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DEPARTMENT CHAIRS MEETING
Friday, January 14 at 9:30 a.m.
Battle Mountain - #4, Elko - EIT #203, Ely - #118, Pahrump - #122, Winnemucca - #202
Present: Amber Donnelli, Angie deBraga, Barbra Moss, Bonnie Hofland, Bret Murphy, Charlene Mitchel, Danny Gonzales, David Ellefsen, David Freistroffer, Ed Nickel, Linda Uhlenkott, Lisa Campbell, Liza Frazier, Mary Doucette, Mary Swetich, Meachell LaSalle-Walsh, Patty Fox, Pete Bagley, Thomas Matula, Xunming Du
Absent: Bill Verbeck, Norm Cavanaugh
Guests: Carl Diekhans, Mike McFarlane, Kris Miller, Sarah Negrete, Frank Daniels
December 3, 2010 Meeting Minutes
Clarification of Minutes from the December 3, 2010 meeting occurred. Department chairs will be responsible for prioritizing open, new, and vacated academic instructor positions. The committee will recommend the prioritization list to Faculty Senate as an action item. The final step in the process will be approval from Presidents Council.
Minutes were approved unanimously.
INT 100 Orientation
The GBC orientation course (INT 100) is scheduled for Saturday, January 22, 2011. Faculty are requested to be present for the Meet the Faculty session at 1:30 p.m. located in the Fitness Center. The session will last for one hour. Students will then be escorted back to GTA 130 for the Academic Issues portion.
Faculty participation at the Academic Issues session is also requested. The session will begin at 2:30 p.m. and is expected to last until 4:00 p.m. Topics to be presented during the session are plagiarism, general education, WebCampus, and high school to college. Volunteer presenters are Mary Doucettee and Amber Donnelli (Plagiarism and general education), Lester Morris (WebCampus) and David Freistroffer (High school to college).
Introduction
Dr. Kris Miller was introduced to the committee. Dr. Miller is the new Dean for Health Sciences and Human Services. Dr. Miller will participate in department chairs as an ex-offcio member, the same as Dean Murphy.
PeopleSoft
The new system will allow faculty to enter and submit grades right from their offices. The issue discussed was if adjuncts should have the responsibility of entering their own grades. Reasons for adjuncts submitting their own grades are: 1. Adjuncts would not have to submit grades at a GBC location, 2. It is perceived as demeaning when adjuncts dont have access to their classes, and 3. Creates more work for the support staff. Concerns are: 1. Communication, 2. Training, and 3. Submitting grades in a timely manner.
Access does not have to be from a GBC computer. Instructors will be able to access the information from their home computers. Instructors will only have access to view their own classes.
The process of issuing incomplete grades is still being worked out.
Chairs voted unanimously to recommend that adjunct instructors be responsible for entering their own grades. The recommendation will be forwarded to the GBC iNtegrate committee.
Salary Equity Adjustments
It is the job of the president to continually evaluate salaries, equity issues, and assure that staff is paid appropriately. During the past two years GBC has continued to recommend equity raises and promotions. Salary adjustments have been granted to employees taking on additional duties due to the loss of positions. Staff assigned to the iNtegrate project have received additional compensation. There are also some employees who continue to receive stipends for going above and beyond their assigned duties. GBC continues to offer promotions to faculty that receive tenure or if a higher degree is obtained. Classified employees are still eligible to receive promotions. Overtime for classified employees is greater than before because of increased workload due to lost positions. Two positions, budget and human resources officer and director of institutional advancement, are being considered for salary equity adjustments. The proposal is to adjust each salary to $119k.
The president encouraged the committee to view salaries at transparentNevada.com. The website lists 2009 salaries for state, county, government, and the university system. Salaries listed include benefits, retirement, and overload. Chairs were instructed to compare GBC to the other institutions; however, the most comparable is WNC. All classified employees make the same salaries throughout the state. Faculty are placed on the system salary scale according to degree (column) and experience (step). Professional administrative salaries are placed in the grade and range schedule with almost all, if not all, being the lowest in the system.
