Provost Report for Faculty Senate For September, 2015 Submitted by Alison Morrison‐Shetlar, Provost Priority Registration Petitions – outcome Process: four groups petitioned the Provost Council in Academic Affairs to have priority registration. Two groups requested and were approved to register ahead of all groups. Two groups requested and were approved to register ahead of the group banding based on the number of hours to degree. Office # of Students Status Office of Disability Services 370 Athletics 350 Honors College 240 first‐year students, 1200 total Office of Military Education 250 Superusers – go to front of line Superusers – go to front of line Go to the front of their group Go to the front of their group 2015 Summer School Enrollment update Undergraduate, Graduate, and Distance Student Credit Hours for Summer, 2015 (by College) 177 246 % of GRAD SCH 5.1% 7.1% 20.8% 1237 35.5% 3639 574 2067 85 5.0% 17.9% 0.7% 51 1736 39 1.5% 49.8% 1.1% 625 3803 124 11552 11178 100.0%
3486 2846 100.0%
15038 14024 Arts & Sciences Business Education & Allied Professions Fine & Performing Arts Health & Human Sciences Kimmel School 5040 1384 % of UG SCH 43.6% 12.0% 2402 2015 TOTALS 2014 Totals UG SCH College GRAD SCH 5217 1630 1 Total SCH DE SCH DE SCH % 1038 1059 14.8% 15.1% 2556 36.6% 104 1969 267 1.5% 28.2% 3.8% 6993 6472 100.0%
Newly Enrolled ASP students 172 Total ASP Credit Hours 1155 (Generated by USI) 128 (Generated by A&S) 889 (Generated by HHS) 138 Catamount Gap Students 96 Total Catamount Gap SCHs 629 WCU on Tour 2015 (Student recruitment tour) Update from Phil Cauley, Director of Student Recruitment and Transitions 

Total prospective student and guest attendance: 484 (39% increase over last fall) Total prospective student attendance: 214 (41.7% increase over last fall) Some of the prospective students were underclasswomen/men who are getting an early look at WCU. Most were high school seniors who will be shopping for the right fit college. Hope to convert increased attendance to those participating in Open House and ultimately enrolling at WCU. Gender Equity Salary Review The University has developed a defined strategy for establishing and reviewing salaries and a key component of that process accounts for potential discrepancies by gender (The strategy document may be viewed at https://wcuhub.wcu.edu/SitePages/Home.aspx. Through the development and administration of a defined strategy, the University has taken important steps to ensure fair and equitable salaries both from a holistic review process and on an individual action‐by‐action basis. As part of this strategy the University has committed to:  Biannually conduct an equity/labor market review of all permanent faculty salaries to include their comparison to appropriate, designated labor market rates  Ensure that all salaries are established and maintained at no lower than a designated minimum market rate (current minimum index is 75% of the designated market)  When appropriate and after formal assessment of key equity and budget considerations, set and establish salaries within 10% of the designated market rate  As part of the bi‐annual review process the university will identify those faculty whose salaries are more than 10% below the respective campus average for members of the opposite sex within their rank and/or position type. In regards to the specific requests outlined in the Faculty Senate “Resolution on Gender Equity in Faculty Salaries”, the following actions have either been implemented or in the process of being implemented: 2 
Make the Gender Equity Report Publicly Available: A dedicated site on the Provost’s web page has been established and can be accessed at: https://intranet.wcu.edu/academicaffairs/SitePages/Gender%20Equity.aspx 
Conduct a follow‐up review to the initial Gender Equity Study: The University has established protocol for formal salary review (to include a formal bi‐annual process that will generally occur during the Fall and Spring each year). As part of the biannual review process and to detect and address potential gender inequities within the workforce, the university will identify those faculty and staff whose salaries are more than 10% below the respective campus average for members of the opposite sex within their rank and/or position type. This information will be reviewed to determine if salary adjustments above and beyond campus wide adjustment processes are necessary. 
Administration will maintain current, accurate, reliable and transparent salary data that it assesses on a biannual basis: A summary of each biannual review along with an annual summary of all salary activity is currently provided to the Executive Council and the Provost’s Council. Upcoming summaries along with the results of follow‐up reviews and bi‐annual summaries will be provided to Faculty Senate and made available on the Gender Equity website as applicable. 
The administration will formulate, explain, and institute a plan to address and correct any inequities revealed by the review and present that plan by September 1, 2015, with a goal of rectifying inequities no later than September 1, 2017: A formal plan of action to include a biannual review process has been established and is in place. The goal of the review process will be to identify any inequities and address them as efficiently as possible through single or phased adjustments based upon the availability of funding. 3