Strategic Planning Committee

Henry Wells Room

May 23, 2006

Present: J. Chase, C. Collins, M. Godbout, J. Goddard, K. Green, M. Groth, E. Hall,

D. Hutchinson, L. Labar, V. Munoz, A Rollo, S. Sloan, E. Smith, A. Staples,

M. VanDuye, S. Zabriskie, K. Moselle

Absent: C. Bailey, S. Grey, N. Pellegrino, B. Roberts, L. Ryerson, P. Wahlen

Meeting began at 9:30 a.m.

Ellen H. facilitated the meeting.

I. The minutes for the April 19, 2006 meeting were approved.

II. Before the subcommittees reported, Ellen H. announced that Carrie Collins has been elected to the Board of Trustees.

III. Subcommittees Reports

a. Community (includes Alumnae/Alumni, History, Funding) Committee members are: Amy S., Steve Z., Victoria M., Pat W., chaired by Ann R. and Meredith V.

b. Recruitment and Retention (includes Students and Intercollegiate Athletics) Committee members are: Bill R., Carrie C., Nicole P., Lyn L., chaired by Susan S. and Karen G.

c. Academic Program (includes Faculty and Diversity) Committee members are: Jeanne G., Emily Rose S., Muriel G., Michael G., chaired by Ellen H.. Subcommittee reported at April 19 meeting. Report was complete but there is some additional information to April 19 report.

d. Physical Environment (includes Staff) Committee members are Jim C., Chris B., chaired by Diane H. Subcommittee reported at April 19 meeting. Their report was complete.

Community

Ann R. reported. Full report in attached strategic plan. In deciding priorities, the Community Subcommittee worked with three criteria:

1. What needed additional Board approval,

2. What needed funds from a comprehensive campaign or operational budget, and

3. Ranked in priority within the category.

The subcommittee worked with individual initiatives and not line-by-line items. Although this was one way to work, it was suggested that later each line item would need to be reviewed as this would be what the Board would be looking at. Most items for the Committee section would not need Board approval or funds from a comprehensive campaign. Some dollar amounts may need to be reviewed and refined for on-going initiatives. The following concerns were raised:

1. Why was there was no cost for the Honor Code and yet there was a high dollar amount for the Community Standards. When Susan S. reported for her subcommittee Recruitment and Retention, her subcommittee felt that the Honor Code should be a separate initiative and not a line item in the Student Section.

2. Although Community, Section E regarding the Haudenosaunee Confederacy indicated a low priority the hope is that it will be looked at. Ann R. reported that although it was indicated as a low priority it doesn’t mean that it won’t be worked on. Diane H. added that $5,000 is in the budget for this item under curriculum next year and Ellen H. told everyone that the Juliann Scholar is already in place.

Recruitment and Retention

Susan S. reported. Full report in attached strategic plan. In deciding priorities, the Recruitment and Retention Subcommittee worked with three criteria:

1. What needed additional Board approval,

2. What needed funds from a comprehensive campaign or operational budget, and

3. What was considered a Quality of Life Initiative.

A concern was raised regarding computer study space. Diane H. reported that there is a plan for this in the Sommer Center. Some committee members asked if this was the best location. Karen G. added that the focus is to utilize the Sommer Center. It is centrally located on campus for everyone and the plan is to make the Sommer Center a real student center.

Academic Program

There were a few additions to the report given in the April 19 meeting by the Academic Program Committee. Ellen H. reported that the policy at Cornell University is that students from private colleges can not be issued a library card, which means they can not check out books. This was added to A6 under Academic Program in the plan regarding strengthening cross registration arrangements with Cornell University and Ithaca College.

During orientation in August there will be a “Happy Hour” database training introducing students to the library. The emphasis will be service not the building itself. This will be ongoing throughout the first semester and/or first year.

The National Student Survey of Engagement and the National Faculty Survey of Engagement has been completed. These surveys should provide eye-opening results. These surveys were given in every class and returned by 80% faculty and 60% students. It is very expensive to do these surveys but may need to be done more frequently and then every three to fours years.

Physical Environment

A question was raised about separate informal meeting spaces for faculty/student/staff. Diane H. reported that at this time the college is not looking to establish new spots. Ann R. added that current spaces on campus are used at different times, in different ways by each group.

IV. NEXT STEP

All the reports from the subcommittees need to be combined in one report. A subgroup will be formed to work together this summer to refine the report once it is together.

Meeting ended 10:45 a.m.

