Faculty Senate

 

March 10, 2005                                                                                               3:30 p.m.

Vol. 39, No. 12                                                                                                325 Graff Main Hall

 

I.  Roll Call.

Present:  Beck, Clow, Cravins, Dixon, Galbraith, Gendreau, Gongaware, Grunwald, Hench, Kernozek, S. Krajewski, Maher, Majak, C. Miller, B. Riley, Senger, Shanks, Shillinger, D. Sullivan.

Excused:  Heim, Johnston-Rodriguez, Kraemer, Poulton, Ragan

 

II.  Minutes.

There were no minutes to approve.

 

III.  Reports.

There will be a La Crosse Mayoral Candidate Forum with Deak Swanson and Mark Johnsrud, Monday, March 28, 7:00 p.m. in the Ward Room, Cartwright Center.

 

Chair Riley commented on the interesting past couple of weeks especially when we think of EESHR dean search with respect to budget reductions.  Candidates were informed of our budget situation and that all administrative positions were being reviewed with the chance that the position might not be filled.  Last week, Chancellor Hastad reiterated that it is unlikely the EESHR dean position will be filled.  Last Friday the search and screen committee made a recommendation of two viable candidates for dean.  At that time, Provost Hitch indicated that all open positions are being reviewed.  This past week has brought discussions with EESHR directors and chairs about what might happen if the EESHR Dean position was cut.  These scenarios had all or parts of the College of EESHR reporting to other college offices.  Similar discussions occurred across campus as well.  Yesterday during the Joint Planning and Budget meeting information was given regarding base budget reallocation (reductions) of UWS resources:  UWL possible $1.3M over next two years.  Chancellor Hastad said $1.2 to $1.7M.  Efforts are underway at System to look at a different way to reallocate cuts.  Provost Hitch is at BOR today where she attended the Budget & Finance Committee meeting and heard discussion of serious budget cuts.  Following the Joint Planning and Budget Committee meeting yesterday, Chair Riley spoke with Provost Hitch and she indicated no decisions had been made re filling open administrative positions.  With all the events of the past couple of weeks, the SEC has decided to bring the following motion to the faculty senate:

 

M/S the faculty senate insists that the integrity of the academic programs in the College of EESHR be preserved.  The best way to ensure this is to hire a dean for the college.  Thus, the Senate recommends that the position of Dean of the College of EESHR and the associated funding not be included in the administrative budget reduction that will be required from UW-La Crosse for the 2005-2007 biennium, and that the university vigorously pursue hiring a dean for the college.

 

 

  • Motion made to give an opportunity for the faculty senate to express its feelings about this issue.  Past discussions centered on budget reductions that will be necessary and the narrow scope of where reductions can be made and also humane ways to make reductions – but no discussion about related academic issues.  The academic integrity of the programs offered by EESHR (offered at the university) should be high priority issues at the university.
  • Eliminating the dean position would essentially eliminate the college and reorganize the university – a reorganization not consistent with the university’s policy on reorganization.

 

Gary Gilmore – offered comments regarding the dean search.  In his 31 years at university it is clear that this college has made and continues to make difference in lives of students.  Secondly, with respect to the mission statement there are many paths to achieve unified goals.  A tactical endeavor cannot begin to have a solid impact as good, solid, strategic planning.  Thirdly, we must recognize dedicated and time intensive efforts of current search committee and give credence to the committee; we need to continue to foster collaboration across all four colleges; and come from perspective of differences, serving as practitioners - so bottom line encourage us to let reasoned minds prevail.

 

Rick Mikat – was not a candidate to current dean search, so hope what you hear him say is not coming from a person who is trying to preserve job.  Appreciate array of programs.  Feels confident if the dean’s position goes away, the structure of the college will disappear shortly.  Different pockets of people will move to other structures.  Structure has real value at university – encourage faculty senate to consider carefully – prioritize position is a key element for budget decision on campus.

 

Ray Martinez – product from college graduated in 1988.  The strength of unit and college is noted nationally.  Concern is that decision is being made on monetary concerns rather than programmatic concerns.  Would hate to see unit be absorbed – loose our voice. 

 

What is the timing of the decision?  When do we have to identify money we are giving back?  Two parts to answer.  Timing is submit a budget for red book by April 15th.  The other piece is we really don’t know what the amount is but expect between $1.2 and 1.7M or higher.

