
that she has presented to governing board,
of course this has already been presented to them...
so, the report is of course linked to our agenda...
but one of the things that she brings up is... I'll
go all the way down to the bottom... um.
Some of the enrollment and retention efforts that have been
going on in the college and some of the targets
and also she links... she linker... she hyperlinks...
I should say, the institutional targets
and the chancellor's goals from '21 and '22... also,
some... the study session update that we had from...
this would have been our February study
session... so, there's an update on that.
And... I wanted to bring up one more thing...
I'm sorry... let me find it...
There are some wonderful teaching and learning updates...
I won't spend any time with that because we do have a report.
And I... you know what... I'm going to go ahead and
digress... and I'm not sure what else I wanted to share
but she does have a lot of information that
she always shares with our board...
I think it's a valuable piece of information that
you go and read... and I'll leave it up there.
So, let's go ahead and move on to our next report... hopefully,
Elliott is here for the teaching and learning center report.
A little too early for everyone, huh?
Okay... I'm not seeing Elliot here... so, we'll go ahead
and move on to the PCCEA report... Makyla are you here?
---Makyla Hays:
I am here.
---Rita Lennon:
Whoo!
---Makyla Hays:
Sorry... I thought we were doing Provost
next, so, I was not prepared that's okay.
---Rita Lennon:
You know what...
---Makyla Hays:
I am good for PCCEA... it's fine... I just was camera off
and wiping stuff off my teeth it's all good. [laughs]
Hi, everybody... this is the real me... so...
[laughs]
I just had a couple updates here... one that I know everybody
has questions on... is the classification compensation study.
There is a group here that is going to present on that and I want
to make sure I honor that work... and we'll let them present.
But a few things that I was planning on sharing are already
in the report... and that is that... we did meet in march and...
we still had concerns about the answers that were
provided to the questions we asked in February, in March,
so, we sent back kind of a revision and a counter proposal... so,
Segal and team... and the HR team... are reviewing what we had sent...
what the faculty had kind of come up with
and tried to make sense of...
there are a lot of steps still to kind of take
before anything's finalized and it can be shared out.
and we met this morning as a group and kind of talked
through some of the big concerns that we had.
So, I have had about 5 minutes outside of meetings since we had
that meeting to try to process what I was going to tell you guys,
but basically, what I'm going to say is that
there's more information coming.
There's... I... there's a good chance this isn't going to
be done probably by the time we leave on contract
but there is a big push for it and I'm hoping that
there will be more details coming soon on that...
and it sounds like there's discussions on
what to do if that's not met.
Dr. Bea is coming to AERC next Friday, so there
was going to be more conversations on that.
And then... as i said there's a team sharing
today here at senate with more information.
So, with that extremely vague update, I think we... we're all
gonna have a chance to kind of hear from Aida and the team
and we can maybe do questions on that
after her team has presented.
Speaking of shared governance... as Rita said, there
was the email that was sent out about the mask mandate.
There was some concerns that some of the groups that had
been addressed, or informed that this was possibly coming,
were mentioned in the email as having been consulted...
and it came across as if those groups had kind of
signed on to the change and agreed with the change,
versus... kind of being presented with
it and asked what their concerns were.
The AERC has and... and therefore PCCEA through
the AERC meetings... expressed our concern that
that kind of seemed like we were part of the decision and
we really didn't feel that was representative of the choice...
so, we we made that known... and I hear there was
a meeting last week where that was brought up
to people that were closer to
that message that was sent out.
So, we're just working to make sure
that if groups are consulted...
but don't sign on to that agreement... that that is
made clear and transparent in the communication.
I... administrator evaluations... we... PCCEA
surveyed everybody... as we do most years...
about how they felt their administrators had
done last year... so, this is 2021... we sent out that.
And through all of the craziness of everything... we never
actually got that compiled and shared with administration.
So, we have finished compiling it all...
and we are sharing it with administration...
it is delayed... and of course, things have changed...
people are in new leadership positions...
but we are putting that forward as a snapshot with the
acknowledgment that this was a snapshot from last year...
so, that we can get conversations started... but we are sending
that forward to the Provost and appropriate administrators
And lastly... we're going to have a faculty
meeting soon... it's the end of the semester.
We would love to have a faculty meeting... and there are
going to be elections for PCCEA officers this coming month.
nominations will be starting next week
after our bylaws are finished being voted on.
So, keep an eye out on your email
if you're a PCCEA member.
I think that covers everything that was in the know.
---Rita Lennon:
After you share the results with the administration...
do you plan on sharing the results with us?
---Makyla Hays:
That is a great question... Matej are
you on... please... [laughs] um...
---Matej Boguszak:
Hello everyone.
---Makyla Hays:
Hi, can you share what we normally do because I...
it has been so long and that is not normally my area.
So, I'm going to pass that question to
Matej and go with what he says. [laughs]
---Matej Boguszak:
Um, yeah... and I want to just personally
apologize for the delay in those results.
It just kept kind of falling off the table... it was on our
agenda at a meeting recently and we didn't get to it... and, um...
but so... what we do typically is share...
sort of... the aggregate results for
So... so, if you recall you evaluated your dean, the
vice provost, the provost, and the chancellor...
and so, for the individual deans... we had a discussion
and I believe we've also done this historically...
we only share the average for all the deans... we don't
publish the individual results of you know how the teams...
how the deans were rated on the
different... the 6 different categories.
So, I think... if you would like to... you know,
have information about how your dean did...
I think we might be able to share that
maybe with folks in the division...
but generally, these results are for the
individual and their supervisor to work on...
so, as much as everybody would like
to know how everybody did exactly,
we felt it would be respectful... just like, we don't
publish our own student evaluations for individuals
that we only make sort of aggregate data available
and just... you know... respect these folks privacy
and trust that they work with their supervisor
to address any issues that were brought forward.
We also share with them the individual comments... your verbatim
comments and suggestions that you left for your administrators...
and those are also not made public... so, yeah...
but I'd be happy to take any suggestions or questions.
---Rita Lennon:
Are there any questions or suggestions about the data?
I just remember, personally... this is information
that we usually get at All College Day... correct? This information.
---Matej Boguszak:
Yes... correct.
---Rita Lennon:
So, will we maybe have 2 years worth of data to have for next
All College Day... the data from this year and the data from '21?
---Matej Boguszak:
Um... that sounds like a good plan... so, can
I see a quick sort of thumbs up or down
if people are interested in doing
an evaluation like this again this year...
that way we can kind of... you know... we can compare...
we really used to do this on an annual basis
but I think ever since COVID
everything became kind of crazy.
[Matej and Rita laugh]
Thumbs up.
---Rita Lennon:
Okay... thank you... okay.
---Makyla Hays:
Thanks Matej.
---Matej Boguszak:
There tends to be a lot of survey fatigue...
you know... at this time of the semester,
and there are, I think, 3 other surveys coming from
the college... but we'll see what we can get out there.
---Rita Lennon:
Thank you.
Okay... moving forward... I do believe
the Provost might be here by now.
She did have another meeting to
attend, so she may not yet be here.
Kate... I see you're in the audience.
---Kate Schmidt:
I'm here... I am... was having some connection issues
because I'm... I'm at the ALC... already in Chicago...
Can you hear me okay?
---Rita Lennon:
I can hear you fine.
---Kate Schmidt:
So... we can either wait for Dolores...
I think she's expected in about 20 minutes...
or I can give some highlights from the printed report
that everybody has attached in the agenda.
---Morgan Phillips:
I'm here too... so...
---Kate Schmidt:
Okay.
---Morgan Phillips:
I can talk through it as well,
if you're having connection issues.
---Kate Schmidt:
Go right ahead Morgan.
---Morgan Phillips:
You want me to go ahead Rita?
---Rita Lennon:
Oh, please yes... go ahead
---Morgan Phillips:
Okay... Provost Report... the exciting pieces...
schedule for Fall 2022 is live... information is provided
in the report about the mix of classes...
we have... 38% of our classes currently in the Fall schedule are
face-to-face classes... 16% hybrid... 10% virtual... and 31% online.
And then we have some self-paced on-campus
independent study courses as well...
but that's up... and individuals are able to look at that and
see what's available in each one of the different areas.
Also, our catalog for next year is live already.
It's kind of humorous...they were talking about April 1st
as the go live date for the catalog... and it's actually not April Fool's.
We actually have a fall catalog before
students are registering for the Fall classes...
which is kind of new since i've been here at Pima...
at least for the last few years...
and we're really excited that we're able to
move forward with that and have that set up.
We have some events coming up...
on April 14th we will be having our College Signing Day
that National Letter Intent Signing Day is the opportunity for students to
show they're committed to coming to Pima.
We're having a special in-person festival at West Campus
out in the courtyard and in the gymnasium area
for individuals to come and sign and
say that they want to come to Pima.
And faculty and staff are able
to come and participate as well.
There's an RSVP link in there...if you can make sure and RSVP... so, we
can have a lunch for you, if you want to come and spend the time with us.
They also will be having drawings for students who receive
scholarships as well... that are participating.
We have some events that are happening next week...
April 7th we have the lost history of New Orleans 1973
upstairs lounge arson program... that's
in the afternoon at 1 o'clock on April 7th next week...
and April 8th next week is STEM family
night at Northwest Campus.
So, those are exciting events that we have coming up.
There's a lot of interesting and useful information in Dolores' report
related to CQI and we would encourage you to look at that.
Some things in there... sharing about how different
programs have been able to advance their program
through the CQI program evaluation process and using capital
requests and other things to increase student success.
So, a lot of good information in there and I think it
would be beneficial for anyone that's interested
in how can they make their program better to
kind of look and see what other areas are doing
Kate and I are available if you have
any questions to answer as best we can.