Respectively submitted: Phyllis Siemiatkowski

Strategic Planning Committee

Henry Wells Room

May 23, 2006

Academic Program - Wells College will offer an academic program of the highest quality, with a curriculum that is relevant, culturally diverse, gender-balanced, and pedagogically sound.

1. Conduct internal reviews of the entire curriculum to assure that it is coherent and reflects the mission of the college.
1. Need to prepare self study for Middle States starting fall 2007
2. Determine type of self study

- Comprehensive or

- Focused (Finances, academics, etc.)

1. By Fall 2007, conduct a comprehensive self-study for each academic program with the assistance of professional faculty colleagues from other institutions.

a. Current work: Professor Jill Hill and Dean Ellen hall are conducting assessment meetings during the Spring Term 2006 with each major program, as well as with the Book Arts Minor. Materials on assessment have been shared with each major.

b. Each major and the two designated minor programs will produce an assessment plan by the end of the fall term 2006.

c. Each program will invite an outside consultant to review the program in the academic year 2006-07.

d. Annual reports due at end if each academic year

e. One entire assessment cycle to be completed in 2007-08.

2. By Fall 2008, fulfill the recommendations made by the New York State Department of Education for accreditation of the Wells Elementary and Secondary Certification Program.

a. Plan developed by Susan Talbot. Needs a timetable but plan does show what is currently being worked on and what still needs to be done. (Education Program-Update on Accreditation Goals is on the last page.)

3. Use information gathered in academic program self-studies to prepare for the 2009

external review by the Middle States Commission on Higher Education.

a. Appoint steering committee 2007.

4. Periodically review the curriculum to ensure that course content, where appropriate, is gender balanced and culturally diverse.

a. Set up process whereby each program does its own review to see progress

made.

5. Continue to evaluate opportunities to expand the curriculum to meet the needs of current students and to attract new students to the College.

a. Evaluate or generate opportunities.

b. Call upon funds in operational plan for developing course developments to expand curriculum.

- on-going every semester activity

(workshops, institutes re: research/development)

6. Strengthen cross registration arrangements with Cornell University and Ithaca College.

a. Include in #3,4, and 5 in self-study.

b. The policy at Cornell University is that students from private colleges cannot be issued a library card, which means they cannot check out books.

B.     Increase and strengthen academic support services for students.

1.      Establish a Learning Center that is a resource for all academic support services at the college.

1. Anne Parker Taylor should have a draft of the design she and her students are working on at the Board of Trustees meeting. It’s a vision but should give ideas on how to begin to conceptualize a learning center.
2. It was suggested that APPC and a few student groups be able to review the design.

2.      Identify, evaluate and improve study spaces for all students.

1. Better lighting in Library, Faculty Parlors
2. A Project Center located in the Resource Center
3. A plan and timetable for a certain number of smart boards a year in different locations on campus. Smart board need is great, hard to do it quickly. Need to do in stages, first the planning and then actual work.
4. Cleveland, Glen Park, Weld and Leach need plan for study spaces to meet the needs of the student (Exp: improved lighting, quiet spaces, wireless access, computer labs, technology).
5. Tables, chairs

3.      Establish an orientation course that introduces all new students to the College’s academic and student life resources.

a. This part of plan already accomplished, but needs revision. A planning group of facultyis currently beginning work on this. This is for Wells 111.

b. Taking time into consideration A6b, give students advice on planning ahead for interlibrary loans.

4.      Evaluate and improve library services including expanded hours of operation and increased opportunities to use the Cornell library systems.

a. It was suggested that this initiative be sent to the library to see what work has been done so far.

b. There will be a tally of the library use during exam time this week.

c. In the fall, the Henry Well sand German Culture rooms will be open until 2:00 a.m. NO advance sign-up is required but a sign-in sheet will be posted so that use can be tracked.

d. There will be “First Search” access available in dorms.

e. On Saturday the library will open at 11:00 a.m. instead of 12:00 p.m.

C. Encourage gender balance as a valued component of the College curriculum.

3. #1-4, each major should work on this along with faculty, WRC and women’s study.

1.      Support workshops for faculty to prepare models for gender-balanced teaching and curriculum development.

2.      Encourage and support ways for librarians and faculty members to work together to compile teaching resources that include the contribution of women to the disciplines taught in the College.

3.      Encourage faculty to find ways to review their course descriptions and syllabi annually to make sure that women scholars and writers and women’s issues are duly represented where appropriate in their courses.

