executive committee agenda · 10/24/2016 · the executive committee was in agreement to continue...

Executive Committee Agenda

October 24, 2016 - 3:30 p.m.

CALL TO ORDER

APPROVAL OF MINUTES

September 26, 2016

GUEST SPEAKERS:

Dr. Tanlee Wasson – eXplorance Blue Mr. Mark Maier – Policy 8.1.4 – Recruitment, Appointment, & Hiring of Staff Nicola Mason – Motion to modify Elections & University Nominations Committee procedures

UNFINISHED BUSINESS:

Report from the Academic Budget Review Sub-Committee (Program Suspensions) Will be on November Senate agenda as an action item

Timeline for receipt of Faculty Dismissal materials

NEW BUSINESS:

Provost Search Committee – Senator Corley Workload Committee Report Discussion Items:

o Ad Hoc Committee on Legislative Forum - Senator Hunter Should this continue as a Senate standing committee or should David McFaddin handle

on his end

o Clarification of open records procedures o LMS Overview request o Econ/Gov Department merger & Senate representation o Board of Governors

Announcements:

o Remind colleagues the November Senate meeting may run long if program suspensions are moved for action

SENATE STANDING COMMITTEES - Liaison Reports

Academic Quality Committee: Senator Givens Budget Committee: Senator Kopacz (Resolution on Budgeting Priorities at EKU) Elections & University Nominations Committee: Senator G. Hunter Faculty Welfare Committee: Senator Spigelman

Informational Technology Committee: Senator Slusher Rules Committee: last year: Senator Kay (Motion 1 –Alternates & Motion 2 – faculty-at-large procedures) Rights and Responsibilities Committee: Senator Givens

UNIVERSITY COMMITTEES - (reports to XC only if there are issues)

University Withdrawal Committee: Senator Slusher University Residency Appeals Committee: Senator Corley University General Education Committee: Senator Givens

REPORTS & QUESTIONS:

Report from the Senate Chair: Senator O’Brien Report from the Faculty Regent: Senator Day Report from the Provost: Senator Vice

ADJOURNMENT

Executive Committee Minutes

Faculty Senate

September 26, 2016

PRESENT: D. Corley, R. Day, D. Givens, G. Hunter, L. Kay, P. Kopacz, S. O’Brien, I. Slusher, T. Spigelman, J. Vice, and special guests, Sarah Pitt, Barry Poynter, John Settimi, and Sherry Robinson. APPROVAL OF MINUTES:

The August 29, 2016 minutes were approved as written. GUEST SPEAKERS:

Barry Poynter and Sarah Pitt – Health Care Benefits Sarah Pitt shared the timeline for the benefits forums and the expo schedule. The 2017 Employee Benefit Guide should be ready from printing in time to include with the Senate mailing.

Sarah will be at the October Senate meeting to present the materials and answer questions.

ANNOUNCEMENTS

Senator O’Brien introduced John Settimi, Chair of the Chairs Association, who will be attending future meetings as a guest of the Executive Committee.

UNFINISHED BUSINESS:

Ad Hoc Committee on Legislative Forum

The Executive Committee was in agreement to continue the Legislative Forum. Senator Hunter agreed to chair the committee. Senator Day suggested he work closely with David McFaddin who will help provide the legislative contacts. John Settimi indicated that someone from the Chairs Association could provide assistance, if needed.

Motion on the Faculty Lounge

Senator Kopacz moved to replace the motion on the Faculty Lounge with a new motion, seconded by Senator Givens. Motion carried unanimously. Senator Kopacz will need to call the old motion onto the floor at the October meeting and then ask to amend or replace the motion with the newly proposed motion.

NOTE: Sunday evening prior to the Senate meeting, Senator Kopacz distributed a revision for the new motion which simplified the request. The committee was in agreement to use the substitute motion rather than the revision approved at the meeting on the 26th.

Academic Program Review

Senator Vice stated that she will send a memo and the requested program data sheets to the Senate secretary for distribution tomorrow evening. The information will be included again in the Senate packet distributed on Wednesday evening. In addition, links for the September presentations and the Review of Programs FAQs which are available on the Academic Affairs website will be included on the agenda for easy access. Senator O’Brien noted that at the October meeting, the individual programs listed for suspension will be voted on individually. Program coordinators and/or chairs will be invited to address any questions that may arise.

