California State University, Sacramento
Thursday, April 12, 2007
Foothill Suite, 3rd Floor, University Union
3:30 - 5:00 p.m.
|FS 07-26/Flr.||APPROVAL OF THE MINUTES OF APRIL 5, 2007|
|FS 07-27/Flr.||UNIVERSITY BUDGET ADVISORY COMMITTEE, ESTABLISHMENT OF - CHARGE AND COMPOSITION|
The Faculty Senate recommends the establishment of a University Budget Committee, with the following charge and composition:
Charge for University Budget Advisory Committee
The discussions and recommendations of the University Budget Advisory Committee shall be limited to issues outside the realm of exclusive collective bargaining representatives.
Working with the president and vice presidents, the University Budget Advisory Committee shall:
- Facilitate development of a highly transparent, informative, and participatory campus general fund budgeting process.
- Facilitate development of a budgeting process that integrates campus strategic goal setting, budget review and planning, allocations as ultimately set by the president, and accomplishment of goals by vice-presidential divisions.
- Advise the president regarding the timing and content of annual budget calls.
- Review, analyze, and advise the president regarding significant budget actions external to the campus such as the initial CSU budget proposal.
- Review annually the relationship of enrollment targets to the proposed campus budget.
- Provide annual recommendations to the president regarding budget allocations across the University’s several divisions in line with University strategic planning.
- Advise the president regarding the format for reporting annual budget data to the campus community in a thorough and consistent manner such that annual changes in the budget are easily tracked and understood.
- Advise the president during the fiscal year regarding significant or unanticipated events that have a significant effect upon campus budget allocations.
University Budget Advisory Committee Composition
The University Budget Committee will be comprised of the following members:
University Staff and Administration: Three members appointed by the President (one-year terms)
Faculty: Five committee members that include:
- one faculty member from SPC selected by the committee and recommended to the President (one-year term);
- one Department Chair recommended by the chairs to the Provost (one-year term);
- three faculty members recommended by the Faculty Senate (staggered three-year terms).
Students: two students recommended by the ASI President (one-year term).
Ex-Officio Members/Staff: University Budget Officer and Associate Vice President for Finance
|FS 07-20/Flr.||NOMINATION AND ELECTION OF FACULTY REPRESENTATIVES TO THE UNIVERSITY BUDGET ADVISORY COMMITTEE|
Background: In March 2007, the Budget Task Force report recommended the establishment of a University Budget Committee. The composition calls for administrators, staff, students and faculty representatives. One faculty representative shall be a representative chosen by and from the Strategic Planning Council; one faculty representative shall be a department chair, recommended by the department chairs; three faculty representatives shall be appointed by the Faculty Senate.
The Faculty Senate nominates candidates for three (3) faculty representatives to serve on the University Budget Committee.
|FS 07-23/Flr.||Resolution for Protecting Academic Programs at CSUS|
Whereas, Funds for Academic Affairs and the instructional program at CSU Sacramento have been severely reduced over the last decade, resulting in a decline in tenured and tenure-track faculty recruited and retained, cancelled courses and overcrowded classes; and
The numbers of administrators (MPP) have grown out of proportion to faculty hires and student enrollments, and their salaries have been increased to the detriment of necessary campus programs; and
Whereas, University Advancement Offices should be able to raise at least the equivalent of their annual budgets by their own fund-raising activities; therefore be it
That: First, there shall be a freeze effective immediately on all hiring and salary increases for CSUS employees classified as part of the Management Personnel Plan (MMP) and whose salaries are paid entirely or in part from the General Fund; the freeze to remain in effect until the Faculty Senate determines that new hiring or salary augmentations will not adversely affect the hiring of full-time tenure track faculty members and the instructional budget for Academic Affairs; and, be it further
Resolved That: Second, the University Advancement Office shall by the beginning of the 2009-2010 fiscal year fund its entire budget from monies it has been able to generate from non-CSU sources.
