Agenda
FACULTY SENATE MEETING
September 30, 2014
Ballroom B, MSC
2:30 – 4:30 P.M.
I.
II.
III.
IV.
Call to Order (Chair, Nelu Ghenciu)
Roll Call – Sign Attendance Sheet
Minutes of September 2, 2014 (Attachment 1)
Administration Reports
1. Chancellor’s Report
2. Vice Chancellor for Academic Affairs’ Report
V. Announcements
1. Other
VI. Unfinished Business
1. Discussion/Decision Items
a. Miscellaneous Business
VII. New Business
1. Graduate Commencement Survey Results (Attachment 2) – Renee Chandler will discuss
2. Upcoming Elections
a. All University Promotions Committee Results (Attachment 3)
b. Call for Nominations for Faculty Senate, Standing Committees and University
Committees (Attachment 4)
2. Committee Approvals
a. Policy Revision – Nagesh Shinde volunteered.
b. Website Oversight Committee – Faculty representative needed (term ends 5/30/2015).
c. Diversity Leadership Team seeking nominations for the Board of Regents Diversity
Award. Please see the website http://www.uwstout.edu/parq/bordiversityaward.cfm
3. Discussion/Decision Items
a. Updating the Faculty Senate web pages.
b. Updating the FASLA Handbook – meeting on September 24th.
c. Follow-up on Feedback on the definition of campus bullying (Campus Climate Survey
Results-Attachment 5).
d. Updated Committee Listings (Attachment 6) by Amanda Brown.
VIII. Information Items
1. Faculty Senate Dashboard (Attachment 7)
2. PPC Charges (three of them – Attachments 8-10)
IX. Adjournment
1
Attachment 1
Minutes
FACULTY SENATE MEETING
September 2, 2014
Cedar/Maple, MSC
2:30 – 4:30 P.M.
CHAIR: Petre Ghenciu
VICE CHAIR: Ana Vande Linde
SECRETARY: Kevin Drzakowski
PRESENT: Amanda Barnett, Lopa Basu, Bryan Beamer, Amanda Brown, Kathleen Deery, David Ding, Kevin
Drzakowski, Barb Flom, Bert Fraher, Petre (Nelu) Ghenciu, Gene Gutman, Ted Harris, Glenda Jones, Anne Kerber,
Adam Kramschuster, Matthew Kuchta, Eun Joo Lee, Kate Maury, Brian Oenga, Marlann Patterson, Christine Peterson,
Forrest Schultz, Loretta Thielman, Ana Vande Linde, Cameron Weaver, Dean Wirtanen, Keith Wojciechowski, Bob
Zeidel, Julie Zaloudek
ABSENT: Michael Bessert, Virginia Lea, Steve Terry, Kevin Tharp, Amerika Vang
GUESTS: Brett Roseman, Chancellor Bob Meyer, Jackie Weissenburger, Doug Mell and Meridith Drzakowski
I.
II.
III.
IV.
Call to Order (Chair, Nelu Ghenciu)
1. Group Photograph, Brett Roseman
2. Introductions. Each member of the senate introduced himself or herself.
Roll Call – Sign Attendance Sheet
Minutes of May 12, 2014
Motion to approve: (Thielman/Kuchta) Vote. Motion passed unanimously.
Administration Reports
1. Chancellor’s Report.
- The Chancellor participated in (and survived) the ALS bucket challenge, as well as his
first Board of Regents meeting.
- Stout’s mission statement was revised to include a reference to selected engineering
programs.
- System President Cross put forth his budget proposal. Initial responses have been
positive. The budget proposal relies heavily on performance-based funding.
- Two changes have been proposed for compensation. One proposed change is that the
Board of Regents would have sole authority on distributing compensation. Also, the
Chancellor cannot currently give salary adjustments solely for merit; this proposal
would allow that.
- The Regents have asked the state for 95 million in additional compensation money.
- Chancellor Meyer was asked about the timing for the new degrees. Some campuses
have voiced opposition to our proposed new programs. New engineering programs
have been put on hold by System until a state-authored study on the need for such
programs has been completed. The study was due last week, but the provost has yet to
see the study. She hopes that we will be given permission to proceed with planning at
the next Board of Regents meeting.
- Chancellor Meyer thanked the body for its involvement in faculty governance.
2. Vice Chancellor for Academic Affairs’ Report.
- The Provost spoke on the mission addendum. Those who are interested in seeing the
addendum, or the mission statement in full, may review it online.
- Preliminary planning is continuing on the Digital Marketing Technology program
(formerly Web Technology). A second Notice of Intent has been sent with the new
name, to allow other campuses to provide their input.
- We will have record, or at least near record, enrollment this year.
2
-
Decisions will be made between now and December about how to deal with the third
year of budget cuts.
3. Final Campus Climate Survey Report shared by PARQ Office
Meridith Drzakowski presented highlights from the Climate Survey findings. Highlights
include:
- Separate reports exist for faculty/staff and students.
- The diversity leadership team has been charged to recommend actions based on the
report.
- Suggestions for actions can be made to Meridith or to Glenda Jones, a senate member
who serves on the committee. Suggestions should be made by October 15th.
- General trends noted were that the campus has a friendly atmosphere, which the
climate is positive for LGBQQ students and staff, and that employment status
occasionally leads to discrimination. A majority of respondents felt their concerns
were not taken seriously when they communicated dissatisfaction with the climate.
- The faculty response rate was around fifty percent.
- We do not have data on how the response rate regarding bullying compares with other
campuses.
- Chair Ghenciu suggested soliciting feedback from departments and presenting
recommendations from the Faculty Senate.
V. Announcements
1. Other.
Chair Ghenciu updated the senators on the following:
- Chair Ghenciu will be meeting with the other Senate chairs in Madison on September
24, 2014. He will report to us on the meeting’s conversation.
- Last year the faculty senate worked as a team and was able to be productive and
secured major changes with the promotion process.
2. Deb Gehrke introducing Erin Dunbar, HR Manager of Employee Relations.
Deb and Erin were not available but may be introduced at the next meeting.
VI. Welcome to New and Returning Senators
1. Faculty Senate Roles and Expectations
a. Guidelines and Training for Faculty Senate Representatives
b. Expectations of Senators
2. Governance White Paper
3. Senate Structure, Simplified Parliamentary Procedure
4. Robert’s Rules of Order Solecisms
Chair Ghenciu recommended all senators read through the documents attached to the agenda.
The documents are helpful resources for the senators.
VII. Unfinished Business
1. Discussion/Decision Items
a. Supplemental Compensation Update – Phase 3.
Chair Ghenciu updated the senators on the following:
- Chair Ghenciu will discuss the possibility of a third phase of supplemental
compensation with the Chancellor.
- Transparency on how the funding occurs was stressed as important.
b. Engagement Session Feedback
Senators provided the following feedback regarding the August 25th Engagement Sessions:
- Senators were unsure how the topics from the Visioning sessions were narrowed down
into the topics for the Engagement Sessions.
- Concern was expressed about the timing of the sessions. It can be an unwelcoming
introduction to campus for new faculty and staff. Possibly look into conducting the
engagement sessions in January.
3
-
Having the students involved would be beneficial. If the engagement sessions were
held in January, the student involvement may be increased.
VIII. New Business
1. Upcoming Elections
a. Election Committee for 2014-15
a. All University Promotions Committee – Ballots sent on 08/27/2014
Vice Chair Vande Linde encouraged everyone to submit their ballots prior to Friday,
September 5th at 11:59 a.m.
2. Committee Approvals
a. Election of College Representatives to the Faculty Senate Executive Committee
Chair Ghenciu charged the senators from each college to confer and elect a representative
to the Executive Committee. The following are details:
• CAHSS – Amanda Brown - Motion to approve: (Jones/Vande Linde) Vote.
Motion passed unanimously.
• CEHHS – Julie Zaloudek - Motion to approve: (Barnett/Peterson) Vote.
Motion passed unanimously.
• COM – David Ding - Motion to approve: (Harris/Kuchta) Vote. Motion
passed unanimously.
• CSTEM – Marlann Patterson - Motion to approve: (Vande Linde/Schultz)
Vote. Motion passed unanimously.
Chair Ghenciu congratulated the new executive committee and Borofka will send meeting
invitations as soon as possible.
3. Discussion/Decision Items
a. EAC to update the credit hour definition.
b.Charge from Chancellor Sorensen dated May 23, 2014
Chair Ghenciu recommend the senators look over the EAC recommendations of the
credit hour definition and the charge memo from Chancellor Sorensen regarding defining
academic rigor. Highlights of the discussion include:
- The definition of the credit hour may be a way of partially defining academic rigor.
- All three governing bodies were charged to make a recommendation on whether/how to
increase the profile for incoming students.
- Chair Ghenciu suggested soliciting the input of the new chancellor before proceeding.