 

  • Is it possible to make the decision to keep the dean?  The optimistic side is to get to point where we can find the money, however it is highly unlikely.  How do we solve this problem and maintain the integrity of the university?  This will be a struggle.  Important that faculty let administration know what is important to the faculty. 
  • Convenient, efficient and humane way to solve the problem.  College has gone through numerous reorganizations – extremely difficult because of lack of stable leadership – lack of organization.
  • What other possibilities or plans are we looking at this time?  What does the rest of the picture look like?  We are looking at all the vacancies and dollars associated with vacancies, however it falls far short of $1.2M.
  • Is it possible to compare institution with the dean vs. without?
  • Would like to see some choices.
  • Joint Planning and Budget Committee is waiting to see what options are.
  • Decision affects the university itself and the foundation of academic realm.
  • How long will the college last without a dean?  Is there a timeframe that sometime in future we will hire a dean?  Morale is terrible.
  • Eliminate is not the word Chancellor Hastad used – not fill this position is the language.  Challenge is that our budget is dictated by outside the university – can we generate enough funding? 
  • How close are we to coming up with various what ifs?  Don’t know answer to questions with real dollars – $108K with dean’s position.
  • Are there really administrative advantages to moving people to other colleges?  Answer is that with a cut of this magnitude we can expect people in administrative roles will assume more duties.
  • If don’t have a dean – burden on existing deans – less of an opportunity for growth.  Yes, this is part of second conversation. 

 

Motion passed.  (show of hands: 16-yes, 0-no, 3-abstain)

 

Chancellor Hastad will share more information as soon as possible re vacancies.

 

IV.  Recommendations from the Taskforce on Instructional Academic Staff Employment Issues.

Carmen Wilson gave introduction to report. – acknowledge members of task force who worked very hard.  Brief summary of activities – review System-wide of other campuses.  Consulted with Chancellor, Provost/Vice-Chancellor, Human Resources, Faculty Senate and Academic Staff Council as well as surveyed instructional and non-instructional academic staff on campus.  The Taskforce identified six basic areas of primary concern along with the following recommendations:

 

1.       Governance

a.       All IAS, regardless of faculty status, are represented by Faculty Senate.

b.       At least two additional seats, designated to be filled by IAS, are added to Faculty Senate.

c.       A Faculty Senate committee is created to represent IAS.  Specifically, the committee would consider and recommend policies affecting the academic staff status, salary, appointment types, titling, career progression, and working conditions. It also would consider and recommend the practices and procedures for implementing those policies.  Finally the committee would be responsible for monitoring HR progress in collecting and disseminating information on these policies and procedures.

2.       Contracts

a.       Whenever possible, IAS are offered multi-year fixed-term contracts as specified by Wisconsin Administrative Code, University of Wisconsin System/University of Wisconsin-La Crosse, Chapter 10.

b.       The “not intended for renewal” clause in fixed-term contracts is replaced. 

3.       Titling and Career Progression

a.       UWL outline specific policies for titling and career progression of IAS.

b.       Actual practices reflect these policies.

4.       Review of Academic Staff. 

a.       University policy about the performance reviews of IAS are more specific and consistent with the expected responsibilities of academic staff, and clearly communicated by HR.

b.       All academic staff are reviewed yearly to assure their classification as instructional or non-instructional remains appropriate.

5.       Communication. 

a.       An IAS web page with links to resources both within and outside of UWL is created. 

b.       A mentorship program for new IAS is institutionalized. 

c.       An IAS Faculty Senate committee serves as a resource and advocate for IAS, and as a source of feedback for HR in its efforts to improve communication.

6.       Workload. 

a.       The teaching load for full time IAS remains at the current level. 

 

Recommendation 1.a.

After long discussion about the titling of instructional academic staff and non-instructional academic staff, percent of appointments that involve teaching, appointments in academic departments and institutes, etcetera:

 

M/S/P to instruct the Articles and Bylaws Committee to modify the policy on faculty status for instructional  academic staff to find appropriate language, which grants that faculty status be immediately given to those academic staff for whom faculty status is appropriate.

 

Recommendation 1.b.

M/S/F at least two additional seats, designated to be filled by IAS, are added to faculty senate.  (show of hands:  2-yes, 12-no, 4-abstain)

 

Recommendation 1.c.

M/S/P a faculty senate committee is created to represent IAS.  Specifically, the committee would consider and recommend policies affecting the academic staff status, salary, appointment types, titling, career progression, and working conditions.  It also would consider and recommend the practices and procedures for implementing those policies.  Finally the committee would be responsible for monitoring HR progress in collecting and disseminating information on these policies and procedures.  (show of hands: 16-yes, 0-no, 2-abstain)

 

V.  Unfinished Business.

Chair Riley announced that, since we are moving toward adjournment, he is calling another faculty senate meeting for March 24th, to complete the consideration of the recommendations from the Task Force on IAS Employment issues, to provide feedback on Plan 2008, and to look at the broader question re administrative budget reductions.  This body needs to consider a motion regarding the allocation of administrative budget reductions across the UW System.

Other campuses are less agitated than we are.  Our situation in this current climate is critical.

 

VII.  Adjournment.

The meeting adjourned at 5:20 p.m.