SO, WE DON'T NEED TO DO THAT AGAIN.
[00:00:03]
FOR THOSE JOINING IN THE PUBLIC SESSION, THE BOARD MET FOR THREE HOURS THIS MORNING IN EXECUTIVE SESSION.AND WITH THAT, THE FIRST ORDER OF BUSINESS IS, JUST AS EVERYONE REMEMBERS, IS WE ARE LIVE STREAMING AND RECORDING OUR MEETING TODAY AND THE FIRST ITEM ON OUR AGENDA FOR THIS AFTERNOON SESSION, WHICH WE EXPECT TO GO ABOUT AN HOUR.
AND I KNOW AT LEAST ONE REGION HAS A HARD STOP AT TWO.
SO, WE HOPE TO GET EVERYTHING THROUGH-- DONE WITH OUR TIME TOGETHER BY TWO, IS AN UPDATE ON THE STRATEGIC PLAN.
[1. Information Item: Strategic Plan Update: Mid-year Annual Progress Towards Goal - President Saliman]
SO PRESIDENT SALIMAN.SO THIS IS OUR FIRST OF WHAT WILL BE A SERIES OF REGULAR UPDATES ON THE STRATEGIC PLAN.
WE'LL DO THIS EVERY WINTER AND EVERY SUMMER TO GIVE YOU A VIEW INTO HOW WE'RE MAKING PROGRESS ON ALL OF THE METRICS THAT HAVE GOALS ATTACHED TO THEM.
AND THIS WILL BE OUR FIRST TIME PRESENTING THIS TO YOU.
SO AFTER WE DO THIS, I WELCOME FEEDBACK IF YOU HAVE SUGGESTIONS ABOUT HOW TO PRESENT IT DIFFERENTLY OR MAKE IT MORE USER FRIENDLY, AND THIS WILL ALSO BE POSTED ON OUR WEBSITE.
SO WITH THAT, LET'S KICK IT OFF AND GET STARTED.
I'M GOING TO DO LIKE A QUICK INTRO AND THEN CHAD'S GOING TO TAKE IT AWAY AND SPECIAL THANKS, OF COURSE, TO SHARON MATUSIK AND ANGELIQUE FOR THEIR INCREDIBLE WORK ON THIS. AND THANKS AS WELL TO PRESIDENT KENNEDY FOR ALL OF THE WORK HE DID ON THIS DURING HIS TIME AT CU, YOU AS WELL.
SO, I'M GOING TO KICK US OFF AND I'LL KICK IT OVER TO CHAD.
NEXT SLIDE. SO, OF COURSE, THE STRATEGIC PLAN.
THIS IS MY STRATEGIC PLAN, AND EACH CAMPUS HAS THEIR OWN STRATEGIC PLAN TOO, WHICH-- AND THOSE PLANS HAVE MORE DETAIL, AND-- BUT THEY ALL FEED UP TO AND SUPPORT THE SYSTEM WIDE PLAN, WHICH ALSO SUPPORTS, OF COURSE, FULFILLING CU'S MISSION.
THE STRATEGIC PLAN, JUST AS A REMINDER, HAS FOUR PILLARS ASSOCIATED WITH IT TODAY WE'RE GOING TO BE TALKING ABOUT GOALS AND PROGRESS TOWARD GOALS IN EACH OF THESE PILLARS.
SO, THIS SHOWS WHEN WE'RE GOING TO BE REPORTING WHAT.
SO, TODAY WE ARE LIVING IN THAT BOX ON THE LEFT HAND SIDE, THOSE ARE THE AREAS WHERE WE'RE PROVIDING MID-YEAR UPDATES.
SOME OF THOSE THINGS ACTUALLY HAVE FINAL NUMBERS.
SOME OF THEM DON'T. AND WE NOTE THAT ON THE SLIDES.
IN FEBRUARY WE'LL BE REVIEWING THE QUESTIONS FROM THE CWC SURVEY THAT ARE ALSO INCLUDED IN THE STRATEGIC PLAN AND THE RESULTS ON THOSE.
AND WE'LL REVIEW THOSE BY CAMPUS AND PEOPLE FROM EACH CAMPUS WILL JOIN US AT THAT MEETING TO DISCUSS THEIR CAMPUS RESULTS.
AND FINALLY, THE SUMMER WILL DO THE FINAL REVIEW OF THIS YEAR'S RESULTS FOR THE STRATEGIC PLAN, AND THAT WILL INCLUDE FINAL DATA ON ALL OF THE METRICS WITH GOALS ATTACHED TO THEM.
AND THERE YOU SEE THAT, [INAUDIBLE], HAVE BOTH A COMBINATION OF FINAL GOALS THAT WE'LL BE TALKING ABOUT TODAY AND YEAR TO DATE PROGRESS FOR THE ONES FOR WHICH WE DON'T HAVE FINAL RESULTS YET. ONE THING TO KEEP IN MIND YOU'LL NOTICE THAT WITH SOME OF THESE METRICS, WE HAVE NOT ACHIEVED OUR GOAL FOR THE YEAR.
AND WE THINK THAT MANY OF THOSE ARE DUE TO THE PANDEMIC AND THE FACT THAT REVENUES WERE SIGNIFICANTLY IMPACTED AND OPERATIONS WERE SIGNIFICANTLY IMPACTED AS WELL.
AND WE'LL NOTE THOSE ALONG THE WAY.
AND WITH THAT, I THINK WE'LL JUMP RIGHT INTO IT AND CHAT, I'LL KICK IT OVER TO YOU.
GOOD AFTERNOON, EVERYONE, SO WE'RE GOING TO WALK THROUGH EVERYTHING THAT WE HAVE DATA ON THAT IS EITHER FINAL DATA FOR THE YEAR OR MID-YEAR INFORMATION AND UPDATES.
THE VERY TOP LINE OF THE SLIDE, YOU'LL SEE THAT FINAL AND PARENTHETICAL, THAT INDICATES THAT THIS IS THE DATA FOR THAT YEAR AND YOU'LL SEE ON THIS CHART THIS IS A SIMILAR FORMAT FOR ALL THE CAMPUSES.
THERE'S AN ARROW ON THE FOUR YEAR GRADUATION RATES AND THE SIX YEAR GRADUATION RATES, AND IT SAYS YES, THAT THEY HAVE MET THEIR ANNUAL PROGRESS TOWARDS THE GOAL FOR THESE TWO METRICS.
THE ANNUAL PROGRESS WAS BEING ABOVE THE THREE YEAR ROLLING AVERAGE, AND THAT'S THAT LINE THAT YOU SEE ACROSS THESE.
AND SO THE FIRST GOAL FOR BOULDER AND THE AFFORDABILITY AND STUDENT SUCCESS PILLAR WAS THIS FOUR YEAR GRADUATION RATE AND THE SIX YEAR GRADUATION RATE.
WE MOVE ALONG, WE ALSO HAD GOALS FOR UNDERREPRESENTED MINORITY STUDENTS.
AND YOU CAN SEE, AGAIN, SIMILAR FORMAT WHERE BOLDEN HAS ACHIEVED THEIR ANNUAL PROGRESS
[00:05:03]
TOWARDS GOAL FOR THEIR FOUR YEAR AND SIX YEAR GRADUATION RATE.ANY QUESTIONS ON EITHER OF THOSE? THOSE ARE TWO BIGGIES.