---Rita Lennon:
Thank you Morgan... any questions about the report?
Okay... we'll go ahead and move on... I see Denise
has entered the room... so, welcome Denise...
I know that you were traveling today as well...
I tried to fumble through your [laugh] report,
but let's go back to you and is there
anything important that you...
---Denise Reilly:
That's okay... welcome from the windy city here.
[laughs]
0:25:00.232,0:25:05.105
in the hotel room for the HLC conference...
I think we have a big crew from Pima showing up,
0:25:05.105,0:25:10.120
as I accidentally didn't realize that I was sitting
next to a Pima person... actually one seat over...
0:25:10.120,0:25:15.547
so, the guy in the middle of us said... should I just switch
because you guys are going to chat the whole way.
0:25:15.547,0:25:19.989
We said yes... go ahead... so a few
of us are here a little bit early.
0:25:19.989,0:25:23.920
So, for my report... the only thing I wanted to mention...
because I know we have a packed agenda...
0:25:23.920,0:25:27.200
and there's some more important stuff we want
to hear about... like the class and comp study...
0:25:27.200,0:25:34.027
I'm going to be short and sweet... the last report that I made...
I really focused... the oral report... on shared governance...
0:25:34.027,0:25:41.204
and that we talked about that at the last meeting... some examples
of that... and I felt like the board was very responsive to that.
0:25:41.204,0:25:44.476
Kat Ripley had said... you know we don't know,
if we don't know what's going on...
0:25:44.476,0:25:52.080
So, we just said we felt like, as full-time faculty, we'd like to see a
little bit more of those kind of decisions being made as a group.
0:25:52.080,0:25:56.269
Also, Meredith was very positive about
wanting to increase faculty pay.
0:25:56.269,0:26:01.003
So, there were a couple of kind of noting things
that made me go hmm... during the meeting.
0:26:01.003,0:26:09.799
We've made some serious progress in our... I would say... in the faculty
senate officers with our leadership... leadership at the college meetings
0:26:09.799,0:26:14.800
and we've talked about a lot of things...
things coming up like digital literacy
0:26:14.800,0:26:20.782
and some other things coming down that we are all...
have been in agreement with... so, I appreciated that.
I do want to still continue with the notable accomplishments
and I know they kind of ebb and flow in your departments
but if you wouldn't mind sharing in
your respective departments that
we like to talk about the great things going on...
whether it's certifications, classes completed,
or just any type of accomplishment... and I know
that there's a lot of stuff going on... I saw the...
I saw tidbits of the climate group that... but I don't even know all the
members... full-time faculty or adjunct faculty that were a part of that.
So anyways... if you want to pass that stuff along from
your department that would be greatly appreciated.
I can tell you that the tone at our last... the
last board meeting was a little bit more pleasant.
There's still the great divide among
the group but it was more pleasant
and I think it was related to the HLC visit
coming up and maybe just kind of a...
just softer tone about the way everybody
was speaking to one another.
So, I felt like that's a move in the right direction... and who
knows how things went this last week with the HLC visit.
So, that is probably all I'm going to share about
what's going on in our group right now... thank you.
---Rita Lennon:
Thank you so much Denise for bringing all that up.
[laughs]
That's all the stuff I didn't share...
so that was great. [laughs some more]
Okay... so, we do have the teaching and learning report... I'm not
sure if Elliott has entered the meeting yet... so... and... noooo... okay.
Well, last but certainly not least is Sean Medoza and
the newly added adjunct report... so, take it away.
---Sean Mendoza:
Um... yes... thank you very much for that...
really, I've only got 3 things I just wanted to share with everybody with regards to adjunct faculty.
So, last month there was a call out to let adjunct faculty know that
there is some money for professional development available to them.
and so, we got some numbers today that said there were 22
applicants have been funded... so, that has been happening.
We've still got a little bit money left over...
so, adjunct faculty can still apply for those dollars.
And so, wanted to just let you guys know that that is something
that we are we are doing... and it seems to be pretty successful.
Thank you to Brian Stewart, and also to Aubrey, for,
you know, making sure that that definitely happens
and of course the broker's office as well.
Also, with regards to the tiered system... that's something
that the adjunct faculty have been talking about forever.
I know that it's something that I've...
I keep talking about...
and I'm happy to say that with the support from the
Provost office... and with the leadership of both Sarah...
that's on this call... I thought I saw Sarah there...
and also Kate... it is actually gonna be a reality.
So, right now we're... hopefully... there may be something that
will be going to the Board sometime in June... isn't that right Sarah?
---Sarah Jansen:
Yeah... that's what we're hoping... that at the
June 8th meeting that this will be voted on...
Part of the tier system... the idea being that there will
be a phase one and phase two implementation of the tiers.
---Sean Mendoza:
Yeah... so, it's going to be a phased-in process...
so, just sort of be on the lookout for that.
As more things become solidified, I will definitely share it
with you... or maybe I'll force Sharah to share it with you.
[laughs] because again... thank you again for Sarah's
leadership on this very important initiative for adjunct faculty.
So, there's that... also, last but not least... I happen to
be one of the members on the All College Council
and I had... I have this strange somewhat... I have the strange
distinction of actually having been on there for what?
I think something like... in the
order of like, 4 years now...
because as the chair, I end up... I am a member
on that Council... and the interesting thing is...
every year that Council... its membership switches... except me...
and so, up until recently... up until our last meeting...
not everyone voted... and it was pretty much unanimous...
that everyone... faculty and staff... would have 2-year terms
to create greater continuity... because as everyone knows...
things in the college... does not move quickly.
So... so, if there's a project that's going to be longer
than the year it pretty much just gets lost... right.
So, I just wanted to just let you guys know that we are...
that's a... that's actually a huge thing... so now, hopefully... we will...
there'll be things that will... that we as a group will decide to...
you know... to pursue... and it will end up being finished.
It's a beautiful thing... so, I just want to share that
with everybody... because that is actually a big deal.
given that, for the longest time... the All College Council
has been sort of trying to figure out where they are,
and I think with this... we'll have greater
continuity... we'll have greater direction.
So, want to just share that out with you guys... and
that ends my report for you... for Adjunct Faculty.
---Rita Lennon:
Thank you so much Sean... I just
searched for Elliott and she's not here.
I know she's traveling... so, she just may not...
you know... time zone differences or whatever.
So, we will go ahead and move on then...
out of reports and into discussions.
I do want to apologize... there was a presentation
that was provided to me on the class and comp.
I have now put that... I've linked it to our agenda...
I've also just shared it in chat.
So, we'll go ahead and move into the class
and comp study update... Aida are you here?
---Aida Vasquez:
I'm here.
---Rita Lennon:
You are... hello.
---Aida Vasquez:
Hello... hi everyone...
it's good to be here.
0:32:42.684,0:32:48.986
I like putting some faces to the names... our office
is the office that sends out your contracts every year...
0:32:48.986,0:32:56.984
so, we see all your names and we do that every year and so we're
happy to kind of be in a meeting where we see some of your faces
0:32:56.984,0:33:02.668
With me today is Rachel Araiza, she's
the HR specialist for compensation...
0:33:02.668,0:33:07.168
and Joseph Murrieta, who is
the compensation analyst...
0:33:07.168,0:33:13.038
he's newer to the college but has hopped right in...
and fit right in... so, we're happy to have him.
0:33:13.038,0:33:21.862
So, what I have put together today is
a brief overview presentation... to kind of...
0:33:21.862,0:33:27.041
kind of overview and review where we've been...
you know... where we're going kind of thing.
So, let me bring that up... I'm going to take myself off.
Make... you see the screen?
---Rita Lennon:
We do.
---Aida Vasquez:
Okay... so, um... just jump right in.
So, in this overview, I want to show you the work we've completed...
the work in progress... and then sort of the next steps.
This is sort of an initial presentation...
the first of several.
I am hoping that... you know... you allow us to come back
next month... and the month after... and then again in the Fall...
so that we can keep you posted on
what's going on... so, let's jump right in.
Okay... so, phase one project initiation... since the
study has been going on for some time even through
the pandemic... here's a short review... the whole
goal of the compensation study was to conduct an
evaluation of the salary tables and to assess
whether pay is at a level that is competitive.
We define competitive as pay that is
within a percentage of the market median.
and that percentage is decided upon by the college's
ability to pay... among other considerations.
Typically 85 to 115 percent of the market
median is considered competitive.
With that in mind... in the first phase of the
study we established two steering committees.
You are aware that we have a faculty
steering committee... we also have one for staff.
Their role has been to provide perspectives on pay...
and then provide input and feedback on what
the project team is recommending or put together.
We are working with an outside
consultant... Segal HR Consulting...
they are experts in putting together compensation
structures... and other HR structures... and projects.
And so, we held some focus groups as well... those
were a success... we had 71 attendees for the faculty
and they told us that generally faculty feel strongly about the
mission of college... and are pleased with the pay structures
but feel that wages have fallen behind due
to the step progression plan being suspended.
Staff had mixed opinions about pay... they do
believe our benefits are very attractive,
and they support the mission... but also feel that salaries
are not competitive with like positions in the market.
And of course we had a town hall... and then the next step of
the study was to develop a philosophy and market strategy.
Here's a draft of the compensation philosophy,
which expresses our desire for:
Financial Sustainability... we need to ensure that, while salaries are
competitive... salaries are within the college's budget and ability to pay.
External Competitiveness... we want to be
competitive with defined external markets.
Internal Equity and Compliance... we must comply
with wage laws and other regulations,
while striving to remain equitable for jobs within PCC...
we also want to strive for Excellence and Transparency...
we want to promote growth and opportunities and we want
to strive for consistency and open communication.