- Discussion turned to how academic expectations should be set at a school with
relatively open access.
- Chair Ghenciu asked senators to get feedback from their constituents on whether to
increase the student profile.
IX.
X.
Information Items were shared:
1. Faculty Senate Meeting Schedule 2014-2015
2. Faculty Senate Dashboard
3. Statement of SCOPE for Administrative Rules –Chapters 4 & 7, Chapter 11 and Chapter 17
Adjournment. Meeting adjourned at 4:19.
Attachment 2
Results of All University Promotion Committee Elections
Updated 09/11/2014
1. Full Professor Committee - CAHSS
Confirmed
Elected
Yes
Joan Menefee
Yes
Timothy Shiell
2. Full Professor Committee - CEHHS
Confirmed
Elected
Yes
Barbara Flom
Yes
Susan Wolfgram
3. Full Professor Committee - COM
Confirmed
Elected
Yes
Anne Hoel
Yes
Renee Howarton
4. Full Professor Committee - CSTEM
Confirmed
Elected
Yes
Ann Parsons
Yes
Laura Schmidt
5. Associate Professor Committee - CAHSS
Confirmed
Elected
Yes
Lopa Basu
Yes
Noah Norton
6. Associate Professor Committee - CEHHS
Confirmed
Elected
Yes
Virginia Lea
Yes
Debbie Stanislawski
7. Associate Professor Committee - COM
Confirmed
Elected
Yes
Sally Dresdow
Yes
Mark Fenton
8. Associate Professor Committee - CSTEM
Confirmed
Elected
Yes
Amanda Little
Yes
John Kirk
Attachment 3
Faculty
Fall Vacancies 2014-2015
for Call for Nominations and Ballot
Attachment 4
Committee
Type
Faculty
Standing
Member
Type
Term
Alternate
1 year
University
Member
2 year
University
Member
2 year
University
Member
3 year
Faculty Senate
Faculty Senate Alternate
2 year
COM
Faculty Senate
2 year
Faculty At-Large
Finance Committee
Faculty Senate Alternate
Faculty
Standing
Member
Faculty Senator
Finance Committee
Faculty Senate
Faculty
Standing
Faculty
Standing
Faculty
Standing
Faculty
Standing
Faculty
Standing
Alternate
2 year
Member
3 year
Alternate
3 year
Alternate
2 year
Alternate
1 year
Member
1 year
Faculty Senate Member
3 year
University
Member
2 year
University
Member
1 year
Member
2 year
Alternate
2 year
Member
1 year
Representation
Committee
CAHSS
Faculty At-Large
Curriculum and Instruction Committee
Educational Support Unit Review
Committee
Equal Opportunities in Education
Committee
Educational Support Unit Review
Committee
CAHSS
Faculty At-Large
Faculty At-Large
Program Director General Education/ program director
Arts and
Humanities
General Education Committee
COM
Graduate Education Committee
CSTEM
Planning & Review Committee
COM
Personnel Policies Committee
Faculty Senator
CSTEM
Personnel Policies Committee
Positive Action, Ethics and Competition
Review Committee
Positive Action, Ethics and Competition
Review Committee
Postitive Action, Ethics and Competition
Review Committee
COM
Sabbatical Leave Review Committee
University
Faculty
Standing
Faculty At-Large
Website Oversight Committee
University
CAHSS
CAHSS
9/25/2014
3 year
Attachment 5
Faculty / Staff Campus Climate
Report - Faculty
July 31, 2014
OFFICE OF PLANNING, ASSESSMENT, RESEARCH AND QUALITY
Inspiring Innovation. Learn more at www.uwstout.edu
1
Faculty / Staff Campus Climate Report – Faculty
Prepared by:
UW-Stout Office of Planning, Assessment, Research & Quality
Prepared for:
Faculty Senate
Dr. Petre Ghenciu, Chair
This survey was developed by and is owned by UW-Stout and may not be copied without
permission. For further information about this survey, please contact the Office of Planning,
Assessment, Research & Quality at UW-Stout (parq@uwstout.edu). This report can be viewed
on the information portal at: http://info.uwstout.edu
Page 2 of 14
1. Overall, how comfortable are you with the climate at UW-Stout?
#
Answer
Response
1
Very Uncomfortable
12
2
Uncomfortable
25
Neither comfortable nor
3
34
uncomfortable
4
Comfortable
82
5
Very Comfortable
16
Total
169
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
49%
9%
100%
%
14%
13%
11%
31%
32%
100%
Value
1
5
3.54
1.97
1.41
168
3. As a faculty/staff member, how satisfied are you with your job?
#
Answer
Response
1
Highly dissatisfied
13
2
Dissatisfied
30
Neither satisfied nor
3
23
dissatisfied
4
Satisfied
83
5
Highly Satisfied
20
Total
169
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
20%
Value
1
5
3.38
1.15
1.07
169
2. Overall, how comfortable are you with the climate in your department/work unit?
#
Answer
Response
1
Very Uncomfortable
23
2
Uncomfortable
22
Neither comfortable nor
3
18
uncomfortable
4
Comfortable
52
5
Very Comfortable
53
Total
168
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
%
7%
15%
%
8%
18%
14%
49%
12%
100%
Value
1
5
3.40
1.30
1.14
169
4. Within the past two years, have you personally experienced any exclusionary (e.g., shunned, ignored), intimidating,
offensive and/or hostile conduct (harassing behavior) that has interfered with your ability to work or learn at UW-Stout?
#
Answer
Response
%
1
Yes
58
34%
2
No
111
66%
Total
169
100%
Page 3 of 14
5.
#
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
6.
#
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
What do you believe this conduct was based upon? (Mark all that apply)
Answer
Response
Age
12
Country of origin
3
Educational level
5
English language
4
proficiency/accent
Ethnicity
8
Gender
20
Gender expression
1
Gender identity
0
Immigrant status
1
Learning disability
1
Military/veteran status
0
Parental status (e.g., having
3
children)
Psychological disability (e.g.
post-traumatic stress
1
disorder, depression,
anxiety)
Physical characteristics
1
Physical disability
0
Political views
5
Race
5
Religion/spiritual status
5
Sexual orientation
3
Socioeconomic status
1
Status (e.g., part-time
19
status, faculty, staff, student)
Other (please specify)
26
Where did this conduct occur? (Mark all that apply)
Answer
In class
While working at a campus
job
While moving on campus
Interacting with student
organizations or groups
In a University dining facility
In a campus office
At a campus event
In a faculty office
In a public space on campus
In a meeting with one other
person
In a meeting with a group of
people
In off-campus housing
In athletic facilities
Other off-campus location
Other (please specify)
%
21%
5%
9%
7%
14%
34%
2%
0%
2%
2%
0%
5%
2%
2%
0%
9%
9%
9%
5%
2%
33%
45%
Response
6
%
10%
27
47%
1
2%
3
5%
0
16
3
24
6
0%
28%
5%
41%
10%
17
29%
28
48%
0
2
1
7
0%
3%
2%
12%
Page 4 of 14
7.
#
1
2
3
4
5
There are times when I have experienced sexual harassment at UW-Stout.
Answer
Response
Never
135
Rarely
28
Sometimes
4
Often
1
Very Often (ongoing)
1
Total
169
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
%
80%
17%
2%
1%
1%
100%
Value
1
5
1.25
0.35
0.59
169
8. Who is the source of this sexual harassment? (Mark all that apply)
#
Answer
Response
2
Acquaintance
0
3
Administrator
8
4
Department Chair
6
5
Co-worker or colleague
11
7
Faculty Member
9
9
Partner/Spouse
0
10
Person that I supervise
2
11
Research Assistant
0
12
Staff Member
4
13
Stranger
4
14
Student
6
15
Supervisor
1
16
Teaching Assistant
0
17
Other (please specify)
4
%
0%
24%
18%
33%
27%
0%
6%
0%
12%
12%
18%
3%
0%
12%
9. What forms of conduct have you observed or personally been made aware of? (Mark all that apply)
#
Answer
Response
%
Someone being
1
26
16%
racially/ethnically profiled
Someone receiving
derogatory written
2
19
12%
comments because of
his/her/ze identity
Someone receiving
derogatory phone calls
3
0
0%
because of his/her/ze
identity
Someone receiving threats
4
6
4%
of physical violence
Someone receiving
derogatory/unsolicited e5
mails, text messages,
9
6%
Facebook post, Twitter post
because of his/her identity
Someone being the target of
6
physical violence because
2
1%
of his/her/ze identity
Someone being stared at
7
because of his/her/ze
33
21%
identity
Someone being deliberately
ignored or excluded
8
40
25%
because of his/her/ze
identity
Someone being the target of
9
33
21%
derogatory remarks because
Page 5 of 14
10
11
12
13
14
15
16
17
18
19
20
21
22
of his/her/ze identity
Someone being
imtimidated/bullied because
of his/her/ze identity
Someone fearing for their
family's safety because of
his/her/ze identity
The assumption that
someone was admitted or
hired because of his/her/ze
identity
Someone being the victim of
a crime because of
his/her/ze identity
Someone receiving a poor
grade beacuse of a hostile
classroom environment
Someone receiving a low
performance evaluation
because of his/her/ze
identity
Someone singled out as the
"resident authority" due to
his/her/ze identity
Someone isolated or left out
when work was required in
groups because of
his/her/ze identity
Someone isolated or left out
because of his/her/ze
identity
Someone isolated or left out
because of his/her/ze
socioeconomic status
Graffiti (e.g. event
advertisements removed or
defaced)
Other (please specify)
None
10. Who was the source of this conduct? (Mark all that apply)
#
Answer
1
Academic Administrator
2
Administrator
3
Campus Media
4
University Police
5
Campus Visitor
6
Colleague
7
Community Member
8
Department Chair
9
Faculty Advisor
10
Faculty Member
11
Person that I supervise
12
Research Assistant
13
Staff Member
14
Supervisor
Undergraduate/Graduate
15
student
16
Other (please specify)
17
Don't know source
31
19%
3
2%
27
17%
5
3%
5
3%
17
11%
15
9%
17
11%
20
13%
4
3%
13
8%
8
64
5%
40%
Response
11
11
0
2
1
30
8
10
2
40
2
0
5
9
%
11%
11%
0%
2%
1%
31%
8%
10%
2%
42%
2%
0%
5%
9%
43
45%
5
18
5%
19%
Page 6 of 14
11. I have observed unfair, unjust or discriminatory hiring practices at UW-Stout (e.g. hiring supervisor bias, search
committee bias, limited recruiting pool, lack of effort in diversifying recruiting pool).