Currently, the budget and human resources officer has three jobs. These jobs are budget, human resources, and administrative services. In the past there was a vice president, budget officer, and human resources director. We now have one person doing the job of all three. The top position at WNC is $154k, a difference of $45k. There are also three full-time positions at WNC.
The director of institutional advancement is responsible for the foundation, computer operations, and marketing. WNC has a VP for development and a marketing person. The two positions range from $111k to $154k. There is a difference of approximately $52k.
After much thought the president requested the item be removed from consideration. The two positions in question no longer feel comfortable with the request; however, the item will be brought up again in the future. When the item is brought forward again the president requests professionalism and civility amongst co-workers. The item is not being pulled off the table because of adversity; its being pulled at the request of the individuals.
The president also informed the group that administration, including these two individuals, took the same pay reduction as classified staff for the past two years. Professional staff was only required to take the reduction for one year. Tenured faculty were given the option to teach overload to make up for the reduction.
At GBC we pride ourselves in being collegial and having shared governance. In this particular instance the president feels that he was not treated similarly. He was not allowed to present the material or talk about it in a fair manner. The president requested that GBC staff extend the same professionalism to him and administration that is extended to them. The door to the presidents office is always open.
The compensation and benefits committee did agree that the placement of the adjusted salary increases were still on the low end. Discussion about the possibility of hiring more people occurred. From a compensatory position it would cost more money to hire additional people. There were some committee members that thought it unwise to increase wages at this juncture because outside entities may not think well of GBC.
The VPAA commented that the president has been honestly working long-term for the benefit of the college. Some of the things that have been said have been unprofessional and uncivil. There have been threats both direct and veiled to the president and others. This is very disappointing and not acceptable. The topic was brought out in advance to all possible committees to discuss under his own volition. The president has been honest and transparent about the request. Classified staff and faculty are on equity with the whole state; administrators are not. To expand on what the president said, administrators took bigger cuts than anybody. The VPAA suggested asking questions and thinking twice before embarking on a negative campaign.
Chairs were curious as to why the budget officer was not in a vice presidents position. To some it seemed to be not only a salary disparity but also a title disparity. The president explained that a national search must take place for vice president positions and must be approved by the board of regents. GBC cannot afford a search at this time.
There was concern that too many employees are taking on too many job titles. Some of the job titles that have been put together dont necessarily fit. The cost of hiring new people to fill these vacated positions isnt an option at this time because of the budget crisis. It is the hope of administration to eventually fill these positions if and when the economy rebounds.
IAV Videos
Bonnie Hofland and Bob Hannu discussed all of the interactive video concerns with Lynn Mahlberg and Mike McFarlane. Issues that need clarification from the system attorney are: 1. FERPA - Student confidentiality/privacy rights, 2.Misuse of tapes by students (unauthorized copying), 3. Copyright issues, 4. Viewing of tapes by administration, 5. Archiving tapes for future use by faculty, and 6. Student release form.
There are several issues that need clarification before decisions can be made. The VPAA will follow-up with the system attorney. Lisa Frazier will speak with colleagues to see how they are handling these issues at their institutions.
An authorization form was created to alleviate the issue of students taking videos without faculty permission. Faculty and students will have to obtain the authorization form from the IAV office. Chairs voted unanimously to implement the form for use in the spring, 2011 semester.
The group again expressed that the general rule be followed. The general rule is that no recordings will be distributed to students unless there is a technical difficulty or specifically requested by the instructor.
New Faculty Salary Placement
The faculty salary schedule has both vertical and horizontal components. The vertical component is the annual step also known as merit. The horizontal component is used for degree placement and tenure status. For the past two years step increases have been frozen; however, faculty receiving tenure status or higher degrees have been placed in the next column. These moves are considered as horizontal moves and are recognized as promotions. Faculty receive salary increases for these promotions.
In the past new faculty were placed on the salary schedule according to years of experience. Three years ago the system eliminated the bottom four steps of the salary schedule. During the first year, for equity issues the VPAA calculated years of experience, then subtracted four steps. The next year five steps were subtracted and then the next year six. This year the subtraction would have been seven. From here on out new hires will be placed minus five steps on the salary scale when offered a position. GBC is trying to remain equitable to their current staff. We are unable to hire anyone over step ten unless it is a hard to fill position.