ON THE FOUR YEAR GRADUATION RATE, DID THAT, YOU KNOW, I DON'T REMEMBER WHAT YEAR BOULDER STARTED WITH THE FOUR YEAR TUITION GUARANTEE, BUT I BELIEVE IT WAS BEFORE 2017, I BELIEVE. I'M WONDERING IF THAT IMPROVED THE GRADUATION RATES BY GOING WITH A FOUR YEAR GUARANTEE? WELL-- THAT'S WHAT WE'RE HEARING FROM BOTH OUR PARENTS AND STUDENTS IS THAT THE FOUR YEAR-- IS THAT THE GUARANTEED TUITION REALLY, YOU KNOW, GIVES PARENTS, YOU KNOW, THEY'LL KNOW IN YEAR ONE HOW MUCH TUITION IS GOING TO COST AND FEES FOR FOUR YEARS AND HOW IT WILL GO UP IN THE FIFTH YEAR. SO, I DO BELIEVE THAT, THAT IS THE MAJOR REASON FOR THE INCREASE.
WHAT YEAR DID THAT START, PHIL? YEAH. I MEAN, IT'S BEEN-- I WAS GOING TO SAY IT'S OVER 10 YEARS FOR OUT OF STATE.
SO, I DEFINITELY THINK THAT IT'S, YOU KNOW, IT'S PROBABLY SIX YEARS OR SIX YEARS OR SO FOR IN-STATE STUDENTS STATE.
AND YOU CAN SEE THIS IS BOULDER'S FIRST TIME FRESHMAN RETENTION, AS WELL AS THEIR, URM, ATTENTION. AND YOU CAN SEE THEY'VE MET THE GOAL FOR FIRST TIME, FRESHMAN ANNUAL PROGRESS TOWARDS GOAL. [INAUDIBLE] DIDN'T QUITE GET THERE ON THE, URM, SIDE IN THE BLUE.
SHOULD ALSO NOTE THAT I DIDN'T MAKE THIS CLEAR EARLIER, BUT HOPEFULLY IT'S EVIDENT ON THE SLIDES THAT ON THE FAR RIGHT, THAT'S THE TWENTY TWENTY SIX GOAL THAT EVERYBODY PREVIOUSLY SET WHEN WE WENT THROUGH THE STRATEGIC METRIC AND GOALS PROCESS.
CHAD, WHY DOES IT LOOK LIKE IT'S GOING DOWN? LIKE THAT LOOKS DOWN.
YEAH. SO THAT'S-- IS THAT THE TOTAL NUMBER AND THERE'S JUST NOT A--.
SO, THAT'S THE THREE YEAR ROLLING AVERAGE, SO YOU CAN SEE IT TIPS DOWN BECAUSE IN THAT, IF YOU WERE LOOKING AT THE GOLD SEGMENT ON THE LEFT, YOU CAN SEE THAT IT WENT DOWN IN THE FALL TWENTY NINETEEN TO FALL TWENTY TWENTY.
AND SO WHEN YOU DO THE THREE YEAR AVERAGE FROM THE PRIOR AVERAGE, IT TICKS DOWN OK. THANK YOU.
[INAUDIBLE] AND RETENTION FOR UNDERREPRESENTED STUDENTS DURING THE PANDEMIC WAS CHALLENGING FOR THE CAMPUSES.
PHIL, DO YOU WANT TO SPEAK TO THAT? NO, I WAS JUST GOING TO ADD THAT POINT TODD, SO THANK YOU, THAT WE [INAUDIBLE], YOU KNOW, STUDENTS DROPPING OUT, OBVIOUSLY BETWEEN THAT FALL OF 2020 AND THE FALL OF 21.
WE BELIEVE THAT WE'LL SEE AN INCREASE.
WE DON'T-- WE'RE NOT THERE YET BETWEEN THE FALL OF TWENTY ONE AND THE FALL OF TWENTY TWO GIVEN PRELIMINARY DATA.
BUT WE'LL NEED TO WAIT ON THAT.
AND SHIFTING OVER THE UCCS, THIS IS THE FIRST TIME FRESHMAN FOUR YEAR GRADUATION RATE AND THE SIX YEAR GRADUATION RATES.
AND SEE THAT THE FOUR YEAR RATE WAS YES, AND THE SIX YEAR RATE WAS A LITTLE BIT LOWER [INAUDIBLE] BELOW. WHEN WE LOOK AT GRADUATION RATES FOR URM, YOU CAN SEE THAT IT WAS ACHIEVED FOR THE FOUR YEAR AND THE SIX YEAR.
WHEN WE LOOK AT FRESHMAN RETENTION RATES, THIS IS ONE OF THOSE AREAS THAT WAS A CHALLENGE FOR EVERYONE DURING THE PANDEMIC, LIKE PHIL, AS PREVIOUSLY NOTED.
SO UCCS DID NOT MEET IT FOR FIRST TIME FRESHMEN OR URM.
VENKAT, WOULD YOU LIKE TO SPEAK TO THAT? SURE. I THINK CLEARLY THIS HAS BEEN A BIG IMPACT BECAUSE OF THE COVID.
I THINK ALSO OFFERING ONLINE CLASSES THAT MAY NOT HAVE WORKED FOR SOME OF THE STUDENTS.
SO, WE SAW AN EXTRAORDINARY DIP.
AND WE HOPE AND WE FEEL LIKE THIS IS ONE OF THOSE EXTRAORDINARY EVENTS AND WE SHOULD BE ABLE TO RECOVER FROM THAT AS YOU MOVE FORWARD.
LET ME SHIFT OVER TO DENVER IN THE SAME CADENCE OF SLIDES HERE WITH THE FOUR YEAR RATE AND SIX YEAR RATE. ACHIEVING ON BOTH OF THOSE.
AND THEN HERE'S GRADUATION RATES FOR URM STUDENTS.
[00:10:01]
AGAIN, YOU CAN SEE THAT, THAT PROGRESS TOWARDS GOAL WAS ACHIEVED IN BOTH.LOOKING AT FRESHMEN RETENTION FOR FIRST TIME FRESHMEN AND, URM, AGAIN WAS MET FOR BOTH.
HEY, CHAD, REMIND ME WHY, WHEN YOU TALK ABOUT GRADUATION RATE BOULDER'S IS IT FIFTY FOUR, FIFTY SIX PERCENT MOVING FORWARD, UCCS IS FORTY SIX MOVING FORWARD.
DENVER'S IS A LITTLE BIT LOWER THAN THAT.
WHY THE DISCREPANCY IN THE THREE SCHOOLS, IN THE THREE CAMPUSES? SURE. AND I WELCOME ANY OF THE CHANCELLORS TO AMEND ANYTHING IN MY RESPONSE.
I THINK IT'S LARGELY BECAUSE HISTORICALLY THE STUDENTS THAT GO TO BOULDER ARE MAYBE A LITTLE BIT MORE ACADEMICALLY PREPARED, AND THAT LENDS ITSELF TO BETTER GRADUATION RATES AND RETENTION. BUT YOU SEE THAT WITH-- YOU SEE THAT ACROSS THE STATE, WHERE TYPICALLY RESEARCH INSTITUTIONS LEND THEMSELVES TO BETTER GRADUATION AND RETENTION RATES TO OPEN ACCESS INSTITUTIONS.