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Executive Committee Minutes September 26, 2016 Page 2

NEW BUSINESS:

Policy Update Vice Provost Robinson announced that the Ombuds Drafting Team has been formed and will be meeting tomorrow to begin drafting the policy. Senator O’Brien suggested that the Policy on Course Evaluations might need to be reviewed again because of the change from IDEA to eXplorance Blue and the likelihood that every class will now be evaluated. Senator Vice agreed that all students will have an opportunity to evaluate every course but we can still comply with the policy with regard to what is reported on each faculty. Therefore, the current policy can be followed until such time that it needs to be changed.

Posthumous Degree for Jaysa Len Goodpaster

Provost Vice indicated that Registrar Tina Davis has confirmed that Jaysa has met the qualifications for a posthumous degree. The Executive Committee voted unanimously to include this request on the October Senate agenda.

Discussion Items:

o Faculty Senate Budget Committee Report Senator O’Brien announced that the committee report is not yet available for review.

o Update on Ad Hoc Committee on Athletics and Academics

Athletics has shared a PowerPoint with Senator O’Brien which was presented at a joint budget committee meeting at the end of June. As the presentation doesn’t completely address the ad hoc committee’s questions, Senators O’Brien and Carpenter met with Athletic Director Stephen Lochmueller and Matt Roan to discuss the ad hoc committee report and to ask for further data. Senator O’Brien anticipates receiving additional data from Athletics tomorrow. Both the PowerPoint presentation and the additional data, if received, will be included in her October chair’s report to Senate. In addition, Dr. Sheila Pressley, the University’s Faculty Athletics Representative (FAR), as well as a representative from Athletics will be at the November meeting to discuss the data. Senator Carpenter is in the process of scheduling dates for forums. Those dates should be available by the October meeting.

o Feedback on Electronic Voting

Senator O’Brien asked for feedback on the electronic voting process. Senator Vice suggested having a backup plan in case of power failure or phone issues. Senator Givens suggested creating a hard copy checklist of senators for use as a backup for voting, if needed. Senator O’Brien mentioned that a large number of departments have not elected alternates. There also seems to be confusion on their part of the difference between an elected alternate and a substitute. Substitutes can only speak to motions but are not allowed to vote. So it’s in the best interest of the departments to have elected alternates. Senator Givens volunteered to contact departments to request election of alternates. In addition, John Settimi agreed to pass along the request to the Chairs Association. In addition, Senator O’Brien stated that the language on alternates in Section 7 of the Faculty Handbook should be revised to provide better clarification.

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Senator O’Brien announced that she has asked the co-chairs of the Senate IT Committee to sit at the head table to assist with the electronic voting process.

o Rules Committee Revisions for handbook and internal procedures

Senator Kay stated that the committee will be looking at the revisions for internal procedures later in the year. Senator O’Brien stressed the need to have standard operating procedures for all Senate standing committees. Currently there are only a few committees with SOPs and some of those are out-of-date and need to be revised.

o Clarification of committee minutes and/or Senate reports

The Senate secretary asked that clarification be made to all committees on the difference between committee minutes and reports that are to be presented to the Senate. Senator Givens will update the committee checklist to reflect this and will share with all committees.

o Turning Point Technology Training

Senator O’Brien announced that Jonathan Sikora will be at the October meeting to give a brief refresher on the new voting system. She will send out a notice to senators prior to the main mailing reminding folks to download the software and create an account BEFORE the meeting on Monday. Senator Kay agreed to assist with the clicker check-outs for the fall semester.

Senator O’Brien noted that several folks almost left with clickers at the September Senate meeting. To avoid that possibility in the future, she plans to collect clickers before the Provost officially dismisses the meeting.

o Length of October Meeting

Senator O’Brien asked the members to spread the word that the October meeting is expected to last much longer than normal. Senator Corley agreed to make a motion, if needed, to extend the meeting beyond 5:30pm.

Reports:

o Academic Quality Committee - Senator Givens The committee has met and is reviewing the charges for this year.

o Budget Committee – Senator Kopacz The next meeting is in early October.

o Elections & University Nominations Committee – Senator G. Hunter The committee is investigating a motion that deals with the election of faculty to university committees. They have contacted Dana Fohl in University Counsel to see what the legal options are for doing that.

o Faculty Welfare Committee – Senator Spigelman The committee met last Monday and discussed writing a resolution rejecting the proposed health care plans, even though they are aware that the Board of Regents has already made their decision for the upcoming year. Their goal is to ensure that faculty have an opportunity to participate earlier in the process in the future. The next meeting will be on Monday at 1:30pm.