Budget Task Force
The chair-of-chairs will represent department chairs on the budget task force committee. The president encourages input from all departments. Department chairs will be able to bring their recommendations regarding positions, programs, and cost savings efforts to the budget task force committee through the chair-of-chairs.
Information supplied by department chairs was used by the budget task force committee during last years deliberations. The information was very valuable and decisions were made from recommendations by department chairs.
All institutions within the system are faced with the same issues. GBC was the only institution that had members sign the confidentiality statement. The president was asked to consider opening the process up, minutes be taken and available to employees, and attendance be open to the entire GBC staff. If an open process forum would be the avenue for the meeting then positions and confidential matters would not be mentioned.
Reasons for obtaining signatures on the confidentiality statement last year were: 1. The committee wanted the flexibility to speak freely, and 2. An incident occurred during deliberations and information was shared with and printed in the local newspaper, and 3. The committee was involved in the decision-making process in detail. Transparency and confidentiality sometimes overlap.
The president will confer with the other institutions as to the makeup of their committees and their decision-making processes.
Program Suspension and Elimination
The VPAA is meeting with departments to discuss programs that were either suspended or eliminated. The system office must be notified when programs are either suspended or eliminated. A suspended program can be brought back to active status within five years.
Faculty Positions
The five positions that were identified as priority have been advertised and interviews have taken place. The status of the recruitments are:
Tenure-track English Russ Orr has accepted for spring 2011
Tenure-track Music/Theatre Christine Young-Gerber has accepted and for fall 2011 semester
Temporary History/Distance Education Ken Kisner accepted for spring 2011
Temporary Marketing/Management - Stephen Theriault has accepted for spring 2011/will be online teaching from Minden for one semester
Tenure-track Accounting Was not filled in initial search. The position will be re-advertised and recruitment will begin for fall 2011
Position/Prioritization
The first step is for all departments to determine core faculty needs. Once departments have assessed their needs then chairs will decide on the prioritization of positions. The established list of variables will be used to help create the list. All decisions made will maintain the core of the college and departments integrity.
Currently, there are two positions that need expedited attention, they are in psychology and nursing. Karen Martin has notified the college of her retirement. The health sciences and human services department is down three nursing faculty positions. Nursing recruitments are very difficult to recruit. Administration is committed to these two positions for the next year. There is enrollment justification for each position. Chairs voted unanimously to recruit for the nursing and psychology instructor positions. The positions will be offered to successful candidates for employment during the fall 2011 semester.
Recruitment for the accounting position will remain a priority.
Administration agrees with the process the department chairs has created to prioritize academic faculty positions.
Department Meetings
The VPAA is meeting with all departments individually to discuss a variety of topics. Contact the VPAAs office if a meeting has not been scheduled for your department.
Advising
A process to advise students that are undecided needs to be established. Faculty involvement in the advising process is a key to the success of students. Methods have been established; however, they havent been followed. Peoplesoft will help with the process. Faculty would like to be a part of the advisement declaration. Faculty will need training in order for the process to be successful.
Budgets
A philosophy change with lab fees is occurring. In the past departments were encouraged to hold on to lab fees and spend operating dollars first. Departments have been very frugal because of budget constraints and are holding on to their lab monies for future use . Currently, there are several thousands of dollars in lab fees that are being rolled over each year. If a lab fees are assessed then it has to be spent on the students. Departments should carry over no more than one thousand dollars in lab accounts each year. There are special circumstances that can be explained to auditors such as licensing and software expenditures.
Strategic Planning
Departments were requested to update their online plans.
Long-term Schedule
Departments were encouraged to review, make changes, and add next years courses to the long-term schedule.
Overload Rate
Administration is proposing to increase the overload rate to $750 per credit. The proposed increase will bring the college closer to the rate designated in the workload policy.
Class Sizes
There is instructional money available so some courses with low enrollment this semester may be allowed to run. Enrollment for the college has been about even for the year, and it would be preferable not to show a decline.
The next meeting is Friday, February 11 at 9:30 a.m.
Meeting adjourned.
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