SO, IT'S KIND OF THAT SLIDING SCALE ACROSS THE SYSTEM.
AND WHAT WE REALLY TRIED TO DO, GLEN, IS COMPARE EACH OF THE CAMPUSES NOT TO THE OTHER CAMPUSES IN THE CU SYSTEM, BUT TO THEIR PEERS.
AND WE HAVE SOME-- WE CAN ACTUALLY SEND YOU SOME GOOD-- WE HAVE THAT INFORMATION ON OUR WEBSITE, WHICH IS SOMETIMES CHALLENGING TO FIND.
SO WE COULD TRACK THAT DOWN AND SEND IT TO THE FULL BOARD.
THE ONE THING THAT'S CLEAR WITH GRADUATION RATES AND RETENTION RATES IS THAT WE-- ALL OF OUR CAMPUSES NEED TO BE DOING BETTER.
AND THAT'S WHY THE CHANCELLORS HAVE MADE IT SUCH A MAJOR FOCUS OF THEIR WORK.
YEAH, I DON'T THINK WE NEED TO GET INTO IT SO MUCH RIGHT NOW, AND I THINK THAT COMPARING THEM AGAINST THEMSELVES IS THE BEST WAY TO GO ABOUT DOING THAT, USING YOUR DATA FROM THE YEAR BEFORE TO BUILD ON THE NEW PROGRESS WITH THAT.
SO, I DON'T REALLY KNOW THAT-- BUT WITH REGARD TO THE UNIVERSITY OF COLORADO, WE HAVE, AGAIN AND WE DON'T NEED TO GET INTO IT, BUT WE HAVE A-- WHEN WE ACCEPT STUDENTS, WE ACCEPT THEM BASED ON SOME SORT OF A DEAL THAT'S AROUND ONE HUNDRED.
DOES IT CHANGE THAT MUCH IN TERMS OF WHETHER A STUDENT IS THAT WELL PREPARED AT BOULDER AND NOT AT UCCS? I THINK YOU'RE TALKING ABOUT INDEX SCORES.
IF WE'RE STICKING TO OUR GOAL OF WHAT IT TAKES TO BE ADMITTED TO A CU CAMPUS, SHOULDN'T WE BE GETTING PRETTY MUCH THE SAME TYPE OF STUDENT? SO, THE ADMISSION REQUIREMENTS AT EACH CAMPUS ARE ABSOLUTELY DIFFERENT, AND I DON'T KNOW IF ONE OF THE CHANCELLORS WOULD LIKE TO TALK ABOUT THAT FROM THEIR CAMPUSES PERSPECTIVE.
I COULD JUST SAY A COUPLE OF WORDS TO IT.
I THINK THE TYPE OF STUDENTS ARE, I THINK WE ALWAYS TALKED ABOUT THIS REGENT GALLEGOS, EACH CAMPUS IS UNIQUE AND WE ARE SERVING A DIFFERENT KIND OF STUDENT POPULATION.
IF YOU LOOK AT THE NATURE OF THE STUDENTS THAT COME TO US, FOR EXAMPLE, WE ARE VERY UNIQUE AMONG THE FOUR CAMPUSES, WITH 20 PERCENT OF THE STUDENTS COMING FROM MILITARY, ACTIVE MILITARY OR VETERANS OR THEIR FAMILIES.
WE HAVE A SIGNIFICANT PERCENTAGE OF FIRST GENERATION STUDENTS COMING IN, AND MANY OF OUR STUDENTS WORK AND GO TO SCHOOL.
ALMOST 70 PERCENT OF THEM WORK AND GO TO SCHOOL, AND THAT'S THE REASON FOR THE FOCUS MORE ON THE SIX YEAR THAN THE FOUR-YEAR GRADUATION.
SO IN MY MIND, I THINK THE TYPE OF STUDENTS COMING IN IS MAKING A BIG DIFFERENCE IN THAT, YOU KNOW? ARE THESE NUMBERS REFLECTIVE OF BOTH PART TIME AND FULL TIME STUDENTS, OR IS IT JUST FULL TIME? ALL STUDENTS. ALL STUDENTS.
SO, I WOULD IMAGINE ON SOME OF OUR CAMPUSES WE HAVE A GREATER PERCENTAGE OF PART TIME STUDENTS THAN OTHER CAMPUSES.
IS THAT? YES, THAT IS CORRECT.
INDEED. RIGHT? YEP. SO YOU CAN SEE-- SO, WHAT'S ON THE SCREEN NOW IS-- AND IF YOU LOOK AT THE VERY BOTTOM KEN, IN THE IN THE FINE PRINT, YOU CAN SEE THAT EXACTLY WHAT THE DEFINITIONS ARE AND WHO'S INCLUDED IN EACH GROUP.
ONE OF THE THINGS THAT ISN'T TOTALLY APPARENT ON THIS, YOU CAN SEE IT, BUT WE HAVE A GAP BETWEEN GRADUATION RATES FOR OUR TOTAL STUDENT POPULATION VERSUS UNDERREPRESENTED STUDENTS. AND THAT'S ONE OF THE BIG CHALLENGES WE'RE ADDRESSING, TOO, WE'RE TRYING TO IMPROVE GRADUATION AND RETENTION FOR ALL STUDENTS WHILE AT THE SAME TIME IMPROVE IT MORE FOR UNDERREPRESENTED STUDENTS SO THAT WE CAN CLOSE THAT GAP.
[00:15:02]
AND LESLEY-- WAS AT YOUR QUESTION? NO? NEVER MIND, NO.ALL RIGHT. ANY OTHER QUESTIONS OR COMMENTS ON ANY OF THAT? [INAUDIBLE] I WOULD LIKE TO SEE WHAT OUR ENTRANCE GUIDELINES ARE ON EACH ONE OF THE AND MAYBE I'M THE ONLY ONE THAT'S INTERESTED IN THAT.
I'M CURIOUS TO SEE HOW MUCH THEY CHANGE AND WHAT TYPE OF STUDENT WE'RE ENROLLING BECAUSE OF THOSE REQUIREMENTS ON EACH ONE OF THE CAMPUSES.
YOU BET. WE'RE HAPPY TO PROVIDE THAT RANGE AND MAYBE WHAT WE COULD PROVIDE ALSO IS THE AVERAGE FOR EACH CAMPUS SO THAT YOU CAN SEE THE TYPICAL STUDENT.
ANY OTHER QUESTION? ONE THING THAT I THINK WOULD BE CURIOUS.
GIVEN, YOU KNOW, TO CHAD'S POINT EARLIER THAT YOU SEE SOMEWHAT OF A CORRELATION BETWEEN AFFLUENCE AND RETENTION AND ACADEMIC PERFORMANCE ON TRADITIONAL METRICS SUCH AS TEST SCORES AND RETENTION, WHAT WE SHOULD BE SORTING OUT IS HOW WELL ARE WE DOING WITH STUDENTS WHO ENROLL AT, SAY, CU DENVER OR A UCCS OR CU BOULDER, THAT ALL HAVE THE SAME OR VERY SIMILAR ACADEMIC PROFILES AND WE COULD EVEN LAYER INCOME OR SOMETHING LIKE THAT.