The market strategy defines the market to
which we will compare salaries using factors
to identify institutions that are similar to PCC, such as
type of institution, size of institution, and staff size.
Another key point of the market strategy is the relationship
of our salary ranges to that market median.
Generally we're going to target the 50th
percentile, which is the median.
Although some jobs might vary higher or lower... based on
how critical the role is to support the college's mission.
and or the scarcity of talent for some positions
Our next challenge was to develop job descriptions... this
is more on the staff side... but nonetheless a big, big task.
Currently, positions are classified into broad general job classes,
which make it difficult to match to positions within the labor market.
The Segal team developed a position description questionnaire
and we held some training sessions for all staff.
We had about 329 attendees...
and then from that information
we developed over 250 job descriptions for
staff... including job families and job levels.
Then our next step was to develop evaluation
methodology both for staff and for faculty.
We identified some salary surveys as sources... also Segal
has access to other survey sources... especially on the staff side.
For faculty we use the CUPA-HR Faculty Salary Survey... CUPA stands for
college and university professional association for human resources.
They collect data from colleges and universities across the nation
and are able to provide very good detailed information on salaries.
Once the surveys were identified, we defined criteria
to select peers... or like institutions within the survey.
So, Criteria 1 was institutional type... we selected as peers
only those with Carnegie Classification of Associate Colleges...
we do not compete with the big 4-year universities such
as Harvard, Stanford, Yale... you've heard of those.
Criteria 2 was financial expenses... we selected
peers that were 50% to 200% of our financials.
And Criteria 3 was population size... we selected as
peers those whose student, faculty, and staff population
were within 50% to 200% of our population
Okay... so, that brings us to Phase 3...
that's the current phase we are currently in,
which is conducting the market assessment
and coming up with a variance analysis.
And currently we're working on designing the salary
structure... by salary structure I mean the salary tables.
So, we're working with the
faculty steering committee
and getting their feedback on some of the proposals from
the Segal consulting team about a new salary table or tables.
Ideally the salary table should align to the external market...
provide flexibility managing pay...
recognize individual factors that influence pay, such as
years of experience or maybe educational attainment...
and of course, support a career path or
progression through that salary range...
and of course set minimum and maximums
in order to manage cost for the college.
So, initial findings from the market assessment
give us kind of a high level overview.
The overall average of PCC faculty salaries
are 96% of the market media...
and the overall percentage of staff salaries
currently are 86% to the market median.
That does not mean that individual
salaries are 96% of the market median...
some were higher... some were
lower... so, this is just overall in aggregate.
And of course, this is initial because we're
going to really dig down and look at each
faculty member's salary compared to the market
and actually get individual numbers for each one.
So, the next steps are Phase 4... so, the next steps
coming up are to select a salary structure...
we're going to work with faculty steering committee very
closely from here on out... in order to arrive at a new table.
we're going to create those salary ranges... make sure it's aligned
to the market... you know... we don't want to fall behind that...
and then we're going to assign the individual faculty jobs
to that new table... and see where everybody lands.
We're going to conduct the impact and
costing analysis... meaning...
what will it cost to make appropriate adjustments,
so that everyone is placed appropriately within the new table?
And we also have to review pay guidelines...
so that we make any changes... so that it's in line with
the new table and the new way of working things...
And then we're going to prepare an implementation plan.
We're working with finance for that piece as far as monies
and the budget, which is being worked out now.
So that, if we have the monies and can
do it all in one fell swoop... that would be ideal...
but if we have to do it in a couple of phases...
we do have the support to kind of do it in a in 2 steps...
so, we will determine that once we know
the cost... the total cost of the monies.
So... as I said... this is sort of like the initial... kind of, bringing
you up to speed and letting you know what's going on.
but we have planned some information
sessions starting this month.
So, faculty sessions... an invitation will go out on Monday to
all faculty... we're holding 2 sessions... April 20th and April 22nd.
We're going to record these sessions
in case someone is not able to attend,
but basically, it's going to kind of go over where
we've been... sort of what I just presented,
but dig a little deeper on how we are developing the salary table
and what's been going on and what we're doing.
So... hopefully, all of you can attend... like
I said... Zoom invites will go out next week
and it's going to be the first of several sessions... I'm...
we hope to be back next month and tell you... you know...
where we're at and give you some more detail but
in addition we're going to have these information sessions
planned along the way... we're working very
closely with the faculty steering committee
and they have graciously agreed to meet with
us on a weekly basis so that we could really
hammer out some of the final
details and get that all going.
So with that... I'll take any questions.
---Rachel Araiza:
Are you going...? this is Rachel...
there's a couple questions in the chat.
---Aida Vasquez:
Okay... so let me... let me...
let me see how I get back there.
---Rita Lennon:
That's okay, I can help moderate them for you...
the first question that came through was from Matej.
So, Matej go ahead and ask your question.
It was pretty vague... so, it was the evaluation
of what... I do believe it was...
---Matej Boguszak:
On one of the slides, it talked about evaluation and
I believe some... somebody just answered... maybe...
I'm trying to find the slide...
slide 7... Evaluation Methodology...
I just did not understand
what that is referring to.
---Rita Lennon:
That one.
---Aida Vasquez:
Oh... evaluation methodology...
so, this was where we were figuring out...
how are we going to evaluate whether faculty salaries
were in line with the market... of course we need to find out...
well, what is the market median
out there for various faculty jobs?
And what we did was... and we'll provide more detail in these sessions
coming up... is look at faculty based on what the surveys call rank.
We call it educational attainment here at Pima
such as Bachelors or Associates... Masters...
Masters plus 15... Masters plus 30... all the way up
to Doctorate... in the salaries they're called ranks.
So, we wanted to make sure that we
were matching those up appropriately...
that we matched up those with PHD salaries to salaries
that are appropriate for PHD level type of faculty,
So, it wasn't all just lumped altogether... and then of course,
we wanted to look at those peer institutions that were like Pima...
we didn't want to pull in information for those big, big
universities to which we do not come compared to
because they have much bigger faculties... much bigger
disciplines... and they... they're even structured differently
into different colleges within the university... so, this was
what we went through as far as developing the evaluation
is making sure we have the survey information
but then select the information appropriately,
so that it is comparing more of, like
they say... apples to apples.
Thank you.
---Rita Lennon:
Okay... so, the next question was... is the 96%... I think
this was answered in the presentation, but I'll ask it...
is the current salaries that are 96%
or is that the new table?
---Aida Vasquez:
It's the current salary... salaries
that are 96% in total.
So, if we took all the salaries and added them
up... it's an aggregate... we can look at...
overall... if we were to look at all the salaries for
faculty as one... it falls as 96% to the market.
So, we know that... with that... that means that
we are having some faculty that are placing below that...
that's what's kind of bringing
in that average right below the market.
Although... to tell you the truth... I expected
something much, much worse...
so, I was kind of glad to see that...
oh... 96%... we can work with that. [laughs]
---Rita Lennon:
Okay... and then Matej also mentioned that
Phase 4 would probably need to include AERC...
so, is that the plan... that Phase 4...
---Aida Vasquez:
Oh... yes... yes... so, we are working with faculty steering committee
to put together a timeline of the remaining tasks for Phase 4
as far as all the different things that need to be done.
Keep in mind... there's also tasks that we need to be
working on... and we are working on... for the staff side.
So, we need to finish those job descriptions for the staff
and also evaluate what the cost is on that side too.
So, all that is going on... so, we're
going to work it out on a timeline...
and of course I'll be back to this meeting to give
you some details once we have all that put together.
But part of that is because... there are... you know... because of our shared governance structure and because we are having
this iterative process of talking things through... we just don't
say... hey, this is the data and this is what we're going with.
We're going to talk all this through with the
faculty steering committee providing input.
so, we we realized that... okay... once we have something you know...
it does have to go through the appropriate channels... through ELT.
At some point we're going to present to the Board
because they have to approve any final structures.
But of course the salary guidelines and any
policies that have to be amended so that they work
and reflect the new table and the new way of doing things...
if it's... you know... gonna change vastly.
I don't really see that we're gonna rewrite the
whole thing... we'll just make some amendments,
but that has to go through AERC in the
appropriate channels and be posted for 21 days.
So, we will proce... we will follow the
same process and allow time for that.
---Rita Lennon:
This is a great question...
will this happened before contracts in July?
it seems like there's still much
to do with a tight time frame.
---Aida Vasquez:
Yeah it, it... you know... honestly, no... no it's not...
so, we have the chancellor's support in that
because of the channels that we have to follow
with ELT... the board... the 21 day comment... and all that.
What we will do is try and have the table and
information ready by the end of the contract year.
But rolling it out... might not happen until...
till the new academic year...
but the chancellor has been supportive and said that...
okay, if we send out contracts based on the current structure
that's in place, so that you have something in hand
knowing that... yes, you have a contract for the new year...
and it's based on what we currently have...
once we have something in place...
our team... my team is going to resend you the
revised contracts based on the new structure
with the effective date back to the 7-1... July
date... if you're a 12-month faculty member...
or the new academic year, if you're
a nine month faculty member.
So, we're going to be held harmless
and it's sort of a fail safe for us.
So, because we have experienced some delays...
and you know it hasn't been all that bad for the delays.
What has happened is... we have been given time and allowed
time for those questions... for those discussions in our...
both staffs and faculty steering committees... and
we've had some extra meetings with ELT... with Segal...
we receive in my office emails and phone
calls... just with general questions about it...
so, we have allowed for that
time before that discussion...
so, I'm kind of pleased that that has gone on...