|FS 07-24/Flr.||Resolution Requiring the President to Report on Budgets and MPP’s|
WHEREAS Strengthening academic programs, to assure quality education for all students, is the mission of CSUS – and the imperative, and
WHEREAS In the name of CSUS, millions of dollars are generated in separate enterprises, and
WHEREAS There has not been a public reporting of these revenues and the profits produced, and
WHEREAS The President has discretionary power to use these funds, without reporting to the University community, how they were expended, and
WHEREAS The numbers of MPPs have increased dramatically, at the same time that academic budgets have been cut; therefore, be it RESOLVED That - for each of the following funds:
- University Advancement
- University Development
- University Enterprises
- University Trust Funds
- Regional and Continuing Education
The President of CSUS shall report to the Faculty Senate:
The assets in these funds, at the beginning of the academic year, 2003/04 The budgets of these enterprises from 2003/04 through 2006/07 The revenues and income The net profits, and how they were expended by April 19, 2007, and be it further
RESOLVED That - for MPPs, the President of CSUS shall report to the Faculty Senate, for each academic year from 2003/04 through 2006/07:
- Budgets to which the positions were charged By April 19, 2007
|FS 07-13/Ex.||AMEND SECTION 6.06.D OF THE UARTP POLICY - FACULTY REFERENDUM|
Background: The 2005-06 Faculty Senate approved, on February 2, 2006, FS 05-69. The Senate's action was overturned by a faculty vote later in the Spring 2006 semester. The 2006-07 Faculty Senate, on September 28, 2006, affirmed the results of the referendum and initiative a series of discussions on the role of the Affirmative Action/Equal Opportunity Representatives on search committees. Based on those discussions, the Senate's Executive Committee submit the following:
The Faculty Senate recommends submitting the following to a faculty referendum:
D. Affirmative Action/Equal Opportunity Representatives
1. ELECTION, STATUS, SERVICE: SEARCH COMMITTEE CHAIR, DEPARTMENT (OR EQUIVALENT UNIT) CHAIR AND AFFIRMATIVE ACTION/ EQUAL OPPORTUNITY REPRESENTATIVE
A. In order to assure itself that it is providing equality of treatment and equal employment opportunity to all applicants, each department (or equivalent unit) shall elect from among its tenured faculty and its probationary faculty if permitted by the department (or equivalent unit) to participate in a search, an affirmative action/equal opportunity representative to serve as a voting member of its search committees. A department (or equivalent unit) may elect the same member to several search committees or a different member to each of several search committees.
B. Each affirmative action/equal opportunity representative shall normally be elected in the early spring or as circumstances require and shall serve a term of no less than one year.
C. In addition to his or her duties as a voting member of a search committee, the affirmative action/equal opportunity representative, based on training and advice from Human Resources and the University Counsel, shall advise the department (or equivalent unit) about recruiting practices that conform to applicable laws and regulations governing affirmative action, nondiscrimination, and equal employment opportunity.
D. An affirmative action/equal opportunity representative may serve as chair of a search committee provided the search committee elects him or her to serve in that capacity.
E. A department (or equivalent unit) chair shall be ineligible by reason of office to serve as an affirmative action/equal opportunity representative.
F. Nothing in this section shall be construed to absolve a department (or equivalent unit) chair whether serving on a search committee or not of his or her responsibilities in relation to issues of affirmative action, nondiscrimination, and equal employment opportunity.
2. AA/EOR ROLES AND RESPONSIBILITIES
A. The AA/EOR serves in an advisory and educational capacity to the search committee, not as a compliance officer. The role of the AA/EOR is to help develop an effective and comprehensive recruitment process to assist with the development of an inclusive applicant pool and to ensure the implementation of campus affirmative action and equal employment opportunity policies. The duties and responsibilities carried out by the AA/EOR shall be based on the training and advice from Human Resources and the University Counsel.