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Senator Spigelman stated that when SOPs are written for the committee, a statement should be included so that committee members are aware that the University Benefits Advisory Committee meets during the summer to discuss health care and other benefits and the Faculty Welfare Committee members are expected to attend those.

o Rules Committee – Senator Kay The committee plans to check with benchmark institutions to see if they allow administrators to have voting rights on Senate. The committee briefly discussed the language on alternates; and they are also working on a process for posting items for review by faculty-at-large.

o Chair’s Report – Senator O’Brien

Senator O’Brien asked for ideas on ways to streamline the May meeting. Senator Kopacz suggested that the Executive Committee may want to meet again after the May Senate meeting to begin work on committee charges for the next academic year. If committees receive charges earlier, workflow may progress more smoothly throughout the year.

o Faculty Regent – Senator Day Senator Day mentioned numerous emails received from faculty on his stance taken at the Board of Regents meeting on the Health Care issue, both positive and negative. When he was elected as Faculty Regent he began reviewing the law and his understanding is that the Faculty Regent has a role in strategic planning and oversight. That is what he intends to continue to pursue. In his opinion, there are two indispensable parties to this. Students are first, faculty are second, and everything else is a distant third. So as things progress and budget woes continue, if they do, then there will be even more difficult decisions to make down the road.

o Provost Report – Senator Vice CPE held its meeting here on campus last week and one of the items approved was the diversity plan. This plan spans over three years. The first year will be used to develop our diversity plan which CPE will have to approve. The second year will be to report on the progress of that plan, and the third year will be an evaluation on the progress of the plan. If satisfactory progress is not attained, then no new programs will be approved. The Chief Academic Officers also met while CPE was on campus.

o COSFL Report – Senator Kopacz

As COSFL hasn’t met in a while, Senator Kopacz agreed to send a letter to the COSFL chair recommending that a meeting be scheduled soon.

ADJOURNMENT:

The meeting adjourned at approximately 6pm.

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of 5 Draft May 10, 2016

Eastern Kentucky University Policy and Regulation Library

Recruitment, Appointment, and Hiring of Staff

Eastern Kentucky University is committed to attracting and retaining qualified individuals to support the mission of the institution. Consistent with Policy 1.4.1, Non-discrimination and Harassment, the University’s commitment provides for equal opportunity and affirmative action in recruitment, appointment, promotion, payment, training, and other personnel practices. This policy describes the University’s principles and procedures in the hiring of academic and administrative staff at all levels. While staff positions are normally filled through a search process, there may be instances where it is in the best interest of the University to staff a position through an appointment. These instances include, but may not be limited to, appointments to vacant positions, either because of a failed search or in cases of sudden vacancies in positions that are essential to the operation of the university, or instances where a special task or initiative may require uniquely qualified individuals holding newly created positions for a specified length of time. Under such circumstances, a staff member may be appointed by the President or a Vice President. No administrative staff position is tenured, although some administrators may be granted tenure as a faculty member in an academic department, per Policy 4.6.4, Tenure and Promotion.

University community The recruitment, appointment, and hiring process shall

support the University’s Strategic Plan, the Diversity Plan, Affirmative Action, and Equal Opportunity and Inclusion;

provide consideration of highly qualified EKU staff in all hiring, promotion, and retention decisions; seek to hire the best possible candidate; delineate and promote career pathways for all employees.

All recruitment and employment activities conducted by the University are to be carried out in accordance with applicable local, state, and federal laws; principles of equal employment opportunity and affirmative action; and established University policy. All qualified candidates shall be given consideration. Department/Unit heads and hiring officials are responsible for ensuring that recruiting and hiring recommendations are administered within this policy.