I'm happy to answer questions and provide information
and I certainly want all that feedback... you know... to make
sure that we're addressing what issues we are able to.
---Rita Lennon:
Okay... that was all for the questions in chat...
so, I do see 2 hands are raised.
Matej... I do believe that your hand
was raised first... so, please go ahead.
---Matej Boguszak:
Thank you... and I don't mean to harp on this...
could we go back to the 96% one more time...
because I really struggle with with the meaning of that?
So, is that based on adding all of our current faculty members
salaries and where they are on on the schedule right now?
---Aida Vasquez:
Right... so, if we took all the median salaries for all those
that have doctorate degrees... and all the median...
all the salaries for median... for all the different levels...
and we come up with a figure from the salary survey.
So, let's say we're looking at the salary
survey... we're looking at doctorate level
and it says that the median is, you know, whatever it is... and
then we look at the doctorate salaries and we add those up.
and we compare... we can kind of get an idea... it's just sort of...
sort of giving us an idea of... you know... how far off in total we are.
It's not anything that we're going
to base a total analysis on...
we... we're going to look at the analysis...
looking at individual salaries.
But it was just kind of a little benchmark
that we kind of came up with to say...
okay, this kind of proves the point that we are behind in... as
a whole... as a whole college... behind salary... behind median.
So, it was kind of just a way to kind of reassure that..
yes, we are behind like we thought.
I mean... there was no question that we
feel salaries have fallen behind the market.
---Matej Boguszak:
So, it's based on... if I heard this
correctly... our current salaries...
and it does not reflect the perspective salaries
of where people could potentially go over time.
---Aida Vasquez:
No... no.
---Matej Boguszak:
Thank you.
---Rita Lennon:
Mary... go ahead.
---Aida Vasquez:
She's on mute.
---Rita Lennon:
Yeah, if you're speaking...
you're on mute.
---Mary Sibayan:
Sorry... I thought it... okay... the 96% represents
the fact that we're 96% of the mean...
so, in other words... we're below average...
is that what you're saying?
---Aida Vasquez:
We're below... we're below the median...
so, we're not looking at the mean.
So, the mean would be the average
of salaries for any particular category.
We're actually looking at the median which is the middle
point... salary... of all the salary information that we have.
---Mary Sibayan:
So, the 96% is of that median because
that wasn't what I was hearing...
and I did not want to sign a contract and then
find out that I was going to have less money... so...
---Aida Vasquez:
Yeah... no, you will not lose money... but certainly when we
go to produce any new contracts based on a new structure,
you will definitely know where you land... so, we will
have all that individual information for each one of you.
---Mary Sibayan:
Thank you for being patient with me.
---Aida Vasquez:
Oh, no... my pleasure... I know this compensation
world is strange and foreign to most people.
I think I'm the only one who gets thrilled talking about it...
most people kind of just roll their eyes... and that's okay.
---Rita Lennon:
Okay... my question... I have 2 questions...
I'm sorry... I'll try and make them brief.
So, how has recent information that's been...
or messages that have come from our leadership...
such as, 40% of master's degrees have a negative return on
investment according to recent research.
How is that going to change how we look at experience
and education levels going forward or is it?
---Aida Vasquez:
Yeah... so, that... that's a real good question... that's something
that we need to work with the faculty steering committee
as far as... how do we want to proceed in initial
placement and then movement through the salary range?
Do we want to continue taking into account
years of prior experience at other institutions
or other organizations like we do now? And we credit that
and we make an appropriate placement for new faculty.
And then, how will current faculty be moving up, as far as to
make sure that they keep pace with the market movement?
We don't want to fall behind
as we are now.
Yeah... so, that's something we'll be working out
to make sure that we are looking at different factors
to keep us current in our salaries
---Rita Lennon:
My next question has to do with... and you know,
a lot of what your presentation was about was...
0:57:10.747,0:57:16.912
the commitment that the college would need to make to... you know...
to have the money available to pay us when we get here.
0:57:16.912,0:57:26.385
So, you know... recent spending on like the governing board... you know,
having to hire outside counsel for example...
0:57:26.385,0:57:37.441
people like Mary Ellen Simpson for example... how is that cost
going to... you know... that's draining the bucket if you will...
0:57:37.441,0:57:41.520
so, how is that going to play into the fact
that we need to pay some people
0:57:41.520,0:57:44.814
who are doing really good work and
we've been suspended for so long...
---Aida Vasquez:
Right.
---Rita Lennon:
on any pay increase.
---Aida Vasquez:
So... we were just talking about that
with Dave Bea, Joseph, and I...
Joseph brought that up in a meeting we had earlier
today... we want to make sure that we calculate that...
so, Joseph is going to help in determining, you know...
what would we need to budget every year
to make sure that we are able to make the appropriate
increases as people progress through their career.
So... that's something that we
have not had at the college...
so, we're always at the mercy of either a COL adjustment...
or some unusual circumstances of setting money aside.
And it would be my dream... my hope and I...
and I'm really going to push for it is...
let's have a regular budget line item with some monies
that says... hey, this is allocated for those increases...
because we know they should be happening in every year
or they would happen every year in those ideal cases.
So... so, yeah... we're going to address that... I think we would
get approval for that... I think we would have support for that.
It's something that I know I can't promise... but
it's certainly a point that we're going to bring up...
that that needs to kind of be in place... so that
again, we do not fall behind in a few years.
---Rita Lennon:
Thank you.
---Aida Vasquez:
You're welcome.
---Rita Lennon:
Lisa... and then Ken... and then
we'll probably need to move on.
---Lisa Werner:
All right... you can... Ken can go first... because
part of my question was partly answered...
but I... if I had time, I'd like to go.
---Rita Lennon:
Okay... I appreciate that...
Ken... go ahead.
--Ken Scott:
I just wanted to provide a clarifying statement... only
because of what was presented in that that presentation...
in general the committee was against doing market-based
pay... we strive to treat everyone fairly and equally.
The market-based pay... what we had talked about was
just using that in areas where we could not get faculty,
because it just pays so much less
than what the industry is offering.
So, the idea was again, not to have a different
pay scale for every single department...
but rather just those really hard to staff areas...
like right now with nursing... right...
we have a different table for nursing because we
couldn't find anybody... but there's no expectation that...
oh, let's start paying math and english teachers less...
all right... that's... that's not happening.
---Rita Lennon:
Mm....hmm.
--Ken Scott:
So, I just want to throw that out there
---Rita Lennon:
Thank you Ken... that's an important
part to keep in mind for sure.
Matej, I said Lisa and Ken and then we had to
move on... [laughs] no... Lisa go ahead.
---Lisa Werner:
Okay... you know... I'm sorry... it partly has to do with that
96% again... because, what I'm not understanding is...
so... we have not had a step increase I think
since '13... 2013... something like that,
and we've had just some very small incremental
costs of living... that don't really match cost of living...
so, I'm surprised that our median of what we
currently have is at 96%... that surprises me...
and, it also... I'm wondering... does that also take
into account years served? Because if you just have...
if you're comparing... you could be comparing apples to oranges...
if you somehow... you don't correct for people's experience.
---Aida Vasquez:
Right, right... so, you are right... we we aren't going to take... or are taking
into account a person's years of experience and years with the college.
Uh... please know that... what places it a little bit
higher than what we thought, would be because
we have some very long time faculty members
at the college, who are already in our current table...
you know... we have 16 steps... they're already
at step 14... 15... and so, they're really, really high.
So, that kind of makes... that's why I say...
it's just a little number that you know
kind of gives us an idea that says... yes, you know,
even with those highly paid, long time faculty members,
it's still below... you know... on the on the whole...
but like I said... that's just a kind of a number
to kind of give us an idea that we were on the whole...
behind... but when it comes right down to it
we need to look at each individual's salary
and see where they place according to...
according to the factors that we will discuss and arrive
with... with the help of the faculty steering committee
Will it still be based on years of experience...
including their prior years?
Will it still be based on their educational attainment?
Will there be some other way we... or other factor we
should take into account? So, that will all be worked out.
---Rita Lennon:
All right... I know you guys are math people...
[laughs]
I knew you heard too... Matej... Makyla... and then
we really will need to move on into our next topic.
---Matej Boguszak:
My question relates to Ken's comments... so, is there still
an expectations to pay different disciplines differently...
or will there only be a few... like can indicate it...
in that final recommendation... how does it look?
---Aida Vasquez:
Right... so, that's also another point that
we're trying to pinpoint down
it's recognized that it is not feasible
to have a table for each discipline
that just doesn't make sense it would... you
know... bring some salaries... kind of skewed.
Where... I think Makyla put this best... whether you are
someone who might be 2 or 3 years and in teaching
versus somebody who's maybe 7 years... more or less...you're on
the same table... partly because you are performing the same job.
I'm not quite sure if I'm paraphrasing Makala or
Makyla... I'm sorry...I always mispronounced her name.
Makyla... the way she put it is that, you know... there are
duties and responsibilities that you all carried out.
So, really you are carrying out a job in the compensation world...
we compare the duties and responsibilities not just to the market.
So, we don't want to say that... because this discipline right
now is on high demand... that they're going to get more
all... at all times... and while these are doing the same
job... they're doing less because of the demand.
We want to be a little more equitable and recognize
that you're all doing the same responsibilities...
you all have years of prior experience... you all have your
educational attainment... and kind of go more with that.
Now, we do recognize that there are those very, very difficult
disciplines and by difficult, I mean hard to recruit for...
because there just aren't a whole lot of people
with that expertise who are willing to teach.
Now, if we were giving them a job in their discipline... you know,
they would readily take it... I'm kind of thinking of aviation...
we can find people who know aviation... but
do they really want to come and teach aviation?