#
Answer
Response
%
1
Yes
36
21%
2
No
132
79%
Total
168
100%
12.
#
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
I believe that the unfair, unjust, or discriminatory hiring practice was based upon:
Answer
Response
Advanced experience level
7
of the job candidate
Age
6
Country of origin
6
Educational level
5
English language
4
proficiency/accent
Ethnicity
7
Gender
10
Gender expression
1
Gender identity
1
Immigrant status
1
Institutional status (e.g.,
part-time status, faculty,
5
staff, student)
Learning disability
0
Marital/partner status
2
Military/veteran status
0
Parental status (e.g., having
2
children)
Psychological disability
(e.g., post-traumatic stress
0
disorder, depression,
anxiety)
Physical characteristics
0
Physical disability
0
Political views
1
Race
5
Religion/spiritual status
3
Sexual orientation
2
Socioeconomic status
0
Other, please specify
12
%
20%
17%
17%
14%
11%
20%
29%
3%
3%
3%
14%
0%
6%
0%
6%
0%
0%
0%
3%
14%
9%
6%
0%
34%
13. I have observed unfair, unjust or discriminatory employment-related disciplinary actions at UW-Stout, up to and
including dismissal.
#
Answer
Response
%
1
Yes
31
19%
2
No
131
81%
Total
162
100%
14. I have observed unfair, unjust, or discriminatory behavior, procedures, or employment practices related to promotion at
UW-Stout.
#
Answer
Response
%
1
Yes
44
27%
2
No
122
73%
Total
166
100%
15. I believe the unfair, unjust, or discriminatory behaviors, procedures, or employment practices was based upon:
#
Answer
Response
%
Advanced experience level
1
12
22%
of the job candidate
2
Age
11
20%
3
Country of origin
9
17%
4
Educational level
12
22%
English language
5
6
11%
proficiency/accent
Page 7 of 14
6
7
8
9
10
Ethnicity
Gender
Gender expression
Gender identity
Immigrant status
Institutional status (e.g.,
part-time status, faculty,
staff, student)
Learning disability
Marital/partner status
Military/veteran status
Parental status (e.g., having
children)
Psychological disability
(e.g., post-traumatic stress
disorder, depression,
anxiety)
Physical characteristics
Physical disability
Political views
Race
Religion/spiritual status
Sexual orientation
Socioeconomic status
Other, please specify
11
12
13
14
15
16
17
18
19
20
21
22
23
24
8
19
1
0
2
15%
35%
2%
0%
4%
6
11%
0
3
1
0%
6%
2%
5
9%
1
2%
2
1
7
5
5
1
1
16
4%
2%
13%
9%
9%
2%
2%
30%
16. As a faculty/staff member ...
#
1
2
3
4
5
6
Question
I am reluctant to
bring up issues
that concern me
for fear that it will
affect my
performance
evaluation
and/or tenure
decision.
My
colleagues/peers
expect me to
represent “the
point of view" of
my identity (e.g.,
race, gender,
sexual
orientation).
I constantly feel
under scrutiny
by my
colleagues.
I am reluctant to
take family leave
that I am entitled
to for fear that it
may affect my
career.
I have to work
harder than I
believe my
colleagues do in
order to be
perceived as
legitimate.
I feel pressured
Strongly
Disagree
Disagree
Neither
Agree nor
Disagree
Agree
Strongly
Agree
Total
Responses
Mean
35
50
16
34
26
161
2.79
47
42
37
15
6
147
2.26
42
43
32
21
24
162
2.64
51
38
17
13
15
134
2.28
41
42
30
24
26
163
2.71
44
39
27
16
20
146
2.51
Page 8 of 14
I am usually satisfied with the way
in which I am able to balance my
professional and personal life.
I have to miss out on important
things in my personal life because
of professional responsibilities.
I feel that faculty/staff who do not
have children are often burdened
with work responsibilities (e.g.,
stay late, early classes) beyond
children.
who do have
thoseequitable
to tuition
access
I have
reimbursement.
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Responses
I feel pressured to change my
methods of teaching to achieve
tenure/be promoted.
10
I have to work harder than I
believe my colleagues do in order
to be perceived as legitimate.
9
I am reluctant to take family leave
that I am entitled to for fear that it
may affect my career.
8
I am reluctant to bring up issues
that concern me for fear that it will
affect my performance evaluation
and/or tenure decision.
My colleagues/peers expect me to
represent “the point of view" of my
identity (e.g., race, gender, sexual
orientation).
I constantly feel under scrutiny by
my colleagues.
Statistic
7
to change my
methods of
teaching to
achieve
tenure/be
promoted.
I am usually
satisfied with the
way in which I
am able to
balance my
professional and
personal life.
I have to miss
out on important
things in my
personal life
because of
professional
responsibilities.
I feel that
faculty/staff who
do not have
children are
often burdened
with work
responsibilities
(e.g., stay late,
early classes)
beyond those
who do have
children.
I have equitable
access to tuition
reimbursement.