AND THEN THAT'S REALLY HOW WE SHOULD BE MEASURING SOME OF THESE THINGS IS LIKE HOW-- IF THIS PROTOTYPICAL STUDENT HAD ENDED UP AT ANY ONE OF OUR CAMPUSES, ARE WE SEEING SOME DIFFERENTIATION IN HOW THEY'RE RETAINED? AND MAYBE THAT'S A CONVERSATION WE CAN HAVE INTERNALLY WITH THE CAMPUSES ABOUT THAT.
SO. AND I CAN TALK TO CHAD AND OUR IR FOLKS ABOUT THAT KIND OF DATA.
WE'VE NEVER LOOKED AT IT THAT WAY, JACK, AND I'M NOT EXACTLY SURE WHAT WOULD BE INVOLVED WITH DOING THAT, BUT I'LL LOOK INTO IT AND WE'LL LET YOU KNOW.
[INAUDIBLE]. TAKE IT AWAY CHAD.
SO MOVING ON, THIS IS THE FIRST ONE IN THAT TOP SECTION, THIS IS THE YEAR TO DATE.
SO, THIS IS SPONSORED RESEARCH AND ITS AWARDS OR AWARDS PLUS GIFTS.
YOU CAN SEE THAT THE PROGRESS OVER TIME AND THEN THE YEAR TO DATE IS IN THAT MEET UP IN THE FISCAL YEAR TWENTY TWO COLUMN, THE SECOND TO THE LAST COLUMN [INAUDIBLE] CAMPUSES.
AND WE'LL BE ABLE TO REPORT THE FINAL DATA IN JULY AT THE RETREAT.
THIS IS PATIENCE SERVED AT ANSCHUTZ CLINICAL FACILITY-- BY CLINICAL FACULTY OR OTHER.
YOU CAN SEE THE GOAL ON THE RIGHT.
AND INTERESTING ON THIS ONE, THIS IS THE NOVEMBER YEAR TO DATE, SO YOU CAN SEE THAT IT'S NOT EVEN BEEN HALF OF THE YEAR AND THEY'RE ALREADY OVER 400000.
SO, THESE SLIDES ARE SET UP A LITTLE BIT DIFFERENTLY IN THIS.
THESE ARE PILLAR THREE, DIVERSITY, INCLUSION, EQUITY AND ACCESS.
AND THIS IS THE PERCENT OF NEW FACULTY.
THERE'S TWO DATA POINTS ON THESE LINES.
ONE IS THE NUMBER OF INDIVIDUALS AND THE OTHER IS THE PERCENT OF THE TOTAL.
THE GOALS FOR THESE METRICS ARE THE PERCENT OF THE TOTAL AND THE MEASURE BY WHICH THEY'VE MET THEIR ANNUAL GOAL OR NOT IS, IS THERE AN ANNUAL IMPROVEMENT OVER THE PRIOR YEAR? SO, AT THE BOTTOM OF THE SLIDE, YOU SEE THIS NO AND YES.
SO THE FALL OF TWENTY TWENTY ONE IS THE UPDATED INFORMATION AND YOU CAN SEE FOR BOULDER FOR THE VETERAN, THEY DID NOT NEED IT, BUT FOR URM FACULTY, THEY DID MEET IT.
LOOKING AT UCCS, YOU CAN SEE FOR FALL OF TWENTY TWENTY ONE, IT WAS MET FOR BOTH VETERANS AND URM. AND BECAUSE THE NUMBERS ARE SMALL, WE EXPECT VOLATILITY FROM YEAR TO YEAR WITH, ESPECIALLY WITH THE VETERAN NUMBERS AND SO.
HONESTLY, I'M NOT SURE THAT WAS THE BEST WAY TO MEASURE THAT, BUT WE'LL BE REPORTING ON IT. WELL, MAYBE THERE'S A WAY TO SMOOTH THAT OVER TIME BY BY ALSO SHARING [INAUDIBLE] PERCENT OF TOTAL FACULTY.
BECAUSE [INAUDIBLE], WE ALSO WANT TO RETAIN THESE FACULTY, TOO.
SO, YOU KNOW, COULD WE GET THEM IN THE DOOR? BUT THEN DID WE ALSO KEEP THEM? YEAH, IT'S A GOOD POINT.
SO, WE-- A GOOD QUESTION ON THAT PIECE AT CU DENVER ON, URM.
[00:20:04]
IT WENT FROM SIX IN TWENTY TO TWENTY ONE.WAS THE TWENTY ONE OUR GOAL OR WAS THAT WHAT WAS ACHIEVED? BECAUSE THEN THE GOLD GOES BACK TO NINE.
SO WHICH ONE WAS IT? YEAH, SO DENVER DID REALLY WELL THIS LAST YEAR, AND THEY OVERSHOT THEIR GOAL OVER TIME.
AND I THINK THAT PRESIDENT SALIMAN'S POINT ABOUT THE END'S BEING REALLY SMALL HERE, MEANING THE NUMBER OF INDIVIDUALS IS REALLY SMALL, MEANS THAT IT MIGHT DANCE AROUND.
BUT GENERALLY SPEAKING, IF THEY'RE HITTING THAT AVERAGE AT NINE OR ABOVE OVER TIME, THEY'RE ON TRACK TO EXCEED THEIR GOAL BY TWENTY TWENTY SIX.
TODD, DID YOU WANT TO SAY ANYTHING ELSE ON THAT? SO, DOES THAT ANSWER YOUR QUESTION REGENT CHAVEZ? 2021, WAS NOT THE GOAL.
IF YOU LOOK AT FALL OF 2020 AND THE CAMPUS WAS AT FIVE POINT FIVE PERCENT, THE GOAL WAS TO BE ABOVE FIVE POINT FIVE PERCENT.
OK. AND SO IN ANY GIVEN YEAR, HOPEFULLY THE CAMPUS WILL BE OVER THE PRIOR YEAR.
BUT THE ASPIRATION IS TO BE AT NINE PERCENT BY THE YEAR 2026.
BUT I THINK THAT [INAUDIBLE] SAID, WE'RE GOING TO SEE A LOT OF VOLATILITY ON THIS.
SO, YOU'RE SAYING THERE ISN'T A YEAR BY YEAR GOAL, THE END GOAL IS NINE PERCENT BY TWENTY TWENTY SIX? THE YEAR BY YEAR GOAL.
EACH YEAR'S GOAL IS TO DO BETTER THAN THE YEAR BEFORE.
RIGHT. BUT THAT'S-- I MEAN, THERE'S NO NUMBER.
SO, THE ONLY NUMBER EXISTS AT TWENTY TWENTY SIX? CORRECT. OK, GOT IT.
SO, IT WOULD BE NINE PERCENT BY TWENTY TWENTY SIX, STARTING FROM THREE FACULTY MEMBERS IN 2016? THIS IS THE PERCENT--.
THAT'S NOT A VERY DIFFICULT GOAL TO REACH.
REGENT GALLEGOS, THIS IS THE PERCENT OF NEW FACULTY.
WE PUT THE COUNTS OF THE FACULTY ON THERE TO GIVE A SENSE OF WHAT THAT PERCENTAGE MEANT IN TERMS OF THE NUMBERS OF INDIVIDUALS, SO THAT-- IT'S A FUNCTION OF HOW MANY NEW FACULTY THERE ARE IN ANY GIVEN YEAR THAT DRIVES THE NUMBER OF INDIVIDUALS.
THE PERCENTAGE IS WHAT THE GOAL WAS AROUND IN THE STRATEGIC PLAN.