B. Is well informed and knowledgeable on the issues of affirmative action and equal opportunity from both a state and federal perspective.
C. Based on training and advice from Human Resources and the University Counsel, reviews existing departmental (or unit) and university policies and is advisory to the search committee on issues of affirmative action and equal employment opportunity.
D. At the time a search is authorized, the Department (or equivalent unit) Chair and the Chair of the Search Committee, in consultation with the AA/EOR, (if selected at that time):
i. Critically analyzes the vacancy announcement for inclusivity, vision, and commitment to diversity, e.g., statement that applicant demonstrates a sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability and ethnic backgrounds of students.
ii. Develops a comprehensive and broad-based recruitment plan (vacancy announcement, advertising plan and language, and hiring procedures).
iii. Calls for departmental (or unit) hiring trend data, Affirmative Action plan, and national availability data to inform the development of the recruitment plan and for consideration of additional actions the department (or equivalent unit) may take to solicit a broad and diverse applicant pool. The data collection and analysis will not discriminate or grant preference to an individual or a group.
iv. The availability data will be used to help assess the effectiveness of the recruitment plan and to provide feedback for continuous improvement of the process.
E. Prior to the commencement of a search (prior to sending recruitment plan to the Dean), the AA/EOR in consultation with the Search Committee Chair and the Department (or equivalent unit) chair reviews the recruitment plan for potential discrimination and ensures equal employment opportunities. If a bias in the process is identified, the AA/EOR shares information with the search committee, the Department (or equivalent unit) Chair, the Dean and Human Resources.
F. If the AA/EOR, at any time, has reason to believe that inappropriate actions have been taken which may have the effect of discriminating against an applicant, the AA/EOR shall contact the committee chair and then the Human Resources office, as soon as possible.
G. After committee deliberations have been completed and prior to recommendations being forwarded to the Dean, the AA/EOR shall affirm (by signature on the Applicant Process Summary) that no inappropriate actions have been taken which may have the effect of discriminating against an applicant. If the AA/EOR fails to sign the Applicant Process Summary, a written statement by the AA/EOR may be included.
H. Following the conclusion of a search, the AA/EOR requests data from the Applicant Flow Information Questionnaire from Human Resources. The AA/EOR compares this data to the availability data to determine if the search process was successful at developing a pool of candidates representative of the available candidates. Using this information, the AA/EOR makes recommendations to the Department (or equivalent unit) Chair regarding future searches.
A. The appropriate administrator is responsible for developing training for faculty who participate in searches. The training is designed to prepare faculty for their roles in connection with the search. Training will be provided on at least an annual basis.
B. Training is required at least every three (3) years for all Affirmative Action/Equal Opportunity (AA/EO) representatives and department chairs to prepare them for their hiring responsibilities. No faculty member who is a department chair or an AA/EO representative who has not completed the prescribed training shall participate in a search. Training is not restricted to these individuals and shall be open to any faculty who wish to learn more about recruitment and screening in hiring new faculty.
C. It is the obligation of all members of the search committee to be familiar with department and University policies and procedures on hiring. Time shall be set aside for the department chair and/or AA/EO representative to provide information to department search committees on important recruitment or screening issues or changes in employment law.
D. If any member of a search committee, at any time, has reason to believe that inappropriate actions have been taken which may have the effect of discriminating against an applicant, that member shall contact the committee chair and then the Office of Human Resources.
A memorandum from William A. Dillon, Professor of Government, is included for your information as Faculty Senate Agenda Attachment A (March 15, 2007).
- April 19, 2007 - Senate meets
- April 26, 2007 - 2nd organizational meeting of the 2007-08 Senate, 3:00-3:30; 2006-07 Senate meets, 3:30-5:00
- May 1, 2007 - Outstanding Teaching, University and Community Service, and Lifetime Achievement Award for Community Service reception
- May 3, 2007 - tentative
- May 10, 2007 - tentative