That's another question that... no...
they don't always, because of course
they make hundreds of thousands of dollars if they're just
working in their field, rather than teaching in their field.
So, for that reason, we might have a way to provide
for... a different scale for those very difficult to find.
And right now... yeah... we do have nursing... though
they're difficult to find too because of course
if you're a nurse who's actually doing
nursing... you earn a lot of money
but, turning around and teaching it is a
different matter and a different pay scale.
So, we're going to work on that too is... how will we account for
those that are difficult to fill, because they're so specialized.
---Rita Lennon:
Thank you... okay, Makyla.
---Makyla Hays:
Okay... so, I know there's been a ton of questions about
the 96%... so, I wanted to offer a quick explanation...
a little bit of it... and I probably won't get it
fully... but just to give you guys an idea...
this is why the faculty steering committee was so keen on
making sure our peer group was what we wanted it to be
because, what they did was pick... we picked the peer group based
on the criteria that was given to you in the in the slideshow...
and then there were those 3 criteria... there were also 8
colleges from Arizona... community colleges from Arizona,
that were included... that... some of them did not meet
this criteria but they were geographically close enough...
and we were assured that they did not really change
the results much... when... if they were taken out...
and leaving them in allowed us to not
have to apply a geographic differential.
So, it actually kind of washed to keep them in... but that
was why that long delay on picking the peer group
because the peer group discussion
was going to inform this discussion.
So, then they created the median... and of that median...
so, keep in mind the median is halfway point... right...
of the median... most of our salaries are 96% of that value,
which does not mean we are 96% of the peer group,
it means we are 96% of the halfway point
and that is not the number halfway point...
it is like... if you put the colleges in order... this is
the 10 out of 20... we're 96 of that median value.
So, it's... I just want you to be aware for those
that maybe haven't done that stats in a while...
I just... that we are... that is saying that we are below
the middle level if you put the peers in order...
you're... you're just below
the middle value... um... my...
at the town hall yesterday with the chancellor...um...
it hasn't been posted on youtube that I've combined yet
but I'm going to share that out at some point...
but I asked the board at that point
to see if they could... you know... just keep in mind that...
the chancellor kept saying... if we're 85% to 115%... we're good.
I want to make sure that faculty aren't left behind... because we're
at a 96% level... because that's kind of the message it's hearing.
So, we're going we're talking through that... seeing what can be
adjusted... there's been no talk about not moving us, just to be clear.
But all the messages are a little bit concerning... so, I
asked the board at that point publicly in the comments
to please consider making sure that there
is definitely money aside for morale...
to make sure that faculty are addressed... and it
is not just those that are below the 85% mark.
So, it's all being looked at... no specific numbers yet... and hopefully,
soon there will be something a little bit more to share with people.
---Aida Vasquez:
Right... another thing that we want to make sure that we put into
place and make sure we're cognizant of it is compression...
what you all refer to as leapfrogging... where we have newer
faculty being placed higher than faculty that's been here... so...
---Kate Schmidt:
Shared governance.
---Aida Vasquez:
I'm sorry.
---Rita Lennon:
I think Kate's mic was on.
---Aida Vasquez:
Oh... and so, we want to make sure
we're addressing those things too...
so, that we place existing faculty where they need to be
according to their experience... according to the years of service...
keeping in mind that they have not moved... and not just
always be addressing the incoming faculty and placing them.
So, it's everyone that we're gonna be looking at.
---Rita Lennon:
And maybe for clarification, Aida, when you come
back to our May meeting if you could provide that data
the way... you know... sharing the median, so that we can see
all the list of peer reviewers and where we fall in that line...
I think that that would be more valuable
to us than seeing that we're 96%.
Obviously because we've spent so much time on that
percentage... you know... I think it'd be more important
for us to see it in that... provided that way... if
you wouldn't mind sharing that information.
---Aida Vasquez:
Okay.
---Rita Lennon:
Okay... well, I would love to spend the rest of the
afternoon talking about this, it's so important to us
but we really do need to move on to a couple
of other items that are also equally important.
Thank you... all of you... for coming to our meeting
and we look forward to your meeting next month.
And... Aida, I know that you said that you'll come to the next
2 meetings but unfortunately May is our last meeting... so...
---Aida Vasquez:
That's right.
---Rita Lennon:
we will... yeah... so, we'll invite you definitely to
the next meeting... and then not again until Spring.
---Aida Vasquez:
Yep... okay... so, I will make sure that...
---Rita Lennon:
Fall...
[giggles]
---Aida Vasquez:
well, we send out an email every month, so I'll make sure
something is going out and getting to you... and of course...
let me reiterate again... if you are on contract... off contract...
if you have any questions of anything you're hearing or seeing...
feel free to drop me an email or or call me and... you know...
we can make sure that you get answers to your questions
---Rita Lennon:
Thank you... we appreciate that... you are more than
welcome to stay for the rest of this riveting meeting...
or you know...
[laughs]
---Aida Vasquez:
We'll see you later.
---Rita Lennon:
take some time back to yourself...
all right...thank you.
---Aida Vasquez:
Bye.
---Rita Lennon:
Okay... our next discussion is on DFW concerns
Brooke wanted to provide an update.
---Brooke Anderson:
Hi everyone... yeah, I'm thinking... as Rita and I are just... the way we
are working together in these meetings... that some of this can be changed..
so, this will be fast... this is more maybe... what I
could say in the.... part of the report earlier in the
meeting than necessarily needed a discussion but by all
means, if there are any comments, please do share them.
So, first thing is... I just wanted to provide
a bit of an update on the DFW data
and some things that I've been working
on in regards to that conversation.
So, like I had mentioned last time you know in my
conversations with faculty about equitable assessment
and in division meetings where DFW rates and
the data we are receiving about that is happening...
you know, a lot of faculty are raising that question of... well,
it would be great to make some changes if I had any work to assess.
And faculty have a great concern about retention...
just even students sticking with a class right
So, that led me to ask for some data on connecting
our grades to our attendance records...
and so, what we are looking at now is those DFW rates in
connection to our attendance tracking records... to see... right.
because we've got a... there's a really
different issue if we're looking at...
well, are student... are students turning in work
and receiving failing grades on that work...
or are they just simply not turning in work
because they're not attending...
and therefore we have no choice
but to give them a failing grade... right
So, I'm working with Maria in STAR and we are taking
a look at the data... trying to make some sense of it.
and then possibly we'll move forward with some
sort of pilot program or something in the Fall
that looks more closely at this connection
between DFW rates and attendance.
Now, of course it could be... right...
one possibility is that
students are dropping classes because of some
of the things that we are doing in our classes
that we maybe do have some control
over... but we also know... right...
there's so much that's out of our control
that causes students to drop.
So, there's potentially some very
interesting information in that data
that could be useful for us to think about...
that could help us with retention overall.
So, that's kind of what's going on with DFW.
Any comments... questions... from all of you
at this point... on that particular issue?
---Rita Lennon:
Other than that's brilliant... [laughs] so smart...
thank you... for spearheading that work... for sure.
---Brooke Anderson:
My pleasure.
All right... well, by all means... please do reach out...
if you have questions, don't hesitate to send me an email.
I'll just continue to keep the senate updated on
what we're learning by looking at that data
and if there's any projects moving forward... yeah...
I'll be sure to be informing all of you about that.
So, the other thing is... we are in the midst
of elections... and thank you Dolores...
and so, I just wanted to provide an
update on how that is going...
so, the nomination period passed... and
we did end up with quite a few empty seats.
So, I've been working on recruiting in certain areas
before I move to any sort of next step...
in particular, what's coming to my attention
as I go through the selection process...
and of course it is just half of our divisions
that are going through elections right now...
is that... in our divisions that really are largely made up
of staff instructors... we're having trouble with recruitment...
and so I've been in conversation with them... that's it in
workforce... and that's in adult education in particular...
and so, I've been in conversation with the deans of those areas
and some of the senators that are in those areas currently...
to see why that might be... is... are there some issues here with
senate and I... and... to my knowledge there are some issues... right.
that senate could do a better job serving the needs of staff instructors,
which may be somewhat different than full-time faculty
and part-time faculty... right... and so that's also
kind of part of the conversation Rita and I are having
about really looking more deeply into the
structure of the senate... how we're functioning...
are there ways we could be functioning in more
meaningful ways, so that faculty would be compelled
to want to be involved in senate and we could
be more meaningfully integrated into the college?
So, that's what's going on there... and then... we do
have just one division... the social science division...
where I'm still sort of trying to
work out filling full-time seats
and I will keep everybody updated on
that... however... things are looking good for May.
I believe I'll be able to announce all
of our new senators by then...
and that maybe in social sciences we may need to run an
online election that would just be in the social science division.
And then in all the other divisions, pretty much the people
that nominated themselves had a seat to fill...
and I will be reaching out, probably in the
next week or 2... to all of the new senators...
to talk about joining this group next year...
yeah... Ken.
--Ken Scott:
I was just gonna add... there's still a lot of faculty that
don't really, fully understand what the faculty senate does.
---Rita Lennon:
Mm hmm.
--Ken Scott:
And a thought that I had earlier was... you know...
is it possible that we could add some kind of a presentation to the
onboarding process when faculty come on board to the college?
So that, everyone coming in, knows and
understands what it is that we do here.
---Rita Lennon:
Ken ...you're so in tune with the conversation
that Brooke and I had earlier this week...
and... and you know... so... congratulations...
you were tapped into my brain...
1:18:45.680,1:18:47.360
like it really matters...
[laughs]
there's probably like, a lot of
dead space in there... I'm sure.