SO-- I THINK WHEN YOU START WITH THREE AND YOU KNOW, IT'LL TAKE FOREVER TO BUILD IT UP TO WHERE IT IS.
I THINK WE NEED TO BE MORE REPRESENTATIVE THAN JUST NINE PERCENT WHEN YOU'RE STARTING WITH SUCH A LOW NUMBER.
THIS IS THE-- OK. THIS DOES NOT REPRESENT THE TOTAL PERCENTAGE OF FACULTY WHO ARE FROM UNDERREPRESENTED MINORITY GROUPS.
THIS REPRESENTS THE PERCENTAGE OF NEW FACULTY WHO ARE HIRED WHO ARE FROM THAT GROUP.
AND SO WHAT MIGHT BE ACTUAL PERCENTAGES OF THE TOTAL AS WELL.
SO, WE'RE TRYING TO FIGURE OUT HOW TO PRESENT THIS TO YOU.
SO, WE'LL PROVIDE THAT AS WELL.
WELL, IT IS A GOAL AND WE WANT IT TO BE AN ASPIRATIONAL GOAL.
IF THERE WASN'T A NEED TO DO THAT IN A COMMITMENT FOR US TO DO THAT, THEN IT WOULDN'T BE A GOAL. BUT I DON'T WANT IT TO BE SUCH A LOW GOAL THAT WE'RE NOT MAKING ANY PROGRESS.
AND MAYBE WHAT WE COULD ALSO SHOW, CHAD, IS NOT JUST WHERE WE ARE IN TERMS OF THE TOTAL FACULTY NUMBER AND-- BUT WHERE THAT TOTAL NUMBER WOULD BE IF WE ACHIEVE THAT GOAL ANNUALLY TO SHOW HOW MUCH PROGRESS WE WOULD ACTUALLY MAKE IF WE MEET THESE GOALS.
RIGHT. SO, WE'LL WORK ON THAT FOR YOU, REGENT GALLEGOS.
IF I CAN ADD ONE MORE THING WE TALKED A LITTLE BIT ABOUT.
IN THE GOVERNANCE COMMITTEE THE OTHER DAY, THE REQUIREMENTS AROUND WHAT IS IT CALLED, GEEZ, THE NEW HR POLICIES AROUND PAY EQUITY AND PART OF THE DISCUSSION WAS AROUND. WHILE WE'RE TRYING TO DO [INAUDIBLE] AND PAY EVERYONE EQUITABLY AND RIGHT PAST WRONGS, WE MAY BE CREATING NEW ISSUES THAT TIE OUR HANDS IN OUR ABILITY
[00:25:05]
TO HIRE OR RETAIN WOMEN AND FACULTY OF COLOR.I DON'T KNOW IF THAT'S TRUE OR NOT.
IT'S MY SENSE, AND SO MAYBE WE SHOULD THINK ABOUT THESE THINGS IN TOTAL BECAUSE THE POLICIES THAT WE PUT IN PLACE AROUND THAT WILL AFFECT OUR ABILITY TO ACHIEVE THIS.
SO I PUT THAT OUT THERE AND MAYBE WE CAN HAVE A DISCUSSION ABOUT IT AT SOME POINT WHETHER OR NOT THERE IS [INAUDIBLE] EFFECT DOWN THE ROAD.
AND JEREMY, DO YOU WANT TO WEIGH IN ON THIS BEFORE LESLEY AND CALLIE? SO, I CAN JUST SAY THAT, YOU KNOW, [INAUDIBLE] WE'RE GOING TO TALK ABOUT THIS MORE AT THE FEBRUARY BOARD MEETING, AND THERE IS A DIFFERENCE BETWEEN THE ADMINISTRATION'S OVERARCHING GOALS TOWARD ITS DEI ASPIRATIONS AND WHAT WE'RE DOING IN ORDER TO ENSURE THAT WE'RE COMPLYING WITH THE EQUAL PAY ACT, WHICH OUR GENERAL PERSPECTIVE IS THAT WE'RE IN COMPLIANCE WITH THE EQUAL PAY ACT AND [INAUDIBLE] CONTINUOUSLY STRIVING TO STAY THERE.
I THINK OUR CHALLENGE IS TO MAKE SURE THAT WE'RE WORKING IT TOGETHER BECAUSE I DON'T THINK ONE HAPPENS WITHOUT THE OTHER.
SO IT'S GOT TO BE A CONCERTED EFFORT AND IT'S GOT TO BE ONE GOAL.
IT CAN'T BE TWO, AND ESPECIALLY TO PUT IN A NEW POLICY WHERE WE KNOW THAT WE'RE NOT GOING TO BE ABLE TO ACHIEVE THAT BECAUSE OF BUDGET OR WHATEVER THE CASE MIGHT BE.
CALLIE DID YOU HAVE SOMETHING? [INAUDIBLE] YOU. YOU WERE UP AND NOW YOU'RE DOWN.
OK. OK. YOU SURE? ALL RIGHT. LESLEY.
YEP. SO, I THINK, YOU KNOW, THIS DISCUSSION WOULD BE BETTER AND DEEPER IF WE KNOW, YOU KNOW, SOME OF THE-- YOU KNOW, WHAT ARE THE DIFFERENT CAMPUSES DOING IN ORDER TO INCREASE DIVERSITY OR, YOU KNOW, WHATEVER HITTING THEIR GOALS? AND I KNOW THAT'S IN THE STRATEGIC PLAN THAT'S ON THE WEBSITE.
YOU KNOW, I KNOW, FOR INSTANCE, LIKE THE BOULDER CAMPUS IS USING CLUSTER HIRES, BUT I DON'T KNOW IF OTHER CAMPUSES ARE.
SO THERE'S A LOT OF DIFFERENT WAYS TO GO ABOUT IT.
AND, YOU KNOW, I THINK MAYBE THAT MIGHT BE HELPFUL TO WEAVE IN AS ONE CAN.
THANK YOU, REGENTS. THAT'S GREAT FEEDBACK, AND WE CAN FIGURE OUT HOW TO WEAVE IN THE ACTION STEPS IN TANDEM WITH THESE NEXT TIME SO THAT THERE'S SOMETHING TANGIBLE ASSOCIATED WITH THIS NUMBER, [INAUDIBLE] JUST ON THE SCREEN.
PLUS, WE CAN SEE, YOU KNOW, LIKE DENVER HIT THEIR GOAL ALREADY, RIGHT? YOU KNOW, ONE DATA POINT DOESN'T MAKE A TREND, BUT YOU KNOW, IF NEXT YEAR IT'S STILL AT THE GOAL. THEN, YOU KNOW, DO WE UP THAT GOAL? AND WHAT IS IT THAT DENVER IS DOING THAT'S WORKING WHERE OTHER CAMPUSES MIGHT BE ABLE TO, YOU KNOW, MIRROR THAT? SO. YOU KNOW, AND I THINK-- SO THE DEEP DIVES ON THE STRATEGIC PLAN, I FEEL WE SHOULD DO THOSE-- WE'LL NEED TO WORK WITH THE BOARD TO FEEL OUT-- TO FIGURE OUT HOW FREQUENTLY WE SHOULD DO THOSE. BUT TO ME, THESE-- WHAT YOU JUST ASKED ABOUT, WE SHOULD BE TALKING ABOUT THAT REGULARLY WITH THE BOARD SO THAT, YOU KNOW, THE WORK THAT'S BEING DONE AND WHAT'S WORKING AND WHAT'S NOT.