28
44
26
51
18
167
2.92
19
41
32
46
28
166
3.14
44
47
36
21
16
164
2.50
13
17
42
15
4
91
2.78
1
5
2.79
2.01
1
5
2.26
1.29
1
5
2.64
1.91
1
5
2.28
1.84
1
5
2.71
1.97
1
5
2.51
1.91
1
5
2.92
1.67
1
5
3.14
1.65
1
5
2.50
1.64
1
5
2.78
1.06
1.42
1.14
1.38
1.36
1.41
1.38
1.29
1.28
1.28
1.03
161
147
162
134
163
146
167
166
164
91
Page 9 of 14
Concerned:
Indifferent
Cooperativ
e:Uncooper
ative
Improving:
Regressing
Accessible
to persons
with
Positive for
disabilities:I
people who
naccessible
as
identify
persons
to
Positive
lesiban,
with for
people
gay, of
disabilities
my or
bisexual,
for
Positive
faith/spiritu
transgender
non-native
al
:Negative
English
practice:Ne
people
for
for
Positive
speakers:N
for
gative
identify
who
who
people
for
egative
of
people
lesbian,
as
are
non-native
my for
gay,
Positive
immigrants:
English or
faith/spiritu
bisexual,
internationa
positive
Not
speakers
practice
al
people:Not
ltransgender
people
for
Welcoming:
for
positive
who are
Noninternationa
immigrants
welcoming
l people
Respectful:
Disrespectf
ul
Positive for
people who
are raising
Positive for
children:Not
people of
for
positive
lowwho
peole
for
Positive
socioecono
are raising
racial
my
mic
children
background
status:Not
for
Positive
:Negative
for
positive
ethnic
my
my
for
people of
background
racial
low
:Negative
background
socioecono
my
forstatus
mic
ethnic
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Responses
Friendly:Ho
stile
Statistic
17. Using a scale of 1-5, please rate the overall climate on campus on the following dimensions: (Note: As an example, for
the first item, “friendly—hostile,” from left to right, 1=very friendly, 2=somewhat friendly, 3=neither friendly nor hostile,
4=somewhat hostile and 5=very hostile)
Total
#
Question
1
2
3
4
5
Mean
Responses
1
Friendly:Hostile
45
60
45
14
4
168
2.24
2
Concerned:Indifferent
23
49
58
25
11
166
2.71
3
Cooperative:Uncooperative 24
74
45
17
8
168
2.47
4
Improving:Regressing
18
61
51
24
13
167
2.72
Accessible to persons with
5
disabilities:Inaccessible to
28
74
40
20
3
165
2.37
persons with disabilities
Positive for people who
identify as lesiban, gay,
bisexual, or
6
transgender:Negative for
31
73
53
8
1
166
2.25
people who identify as
lesbian, gay, bisexual, or
transgender
Positive for people of my
faith/spiritual
7
practice:Negative for
27
50
68
15
6
166
2.54
people of my faith/spiritual
practice
Positive for non-native
English speakers:Negative
8
17
43
58
44
6
168
2.88
for non-native English
speakers
Positive for people who are
9
immigrants:Not positive for
18
48
60
34
6
166
2.77
people who are immigrants
Positive for international
10
people:Not positive for
21
56
50
34
7
168
2.70
international people
11
Welcoming:Non-welcoming 35
60
46
23
4
168
2.41
12
Respectful:Disrespectful
37
68
41
12
10
168
2.35
Positive for people who are
raising children:Not
13
37
60
53
10
7
167
2.34
positive for peole who are
raising children
Positive for people of low
socioeconomic status:Not
14
29
52
67
17
3
168
2.48
positive for people of low
socioeconomic status
Positive for my racial
15
background:Negative for
66
46
46
8
2
168
2.01
my racial background
Positive for my ethnic
16
background:Negative for
63
44
47
9
5
168
2.10
my ethnic background
1
5
2.24
1.03
1
5
2.71
1.19
1
5
2.47
1.03
1
5
2.72
1.18
1
5
2.37
0.93
1
5
2.25
0.70
1
5
2.54
0.98
1
5
2.88
1.06
1
5
2.77
1.03
1
5
2.70
1.12
1
5
2.41
1.08
1
5
2.35
1.17
1
5
2.34
1.05
1
5
2.48
0.91
1
5
2.01
0.97
1
5
2.10
1.13
1.02
1.09
1.01
1.09
0.96
0.83
0.99
1.03
1.01
1.06
1.04
1.08
1.02
0.95
0.98
1.06
168
166
168
167
165
166
166
168
166
168
168
168
167
168
168
168
Page 10 of 14
68
58
64
23
24
28
152
156
159
3.63
3.48
3.60
52
14
135
3.50
60
26
148
3.70
55
23
148
3.55
55
19
145
3.50
53
20
151
3.36
55
13
148
3.41
62
24
149
3.64
65
32
142
3.87
1
5
3.60
0.98
1
5
3.50
0.68
1
5
3.70
0.70
1
5
3.55
0.88
1
5
3.50
0.82
1
5
3.36
1.11
1
5
3.41
0.75
1
5
3.64
0.78
1
5
3.87
0.67
0.92
1.02
0.99
0.83
0.84
0.94
0.91
1.05
0.86
0.89
0.82
152
156
159
135
148
148
145
151
148
149
142
19. There is visible leadership to foster diversity/inclusion on campus from:
Neither
Strongly
#
Question
Disagree
Agree nor
Agree
Disagree
Disagree
1
Faculty
6
15
25
83
Senior
2
13
31
34
53
Administration
3
Students
5
25
42
58
4
Support Staff
8
20
40
59
5
UW System
3
16
47
46
Statistic
Faculty
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total Responses
1
5
3.76
1.01
Senior
Administration
1
5
3.29
1.44
1.01
163
Race
Gender
1
5
3.48
1.04
Parental
status
Ethnicity
Sexual
orientation
Veterans/ac
tive military
Mean
Religion/spi
ritual status
Total
Responses
Physical
disability
status
Strongly
Agree
Age
Learning
disability
status
Agree
1
5
3.63
0.85
Statistic
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Responses
Marital/part
ner status
18. The workplace climate is welcoming for employees based on their:
Neither
Strongly
#
Question
Disagree
Agree nor
Disagree
Disagree
1
Age
4
11
46
2
Ethnicity
6
19
49
3
Gender
5
15
47
Learning
4
2
9
58
disability status
Marital/partner
5
1
7
54
status
6
Parental status
3
14
53
Physical
7
2
16
53
disability status
8
Race
7
25
46
Religion/spiritual
9
4
12
64
status
Sexual
10
3
8
52
orientation
Veterans/active
11
1
4
40
military
Strongly
Agree
Total
Responses
Mean
34
163
3.76
25
156
3.29
21
17
20
151
144
132
3.43
3.40
3.48
Students
Support Staff
UW System
1
5
3.43
1.06
1
5
3.40
1.09
1
5
3.48
0.94
1.20
1.03
1.05
0.97
156
151
144
132
20. Have you taken or taught any courses at UW-Stout?
#
Answer
1
Yes
2
No
Total
Response
160
6
166
Page 11 of 14
%
96%
4%
100%
Statistic
Country
of origin
Culture
Ethnicity
Mental
health
status
Gender
Gender
identity
Gender
expressio
n
Immigrant
status
Learning
disability
status
Physical
characteri
stics
Physical
disability
status
Race
Religion/s
piritual
status
Sexual
orientatio
n
Socioeco
nomic
status
Veterans/
active
military
21. The courses I have taken or have taught at UW-Stout include materials, perspectives and/or experiences of people
based on their:
Neither
Strongly
Strongly
Total
#
Question
Disagree
Agree nor
Agree
Mean
Disagree
Agree
Responses
Disagree
1
Country of origin 16
18
21
66
26
147
3.46
2
Culture
16
9
14
68
42
149
3.74
3
Ethnicity
16
12
23
64
33
148
3.58
Mental health
4
21
30
45
30
19
145
2.97
status
5
Gender
16
13
25
55
38
147
3.59
6
Gender identity
19
26
35
37
28
145
3.20
Gender
7
19
29
36
34
27
145
3.14
expression
Immigrant
8
18
26
50
33
15
142
3.01
status
Learning
9
18
28
37
39
23
145
3.14
disability status
Physical
10
22
23
41
33
23
142
3.08
characteristics
Physical
11
19
25
36
38
25
143
3.17
disability status
12
Race
19
13
27
57
34
150
3.49
Religion/spiritual
13
20
17
38
53
16
144
3.19
status
Sexual
14
20
21
38
42
26
147
3.22
orientation
Socioeconomic
15
19
14
26
52
35
146
3.48
status
Veterans/active
16
21
25
46
38
11
141
2.95
military
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Responses
1
5
3.46
1.51
1
5
3.74
1.53
1
5
3.58
1.51
1
5
2.97
1.53
1
5
3.59
1.60
1
5
3.20
1.70
1
5
3.14
1.69
1
5
3.01
1.35
1
5
3.14
1.58
1
5
3.08
1.67
1
5
3.17
1.65
1
5
3.49
1.65
1
5
3.19
1.46
1
5
3.22
1.64
1
5
3.48
1.71
1
5
2.95
1.36
1.23
1.24
1.23
1.24
1.27
1.30
1.30
1.16
1.26
1.29
1.29
1.28
1.21
1.28
1.31
1.17
147
149
148
145
147
145
145
142
145
142
143
150
144
147
146
141
22. I feel that university leadership (Chancellor/Provost) supports a positive campus climate.
#
Answer
Response
1
Yes
124
4
No
41
Total
165
%
75%
25%
100%
23. I feel that there are avenues to address my concerns.
#
Answer
1
Yes
2
No
Total
Response
114
54
168
%
68%
32%
100%
24. I feel that my concerns are taken seriously.
#
Answer
1
Not at all seriously
2
Somewhat seriously
3
Seriously
4
Very Seriously
Total
Response
26
73
46
18
163
%
16%
45%
28%
11%
100%
Page 12 of 14
25. Please indicate your sex/gender:
#
Answer
1
Female
2
Male
3
Intersex
4
Transgender
Alternative identity (please
5
specify)
Total
26. Please indicate your race (choose one or more):
#
Answer
1
African American or Black
American Indian or Alaska
2
Native (please specify tribal
affiliation)
Native Hawaiian/Pacific
3
Islander
4
Cambodian
5
Hmong
6
Laotian
7
Vietnamese
8
Other Asian (please specify)
