There were no budget updates from this past week.
APPLICATION AND ADMISSIONS UPDATE
Here are the semester credit hour generation, applications and net admissions data for the Fall 2018 semester as of May 21, 2018, point in time from a year ago.
Undergraduate admissions – SOE is down 2 in net admissions (up 3 in applications)
Transfer admissions – SOE is down 25 in net admissions (down 24 in applications)
Graduate admissions – SOE is down 22 in admissions (up 18 in applications)
Total admissions (UG, T, and G) – down 49 in admissions (down 3 in applications)
2018 Summer semester credit hours signed up for is up 10.7% point in time from 2017.
This week I had regular monthly meetings with Hope Longwell-Grice and Kathy Quirk along with my weekly meeting with the Deans.
Bradley Tech High School Graduation
On Monday afternoon, I participated in the Bradley Tech graduation ceremony at Panther Arena. Approximately 180 students crossed the stage. Mayor Tom Barrett was the commencement speaker.
Deans and Chairs Meeting
On Tuesday morning, the Deans and Chairs met for our bi-weekly meeting. I gave an update on the pay plan, compression, and retention processes. The pay plan will be finalized when the UW Regents approve it at their June 7-8th meeting at UWM. Soon afterwards, every eligible employee will receive a letter from each school’s human resources indicating their current salary and what their salary will be as of July 1st after the pay plan is implemented. After the pay plan is completed, I will work with Erica Yewlett and Jessica Russell on the compression and retention exercises. The compression and retention exercises are only for tenured and tenure-track faculty. We are using a model similar to the College of Letters and Science that creates minimum salary levels at each academic rank. Using this model, approximately 50% of the faculty will see some increase.
Once the compression exercise is completed, I will determine which faculty will receive a retention raise. Each department chair has until the end of May to submit their recommendations for retention consideration. Concurrently and independently of the department chair’s recommendations, Hope Longwell-Grice will provide me her recommendations. I will review both recommendations and conduct my own independent analysis prior to making a decision. I anticipate 4-6 people will receive retention considerations.
After the pay plan, compression, and retention update, I reminded the chairs to have their strategic enrollment action plan to me by Friday, August 24th.
Mike Steele and Liz Drame provided an update on the new Department of Teaching and Learning.
After that, Jeremy Page and Hope Longwell-Grice gave a briefing on the retention summit. They shared major themes that emerged and next steps.
EAB Consultant Meeting
After the Deans and Chairs meeting, the Deans went to KIRC to attend an EAB Consultant’s meeting. It was an informative meeting as one of the EAB consultant, David Attis provided us with useful information on opportunities and things that other institutions have done to gain enrollment.
We learned that for online programming, 54% of online students reside within 50 miles of an institution (18% reside within 51-100 miles and 20% reside over 100 miles away from an institution). The consultant also shared some interesting innovations that other institutions are having success to increase their enrollment. I asked the Provost if he could arrange a similar session for department chairs and faculty members, because I think it would be informative for the faculty to learn about new ideas to garner student enrollment.
Pay Plan Forum
On Wednesday morning, I attended a pay plan forum. This was the 2nd of three forums on the pay plan. It was very informative and provided supervisors with clarity on a number of issues. For example, all pay plans must be merit based as per UW policy, UPS Policy TC 4 (they cannot be across the board cost of living increases). In addition for academic/university staff and limited appointees, solid performers receive a 3.03% increase on their base salary; 2.73% for faculty. Some employees will be deemed solid performers with no additional merit dollars. While some employees deemed solid performers will also receive an additional merit adjustment for their meritorious service (depending on their supervisors recommendation all the way up to the Chancellor). Every eligible employee will receive a letter sometime in June outlining their pay plan outcome.
DATES TO REMEMBER
- June 23rd – Urban Autism Summit 2018, Saturday, 8:00 am to 12:30 pm, Penfield Montessori Academy
- September 13th – All School meeting, 1:00 pm at 4th floor Library Conference room