SO, THAT'S ABSOLUTELY AN IMPORTANT THING TO KEEP ON EVERYONE'S RADAR.
AND WE NEED TO TALK ABOUT IT IN A WAY THAT KEEPS IT FRESH SO IT DOESN'T BECOME JUST KIND OF A, YOU KNOW, THE SAME THING OVER AND OVER AS A DISCUSSION.
AND SO THAT'S A GOOD QUESTION.
WE'LL WORK ON MAKING SURE WE'RE PRESENTING IT THAT WAY.
OK, WE HAVE CALLIE AND THEN-- OH LESLEY, WERE YOU DONE? YEAH, YOU WERE GOOD. OK, SO CALLIE, THEN, KEN.
JUST A POINT OF CLARIFICATION, AND I'M SORRY IF I MISSED IT, BUT HOW IS FACULTY DEFINED? IS THIS 10 YEAR TENURE TRACK ONLY? OR DOES THIS INCLUDE IRC FACULTY? YOU KNOW, I DON'T KNOW THE ANSWER.
CHAD, DO YOU KNOW THAT [INAUDIBLE].
I DON'T KNOW OFF THE TOP OF MY HEAD, REGENT RENNISON.
BUT WE CAN FIGURE THAT OUT AND GET BACK TO YOU.
ALL RIGHT, GREAT. I JUST WANT TO THROW A BIT OF CAUTION OUT THERE.
I'LL TAKE IT. BUT WE NEED TO MAKE SURE THAT WE'RE GETTING INCREASED DIVERSITY IN OUR 10 YEAR TENURE TRACK LINES AND NOT JUST FULFILLING THESE GOALS THROUGH IRC LINES.
[00:30:03]
AND I JUST WANT TO TOSS IT OUT THERE.SO, ONE OF THE THINGS THAT BOTH THAT A COUPLE OF CAMPUSES INCLUDED IN THEIR ACCELERATOR [INAUDIBLE] PLAN IMPLEMENTATION WAS TO SET MONEY ASIDE FOR CLUSTER HIRING AND I BELIEVE--.
MICHELLE, ARE YOU ON? CHANCELLOR MARKS HAD TO STEP OFF.
TODD, CAN YOU SPEAK TO THAT? YES. YEAH I CAN. SO AGAIN, ADVANCING THE STRATEGIC PLAN THERE WAS-- [INAUDIBLE] THAT A REQUEST THAT WAS APPROVED IN NOVEMBER THAT SET ASIDE SPECIFIC FUNDS FOR RECRUITING DIVERSE FACULTY AND STAFF THAT PLAYS ALONG WITH OUR EQUITY TASK FORCE RECOMMENDATIONS THAT CAME OUT OVER THE SPRING OF 2020 THAT WE'RE NOW MOVING FORWARD WITH IMPLEMENTATION.
REGENT MONTERA HAS A QUESTION.
JUST A QUICK QUESTION, I WAS LOOKING AT THE VOLATILITY BETWEEN THE YEARS AND I'M WONDERING, ARE WE HAVING AN ISSUE WITH RETENTION? IS THAT CAUSING SOME OF THE CHANGE FROM YEAR TO YEAR? CAN WE SPEAK TO THAT AT ALL? THE VOLATILITY FROM YEAR TO YEAR IS BECAUSE THESE ARE JUST NEW HIRES.
THESE DON'T INCLUDE ANY OF THE EXISTING EMPLOYEES.
SO IT'S JUST WHETHER OR NOT-- IT'S JUST HOW MANY NEW PEOPLE THAT FIT INTO THESE GROUPS ARE BEING HIRED FROM YEAR TO YEAR.
AND THAT'S WHY GETTING YOU THE TOTAL NUMBERS IS GOING TO BE, THAT REGENT GALLEGOS TALKED ABOUT IS, I THINK, CLEARLY GOING TO BE [INAUDIBLE].
AND SO WE WILL GET YOU ALL THAT INFORMATION.
THANK YOU. ANYBODY HAVE ANY-- [INAUDIBLE].
GLEN, YOUR NEXT, BUT WE DO HAVE TO KEEP MOVING HERE TOO.
OK, YEAH. JUST REALLY QUICKLY.
YOU KNOW, THIS IS NOT EASY STUFF THAT WE'RE TALKING ABOUT HERE, AND WE NEED TO UNDERSTAND IT AS MUCH AS WE CAN AND KNOW WHAT IT IS THAT WE'RE TRACKING AND THAT WE'RE REPORTING.
UNLESS WE'RE ALIGNED, AND BELIEVE ME, WE TALKED ABOUT IT YESTERDAY AT GOVERNANCE.
WE TALKED THIS MORNING WHEN REGENT CHAVEZ BROUGHT UP THE FACT THAT SOMETIMES PEOPLE SPHERE OF WHAT THEY DO IN THEIR WORK AND POLICIES HAVE A WAY OF NOT LETTING US GET TO OUR GOALS. WE NEED TO MAKE SURE WE PUT THE TIME IN TO MAKE SURE THAT WE ARE ALIGNED WITH OUR GOALS AND THEN WE CAN GET TO THEM.
BUT IF WE DON'T EVEN KNOW WHAT WE'RE MEASURING HERE, FOLKS, AND THIS IS NOT EASY STUFF, I'M NOT AT ALL SITTING HERE THROWING STONES AT ANYBODY.
THIS IS DIFFICULT STUFF, AND MAYBE SOMEBODY ELSE AROUND THE NATION HAS DONE IT, BUT PROBABLY NOT. SO I THINK THAT WE'RE CUTTING SOME NEW TERRITORY HERE, BUT WE OWE IT TO OURSELVES TO REALLY ALIGN AND MAKE SURE THAT WE KNOW WHAT WE'RE WHAT WE'RE MEASURING.
AND VERY RICH RESOURCES ON THE WEBSITE WITH MORE DETAILED INFORMATION ON THIS, AND WE'LL TRY TO TAKE THAT INFORMATION AND PUT IT INTO A FORMAT THAT CAN HELP INFORM OR ANSWER SOME OF THE QUESTIONS THAT YOU ALL ASKED.
SO SAME ONES HERE, EXCEPT RATHER THAN NEW FACULTY, LOOKING AT NEW STAFF.
AND AGAIN, THIS IS A FUNCTION OF HOW MANY PEOPLE ARE BEING ONBOARDED IN THAT PARTICULAR FALL SNAPSHOT.
AND AGAIN, THIS IS PROBABLY SOMETHING BASED ON THE PRIOR CONVERSATION THAT WE NEED TO THINK ABOUT HOW WE CAN [INAUDIBLE] WHAT THE TOTAL SHARES OF THESE THINGS.
YOU CAN SEE WHAT THE OUTCOME IS ON BOTH OF THOSE.
SO IN BOULDER, THEY DID NOT-- GO AHEAD.
MY ONLY THOUGHT ON THIS ONE IS LIKE, YOU KNOW, FACULTY TEND TO WORK ON A CYCLE STAFF.