9
White
10
Other
Response
80
83
0
0
%
48%
50%
0%
0%
3
2%
166
100%
Response
4
%
2%
0
0%
3
2%
0
0
0
0
12
139
10
0%
0%
0%
0%
7%
85%
6%
27. Please indicate your ethnicity: Are you of Hispanic or Latino/a origin?
#
Answer
Response
1
No
150
2
Yes, Cuban
0
3
Yes, Puerto Rican
1
Yes, Mexican American or
4
0
Chicano/a
5
Yes, Other
7
Total
158
28. Which term best describes your sexual orientation?
#
Answer
1
Bisexual
2
Gay
3
Heterosexual
4
Lesbian
5
Queer
6
Questioning
7
Other (please specify)
Total
29. What is your current parental status? (Mark all that apply)
#
Answer
1
No children
2
Single parent
Co-parent with a
4
partner/spouse
Other (e.g., expectant
5
partner, adoption pending)
3
Pregnant
%
95%
0%
1%
0%
4%
100%
Response
5
4
139
1
1
1
6
157
%
3%
3%
89%
1%
1%
1%
4%
100%
Response
57
13
%
36%
8%
78
49%
11
7%
2
1%
Page 13 of 14
30. Do you experience barriers on campus as a result of having a disability? If so, what is the disability? (Mark all that
apply)
#
Answer
Response
%
1
No Disability
135
87%
2
Mobility
6
4%
Sensory (deaf/hard of
3
0
0%
hearing, visual)
4
Learning (dyslexia)
1
1%
Mental Health (anxiety,
5
6
4%
depression, bi-polar)
6
Autism Spectrum
0
0%
7
ADD/ADHD
5
3%
8
Chronic Health
2
1%
9
Other (please specify)
6
4%
31. Are you an international faculty / staff?
#
Answer
1
Yes
2
No
Total
32. What is your primary status at UW-Stout?
#
Answer
1
Classified
Unclassified: Faculty
2
(Associate, Assistant, and
Professor)
Unclassified: Academic Staff
3
(instructional and
professional)
Limited Term Employment
4
(LTE)
Limited Appointment
5
(Administrators)
Total
33. Please indicate your UW-Stout Division:
#
Answer
7
Chancellor's Division
Administrative and Student
6
Life Services
Academic and Student
5
Affairs (other than colleges)
3
College of Management
College of Arts, Humanities
1
& Social Sciences
College of Science,
4
Technology, Engineering
and Mathematics
College of Education, Health
2
& Human Sciences
Total
Response
20
145
165
%
12%
88%
100%
Response
0
%
0%
169
100%
0
0%
0
0%
0
0%
169
100%
Response
0
%
0%
2
1%
5
3%
26
16%
40
25%
43
27%
46
28%
162
100%
Page 14 of 14
Attachment 6
Committees at the
University of
Wisconsin-Stout
Contents
Governance Bodies p. 1
Faculty Senate Committees p. 2
Senate of Academic Staff Committees p. 4
University Committees p. 6
2014
GOVERNANCE BODIES
GOVERNANCE BODIES REPRESENT FACULTY AND ACADEMIC STAFF IN POLICY AND
GOVERNANCE
FACULTY SENATE
Term: 3 years
Eligibility: Faculty
SENATE OF ACADEMIC STAFF (SAS)
Term: 2 years
Eligibility: Academic Staff
1
FACULTY SENATE COMMITTEES
FACULTY SENATE COMMITTEES CONDUCT BUSINESS ON ISSUES RELATING TO
FACULTY AND UNIVERSITY CURRICULUM. THESE COMMITTEES ACT ON CHARGES
FROM THE FACULTY SENATE AND REPORT TO THAT BODY.
CURRICULUM AND INSTRUCTION COMMITTEE (CIC)
Term: 3 years
Eligibility: Faculty or Academic Staff
The CIC is a joint committee with the Senate of Academic staff and reviews, develops, and recommends
policy and guidelines regarding curriculum to the Faculty Senate and approve or disapprove requests for
new courses, course revisions, new programs, program revisions, major and sub-major academic
programs, minors, concentrations, professional development certificates, and specializations.
EDUCATIONAL ACTIVITIES COMMITTEE (EAC)
Term: 3 years
Eligibility: Faculty or Academic Staff
The EAC is a joint committee with the Senate of Academic staff and reviews and makes
recommendations to the Faculty Senate regarding policy related to educational activities including:
undergraduate admissions standards, academic calendar, opening week activities, workload, class size,
undergraduate grading, attendance, pre-registration, undergraduate enrollment/student status, student
concerns, and other responsibilities as directed by the Faculty Senate.
FINANCE COMMITTEE (FC)
Term: 3 years
Eligibility: Faculty
The FC reviews, monitors, evaluates, and recommends policy, procedures, and guidelines for budget
development and decision-making and is accountable to the Faculty Senate as its representative from the
faculty, which has consultative responsibility to make recommendations which affect the allocation of
resources.
GENERAL EDUCATION COMMITTEE (GEC)
Term: 3 years
Eligibility: Faculty
The GEC reviews, develops, and recommends policy and standards regarding general education to the
Faculty Senate; acts on requests regarding the inclusion of courses in the list of general education courses;
and participates constructively in assessment of education and advisement as they relate to general
education at the University of Wisconsin-Stout.
2
GRADUATE EDUCATION COMMITTEE (GREC)
Term: 3 years
Eligibility: Faculty
The GREC reviews, develops, and recommends policy and standards regarding graduate education to the
Faculty Senate; acts on requests regarding the approval of graduate faculty members; acts on requests
regarding the approval of new or revised graduate-level courses and graduate degree programs, and have
representation on both the Curriculum and Instruction Committee and the Planning and Review
Committee; participates in the assessment and review of graduate education across campus, has
representation on the Planning and Review Committee; and participates in the promotion of graduate
education across campus.
PERSONNEL POLICIES COMMITTEE (PPC)
Term: 3 years
Eligibility: Faculty
The PPC reviews and makes recommendations on personnel matters, including but not limited to:
personnel rules, salary guidelines, promotion guidelines; positive action guidelines, faculty and staff
development, sabbatical leave guidelines, tenure/post-tenure review, work related issues, and other
charges as determined by Faculty Senate or Faculty Senate Executive Committee.
PLANNING AND REVIEW COMMITTEE (PRC)
Term: 3 years
Eligibility: Faculty or Academic Staff
The PRC is a joint committee with the Senate of Academic staff and reviews the information regarding
the UW-Stout academic plan provided by the Provost’s Office during each academic year; reviews
entitlements to plan and recommends to the Faculty Senate approval or rejection of such plans; reviews
the procedure and policies in the program audit and review process; receives and reacts to
communications from the Faculty Senate or the Senate Executive Committee; reviews and considers the
collected program audit information which shall be provided by the Office of Budget Planning and
Analysis; and reviews all undergraduate and graduate degree programs on a seven-year schedule and
forwards its findings, stipulations, suggestions, and observations to the Faculty Senate Executive
Committee.
RACIAL AND ETHNIC STUDIES AND GLOBAL PERSPECTIVE CURRICULUM
ADVISORY COMMITTEE (RES/GPC)
Term: 3 years
Eligibility: Faculty or Academic Staff
The RES/GPC reviews UW System standards to develop and recommend UW-Stout policy and standards
regarding the ethnic studies (ES) requirement to the Curriculum and Instruction Committee (CIC), and to
recommend approval or disapproval of courses to be included in the list of ES courses. The committee
will be accountable to the CIC.
3
SENATE OF ACADEMIC STAFF COMMITTEES
SENATE OF ACADEMIC STAFF COMMITTEES CONDUCT BUSINESS ON ISSUES RELATING TO
INSTRUCTIONAL AND NON-INSTRUCTIONAL ACADEMIC STAFF. THESE COMMITTEES ACT ON
CHARGES FROM THE SENATE OF ACADEMIC STAFF AND REPORT TO THAT BODY.
CURRICULUM AND INSTRUCTION COMMITTEE (CIC)
Term: 3 years
Eligibility: Faculty or Academic Staff
The CIC is a joint committee with the Senate of Academic staff and reviews, develops, and recommends
policy and guidelines regarding curriculum to the Faculty Senate and approve or disapprove requests for
new courses, course revisions, new programs, program revisions, major and sub-major academic
programs, minors, concentrations, professional development certificates, and specializations.
EDUCATIONAL ACTIVITIES COMMITTEE (EAC)
Term: 3 years
Eligibility: Faculty or Academic Staff
The EAC is a joint committee with the Senate of Academic staff and reviews and makes
recommendations to the Faculty Senate regarding policy related to educational activities including:
undergraduate admissions standards, academic calendar, opening week activities, workload, class size,
undergraduate grading, attendance, pre-registration, undergraduate enrollment/student status, student
concerns, and other responsibilities as directed by the Faculty Senate.
PLANNING AND REVIEW COMMITTEE (PRC)
Term: 3 years
Eligibility: Faculty or Academic Staff
The PRC is a joint committee with the Senate of Academic staff and reviews the information regarding
the UW-Stout academic plan provided by the Provost’s Office during each academic year; reviews
entitlements to plan and recommends to the Faculty Senate approval or rejection of such plans; reviews
the procedure and policies in the program audit and review process; receives and reacts to
communications from the Faculty Senate or the Senate Executive Committee; reviews and considers the
collected program audit information which shall be provided by the Office of Budget Planning and
Analysis; and reviews all undergraduate and graduate degree programs on a seven-year schedule and
forwards its findings, stipulations, suggestions, and observations to the Faculty Senate Executive
Committee.