One of the things that we did mention was, you know...
something that has been brought up for a couple years now...
is having some sort of a faculty senator mentor... mentorship...
so that new senators would have somebody that they could ask,
you know... how do I reach out to my constituents?
Where do I find my list serve?
Just all of those things that we all feel must be innate, because
we never actually fully on-board anyone who's coming in.
Maybe a handbook would be helpful...
I don't know... so, we're gonna explore.
But that's really what the senate officers are going
to be doing here in the next couple of weeks.
We're going to look at some of the peer institutions and see how their
senate functions... what's their roles... what's their charge... their charter?
And you know get a better sense of
how we do things compared to others
to see what what changes we could possibly
make... improvements... in the hopes of improvements.
Sorry... Ron, I see your hand is up... but Ken, did
you have something else to say before I move on?
--Ken Scott:
Yeah... I was just gonna say... so, if we can... if it's possible...
to get something on the onboarding, to get the new people coming in.
Is it possible that maybe at our next all faculty day again...
could we make a presentation, just to... so that, existing
people can get some kind of an idea of what we do?
---Brooke Anderson:
I think that's... yeah... I think... you know... it is
important... right... to remind people because even...
even when we're incorporated in the onboarding
process... it's... people are overwhelmed...
how much do they really absorb? And then they forget...
and then they don't know... and I do think that continuous...
you know... there's a lot of conversation... right
now, at the college about mentorship... right...
and for leadership roles with faculty... with part-time
faculty... in the teaching and learning center...
and I do think this is one of those areas
where, you know, senate would really benefit
from a mentorship program of some sort
that did include onboarding information...
say at... you know... All College Day...
All Faculty Day... in our academy.
But then, also, throughout the year.
---Rita Lennon:
On top of that, you know... in faculty learning academy,
which is where... Tal did mention that... while he was president...
and thank you for spearheading that Tal... you're right...
it was part of your your charge...
but one of the things is, you know... when you're a new faculty member,
you're probably not going to come right on to senate...
and so even though... it's good to start that
conversation... but it's just like with us...
we introduced the topic to our students... it can't be the
only time that we ever talk about it we have to continuously.
So, as they come on to senate, I think is also
a very important part where we're missing...
explaining to them, you know... here's what you're... what
you need to do... here's how you communicate to everyone...
just... just the the key pieces that
we know that we're missing...
we don't hold ourselves accountable, by any means... to...
reaching out to our constituents and I hear a lot of the time...
well, I never hear that... I don't...
I don't know what's going on in senate...
and, know so... I think it's a missed opportunity that
we can definitely strengthen ourselves in for sure.
Ron... I'm sorry... I took your spot... so, please
go ahead and ask your question next.
And I think you're muted.
[chuckles]
---Ron Jorgensen:
...do that.
---Rita Lennon:
It's happened to the best of us.
---Ron Jorgensen:
All right then...good, hi...
I can't believe I did that.
Brooke... I think I'm here representing social sciences.
---Brooke Anderson:
Yeah.
---Ron Jorgensen:
Hey... right... but I don't... like...
you're right, there's a lot I don't know...
for instance... the elections... I'm not sure how long the
term is... you know when did I start... when is mine done?
So, I thought, you know... I'm just going to keep
showing up and doing what I've been doing...
but yeah... so, formally... I guess I never was
introduced as like to what... uh... all those
all those kind of... uh... questions that I have...
and I've had time to to ask some and not others...
so... I just wanted to tell you... that's true... that's kind of where I'm at...
and I learned a lot just coming to the faculty senate meetings.
but being an adjunct faculty member, I don't always go to
All Faculty Day or take part in some of the other stuff.
So, there's probably gaps here and there... but
I think it's something that could be addressed.
I like ken's idea... and so, I just wanted to tell you that I'm
aware of it... I just like...
was I supposed to nominate myself... give somebody
else an opportunity? I just really wasn't sure.
So, that's why i'm here... keep showing up...
it'll figure itself out ...or you'll continue to do this.
But I just want to make sure someone is filling
that role... so, that's why I'm here right now
So, very cool... I'll stop there...
thank you.
---Brooke Anderson:
Thank you so much for your service Ron...
I really appreciate you being here...
and I think what you're saying and what some of
the comments in the chat make me think about is...
even just how valuable would it be to throw on our senate page
a Q&A about... just some common questions about senate...
who should join senate... what... you know...
what are the typical responsibilities?
When... we have a charter... but I think sometimes
it can be a little bit difficult to make sense of the charter...
with some of those, sort of, common questions... right...
is it appropriate for new faculty to join senate?
Or you know... all of those kinds of questions... and I think
this would be a really good project maybe for next year..
to work on developing some more clarity
around roles and responsibilities of senators...
while we think about how to more meaningfully
integrate senate into the college.
Because this is such an important body... right... I mean...
senate... it should be at the heart of our institution...
and so, how do we really make sure we're doing
what we can to make it the heart? Ken.
--Ken Scott:
I was gonna say... I really do love the idea of the mentorship...
I came on to the faculty senate the year that I came on here full-time.
Grant... I'd already been an adjunct... but when I was asked to be
on the faculty senate my first thought is i already have this job...
like, what's this other thing going to take?
It's going to be so much work...
and again... like what someone... Makyla said in the chat...
you know... I don't know that I know enough in there...
so, when I showed up on day one, I parked myself
next to Rita... every month I would go sit next to Rita...
[unintelligible Rita comment]
what's this... what's that... what are they talking about?
And Rita just told me everything that was happening...
and I wouldn't have got by without Rita
to help me... you know.
So, a mentor would be great... and you were
a good one... you were a good one... thank you.
---Rita Lennon:
[chuckles] I told you all the cool kids
to go sit by instead of me... anyway...
I agree that this is definitely some information that we need to
definitely massage and get get more information on... [chuckles]
so that we can strengthen ourselves a little
bit more... so, whoa... gosh... oh, yeah...
I was gonna say... I don't think so... all right... I'm
sorry... we're gonna move on into our agenda here...
and I see Evan's smiling face here... so, Evan please,
you have the next presentation or discussion.
Thank you and good afternoon everyone... I'm Evan Goldberg...
I'm the deputy CIO and director of user support services.
---Evan Goldberg:
And I'm here to give this group an early
heads up about an IT security initiative
that we're currently working on
involving multi-factor authentication.
So,I have a couple of slides to share so let me go
ahead and share my screen here and get that going.
Okay... can you guys see the slides okay?
---Ron Jorgensen:
Yep...
---Evan Goldberg:
Okay... so, what is multi-factor authentication?
Multi-factor is when you need to provide more than
one factor, other than a password, to access the system.
So, passwords by themselves are not very secure... people tend to use
weak passwords or they tend to reuse passwords on multiple systems.
So, just relying on a password alone doesn't
really provide that much security.
Multi-factor refers to using, in addition to a password, another
factor... like something you have... like a smartphone or a usb key.
or something that you are... like a
fingerprint or a facial recognition scan
So, if you guys are accustomed to using VPN here at the college... you're
already using multi-factor... using the duo app typically on your phone.
So, I've got the password and the smartphone bolded here...
those are the 2 factors that we are using right now with VPN
and that's what we're going to be requiring moving forward.
And I'm here talking to you about this today because all employees will be required
to use multi-factor when accessing pima applications by the end of November.
And those applications are everything from logging
into My Pima... logging into your gmail or using Banner...
and probably other applications as
well will be added to that stack.
So, right now... it's students... rather it's employees only...
and students will not be required to use multi-factor at this time...
but it's likely that we will need to include students in this
in the future, for cyber security insurance and audit requirements.
And why are we doing this? We're doing it
for federal compliance reasons.
There's a law... the Gramm-Leach-Blighly Act or GLBA,
which goes into effect this December.
Which requires organizations like ours to use
multi-factor authentication for employees who are
accessing systems that have sensitive
data in it like student data.
It's also... so, federal compliance... that's one reason...
another reason is because our cyber security insurance...
I have on here that this the slide says
that we will likely require it for a renewal...
this morning when I presented to staff council, David Parker
said... yes, our insurer... our current insurer will be requiring it
for renewal... for at least for employees
for this year... and also because it's just a best
practice to secure the college's network by
using something better than passwords alone.
And just to editorialize for a minute... I would recommend
that you guys use multi-factor authentication
for any of your secure access to
systems in your personal life.
So, things like your online banking or any kind of financial
information... if those providers offer multi-factor...
it really is a best practice to use that and not rely
on just a password to secure those accounts.
And our timeline... so, as you can see, we've been working on this for a
little while already... getting the the back end of the system in place.
We're starting right now... today
in April... to begin communicating...
so... that's in the spirit of getting these governance groups...
like your group and staff council... aware that this is coming.
We want to start now... there'll be
more communication coming.
Over the summer, we'll be standing up the the bulk
of the system... and we'll be building out a test site.
So, our goal is that... by the time faculty return in August,
there will be a test website available so that anybody
who gets configured to use multi-factor can go
to that test site, make sure it works for them,
and we'll do our best to confirm that everybody
in the college is... has this in place...
and everybody is up and running with it
before we require it for access to systems,
which is planned right now for November 30th... just
a little bit ahead of that federal compliance deadline.
So, that's really it... but I'd be happy to take any questions
that anybody has about this project... ah... Makyla.
---Makyla Hays:
Yeah... I saw one of the things you listed
was gmail... so, I guess my question is...
is this going to be for like. if we
want... get our email on our phones...
how would that affect how we
get our email to our phones?
Or if we want to access MyPima through...
is that going to be part of this system?