8.1.4P Volume 8, Human Resources Chapter 1, Employment Section 4, Recruitment, Appointment and, Hiring of Staff Approval Authority: Board of Regents Responsible Executive: Responsible Office(s): Human Resources Effective: Issued: Last Revised: Next Review Date:

Policy Statement

Procedures

Entities Affected by the Policy

Principles

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8.1.4P Volume 8, Human Resources

Chapter 1, Employment

Section 4, Recruitment, Appointment, and Hiring of Staff

Page 2 of 5 Draft October 20, 2016

Prior to initiating a search the hiring official will consult with Human Resources to determine the type of search: Interdepartmental (only within the specified department/unit); Internal (University-wide); or External (can include internal candidate). Approval to Hire: New Positions

Hiring officials seeking to hire new employees must complete a New Position Request form. A complete Job Description must be submitted along with the New Position Request form. The request must be approved by the individuals listed on the form. Once the New Position Request has been approved at all levels, Human Resources will notify the hiring official and grant approval to post the position. Approval to Hire: Vacant Positions

Hiring officials seeking to fill vacated positions must have the position reviewed and approved by the appropriate University Vice President prior to initiation of the search. Request for Exemption for Recruitment

The University's posting requirement may be exempted for the following reasons: 1. The personnel action meets the criteria of reclassification or results from minor changes to the job

title and/or job responsibilities. 2. An acting or interim appointment made in an emergency. 3. Unique qualifications that make a search counter-productive. Documentation of the qualifications

must be attached.

Exemptions are approved by Human Resources. Recruitment and Hiring Process

Upon approval from the President or the appropriate Vice President, requisitions for a staff position will be completed and submitted to the Human Resources Office through OES. The requisition will be processed for posting and assigned to a Human Resources representative, who will initiate contact with the hiring officer. The Human Resources representative will collaborate with the hiring officer to determine the type of search and develop a recruitment plan, including but not limited to advertising, search methods, and screening. During the recruitment and hiring process, the University's Strategic Plan, Affirmative Action Plan, and local, state, and federal requirements shall be considered. Interviews may be conducted by telephone or through web-based methods (via Skype, Adobe Connect, etc.) to narrow the pool of candidates. Except in the case of interdepartmental searches, a minimum of two candidates should be identified for further interview. Once a final candidate has been identified, the hiring official shall receive appropriate approvals prior to an offer being made. Hiring officials must not discuss salary with candidates prior to approval. Was approval is received, employment offers may be made contingent on the results of the background check. If the hiring official and Human Resources cannot agree on any component of the offer (e.g., job level, salary, etc.), the issue should be referred to the area Vice President and the Chief Human Resource Officer for resolution. Letters of Appointment or Offer Letters

Letters of appointment or offer letters must be issued for all staff appointments and must include at least the following:

1. the title of the appointment; 2. a statement of the “employment at will” status of the administrative appointment; 3. the beginning date of the appointment; 4. the appointee’s signature signifying acceptance and understanding of the terms of the appointment

and return; and 5. the following statement: This letter constitutes the full and complete agreement of the parties. No

prior written or oral understandings or representations pertaining to the subject matter of this agreement shall be binding on the parties. Any amendments to this agreement are only effective if in writing and signed by the university’s authorized representative. This agreement may not be changed or amended orally.

Appointment letters for faculty assuming administrative positions shall also include the following:

1. the appointee’s current faculty salary (prior to administrative appointment), if applicable;

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2. the explanation of the 9 to 12 month conversion formula and a statement of the resulting administrative salary (including the initial salary of the appointment), if applicable;

3. the specific amount of any administrative stipend added to the salary, if applicable; 4. a statement of the administrator’s right to return to his or her faculty position, if applicable, and the

provisions for such a return that are in compliance with this policy; Interim or Acting Appointments

When a vacancy occurs in a staff position and there is insufficient time for recruitment for a regular hire, the President or the area Vice President may make an interim or acting appointment. An interim appointment is defined as a position filled on a temporary basis until a search can be conducted, or while a department/unit reorganization is taking place. An acting appointment is defined as a position filled on a temporary basis to replace a regular employee on leave; the expectation is that the regular employee will be returning to his/her regular position in the future. Interim appointments will not exceed 12 months in duration. A search for a regular appointment shall begin within 3 months of the interim appointment. If a timely-initiated search fails to produce a viable candidate, the interim appointee may remain in the appointed position beyond the 12 month limit. If a search has not initiated by the end of the 12 month of interim appointment, the interim appointee may be appointed to the regular position only if the interim appointee is the successful candidate of an advertised internal search. Appointments Not Using the Normal Hiring Process

The University recognizes that on rare occasions where non-competitive and strategic opportunity talent selections are in the best interests of the institution the normal search process may not be used.