RACIAL AND ETHNIC STUDIES AND GLOBAL PERSPECTIVE CURRICULUM
ADVISORY COMMITTEE (RES/GPC)
Term: 3 years
Eligibility: Faculty or Academic Staff
4
The RES/GPC is a joint committee with the Senate of Academic staff and reviews UW System standards
to develop and recommend UW-Stout policy and standards regarding the ethnic studies (ES) requirement
to the Curriculum and Instruction Committee (CIC), and to recommend approval or disapproval of
courses to be included in the list of ES courses. The committee will be accountable to the CIC.
SENATE OF ACADEMIC STAFF ELECTION COMMITTEE
Term: 2 years
Eligibility: Academic Staff
The Academic Staff Elections Committee is responsible for the following:
1. Conducting elections of senators and senate chair to the Senate in the spring of each year according to
procedures outlined in the Senate of Academic Staff Bylaws.
2. Arbitrating disputes in all elections.
3. Conducting special elections and performing related activities upon request of the Senate Chair.
4. Recommending changes to Senate election procedures.
5. Reviewing proposed changes from the Senate and providing feedback on proposed changes.
SENATE OF ACADEMIC STAFF PERSONNEL COMMITTEE
Term: 2 years
Eligibility: Academic Staff
The Academic Staff Personnel Committee is responsible for the following:
1. Review requests for exceptions to two-year contracts and make recommendations to the Provost
concerning the adequacy of the rationale as specified in UW-Stout 10.03(1)(b).
2. Consult with a probationary staff member who wishes to resign his/her probationary appointment to
accept a fixed term appointment with different duties [UW-Stout 10.03(2)(a)].
3. Act as a hearing body for the nonrenewal of probationary academic staff appointments following the
procedures specified in UW-Stout 10.04(1).
4. Act as the hearing body for cases involving dismissal for cause of indefinite academic staff appointees
following procedures specified in UW-Stout 11.05.
5. Consult with Chancellor when the decision to lay off for reasons of budget or program changes is
considered (UW-Stout 12.01).
6. Act as the hearing body for the review of layoffs for reasons of program or budget for academic staff
members with indefinite appointments as specified in UW-Stout 12.4 and 12.05.
7. Act as the hearing body for the review of layoffs for reasons of program or budget for academic staff
members with fixed term or probationary appointments as specified in UW-Stout 12.05 and 12.06.
(Nonrenewal is NOT a layoff under this section).
SENATE OF ACADEMIC STAFF PROFESSIONAL DEVELOPMENT COMMITTEE
Term: 2 years
Eligibility: Academic Staff
The Academic Staff Professional Development Committee is responsible for evaluating the professional
development grant proposals for the joint faculty and academic staff Faculty and Academic Staff
Professional Development Grants Review Committee and report those evaluations to the Provost's Office.
The Academic Staff Professional Development Committee shall be responsible for other matters referred
to the committee by the Senate of Academic Staff.
5
UNIVERSITY COMMITTEES
UNIVERSITY COMMITTEES EXPLORE A WIDE VARIETY OF CAMPUS ISSUES,
INCLUDING CAMPUS EVENTS, HEALTH AND WELLNESS, TECHNOLOGY
ACCESS TO LEARNING COMMITTEE
Term: 1 year
Eligibility: Faculty or Academic Staff
The Access to Learning Committee obtains requests from departments related to laboratory access, work
experience programs, childcare access and course fees to provide additional access and resources for our
“hands on, minds on” educational environment; reviews past expenditure reports and projected revenues
for upcoming fiscal year; reviews outcome indicators, surveys and reports to assure effective use of funds;
and reviews requests and make recommendations for the use of the 5% tuition differential to the
Chancellor.
ALL UNIVERSITY PROMOTION COMMITTEE
Term: 1 year
Eligibility: Faculty (Associate Professor or Full Professor)
The All University Promotion Committee reviews Promotion applications received from the respective
colleges on campus. The committee's recommendations are forwarded, along with the applications of
those recommended plus previous committees' action, to the Chancellor. The time frame for completing
the task is from the beginning of December until the end of January.
AMERICANS WITH DISABILITIES ACT (ADA) COMMITTEE
Term: 2 years
Eligibility: Faculty or Academic Staff
The Americans with Disabilities Committee reviews complaints regarding non-compliance with Title II
of the ADA and Section 504 and make recommendations to sponsors and conducts a biennial review to
assess the university's compliance with the Americans with Disabilities Act. This is to include facilities
accessibility; web/electronic resources accessibility; procedures for providing reasonable
accommodations; and accessible parking and transportation.
CAMPUS EXTERIORS DEVELOPMENT COMMITTEE
Term: 3 years
Eligibility: Faculty or Academic Staff
The Campus Exteriors Development Committee reviews and recommends for approval campus exterior
plans i.e. landscaping, parking and campus boundary plans; reviews and recommends for approval ad hoc
outdoor signage and other element requests against the campus master plan design guidelines; and
receives and disseminates information on campus exterior development projects.
CAMPUS WIDE ENERGY COMMITTEE
Term: 2 years
Eligibility: Faculty or Academic Staff
This committee recommends the implementation of policies, procedures and projects to the Vice
Chancellor for Administrative and Student Life Services aimed at impacting the institutional energy
6
consumption including issues that might touch on institutional and individual behaviors on the
consumption of energy
CHANCELLOR’S COALITION ON ALCOHOL AND DRUGS
Term: 2 years
Eligibility: Faculty or Academic Staff
The Chancellor’s Coalition on Alcohol and Drugs promotes a safe and healthy learning environment that
encourages responsible and legal choices for alcohol and other drug use. The Committee's goals are to
decrease high-risk alcohol consumption (binge drinking, frequency of drinking, etc.); decrease other drug
abuse; decrease negative consequences to self, others and property – related to AOD use and abuse;
promote safe, healthy, responsible and legal choices related to AOD use and abuse; and represents UWStout as a campus that actively endorses the above values and norms.
CHANCELLOR’S INTERCOLLEGIATE ATHLETIC ADVISORY COMMITTEE
Term: 2 years
Eligibility: Faculty or Academic Staff
The Chancellor’s Intercollegiate Athletic Advisory Committee annually reviews compliance issues and
makes recommendations on appropriate actions to be taken; reviews policies governing athletics for
possible recommendations; reviews any changes, compliance issues, or policy issues; reviews and
recommends how issues surrounding athletics is shared with the campus; provides a feedback mechanism
for faculty, academic staff, classified staff, and students on athletics or issues related to athletic; reviews,
discusses, and recommends how the university supports the Division III philosophy to the campus,
community, and state. Other issues or activities that relate to or affect the athletic programs at UW-Stout.
DIVERSITY LEADERSHIP TEAM
Term: 1 year
Eligibility: Faculty or Academic Staff
The Diversity Leadership Team is responsible for developing the Inclusive Excellence action plan using a
participatory process, keeping it current, and ensuring completion of all tasks on the plan by: updating the
UW-Stout Inclusive Excellence plan annually using a participative process; ensuring completion of
Inclusive Excellence goals and action items; providing a 6-month and year-end progress update to the
Chancellor; and addressing any gaps identified through the planning process.
EDUCATIONAL SUPPORT UNIT REVIEW COMMITTEE
Term: 3 years
Eligibility: Faculty or Academic Staff
The Educational Support Unit Review Committee reviews all educational support units every 7 years and
uses a model similar to the PRC. In response to changing university needs and in order to facilitate
continuous improvement support for academic programming, the purpose of ESURC is to examine
services and processes, provide feedback, and encourage continued planning within educational support
units.
EQUAL OPPORTUNITIES IN EDUCATION (EOE) COMMITTEE
Term: 2 years
Eligibility: Faculty or Academic Staff
The Equal Employment Opportunity/Affirmative Action Committee reviews survey data (i.e. climate
surveys, exit surveys) to identify trends or emerging issues of concern and provides recommendations for
action; provides input on annual Affirmative Action Plan and annual report to UW System; provides
7
updates to university councils regarding Affirmative Action Plans and Sexual Harassment Prevention
Training programs; provides input on related UW-Stout policies; and provides input on sexual harassment
prevention training and delivery methods.
EXCEPTIONS TO THE GRADUATE SCHOOL COMMITTEE
Term: 3 Semesters
Eligibility: Faculty or Academic Staff
The committee acts on requests for exceptions to Graduate Policy (excluding load limit) and makes
recommendations to the Assistant/Associate Vice Chancellor on requests from students for exceptions to
Graduate Policy (see 8.0). The Assistant/Associate Vice Chancellor officially approves or denies the
request from the students.