I guess I'm thinking in terms of... the only thing I know I've
had to use duo for at this point is to approve of workflow...
and it annoys me every time... I'm not gonna
lie, I'm sorry... but it annoys me because
I have to be sitting at my computer to do it...
and while that's workflow... so it's contract based...
I can sit down and do that or whatever... a lot of times
I'll be... and this is... you know... I could sit down and
put hours down for my students but a lot of times
I'll be out and I'll get a message on my phone
for my email for my student and then I just
email them right back or I'll log into MyPima
and I'm like, I have some time... I'll look at my
discussions and I'll give feedback back to students.
Is this going to stop me from being able to do that
with my students... and if so, is there a way around?
Like, is this going to be working for
phones... how are we going to do that?
I'll let you answer... you know.
---Evan Goldberg:
Yeah, so... uh... to the best of my understanding... we will be able
to use our phones to do this...to connect and use multi-factor .
I can't tell you how it will work because I haven't
seen or experienced it myself yet.
We're still kind of working that through,
but I'm told, we will be able to use the phones.
Like you... I've used duo from the computer...
in my case by connecting to the VPN...
initiating the connection on the computer
and then authenticating through the phone.
So, I don't have the specifics of how it'll work, but
I'd be happy to come back to this group and do a demo
once we have that stood up and in place...
most likely when you guys return in the Fall.
One other thing... you know... I can relate to... it is
a little bit annoying to have to do the authentication.
There will be a period of time for which you won't
have to authenticate sort of... every 10 minutes on this.
Depending on the application... there will be a
period of time for which the authentication persists...
and that might be as short as a few hours.... or a half
a day for very sensitive systems like Banner...
with a more generous time frame for other systems.
Again, I don't have what those details are yet
because they're still being worked out.
---Rita Lennon:
Thank you Evan... there's one question
or a request in chat that...
could we have access to this presentation or, you know,
at least a PDF of it, to share with our constituents?
---Evan Goldberg:
Certainly... Rita... I can email
you a copy of it.
---Rita Lennon:
Thank you.
1:34:08.720,1:34:17.840
Are there any more questions about this...
comments... concerns?
Okay... well, if something comes up in your
mind and you have a question about it later...
oops... I'm seeing something come in chat.
Yeah... I agree so Makala... kala... Makyla... dang it... I joined
the bandwagon... she just wanted to make the comment...
I just want to make sure that we don't
limit the ability of students to be available...
---Makyla Hays:
That was a type-o... faculty...
---Rita Lennon:
Yeah... faculty to be available to my students.
[both laughing]
but you know... students available to
students is important too, I suppose...
Evan thank you so much
for your presentation.
---Evan Goldberg:
You're very welcome... thank you
---Rita Lennon:
Thank you... Okay... well, we'll go
ahead and move on to the last...
--Ken Scott:
Rita.
---Rita Lennon:
item... yes... Ken.
--Ken Scott:
One more question from the chat:
is that going to be kicking in
in November of 2022 or November of 2023?
---Evan Goldberg:
November of '22... that... the end of...
towards the end of this calendar year.
--Ken Scott:
Thank you.
---Rita Lennon:
Thank you Dolores... yes... Makyla rhymes with sky.
[laughs] I like that.
I try so hard not to mess anyone's name up because
my last name... my maiden name was one of those.
Anyway, I'll be quiet... I'll stop my banter... and Jeff...
you're our final presentation... and you have the floor.
---Jeff Silvyn:
Well, Rita... sorry, I'm a little hoarse... um...
so, thanks for having me to talk about this topic.
And so, let me kind of explain what's going on... and then ask
for faculty senate to contribute some enthusiastic volunteers.
So, the context of this is... from time to time the college
has had to either adopt a policy or procedure
or modify an existing policy or procedure really quickly,
because of some outside compelling reason...
and until recently, that hasn't had to happen a lot... but, so
for example... in 2018, the legislature passed some laws
changing requirements related to free speech around
campus and imposed some certain requirements on
community colleges and universities... and
the deadline for compliance was August 1st.
Well, that doesn't work very well for the community college
schedule... but the legislature doesn't care about our schedule,
so, we had to rush over the summer and put into place... rules
about this to meet the August 1 effective date of the law.
We stamped it as interim... and then we went
through our regular process... right.
So, sometimes we don't have the
opportunity to do that is the point.
During the Trump administration, they
completely overhauled the rules around title IX,
which is the federal law that protects... is intended
to promote gender equity and education,
access to educational opportunities, and
prevent discrimination based on gender.
There was a bunch of litigation over that, which put everything on
hold... and then when the dust settled from the court cases,
everyone in Higher Ed said... oh, great... and of course
you're going to give us an extension from the original deadline
to put our new system in place... right... and the department
head said... no, the deadline is still the deadline.
And again, over the summer... we had to rush to make
sure that we had the right rules in place and posted...
so that, if the Department of Ed looked...
we didn't have a compliance problem.
So again, we hurried up and did that... and then
we posted them as interim and then we went through
the normal kind of AP process that you're
used to... and then, when the pandemic hit,
that's probably the best example of what happened... you
know... in March of 2020... we're heading to spring break...
things seem to be really going in the wrong direction...
all of a sudden the college is faced with
well, what do we do... we pivot to virtual and that
causes us to have to change all kinds of rules...
you know... how faculty get paid... days of account...
how days of accountability are going to work
so that faculty get paid for the extra work over spring
break... but we can still finish out the next semester...
or what I would do with sick leave...
so, you know... all these things changed.
and then... and then, later of course... there was the requirement
that federal contractors have a vaccination program.
So, all of a sudden again... we have to
face this really short timeline...
significant change... and don't have the opportunity to
follow our normal process... everything gets accelerated.
So, we've kind of done the best we could...
but it's been pointed out... in particular
by some of the members of AERC, that...
hey, we ought to kind of formalize this a little bit...
and let's bring a little bit more structure to it
and figure out maybe how to review things
and revise them in a more orderly way at some point
after we have to make these unexpected rapid changes.
Well, that's a fair point... so, we started talking
about that in the context of personnel policies
and kind of realized... that same kind
of consideration really applies...
regardless of the type of policy
or procedure we're talking about.
So, all the things that are covered by AP's
really ought to have a similar consideration.
And so, a few of us kind of started
talking about some ideas...
and what I shared with the group was
some language... I wrote the sections...
it does reflect some of the comments...
but I don't really want to dwell on that
because I'm not really here to present... like this is
what we want to do... what I'm here to share is...
this is the idea... we'd like to address it both on the
personnel policy side, which will be primarily an AERC task...
but we realize that in parallel to that... we
really ought to look at it in the bigger context...
including what happens with board policy,
AP's, and similar types of processes
that might not be directly related to personnel...
some other operational area of the college.
And so, I wanted to kind of share that idea with the
group, and then... what I'm really here to ask for is
if there were say 2 or 3 members of faculty
senate who would be particularly interested...
what I want to do is put together a group to start
really looking at the ideas about how we would do this.
Like I said... that's why I don't really want to spend a
lot of time talking about the draft I threw up there today...
that was just to give you a very basic idea... but
that's just, you know... first scratches on the paper
but... so you have an idea of what's coming like I said...
I'd love 2 or 3 members of faculty senate to participate
I'm kind of trying to figure out who should be... put together a
whatever you want to call it... a stakeholder... a drafting group ...
to come up with... what is the actual proposal going to be...
that then we will run through the regular process
So, that's kind of the point of this discussion... so, happy to answer
questions, if that would help clarify kind of what I have in mind...
and then like I said... I'm not sure how you normally pick
volunteers or volunteer people... I'll leave that to you.
And then... if you could let me know...
like in the next couple weeks...
so, at least we could start before the academic year
is up... and I realized the timing of this is not ideal,
because we're getting toward that time of year
that's really kind of packed for faculty.
So, I apologize about that... but I hadn't thought about
this... and by the time someone mentioned it
and we started rolling... kind of... we are where we are...
so, let's at least get... I wanted to start the conversation...
let's get get organized and kind of go
from there... so, that was the point of this.
---Rita Lennon:
Thank you Jeff... I know, not everything always
falls in the right timeline... you know.
---Jeff Silvyn:
It appears to be rarer and rarer these days.
---Rita Lennon:
Yep... so, since we're in a senate meeting, I can
just ask anyone who's here... who's in attendance...
can... is anyone interested in
volunteering... participating in this?
---Matej Boguszak:
May I add a comment?
---Rita Lennon:
Of course.
---Matej Boguszak:
Just as people are kind of thinking about it...
I don't think this is a large task relatively...
and I don't think that we're very far apart
based on those initial discussions.
So... so that... you know... those
initial scratches on the paper...
I think we have a pretty solid start... and just need
to fine-tune some of that fairly short language.
---Rita Lennon:
Yeah... I agree, it sounds like a...
---Jeff Silvyn:
it's not to bad... I think that that's fair... I guess...
you know... just the one other thing
that kind of frames the discussion is...
it's really trying to figure out how do we balance
the need for flexibility and
having unexpected things happen
versus providing that level of structure
and assurance to people so that we do
get the benefit of input even if it's a
little bit more in hindsight than foresight
---Rita Lennon:
Jeff... how many volunteers
were you thinking... 3... 4... 10...
---Jeff Silvyn:
I was kind of thinking... yeah... I was kind of
thinking 2-3 just to not be overwhelming
and then... what I was thinking is... I'd grab people from a
few different operational units that have a lot of AP's
you know... people who are kind of... have to do
this work regularly... and get their perspectives
on how to do this... as well... so, that's kind of
what I was thinking... a few faculty.
I met with adjunct faculty... earlier today... so, there I've got 3...