A. Critical Need Hires The University may identify an individual whose expertise and skills are particularly aligned with pressing University needs, strategic priorities, unique opportunities or other circumstances. Under these circumstances, the President or an area Vice President may authorize the hiring of an individual without using the normal search process if the hire is for one year or less. Procedure: A proposal to hire an individual in this category must be presented in writing to an area Vice President along with any supporting documentation which may help justify the hiring decision. A request originating with a vice President must be approved by the President. Subsequent to approval, these documents must be placed on file with the Office of Institutional Equity.

B. Athletics-Associate Head Coaches, Assistant Coaches and Related Staff Recognizing the highly competitive nature of intercollegiate athletics, including the characteristic urgency in filling coaching positions, head athletic coaches who, as a part of their employment contract negotiations, desire to hire other named individuals as a condition of position acceptance, may propose the hiring of associate head coaches, assistant coaches and related staff without a competitive search process. These individuals must be identified in writing and submitted to the Director of Intercollegiate Athletics and President for review and approval. Procedure: A proposal to hire associate head coaches, assistant coaches and related staff must be presented in writing by the Director of Intercollegiate Athletics to the President along with supporting documentation to justify the hiring decision. Subsequent to approval by the President, these documents must be placed on file with the Office of Institutional Equity.

C. Status Change From Part-Time to Full-Time A department/unit head may change the status of a current employee from part-time benefitted to fulltime in the same or similar position within limitations. Such a change may be made without following the University’s normal posting and search practices so long as the original appointment in the part-time benefitted position was filled using the University’s normal posting and search procedures.

Faculty Serving in Administrative/Staff Positions

All appointments of faculty members to administrative/staff positions are “at-will” positions subject to continuation or discontinuation at the discretion of the President or Vice President.

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Candidates for initial administrative appointments that carry faculty rank and/or tenure may be made only after the prospective academic unit and college have considered the candidate and made a recommendation on the appointment (see Policy 4.6.4, Tenure and Promotion). Compensation At the discretion of the appropriate unit head and with authorization from the Provost, an administrative stipend may be added to the converted salary to provide compensation for additional responsibilities and must be commensurate with the duties assigned. This stipend is a temporary supplement to the administrator’s base salary, to be removed upon termination of the administrative assignment. Return to Faculty Position

1. An administrator who holds a concurrent tenured faculty appointment may return to that appointment with all the rights and responsibilities of faculty in the home department, unless a proceeding is initiated to discharge or demote the administrator from the faculty position. If there has been an administrative stipend during the appointment, that stipend shall be removed. Returns to faculty positions from administrative assignments should be effective on either July 1 or January 1 of each year, though consideration will be given to off-cycle appointments as needed.

2. For a 12 month administrator returning to a 9 month faculty position, the 12 month administrative salary (minus any administrative stipend) will be converted to a 9 month faculty salary by using a 9/12s multiplier (0.75). Any salary increase awarded in the last year of administrative service based on performance during that year as an administrator will be retained upon return to a faculty position, subject to the appropriate university policies.

3. In all cases, the salary of a faculty member returning to a faculty position from an administrative position should be commensurate with the salaries of comparable faculty members.

Non-Renewal or Termination of an Administrative Appointment

Appointment to administrative service carries with it no assurance of reappointment or continuation. Administrative appointments are not eligible for tenure or continuing status. An administrator will not be entitled to an appeal or other review of the decision by the President or President's designee not to renew an appointment. Nor will an administrator be entitled to a statement of reasons for that action. The nonrenewal need not be construed as due to failure or poor performance. Considerations such as the need for a different area of specialization or for a new emphasis, the lack of a continuing position, the need to shift a position or resources to another department or unit, or the opportunity for a more vigorous program or for any other lawful reason may dictate that the appointment not be renewed. The President may release an administrator due to a financial emergency as declared by the Board of Regents. If such a release occurs, the individual's personnel file will reflect that "the release was due to institutional financial emergency."

Hiring Officials Hiring officials are responsible for:

ensuring that recruiting and hiring recommendations are administered in compliance with University policy and procedures;

consulting with Human Resources to determine the type of search; making an employment offer after receiving the appropriate approvals.

Acting Appointment A position filled on a temporary basis to replace a regular employee on leave; the expectation is that the regular employee will be returning to his/her regular position in the future.

Hiring Official A hiring official is any employee charged with the responsibility of recruiting potential candidates and overseeing the search for an open position.

Interim Appointment A position filled on a temporary basis until a search can be conducted, or while a department/unit reorganization is taking place.

