Faculty Senate Minutes - October 2024

Behrend Faculty Senate Meeting Minutes

October 7, 2024

Room Change and Announcements
1. Room Change Issue
  1. The meeting room was changed last minute due to a scheduling conflict with a current class.
  2. CollegeNet had approved the room, but it was occupied.
2. Updates to Previous Meeting Minutes
  1. Jodie Styers’s title was incorrect.
  2. The name of the School of Engineering director position was incorrect.
  3. These errors will be corrected in the minutes.
3. Approval of Minutes
  1. Motion to approve the minutes was made by David Dieteman.
  2. Motion was seconded by Jay Amicangelo.
Annual Salary Increases Discussion
1. H.R. 43 Policy Overview
  1. H.R. 43 outlines the eligibility criteria for annual salary increases.
  2. Increases are based on merit, including research, service, and teaching load.
  3. Employees who did not complete the annual training of Values, Ethics, and Compliance by the University-established deadline are excluded.
2. Policy Effective Date and Transparency Issues
  1. The current version of the policy is effective August 6, 2024.
  2. Unlike other University policies, changes and updates to H.R. 43 are not transparent.
  3. There is no access to previous versions or records of changes.
3. Clarifications and Historical Context
  1. Kim confirmed that the stipulation regarding training has always been part of the policy.
  2. The only recent change (E624 version) was the inclusion of language around individuals who had left.
  3. The original date of the policy is not visible on the current document.
Compliance Training Policy and Salary Increases
1. Policy Origin: The compliance training policy was established in 1962.
2. Training Implementation: Compliance training has been mandatory since after 2011.
3. Salary Forfeiture: Individuals have not received salary increases if they failed to complete the training by the deadline.
4. Annual Deadlines and Communication
  1. Deadline Setting: Deadlines are set annually by the University, causing inconsistencies.
  2. Email Communication:
    1. 2022: Initial email did not mention the connection between training and ASI. Training was due April 22nd.
    2. 2023: Initial email on March 28th did not mention the connection, but a reminder on May 1st did. Deadline was extended to June 23rd.
    3. 2024: Initial email in March, deadline moved up to May 3rd. Final reminder sent by Lauren Hendershaw on May 3rd.
5. Issues and Concerns
  1. Inconsistent Messaging: The language in emails has been inconsistent, causing confusion.
  2. Faculty and Staff Impact:
    1. Non-Compliance Consequences: Approximately 200+ faculty and staff did not receive raises, with about 20% from Behrend.
    2. Confusion Over Deadlines: Faculty and staff were blindsided by the lack of raises due to missed deadlines.
    3. Supervisor Communication: Supervisors were expected to remind staff, but this was inconsistently done.
6. Specific Yearly Details
  1. 2022:
    1. Training due April 22nd.
    2. No explicit connection to ASI in initial email.
  2. 2023:
    1. Initial email on March 28th, reminder on May 1st.
    2. Deadline extended to June 23rd.
  3. 2024:
    1. Initial email in March, deadline May 3rd.
    2. Final reminder by Lauren Hendershot on May 3rd.
7. Faculty Senate Discussion
  1. Impact on Morale: The handling of the policy has negatively impacted faculty morale.
  2. Financial Consequences: Missing the training deadline affects raises and future salary increases, impacting retirement contributions.
  3. Equity Concerns: The penalty for missing the training deadline is seen as excessive and inequitable.
8. Recommendations for Improvement
  1. Consistent Deadlines: Establish a consistent deadline every year.
  2. Clear Communication: Ensure emails explicitly state the connection between training completion and salary increases.
  3. System Changes: LRN system should prevent completion after the deadline to avoid confusion.
Policy and Data Usage
1. Training Data Validity
  1. Policy Understanding: Emphasis on the importance of policy adherence.
  2. Data Collection: Any data collected after the specified deadline should not be used.
    1. Example: Training completed after the deadline is not valid for the next year.
  3. New Campaign Launch: A new campaign will be launched in January.
  4. Consistency in Dates:
    1. Recommendation for a consistent date every year (e.g., May 1st).
    2. Avoid scheduling during finals week.
2. Equity and Accessibility
  1. Neurodivergent Faculty and Staff:
    1. Communication issues related to neurodivergent individuals (e.g., ADHD, autism).
    2. Emails did not follow suggested accommodations for neurodivergent individuals.
  2. Accessibility Resources:
    1. Mention of Penn State accessibility website for learning disorders and accommodations.
    2. Different communication for those with documented disabilities through the appropriate office.
    3. Action: Process for accommodations will be shared.
Policy Penalties and Compliance
1. Harsh Penalties
  1. Discussion on Penalties:
    1. Concerns about the harshness of penalties for non-compliance.
    2. Historical consistency in penalties over the years.
  2. University Oversight:
    1. Compliance training is mandated due to University oversight.
    2. Impact on faculty and staff morale.
2. Faculty Senate Involvement
  1. Faculty Senate Role:
    1. Suggestion to work through Faculty Senate to address concerns.
    2. Decision to reverse penalties would come from the highest levels of the University, not HR.
Administration and Faculty Morale
1. Administration's Perspective
  1. Value of Employees:
    1. Administration values faculty and staff and aims to ensure they feel valued.
    2. Importance of raises and positive morale.
  2. Visibility and Communication:
    1. Efforts to make Behrend visible within the University community.
    2. Highlighting achievements and contributions to the region.
2. Faculty Concerns
  1. Morale and Appreciation:
    1. Concerns about the impact of policies on faculty morale.
    2. Specific mention of part-time faculty and the need for competitive compensation.
    3. Suggestion to provide additional benefits (e.g., parking).
Faculty Senate Motion
1. Motion to Address Concerns
  1. Letter to University Senate:
    1. Motion to send a letter from Behrend Faculty Senate to University Senate.
    2. Expressing concerns and providing suggestions for future improvements.
  2. Collaboration:
    1. Collaboration between faculty members to draft the letter.
    2. Sharing notes and specific concerns to be included in the letter.
Updates and Announcements
1. Enrollment and Events
  1. Enrollment Data:
    1. Official enrollment numbers for Behrend: 3368 residential students, 1018 World Campus students, total 4386.
    2. Positive growth in residential students.
  2. Upcoming Events:
    1. Admissions open house October 12.
    2. Today is Gardens' dedication.
2. University Senate Updates
  1. Policy Revisions:
    1. Removal of SRTE requirements for classes with 7 or fewer credits.
  2. Senate Membership:
    1. Discussion on the appropriate size and representation model for the Senate.
  3. Accelerated Programs:
    1. Committee working on accelerated programs, willing to present to the Senate.
3. Motion to adjourn: Melanie Ford, seconded by Matt Swinarski
Action Items
[ ] Send out the updated meeting minutes after the meeting.
[ ] Check the original date of the H.R. 43 policy on the document.
[ ] Advocate for a consistent annual deadline for compliance training.
[ ] Ensure email communications explicitly state the connection between training completion and salary increases.
[ ] Propose system changes to prevent training completion after the deadline.
[ ] Share the process for accommodations for neurodivergent individuals.
[ ] Draft and send a letter from Behrend Faculty Senate to University Senate expressing concerns and suggestions.
[ ] Share enrollment data and positive news stories with the campus community.
[ ] Encourage attendance for the "Thinking Creatively in the Classroom" workshop.