I FEEL LIKE THERE'S MORE CONSISTENT HIRING OF STAFF THROUGHOUT THE YEAR THAN THERE IS FOR FACULTY, RIGHT? THOSE FACULTY SEARCHES KIND OF FOLLOW A CADENCE AND MAYBE REGENT RENNISON OR REGENT SMITH CAN CORRECT ME IF I'M WRONG THERE.
WITH STAFF, MY EXPERIENCE HAS BEEN SORT OF A CONSTANT HIRING PROCESS, SO I DON'T KNOW, JUST LOOKING AT A SNAPSHOT IN TIME AND SAY WHO WAS HIRED IN THE FALL IS INDICATIVE OF ALL THE HIRING WE DID THROUGHOUT THE YEAR.
IF THAT MAKES SENSE. THAT DOES MAKE SENSE.
WELL, [INAUDIBLE]-- INCONSISTENT IN TERMS OF WHEN WE PULLED THE DATA IS ONE THING, FOR INSTANCE, WHEN WE PUBLISH OUR DIFFERENT COUNTS OF ALL THE EMPLOYEES, WE PUBLISH THAT IN
[00:35:04]
OUR JUNE BINDER AND IT'S [INAUDIBLE] AT THAT POINT IN TIME.SO, WE CAN CLARIFY THAT THIS IS ALL OF THOSE HIRES THAT OCCURRED OVER THAT PERIOD, THAT 12 MONTH PERIOD, WE CAN CLEAN THAT UP.
ANY OTHER QUESTIONS ON THAT ONE? AND HERE'S DENVER AND ANSCHUTZ.
YOU CAN SEE THAT, THAT WAS MET FOR URM STAFF AT BOTH CAMPUSES AND VETERAN STAFF AT THE ANSCHUTZ CAMPUS.
AND WE LOOK AT THE SAME THING, BUT THIS IS JUST SPECIFICALLY LOOKING AT NEW STUDENTS.
YOU CAN SEE THAT BOULDER DID NOT NEED IT FOR MILITARY AFFILIATION, BUT DID MEET IT FOR URM. AND THE SAME WITH UCCSS.
NEW STUDENTS AT DENVER AND ANSCHUTZ.
FINALLY, THIS IS THE SNAPSHOT OF SOMETHING THAT IS NOT FINAL, BUT ITS YEAR TO DATE.
AND THIS IS GIFTS AND FUNDRAISING.
YOU CAN SEE THE YEAR TO DATE IS THE SECOND TO THE LAST COLUMN ON THE RIGHT.
SEE PROGRESS TOWARDS THE GOAL OVER TIME, AND WE'LL BE REPORTING THE FINAL SNAPSHOTS OF THESE IN JULY. AND THE LAST ITEM THAT WE HAVE IS THE OTHER REVENUE PER EMPLOYEE.
AND YOU CAN SEE THAT NO CAMPUS HAS MET THIS FOR FISCAL YEAR TWENTY TWENTY ONE.
THIS IS ONE OF THOSE GOALS THAT'S DEFINITELY A FUNCTION OF COVID, WHERE WE HAD TIGHTER BUDGETS IN FISCAL YEAR TWENTY TWENTY ONE AND WE TOOK A LOT OF BUDGET BALANCING ACTIONS LAST YEAR. AND YOU CAN SEE THAT IN TERMS OF THE BAR BEING LOWER AND IT WASN'T HIGHER OVER THOSE THREE YEAR PRIOR AVERAGE.
AND WITH THAT, THAT IS THE FINAL SLIDE ON THIS, AND I KNOW THAT THIS IS A SHOCK TO EVERYONE, BUT WE DON'T HAVE 60 SLIDES ON THIS.
THANKS, CHAD. BOY, THERE'S A BIG IMPROVEMENT ON THE NUMBER OF SLIDES THAT WE SEE ANYMORE GREAT. ONE LAST QUESTION, CHAD, WITH THE HIRING OF STAFF.
IS IT ACCURATE THAT WE SHOULD BE MEASURING YOU, URM STAFF, IS THERE THAT MUCH OF A DISCREPANCY THERE? THAT WE NEED TO BE ADDING MORE UNDERREPRESENTED MINORITIES TO OUR STAFF.
[INAUDIBLE] I WOULD TEND TO THINK WE'RE DOING PRETTY WELL THERE.
DOESN'T PLEASE ME TO SAY THAT, BUT PROBABLY IN BETTER SHAPE THAN WITH OUR CERTIFIED PEOPLE AND SOME OF THE TOP POSITIONS.
THAT'S JUST A QUESTION, SHOULD WE? IS THERE A NEED TO BE KEEPING TRACK OF UNDERREPRESENTED MINORITIES WITH HIRING STAFF? THAT ACTUALLY CAME OUT OF THE STRATEGIC PLAN WORKING GROUP ON THIS TOPIC.
AND WHILE OUR STAFF ARE MORE DIVERSE THAN OUR FACULTY, THEY'RE NOT THAT MUCH MORE DIVERSE AND IT'S AN AREA WHERE WE HAVE SIGNIFICANT WORK TO DO AS WELL, GLEN, BUT WE WILL LOOK AT TOTAL OVER TIME, WE'LL LOOK AT THAT THROUGH THE LENS OF STUDENTS, FACULTY AND STAFF, SO YOU CAN SEE IT ALL.
THANKS, TODD. THANKS FOR THAT INFORMATION.
AND I'D LIKE TO ASK DON TO SHARE AT SOME POINT, IT DOESN'T HAVE TO BE TODAY, BUT THE INFORMATION THAT YOU HAD AVAILABLE FOR THE CAPITAL DEVELOPMENT COMMITTEE REGARDING THE NUMBER OF [INAUDIBLE] THAT YOU HAVE ON THE ANSCHUTZ MEDICAL CAMPUS WAS SO IMPRESSIVE, AND I DON'T THINK IT REALLY CAME OUT IN WHAT WE [INAUDIBLE] HERE.
IT DIDN'T QUITE, FOR WHATEVER REASON, IT WASN'T PORTRAYED IN THE SAME WAY.
AND THAT WAS REALLY VERY IMPRESSIVE, THAT INFORMATION THAT YOU PROVIDED.
AND IT'S SOMETHING THAT WE SHOULD SEE AND CELEBRATE.
SO AT SOME POINT I WOULD ASK FOR YOU TO GET THAT TO US BECAUSE IT WAS REALLY GOOD PROGRESS, GREAT PROGRESS, REALLY.
[00:40:01]
WE WILL SEND THE SLIDES WE SENT FOR THE CDC TO THE ENTIRE REGENT-- TO ALL OF YOU.YOU KNOW, WE'VE DONE WELL WITH STUDENTS.
I WISH I COULD SAY THAT WE'VE DONE HALF AS WELL WITH FACULTY.
THAT'S OUR BIGGEST AREA OF CHALLENGE AND IT'S A BIG ONE.
WE'VE DONE BETTER IN FACULTY, BUT WE'RE NOWHERE NEAR WHERE WE'D LIKE TO BE.
AND IT MAKES SENSE, RIGHT? YOU'RE STARTING NEW EVERY YEAR, RIGHT? YOU'RE BRINGING IN A WHOLE NEW CLASS, SO IT MAKES SENSE THAT YOU WOULD.
BUT IT WAS IMPRESSIVE DATA AND I'D LOVE FOR EVERYONE TO SEE IT.
BE HAPPY TO SHARE IT. THANK YOU.