FACULTY AND ACADEMIC STAFF PROFESSIONAL DEVELOPMENT GRANTS
REVIEW COMMITTEE
Term: 2 years
Eligibility: Faculty or Academic Staff
The Faculty and Academic Staff Professional Development Grants Review Committee meets twice a
year, once in the spring and once in the fall, to review any grants submitted. The committee also
electronically review the “Just-in-time Grants” in September.
HALL OF HEROES PROJECT COMMITTEE
Term: 2 years
Eligibility: Faculty or Academic Staff
Provide final plans for development of the Hall of Heroes in MSC to recognize those Stout students who
died while in military service to the United States of America
JANUARY OPENING WEEK PROFESSIONAL DEVELOPMENT COMMITTEE
Term: 1 year
Eligibility: Faculty or Academic Staff
The January Opening-Week Professional Development Committee plans on-campus professional
development activities and programs for faculty, academic staff, and classified staff for Spring; and
makes recommendations to the Provost regarding professional development programming.
MEMORIALS AND HONORS COMMITTEE
Term: 3 years
Eligibility: Faculty or Academic Staff
The Memorials and Honors Committee solicits and reviews Honorary Doctorate Degree nomination
materials and recommending nominees; develops, reviews, and recommends actions regarding
memorials, honors, awards, and recognition; develops, reviews, and recommends actions regarding
academic regalia and ceremonial garments; develops, reviews, and recommends actions regarding use of
bells and flags; develops, reviews, and recommends actions regarding naming of campus facilities,
grounds, and physical memorials; and develops, reviews, and recommends actions regarding ceremonial
events.
PARKING ADVISORY BOARD
Term: ongoing
Eligibility: Faculty or Academic Staff
8
The Parking Advisory Board incorporates the advice and counsel of university governance groups into
campus parking regulation decisions and practices; discusses and offers advice on established and
recommended parking regulations; and reviews appeals of parking citations and recommends action.
POSITIVE ACTION, ETHICS AND COMPETITION REVIEW COMMITTEE
Term: 2 years
Eligibility: Faculty or Academic Staff
The Positive Action, Ethics and Competition Review Committee hears grievances and complaints and
makes recommendations; provides advice and counsel regarding code of ethics; and provides consultation
relating to competition with the private sector.
SABBATICAL LEAVE REVIEW COMMITTEE
Term: 3 years
Eligibility: Tenured Faculty
The Sabbatical Appointment Committee ranks eligible applicants for sabbatical by determining the length
of the applicant's service at the University of Wisconsin-Stout without a break; the significance of the
applicant's contributions to teaching at the University of Wisconsin-Stout; the significance of the
applicant's contribution to service, research, and scholarly activity; the relationship of proposal to the
applicant's professional development; the potential for successful pursuit of sabbatical project as
demonstrated by the applicant's past performance; and the potential contribution of sabbatical project to
the pursuit of knowledge in the applicant's field.
SAFETY AND WORKERS COMPENSATION COMMITTEE
Term: 2 years
Eligibility: Faculty or Academic Staff
The Safety and Workers Compensation Committee promotes safety communication and training
throughout the campus; provides an opportunity for the discussion of health and safety problems,
preventative measures, and possible solutions; and reviews safety inspection reports and appropriate
information on workplace accidents and injuries.
STOUT ALUMNI ASSOCIATION BOARD OF DIRECTORS
Term: 2 years
Eligibility: Faculty or Academic Staff
The Stout Alumni Association Board of Directors provides current students and alumni with information,
opportunities and services which create and foster a sense of community and embraces the mission of
UW-Stout and the Stout University Foundation.
STOUT FOUNDATION BOARD OF DIRECTORS
Term: 2 years
Eligibility: Faculty or Academic Staff
The Stout University Foundation, Inc. is a not-for-profit 501 C(3) corporation which was founded as an
independent corporation in 1962 and is governed by a board of directors. This governing body includes
alumni, friends of the university, business and industry leaders. The Foundation resources support the
present and future needs of UW-Stout. Currently, the funds provide the scholarships, grants, faculty
development, research resources, professorships, and chairs for the university.
STOUT STUDENT TECHNOLOGY FEE COMMITTEE
Term: 1 year
9
Eligibility: Faculty or Academic Staff
The Stout Student Technology Fee Committee reviews plans for the allocation of the Student Technology
Fee. This committee is an advisory to the Chancellor or the Chancellor's designee. Plans developed for
the allocation of the Student Technology Fee shall be consistent with the campus IT Plan and the campus
overall strategic plan. If there are major changes in STF plans during the year, the new plans shall be
reviewed by the Committee. Furthermore, any significant changes in STF plans for fixed costs, especially
personnel expenses, from one year to the next, must consider potential contractual
obligations/implications. The Committee establishes a specific accounting tracking mechanism for STF
allocations as well as provide an annual report of expenditures to student government.
STRATEGIC PLANNING GROUP (SPG)
Term: 1 year
Eligibility: Faculty or Academic Staff
The Strategic Planning Group (SPG) develops and deploys a strategic plan for UW-Stout incorporating
the values of participation, communication, and data-driven, outcome-based results. The SPG reviews and
renews the mission, vision, and values of the university; conducts stakeholder visioning; develops longrange goals; creates action plans to accomplish the goals; develops and monitors performance indicators;
and periodically reviews progress.
STUDENT CENTERS ADVISORY COMMITTEE
Term: 1 year
Eligibility: Faculty or Academic Staff
The Student Centers Advisory Committee provides guidance, advice, direction and support to the
direction of the programs, services and facilities of the Memorial Student Center and Merle M. Price
Commons. The committee is advisory to the Director in matters relating to the mission, guidelines,
budget and capital planning. The committee will be an important link between the centers and the
university community in identifying and responding to the needs and interests of students, faculty and
staff.
STUDENT DISCIPLINARY HEARING COMMITTEE
Term: 2 years
Eligibility: Faculty or Academic Staff
The Student Disciplinary Hearing Committee is established in state law (UWS Ch. 14 and UWS Ch. 17)
to hear appeals from students who disagree with the sanction imposed by the Campus Investigative
Officer (for non-academic Misconduct) or Faculty/Instructor (for Academic Misconduct). The committee
will usually consist of one faculty member, one academic staff, and two students selected from a pool
appointed by the appropriate governance groups. The hearing may continue even if one of these members
is absent. A Hearing Examiner appointed by the Chancellor will chair the committee. While a process
based in state law, hearings are not courtrooms so a lesser burden of proof is required and more relaxed
rules of evidence apply. The hearing itself is usually limited to one hour or less, followed by closed
session deliberation by the committee. If the committee determines that the misconduct occurred, they
have full authority to either uphold the sanction, lessen the sanction, or in some cases raise the sanction.
SUSTAINABLE STEERING COMMITTEE
Term: 2 years
Eligibility: Faculty or Academic Staff
Environmental Sustainability Steering Committee (Same as Sustainable Steering Committee?)
The Environmental Sustainability Steering Committee provides oversight and recommendations for an
environmental sustainability action plan for UW-Stout. This includes: proposing strategies to move
10
toward sustainable campus operations in accordance with the American College & University President’s
Climate Commitment mandates; encouraging the incorporation of sustainability into the curriculum;
assisting with sustainability-related community outreach; providing oversight and recommendations
regarding the Sustainability website; providing oversight and recommendations regarding sustainability
policies to be considered for university adoption; and assisting in increasing public awareness and
participation in the plan. This plan will be recommended in whole or in part to the committee sponsor for
action by the Chancellor and Chancellor’s Advisory Council. When identifying sustainability strategies,
the steering committee should consider how they fit into the following areas: strategies within the
university’s control and immediately achievable, strategies within the university’s control and achievable
in the long term, strategies outside the university’s control and deserving of advocacy.
TERMINATION OF EMPLOYMENT COMMITTEE
Term: 2 years
Eligibility: Faculty (Must be Tenured)
The Termination of Employment Committee conducts reviews of nonrenewal decisions according to
section 3.08 of the Personnel Rules for Faculty. It also shall be the duty of the committee to conduct
hearings for dismissal cases according to chapter 4.0 and to hear cases involving layoff and termination
for reasons of financial emergency according to chapter 5.0 of the Personnel Rules for Faculty.
UNIVERSITY MARSHALL
Term: 5 years
Eligibility: Faculty or Academic Staff (Based on Seniority)
The duties of University Marshal shall be to serve as the chief protocol officer of the faculty of the
University of Wisconsin-Stout at ceremonial academic events, such as inaugurations and
commencements. These duties shall be fulfilled through activities such as the carrying of the University
Mace while leading academic processions, and serving as a consultant on matters of academic protocol to
various individuals and groups planning such ceremonial events. The duties of the Assistant Marshals
shall be to assist the University Marshal in fulfilling their duties and to substitute for the University
Marshal as needed.