3 adjunct faculty who are interested in participating
So, I thought... if we got 2 or 3 regular faculty and then
like I said, I'm going to go to some of the business units
get a few people from there and that'll be our group...
at least, to come up with what the initial proposal should be.
---Rita Lennon:
Someone who loves figuring out
things... logistics... policy makers.
---Jeff Silvyn:
It's kind of a system and process exercise.
---Rita Lennon:
Yeah.
Come on... there's got to be a
tinkerer or 2 in our arsenal.
---Jeff Silvyn:
If you're shy and you want me to leave, so you can
discuss amongst yourself... I'm okay with that too.
---Rita Lennon:
This is where, you know... Jeff... whenever we were in that
chair academy... remember, we had that DiSC personality test
where like, it told you like, what your dominant personality
was... this would be ideal for something like this, where it's like...
all right... we need someone from compliance...
we need someone who's an influencer... [laughs]
we need someone who's a dominant.. yeah... too bad we haven't
done that... maybe we'll do that next year... guys... senators.
We'll all do a DiSC personality test...
find out who we really are.
well I'm gonna throw my name in the hat, because I love
figuring out logistics and how it would all play out.
And you know... I play in policy like, all the
time... so, I'll throw my name in the hat.
So, if I'm coming on board... is there anyone
else who'd be willing to come with me?
I'm already in the other AERC group...
so, Makyla's already called for... or spoken for.
---Jeff Silvyn:
The things Makyla and I have been talking about is
how do we keep it simple but allow some crossover?
Because some ideas out of the AERC group or
this group, might be really helpful in the other group...
so, we'll try and coordinate.
--Ken Scott:
Do you have the... ah... a volunteer from Katie Challenger
---Rita Lennon:
oh, Katie... great... okay.
--Ken Scott:
What'd Katie say?
---Rita Lennon:
Thank you Katie... so, Katie Challenger...
so, you got 2 healthcare people...
---Brooke Anderson:
I think Makyla said she would do it actually.
---Rita Lennon:
oh... oh, so... happy to do
it also... see I didn't...
---Jeff Silvyn:
You want to be our bridge?
---Rita Lennon:
That makes sense... yeah, that makes sense...
---Jeff Silvyn:
That's... that's... that's fine.
---Makyla Hays:
Yeah, I figured...
---Rita Lennon:
Sorry about that.
---Makyla Hays:
Just make it more... a little... even easier to be consistent
between the groups and my mind's already there... so... [laughs]
---Jeff Silvyn:
That's fine and I saw a question about...
when do we meet... I don't know...
that was kind of that... once that... now that I've got
some names... I need to recruit a few other people..
and then we'll get something hopefully scheduled
quickly... so, just like I said... I appreciate the
fact that you're heading into crunch time...
I'd like to do this before things get too tight.
---Rita Lennon:
Too crunchy.
All right... thank you... well, that was great.
All right... well, it looks like we're at the end of our agenda...
is there any last-minute comments... concerns... questions?
Anything like that that we need... since we have a
little bit more time... and we always seem to end early,
now that we've kept ourselves to this tight time frame.
---Sarah Jansen:
Please sign in if you haven't already... I think a number of folks
have not signed in yet... so, I put the form in the chat again.
--Ken Scott:
I would never accuse my peers of allowing their
attention to wane... but I think in the future
if we have something where we're calling for volunteers,
we should do that at the beginning of the meeting.
---Rita Lennon:
That's not a... that's not a bad point ...okay... duly
noted... thank you... I see a hand, let's see... Denise
---Denise Reilly:
Hi... I think I put it in the chat but... you know...
one of the things that we've kind of talked about
all year this year... from the beginning
of the academic year... and I kind of wanted to...
I'm hoping I'm not putting Dolores on the spot...
but I wanted to find out if there's any headway there..
but one of the things we've asked about
is... there still is not a repository...
or any list at all that I... that I'm aware of... that the
college has for all the committees... all the work...
all the task force... whatever we want to call these
groups... and so, every single meeting we have...
and it's not... it's not about you Jeff... every single
meeting we have... we have this call for faculty
to volunteer for another group and another
group in a committee and I do feel like
there's a lot of folks in this group that
are very ingrained in numerous committees but
I'm wondering if that's still something to come
is that still something on the radar because
I would love to know the work that's being done
on a regular basis in other groups other than
the AERC, the faculty senate, the adjunct faculty
group, and I just feel like this same group of
people are in all these committees and being
asked to do more and more and I would love to just...
and it's not that I don't think we're sharing
the wealth... it's that I don't think that we're
even aware of what other groups are working on
on a regular basis out there... and I just think that
we talked about it before... and what we were told
at a leadership meeting was that, you know...
it was a lot of work on one person... to put all this stuff together...
but at this point, I feel like... well, isn't it worthy though?
I mean, isn't it worthy of a new person on board...
comes in and says where do I want to get involved in?
And we can't even refer them to a list or
a group of what even... is even being done.
So, some of them are short-term things
and some are long-term but it feels like,
I would love to know what's going on with everybody...
for, you know, not just accountability purposes
but just to find out what's going on
in the different groups... thanks Dolores.
---Dolores Duran-Certa:
Let me respond to that... thank you Denise for bringing
that up, because that is something we've been talking about
since the beginning of the academic year...
that's true... and I know Jeff has been part of the
conversation since... Angie Wesson has been in
the past, the one that to collect the names and
the agendas for the standing committees... but things
have evolved since COVID and there are many more...
there are task forces... there are committees... work groups...
etc... and so, Morgan has been a part of the conversation,
and he has basically volunteered to keep
track of that... so, I'll ask him for an update.
I don't know if he's I think he was here but had to leave...
but for our next admin and senate meeting,
which I think is coming up next week... I'll make sure that he has
an update as to the collection of the names and the agendas
because it is true... we need a repository...
and that way we can keep track of, you know...
what was... what action items were promised
and how we can move forward and
just historically keeping track of who's on what...
and understanding where to get information.
I think Jeff has his hand up...
did you want to add on to that?
---Jeff Silvyn:
Thanks Delores... so, I was just going to say... can...
let's just make sure to touch base about that.
So, yeah... Denise you're right it is an issue... we talked about trying
to fix it... we have some ideas... it's actually a fairly massive undertaking.
It's one of those things where it's a long-term
project that the crush of more urgent things kind of
started moving it down the priority list... which
is not a great thing... but it kind of is what it is.
But you're right... we need to pay attention to that...
and so anyway Dolores, if Morgan or whoever else
is going to take a more active role... could touch base,
that'd be great... because we'd like to come up with
some kind of framework or system
that then everyone could kind of plug into.
So, that way all the committees would
have access to information they would have
responsibility for their own materials so to speak...
so, we have to figure that part out too.
But... so, you're right, we're not where
we want it to be but it's not forgotten.
And it is the intent to come up with a framework
and some kind of electronic repository...
so that you can answer those kind of questions...
like well, who last year... who served on
what committee and what was the outcomes?
because right now we just don't have... we're right...
we don't have a good way to track it.
---Rita Lennon:
Right... we don't have any way of showing our
KPI's either... you know... so, we could meet...
and on top of that... you know... in the spirit of accountability...
if we have a bunch of committee members
who don't show up on a regular basis,
there's really no way to account for that either...
you know... so, how are we getting our work done?
Well, we only have 5 committee members who
show up on any kind of a regular
basis and that's just not okay.
---Jeff Silvyn:
And we've also had very duplicative committees because one group
didn't know that there was already a group working on something
---Rita Lennon:
Exactly... or looking at it from a different perspective
but they could have been working together nonetheless.
All good points... I know that's a
very big logistical undertaking...
I mean, you know... having everybody uploading
their own information would probably be troublesome...
but I hope we can find a way to do it
and I hope we can find a way to do it soon.
I hear that there's a really, really
important person with a birthday.
So, I would like to wish... Kate Schmidt a happy
birthday... anybody... a singer in the group can we sing
Happy Birthday... maybe in Marilyn Monroe style...
no?
---Dolores Duran-Certa:
Or in Spanish.
---Rita Lennon:
Or in Spanish...
[laughs]
--Ken Scott:
[crackling voice]
Happy Birthday to you...
---Rita Lennon:
Wonderful, wonderful... all right...
well, Kate... happy birthday.
I hope you're still... oh, your camera's off...
but I hope you're still here.
---Dolores Duran-Certa:
You did good.
---Rita Lennon:
Happy birthday.
---Dolores Duran-Certa:
Happy birthday, Kate.
---Kate Schmidt:
Thank you... thank you very much
for thinking of me.
---Rita Lennon:
All right... and then... I totally blew
over our March meeting minutes...
and I didn't ask for approval of our March
meeting minutes... so, if we could possibly
go back in time and just real quickly
do that before the end of our meeting...
and then I promise... we can be done...
so, if you will... wouldn't mind taking a quick look
at our meeting minutes from March and then
making a motion... either in chat... or by speaking.
Thank you Sarah... for bringing the link up to chat...
okay... so, we have a motion to approve by Sean and
Carolyn has seconded... okay... seconded is that
a word... at nearly 3 o'clock on a Friday... it's a word.
We're gonna put it in Webster... all right... well, thank you
so much... the meeting minutes are approved as presented.
We'll go ahead and now look for
another motion... to end the meeting.
All right... looking at chat again... I'm sure it's
in there... motion to end by Sean, Makyla seconded...
so did Denise... very good... okay... well, everyone
have a wonderful weekend... April fool's...
I'm really happy that nothing happened on this April fool's...
you know... my meetings have been troublesome in the past.
So, I'm glad that this one went all right...
have a great weekend... I'll see you guys soon.
---Dennis Just:
Thanks Rita... thanks everyone.
---Rita Lennon:
Thank you.
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