Responsibilities

Definitions

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Online Employment System (OES)

The application mechanism used by the University for employment.

Chief Human Resources Officer

Policy 1.4.1, Non-Discrimination and Harassment Policy 4.6.4, Tenure and Promotion

Interpreting Authority

Policy Adoption Review and Approval

Policy References

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To: Faculty Senate From: Elections and University Nominations Committee Date: October 24, 2016 Motion: Modify the Elections and University Nomination Committee’s Internal Procedures to

include a university-wide annual election by faculty members for faculty vacancies on University Standing committees

Explanation: A summary of the procedure for faculty placement on University Standing Committees includes:

1. Faculty self-nominate for vacancies on committees through survey disseminated via email by Office of Institutional Research Survey

2. Elections and University Nominations Committee verify eligibility of nominees and forward recommendation of candidates to Chief of Staff

3. Chief of Staff forwards nominations to President for appointment Elections and University Nominations Committee would like to modify the procedure, effective 2017-2018 academic year:

1. Faculty self-nominate for vacancies on committees through survey disseminated via email by Office of Institutional Research Survey

2. Elections and University Nominations Committee verify eligibility of nominees 3. A ballot that includes all eligible nominees and their rational to serve is disseminated via email

to all eligible voters* by the Office of Institutional Research. Each eligible voter may vote for one nominee to fill each of the vacant seats on the committee i.e. if two seats are vacant within a college, two nominees may be selected from that college.

4. The name of nominees with the highest number of votes for each vacancy is presented to the Chief of Staff by the Elections and University Nominations Committee for appointment by the President.

*Eligibility to vote

Any faculty member with the rank of instructor or above is eligible to vote. This includes librarians holding faculty rank, visiting faculty who hold “rank” at EKU, faculty on RTP, and faculty holding academic rank above that of an instructor regardless if instruction, research, or administration is the primary responsibility (e.g. a dean holding academic rank is eligible).

University Standing Committee process

Internal procedures: http://facultysenate.eku.edu/internal/elections-committee

Rationale:

1. According to Part VII E2(d), the “Elections and University Nominations Committee shall advise the President concerning formulation of standing committees of the Faculty-at-Large and the selection of appointed members of faculty standing committees.” A key feature of any democratic process is the election of the designated representatives of any constituency to decision-making bodies.

2. An election process would be responsive to concerns expressed in the Faculty Governance Report of the Faculty Senate Rights and Responsibilities Committee (March 2016) concerning the lack of transparency of the current nomination process. Comments included “Limited opportunities for newer faculty to be involved with committees at the college and university level”, “the same small cadre of people are invited to participate ………over and over again on the important University committees”. Direct election of committee members to University

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http://facultysenate.eku.edu/internal/elections-committee

Standing Committees by the faculty will serve to enhance the culture of shared governance at EKU through continued efforts in transparency

3. Strengthen the voice of faculty committee members 4. Expand opportunities for faculty who seek service on University Committees 5. The process would represent a simplified version of that used for election of the EKU Faculty

Regent also managed by the Elections and University Nominations Committee

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Work of Academic Budget Review Committee - May – August Before August 18 submit program suspension recommendations to CAA