WEBSITE OVERSIGHT COMMITTEE
Term: 1 year
Eligibility: Faculty or Academic Staff
The Website Oversight Committee will approve permanent additions or changes to the university home
page, approve changes to the Web Publishing Standards, and interpret the Web Policy and Web
Publishing Standards when questions or issues arise that are not included in those documents.
WELLNESS COMMITTEE
Term: 2 years
Eligibility: Faculty or Academic Staff
The Wellness Committee, gathers information and makes recommendations to the Vice Chancellor for
Administrative and Student Life Services relative to employee well-being and optimal health
programming at UW-Stout; works with UW-Stout employees to implement programs; assesses needs,
plans events, coordinates events, advertises, participates and gathers feedback for optimal health
programming.
WOMEN’S ISSUES COMMITTEE
Term: 2 years
Eligibility: Faculty or Academic Staff
11
The Women’s Issues Committee coordinates participation in women’s mentoring programs; coordinates
campus participation in UW System Women’s Initiatives and in Wisconsin Women in Higher Education
Leadership (WWHEL); identifies strategies for career flexibility for faculty and staff at various career
stages: early career, mid-career, late career; and reviews results of the Campus Climate survey
(administered in January 2011) and make recommendations for improvement.
12
FACULTY SENATE DASHBOARD FOR 2014-2015
Status Indicator Colors: Green (Good) , Yellow (Minor Issues), Red (Major Issues), Gray (Complete), no color (not yet started)
Charges/Other
Staff Responsible
Request Approved by
FS
Results or
Recommendation
Presented to FS
Final
Recommendation
Approved by FS
Recommendation
Approved by
Chancellor
Recommendation
Implemented
Draft or
Recommendation
Presented to FS
Final
Recommendation
Approved by FS
Recommendation
Approved by
Chancellor
Policy Added to Website
Recommendation
Approved by
Chancellor
Recommendation
Implemented
Recommendation
Approved by
Chancellor
Recommendation
Implemented
Action Items to be sent
to Diversity Leadership
Team by 10/15/14
Campus Climate Survey Review
Policies
Charge Requested
Attachment 7
Staff Responsible
Policy Requested
Request Approved by
FS
Glenda Jones
8/22/2012
8/22/2013
All-University Policies
Sexual Harrassment Policy 91-53
Advertising by Establishments that Serve Alcohol (new
process)
Ideentiy & Publication Standard Policy #90-52
Gregory Bard
DRAFT Due 9/29/2014
Submitted Nagesh
Shinde - 9/23/14
Non-All-University Policies
Standing Committee Work
DRAFT DUE 11/29/2013
Staff Responsible
Task Start
Request Approved by
FS
Results or
Recommendation
Presented to FS
Final
Recommendation
Approved by FS
Professorships Timeline, Application, Marketing Plan
Update Credit Hour Policy
Academic Calendar 2014-2015 & 2015-2016
Sabbatical Recommendations for 2015-16
Professorships Recommendations
Promotion Timeline 2015-2016
Sabbatical Timeline 2014-2015 for 2015-2016
Tenure Timeline 2015-2016
Sabbatical Application Review
University Committee Work
EAC
Graduate ceremony on
Friday night?
Sabb.Leave.Rev.
Started
Budget Model Review Committee (102 allocation
model) - Phil Lyons
University of Wisconsin - Stout Confidential
Deadline for app. Is
9/26/14
Bryan Beamer, PPC
Bryan Beamer, PPC
Bryan Beamer, PPC
Deadline for app. Is
9/26/14
Bryan Beamer, PPC
Staff Responsible
Engagement Session - Admission Requirements (new
charge issued 5/28/2014 by Chancellor)
Engagement Session - Emerging Research Institution changed to "Applied Research Institution"
Due 05/30/2015
EAC
Task Start
Progress Report DUE
to SPG January 2015
Request Approved by
FS
Final
Recommendation
Approved by FS
DUE May 22, 2015
Charged to Provost
Forrest Schultz &
Stephen Salm
Results or
Recommendation
Presented to FS
DUE 5/16/2014
10/18/2013
DUE 12/30/2013
9/23/2014
Page 1
FACULTY SENATE DASHBOARD FOR 2014-2015
Status Indicator Colors: Green (Good) , Yellow (Minor Issues), Red (Major Issues), Gray (Complete), no color (not yet started)
Elections
All University Promotion Committee
Fall Elections - Professorship, Senators, Standing
Committees & University Committees
Spring Elections - Senators, Standing Committees,
University Committees
Confirm Elections
Communicate
Call for Nominations
Needed - Request list
Upcoming Elections
from HR
8/12/2014
8/1/2014
Done 9/10/2014
Due 10/1/2014
Due 10/10/2014
Send Congratulations
Letters
Distribute Ballots
Collect Ballots
Count Ballots
8/27/2014
Done 9/5/2014
Done 9/9/2014
Sent 9/11/14
Due 11/17/2014
Due 12/5/2014
Due 12/8/2014
Due 12/17/2014
NOTES/LEGEND:
(1) Request dates are typically during FS Executive Meetings, otherwise on regular FS Meeting dates or closest date
(2) Status Indicator Colors: Green (Good), Yellow (Minor Issues), Red (Major Issues), Gray (Complete), no color (not yet started)
(3) Approved All-University policies – policies that either already exist as university policies (on this website: http://www.uwstout.edu/parq/policies-sequential-index.cfm) or policies that the Chancellor has indicated
University of Wisconsin - Stout Confidential
9/23/2014
Page 2
Faculty Senate
University of Wisconsin-Stout
P.O. Box 790
Menomonie, WI 54751-0790
715/232-1789
715/232-2590 (fax)
Attachment 8
Date: September 23, 2014
To: Bryan Beamer, Chair, Faculty Senate Personnel Policies Committee
From: Petre Nelu Ghenciu, Chair, Faculty Senate
Subject: Committee Charge
In an effort to provide clarification regarding eligibility for promotion, I am charging the
Senate Personnel Policies Committee (PPC) with reviewing and possibly recommending an
update to the following document from the Faculty/Academic Staff/Limited Appointees
Handbook:
CHAPTER IIIB - PERSONNEL RULES FOR FACULTY
Promotion: Educational Preparation and Experience.......................................................... 125
More specifically the committee is charged with exploring the possibility of expending the
list of degrees that are being considered as terminal degrees in the section below that includes
the MFA.
Professor
A person may be promoted to the rank of professor if he/she has the following qualifications:
• Educational preparation code 1; or MFA; AND
• At least seven years of teaching and/or relevant work experience, and five years completed
at the rank of associate professor at UW-Stout at the time of application;
• While activities from the last five years are considered most important, persons applying for
promotion to FULL PROFESSOR may include significant activities from earlier years.
I would request that the recommendation be based on broad input solicited from appropriate
stakeholders and should include a rationale for the decision including a listing of the
identified pros and cons and a report on the committee's degree of consensus on the
recommendation.
I am requesting that the committee provide a report to the Faculty Senate Executive
Committee by the January 20th, 2015 Faculty Senate Executive Committee meeting.
Attachment 9
Faculty Senate
University of Wisconsin-Stout
P.O. Box 790
Menomonie, WI 54751-0790
715/232-1789
715/232-2590 (fax)
Date: September 23, 2014
To: Bryan Beamer, Chair, Faculty Senate Personnel Policies Committee
From: Petre Nelu Ghenciu, Chair, Faculty Senate
Subject: Committee Charge
In an effort to create a fair and expedite process for selecting the faculty members to serve on
administrative hiring committees such as the Chancellor Search and Screen Committee, I am
charging the Senate Personnel Policies Committee (PPC) with exploring and recommending
a selection process that will allow for fair representation across colleges and departments.
I would request the recommendation be based on broad input solicited from appropriate
stakeholders involved such as UW-Stout faculty and administration.
I am requesting that the committee provide a report to the Faculty Senate Executive
Committee by the February 17th, 2015 Faculty Senate Executive Committee meeting.
Faculty Senate
University of Wisconsin-Stout
P.O. Box 790
Menomonie, WI 54751-0790
715/232-1789
715/232-2590 (fax)
Attachment 10
Date: September 23, 2014
To: Bryan Beamer, Chair, Faculty Senate Personnel Policies Committee
From: Petre Nelu Ghenciu, Chair, Faculty Senate
Subject: Committee Charge
In recognition of the increasing need for keeping our handbook up to date, I am charging the
Senate Personnel Policies Committee (PPC) with exploring and possibly recommending an
update to the due date/dates for the submission of the performance objectives to be
incorporated into the appropriate section or sections of the Faculty Handbook.
I would request that the recommendation be based on broad input solicited from appropriate
stakeholders such as UW-Stout faculty, department chairs, and deans.
I am requesting that the committee provide a final report to the Faculty Senate Executive
Committee by the November 4th, 2014 Faculty Senate Executive Committee meeting.