ALL RIGHT. ANY FINAL QUESTIONS OR CONCERNS REGARDING THE STRATEGIC PLAN UPDATE FROM PRESIDENT SALIMAN AND THE ADMINISTRATION.
LOOKS LIKE REGENT RENNISON MIGHT HAVE A--.
OH SORRY, CALLIE IT'S ALL RIGHT. THANK YOU, TODD.
NO, I JUST WANTED TO EXTEND A HEARTY THANKS TO ALL THE CHANCELLORS AND PEOPLE WORKING ON CAMPUS TO IMPROVE OUR NUMBERS IN TERMS OF FACULTY AND STAFF AND STUDENTS.
IT IS HARD TO BUILD UP A LOT MORE DIVERSE FACULTY WHEN YOU'RE HIRING SIX TO NINE PEOPLE A YEAR. SO.
BUT I THINK THERE'S A LOT OF INTENTIONAL WORK GOING ON, AND I REALLY APPRECIATE IT.
MR. CHAIR, IF I COULD, I ALSO WANT TO SEND A THANKS TO RYAN ALLRED.
I'M NOT SURE IF HE WAS INCLUDED IN OUR SHOUT OUTS [INAUDIBLE], BUT HE DID A LOT OF WORK ON THIS, ALONG WITH THE CAMPUS IR FOLKS AND THE CAMPUSES.
SO THANK YOU TO EVERYBODY THAT CONTRIBUTED TO THIS.
AND THANK YOU AS WELL TO ANGELIQUE FOSTER, WHO CREATED THIS ENTIRE FRAMEWORK FOR US THAT WE WILL NOW BE REPORTING ON ANNUALLY.
SO, THANKS TO ANGELIQUE AND SHARON.
SO, WE GOT SOME GOOD FEEDBACK.
I APPRECIATE IT. IF YOU HAVE ADDITIONAL SUGGESTIONS AS WE-- THE NEXT TIME WE'LL PRESENT THIS IS THAT THE SUMMER RETREAT.
AND SO IF YOU HAVE SUGGESTIONS ABOUT THE INFORMATION THAT WE'RE PROVIDING OR THE FORMAT OR ANYTHING LIKE THAT AND YOU ALREADY GAVE US SOME GOOD FEEDBACK, PLEASE LET US KNOW BECAUSE WE DEFINITELY WANT THIS TO BE AS INFORMATIVE AND USER FRIENDLY AS POSSIBLE.
GREAT. ALL RIGHT, WELL, FOR THE NEXT ORDER OF BUSINESS, I WILL NOW TURN-- I'M GOING TO
[2. Action Item: Conflict of Interest Acknowledgment and Plan - VP Hueth]
TURN THE MEETING OVER TO VICE CHAIR SHARKEY AS I NEED TO ABSTAIN FROM THE NEXT ORDER OF BUSINESS. ALL RIGHT.SO THE NEXT ORDER OF BUSINESS IS A CONFLICT OF INTEREST, ACKNOWLEDGMENT, AND I'M GOING TO TURN THIS OVER TO VICE PRESIDENT HUETH FOR AN EXPLANATION ON THIS.
THANK YOU, VICE CHAIR SHARKEY.
SO, AS THE BOARD KNOWS, REGENT KROLL HAS DISCLOSED TO THE BOARD THAT HE HAS AN EMPLOYMENT OPPORTUNITY WITH THE FIRM NORTH SLOPE CAPITAL ADVISORS, WHICH IS A FIRM THAT IS CURRENTLY ENGAGED WITH THE UNIVERSITY AS AN INDEPENDENT FINANCIAL ADVISOR.
WITH RESPECT TO OUR DEBT ISSUANCE ISSUES.
SO, IN ACCORDANCE WITH POLICY 2A, REGENT KROLL HAS BOTH DISCLOSED TO THE BOARD AND ESTABLISHED A CONFLICT MANAGEMENT PLAN BETWEEN THE UNIVERSITY AND REGENT KROLL AS AN INDIVIDUAL AND NORTH SLOPE ADVISORS THAT IS NOW SUBJECT TO YOUR APPROVAL IN THE RESOLUTION THAT WE'VE GOT DRAFTED.
AND ALSO FOR OUR PUBLIC RECORD, I'VE SHARED WITH THE BOARD THAT IT'S THE OPINION OF THE [INAUDIBLE] UNIVERSITY COUNCIL THAT THIS CONFLICT IS NOT A MATERIAL CONFLICT, BUT EVEN IF IT WERE THE REGENT POLICY 2A PROVIDES FOR A CONFLICT MANAGEMENT PLAN SUCH AS THIS THAT BRINGS THE CONFLICT INTO CONTROL AND OUT OF CLEAR CONFLICT.
SO, THE RESOLUTION SAYS, RESOLVE THAT THE BOARD OF REGENTS ACKNOWLEDGES THAT REGENT'S DISCLOSURE OF POTENTIAL CONFLICT OF INTEREST ARISING FROM HIS EMPLOYMENT BY NORTH SLOPE CAPITAL ADVISORS IN ACCORDANCE WITH REGENT POLICY 2A AND THE BOARD FURTHER ACKNOWLEDGES AND APPROVES THE CONFLICT MANAGEMENT PLAN SUBMITTED BY REGENT KROLL AND NORTH SLOPE ADVISORS, WHICH IS ON BOARDDOC.
IF THERE ARE NOT ANY QUESTIONS, THAT'S ALL I HAVE TO OFFER.
GREAT, THANK YOU, VICE PRESIDENT HUETH.
ARE THERE ANY QUESTIONS, COMMENTS? ALL RIGHT. SO, IS THERE A MOTION TO APPROVE THE RESOLUTION THAT'S BEFORE US? SO MOVED.
OK, IT HAS BEEN MOVED BY REGENT CHAVEZ AND SECONDED BY REGENT GALLEGOS.
[00:45:01]
AND IS THERE ANY DISCUSSION? ALL RIGHT. EFFIE, I'D LIKE TO DO A ROLL-CALL VOTE.CAN YOU GO AHEAD AND START WITH THAT? YES. REGENT CHAVEZ.
YES. AND CHAIR KROLL, ARE YOU ABSTAINING? ABSTAIN. OK, GREAT.
SO, I AM NOW GOING TO TURN THE MEETING BACK OVER TO CHAIR KROLL.
THANK YOU VERY MUCH, VICE CHAIR SHARKEY AND I APPRECIATE THE BOARD SUPPORT AND ACKNOWLEDGMENT OF THIS NEW OPPORTUNITY FOR ME, AND I LOOK FORWARD TO THE NEXT CHAPTER IN MY PROFESSIONAL CAREER.
AND WITH THAT, YOU KNOW, THERE'S NO FURTHER BUSINESS SCHEDULE, SO I WILL ENTERTAIN A MOTION TO ADJOURN. SO MOVED.
IT'S BEEN MOVED BY REGENT SHARKEY, SECONDED BY REGENT CHAVEZ.
ALL THOSE IN FAVOR PLEASE INDICATE BY SAYING AYE.
AYE. ANY OPPOSED? ALL RIGHT. WE ARE ADJOURNED.
THANK YOU ALL. WE WILL SEE YOU AT THE FEBRUARY BOARD MEETING.
SAFE TRAVEL, SUE. [INAUDIBLE] TRAVEL, SUE.
* This transcript was compiled from uncorrected Closed Captioning.