Topics Map > Academic Staff Executive Committee (ASEC) > 2022-2023 > 01. July
Academic Staff Executive Committee Minutes 07-14-22
Approved 07-28-22
ASEC
Minutes
2:00 –
4:30 p.m. Thursday, July 14, 2022
260
Bascom Hall
https://uwmadison.zoom.us/j/93936751067
Members Present: Donna Cole; Tim Dalby; Stephanie Elkins;
Alissa Ewer; Julie Johnson; Albert Muniz; Mallory Musolf,
chair; Lindsey Stoddard Cameron
Guests: Elizabeth Covington, Lesley Fisher,
Diana Hess, Randy Jackson, Jessica Karls-Ruplinger, Karen Massetti-Moran,
Patrick Sheehan
The meeting was called to order at 2:01
p.m.
The minutes of June 23 were
approved with one correction.
General Reports
Mallory Musolf,
ASEC Chair, reported on the recent meeting of the UW System Reps with UW System
Chief HR Officer Dan Chanen, continuing the reps’
conversations around TTC implementation and next steps. The aim is for UW
System to have its plan for career progression by early fall, with the intent
of campuses having autonomy for implementation of their own plans. Mallory
attended her first meeting with other UW-Madison shared governance chairs.
Among other issues, they discussed the feedback that ASEC received regarding
staffing issues within the IRB.
Jake Smith, Secretary of the
Academic Staff, reported that the Family Leave Work Group Report has been
submitted to the Provost Office with a number of
recommendations. A call has been issued for candidates to serve on the search
and screen committee for the Chief Human Resources Officer position. Jake met
with Megan Schmid, Managing Director of CTLM, to discuss the potential for an
orientation for instructional academic staff. The three governance secretaries
met with the HR Reps to discuss shared governance and partnership.
Liaison Reports
Tim Dalby reported on the first
meeting of the Personnel Policies and Procedures Committee of the new fiscal
year. The committee will continue its rolling review of Academic Staff Policies
and Procedures and also wants to work on policies
related to remote work and hostile and intimidating behavior. The committee
raised questions related to impacts of some titles moving from university to
academic staff, and vice versa.
Guest: Diana Hess, Interim Provost
Interim Provost Hess provided an
update on COVID testing availability. Argyle Wade has been charged with working
with the School of Medicine and Public Health and University Health Services to
stand up any work groups that might be needed. Interim Provost Hess has also
discussed resources for instructors with Vice Provost Zumbrunnen, with the idea
that resources will look similar to previous semesters
during the pandemic. Antigen tests will still be provided to faculty, staff,
and students, and campus is working on plans related to PCR testing for the
fall, as well as isolation/quarantine spaces.
On enrollment, we have an idea of
our number of accepted freshmen, the number attending SOAR, and housing deposit
numbers. This year’s incoming class will be another large class, and a more
diverse class than we’ve had in previous years. University Housing is working
on making the necessary space available. Schools and colleges are also adding
resources as needed in order to open more sections or
add advisors. We have to make sure that retention and
time-to-degree aren’t negatively impacted.
Interim Provost Hess reported that
she is learning a great deal in her current role. She has been considering the
possibility of improvements in the process for addressing hostile and
intimidating behavior, the campus budget model, and work that is being done
between a group of ASEC members and deans looking at increasing diversity
within staff. Those discussions on increasing staff diversity have included
challenges in recruitment and retention, which have been exacerbated by a challenging
labor market. The compensation plan should help, and the work that is being
done on staff salaries needs to continue. We also need to be looking more at
educational outcomes in gateway courses and the support systems for them.
Guests: Patrick Sheehan, Chief
Human Resources Officer; and Karen Massetti-Moran, Director of Total Rewards,
Office of Human Resources
OHR has rolled out the compensation
exercise for the fall, which includes an increase in funding for staff. The
Total Rewards team is focused on compensation and stabilizing TTC
implementation at present. There need to be close collaborations with the
divisions in reviews of equity, parity, and compression, and Chancellor Mnookin
will need to be engaged in these conversations as well. There are also a number of requests from divisions looking at compression
and parity as retention issues related to the compensation exercise. There are
discussions on what should be directed centrally in conjunction with
flexibility at the school/college/division level. OHR is also trying to look at
grant funded positions so that these increases can be built into grants. On the
topic of analyses on impacts from compensation programs by race/ethnicity and
other areas, we need to continue to look at these data. TTC data will also help
in analyzing how well the funds are distributed.
Regarding TTC appeals, there is a
goal of handling seven per week, and there are no further extensions to the
process anticipated. OHR is working with Shared Services to ensure that any
title changes through this process are retroactive to November 7, 2021, and the
OHR team is looking at potential impacts of the transition to Workday on this
process as well.
OHR is moving forward with phrase 2
of TTC, which includes looking at the benefits framework. They have been
looking at the survey results from several years ago. Paid parental leave is a
high priority. Madison is partnering with UW System to estimate the cost
impacts and discussing these priorities with System President Rothman. There
are a number of other proposals to estimate costs for,
including eliminating the benefits waiting period for university staff. OHR
will also be looking at the benefits recommendations that were a part of the HR
Design process.
Also a part of the HR Design process
was the current career counselor position housed within DCS. OHR has made a
request for an additional counselor to help make connections for staff between
TTC and the career framework, as well as searching for new positions and for
professional development opportunities. The VCFA has approved this addition,
and OHR and DCS are discussing where the position will be housed.
Business
· ASEC
Orientation
A
brief orientation on ASEC duties and processes was held. The orientation will
continue at a subsequent meeting.
· ASEC
Liaison Assignments 2022-23
ASEC
reviewed the existing and available liaison assignments for CASIs and the
standing committees. ASEC will return to finalize these assignments at the July
28 meeting.
· DEI
Priorities Discussion
ASEC
discussed a number of priorities related to
interactions with a small working group of deans on increasing staff diversity.
ASEC will review the priorities by July 20 in preparation for Mallory, Donna,
Tim, and Jake’s meeting with the deans’ working group on July 22.
· Topics
for Guests
Interim
Provost: pick up DEI conversation from 7/22; further thoughts on HIB policy
improvements; other support mechanisms for, as well as data and research on,
issues related to gateway courses
VCFA: perspective on the current
budget model; how the shared governance budget committee is involved in
decisions about the budget
Meeting adjourned at 4:37 p.m.
Minutes submitted by Jake Smith,
Secretary of the Academic Staff