“week of” Monday Tuesday Wednesday Thursday Friday

August 15 16

Convocation

17 18

CAA and BoR each meet

19

22

Submit recommendations

to ExComm

23 24 25 26

Orientation for FCD

29

Executive Committee

reviews

30 31 September 1 2

September 5

LABOR DAY

6 7 8 9

Provost, Deans, & FCD begins work

12 Faculty Senate

meeting – review program recs

13 14 15 CAA – Make

recommendations on programs

16

19

20 21 22 23

26

27 28 29 30

October 3

Faculty Senate – Make

recommendations on programs

4 5 6 7

10

11

12 13 14 Final date for

President to make program

recommendations

Begin work on teach out plans

17 FALL BREAK

18 FALL BREAK

19 20 21

24 Report on faculty

lines sent to Senate

25 26 27 28

November 1

2 3 4

7 Senate reviews

report on faculty lines

8 9 10 11

14

15 16 17 18

21 Response from Senate sent to

Provost

22 23 THANKSGIVING

24 BREAK

25

Final Recommendation to President for approval

28

29 30 December 1 2

December President notifies faculty who are dismissed

5

6 7 8 9

12

13 14 15 16

Appeals of dismissed faculty can be head through January

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Resolution on Budgeting Priorities at Eastern Kentucky University 1. Whereas, Eastern Kentucky University is comprehensive Public Institution of Higher Education, that offers, according to the Kentucky Council of Postsecondary Education, “general and liberal arts programs, pre-professional and professional training in education and various other fields,” (http://cpe.ky.gov/institutions/state/eku.htm) and therefore by its public mission EKU promotes Liberal Arts among other scholarly fields and is not a STEM-only institution nor a vocational or technical institution, and 2. Whereas, EKU is a publically owned institution promoting the Public Good through support of both liberal arts and professional training, it is therefore not a business, and those who take classes at EKU are students and not customers; and policy decisions must be made on criteria that support the institution’s public mission and not profit-driven or market-driven business models; 3. Whereas, “[T]he University’s primary mission is to develop educated persons by transmitting knowledge,” and “[t]he core function of the University is defined by its mission.” (Policy 1.5.1). THEREFORE 4. Be it Resolved, that the Faculty Senate calls for the protection of EKU’s academic mission from excessive budget cuts, and that, given the exclusively academic purpose of the institution, academic segments of EKU must be the lowest priority for budget cuts, along with, pursuant to the public component of the institutional mission, protection of the lowest-paid and most financially vulnerable employees; and 5. Be it Resolved, that the Faculty Senate will pay very close attention to how budget deliberations are playing out in non-academic sectors of the university, both in the name of shared sacrifice and in order to protect and promote the academic mission of the institution.

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TO: Faculty Senate FROM: The Rules Committee DATE: 11/3/16 The Committee on Rules requests that the Faculty Senate adopt the following motion at its meeting on 11/3/16. MOTION: We propose that Part Seven, section VII, item B. 2. f) on alternates be changed in the following way. All voting members of the Senate are elected to represent the faculty in their departments. In order to ensure consistent and accurate representation, each department is also asked required to elect an alternate for a three-year term in addition to their regular Senator(s). Departments have the option to elect an alternate for each representative Senator. Each election unit shall be entitled but not required to elect alternate delegates (as many as the unit deems feasible) to ensure voting rights of their faculty. The Alternates may attend for any Senator in their departments with more than one representative. Elected alternates will possess full voting rights and attend meetings when the Faculty Handbook 2015-2016 Part Seven 48 elected Senator is unavailable. In situations where in which an alternate is either not elected or is unable to attend, a substitute may attend. Substitutes are allowed to speak to issues and report back to their departments, but substitutes do not have voting rights. The Senate Chair and/or Secretary should be notified in advance whenever an alternate or a substitute will attend a Senate meeting in place of a Senator. JUSTIFICATION: Requiring each department to have an alternative ensures each department will have full representation at every senate meeting.

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TO: Faculty Senate FROM: The Rules Committee DATE: 11/7/16

The Committee on Rules requests that the Faculty Senate adopt the following motion at its meeting on 11/7/16.

MOTION: We propose that Part Seven, section IX on Amendments be changed in the following way.

Amendments to this organization may be proposed by a member of the Faculty Senate or by petition of 10 percent of the Faculty-at-Large. Proposed amendments shall be presented to the Chair of the Faculty Senate. If a proposed amendment is approved by a two-thirds vote of the Faculty Senate, the proposed amendment and a link to a petition will be distributed electronically by the Faculty Senate Chair to the Faculty-at-Large who shall have 30 business days to review the proposed amendment. In the event that 10 percent of the members of the Faculty-at-Large dissent by electronically signing the petition to initiate a vote of the Faculty-at-Large on the proposed amendment, the Chair of the Faculty-at-Large shall direct that the petition of the proposed amendment be considered at the next regular or specially called meeting of the Faculty-at-Large. In order for the amendment to be enacted, a two thirds majority of those present at the meeting of the Faculty-at-Large must approve the proposed amendment, which shall be submitted to the Board of Regents through the President of the University and shall become effective upon ratification by the Board of Regents. A proposed amendment not petitioned by the Faculty-at-Large must be approved by a two thirds majority of the Faculty Senate before submission to the Board of Regents through the President of the University and shall become effective upon ratification by the Board of Regents.

JUSTIFICATION: The added language gives a clear method for the faculty to petition a vote by the Faculty-at-Large.

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executive committee agenda · 10/24/2016 · the executive committee was in agreement to continue...

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