4.      Encourage the continuation of gender-balance as a value in faculty hiring.

D. Make experiential learning a more integral component of the College curriculum.

1.      Ensure that students have opportunities for on-campus and off-campus experiential learning.

1. Office of Career Services (Update with Nancy Karpinski what has been done so far.)
2. A resolution was passed by the Academic program and Policy Committee requiring all Wells students to complete at least two experiential learning opportunities.

2.      Hire an Off-Campus Study Director to centralize and facilitate the administration of the off campus study programs. DONE (John Wells hired)

3.      Provide greater opportunities for internships.

a. Office of Career Services (Update with Nancy Karpinski what has been done so far.)

E.     By Fall 2007, conduct reviews of the Office of the Dean of the College, Library, Career Services, Office of the Registrar and Computing Services to ensure they are supporting the academic program.

a. Work this summer to develop a plan.

1        Conduct a comprehensive self-study for each academic support unit with the assistance of professional colleagues from other institutions.

2        Use information gathered in self-studies of academic support areas to prepare for the 2009 external review by the Middle States Commission on Higher Education.

3        Continue to evaluate opportunities to enhance academic support units to meet the needs of current students and to attract students to the College.

STUDENTS - Wells College will attract and retain a student enrollment of 575 culturally diverse and academically promising students who benefit from institutional initiatives that support their academic and co-curricular pursuits and their holistic development.

A.     Increase new student enrollment to achieve an optimal student enrollment of 575 culturally diverse and academically promising students.

1.      Establish and implement a recruitment plan to achieve enrollment growth.

In annual budget.

2.      Attract and enroll an entering class that reflects our institutional commitment to diversity.

Quality of Life Initiative. In annual budget

3.      Develop and implement a merit scholarship program that attracts a diverse group of students with a high potential for student leadership and academic success.

Quality of Life Initiative. In annual budget.

B. Increase and strengthen academic support services for students.

1.      Establish a Learning Center that is a resource for all academic support services at the college. Funding part of a comprehensive campaign. Quality of Life Initiative. See Academic Program B-1.

2.      Identify, evaluate and improve study spaces for all students. Quality of Life Initiative. Spent $20,000 in 05-06. FY 08-09

3.      Establish an orientation course that introduces all new students to the College’s academic and student life resources. Quality of Life Initiative. Completed

4.      Evaluate and improve library services including expanded hours of operation and increased opportunities to use the Cornell library systems. Funding part of a comprehensive campaign. Quality of Life Initiative. See B.4 under Academic Program. Further refinement needed in costing.

C.     Establish and maintain systems that support the holistic development of students.

1.      Provide on-going opportunities for incoming and upper class students to discuss the challenges and successes of coeducation. Further need to evaluate this item. In annual budget.

2.      Improve ways to make the Wells College Honor Code an integral and valued part of student life. Quality of Life Initiative. No/minimal cost.

3.      Evaluate, improve, and increase counseling services for all students. Completed

4.      Strengthen student organizations through the establishment of an active advisor system. Quality of Life Initiative. No/minimal cost.

5.      Establish a formal student mentor/advisee program for new students. Quality of Life Initiative. No/minimal cost.

6.      Provide ongoing opportunities to engage non-resident and non-traditional age students in the life of the College. Quality of Life Initiative. In annual budget.

D.     Establish and maintain open and effective channels of communication for all students.

1.      Develop and implement efficient systems to regularly communicate pertinent College information to students that support their intellectual, personal, and social development. Completed

2.      Evaluate and improve computer access in campus public spaces where students gather and in the residence halls. In progress. Based on quote from Frontrunner, $30,000 would provide professional wiring, wire mold, and high quality access points and switches in thirteen spaces for wireless technology.

E.     Provide a safe and healthy living environment for students.

1.      Provide housing opportunities that reflect students’ desires to live in single-sex or coeducational residence halls. Completed

2.      Improve ongoing maintenance and housekeeping operations in order to achieve overall optimal facilities management. Quality of Life Initiative. No/minimal cost.

3.      Evaluate dining services in order to provide healthy food choices. Quality of Life Initiatives. Sodexho should bear the cost of any enhancement to the food program.

4.      Evaluate and enhance campus safety and security program. Quality of Life Initiative. Card Access System: Equipment, installation, software and training. Upgrade to Peace Officer vs Security Officer, Payroll for Peace Officers, Student Resource Officer program, new campus safety vehicle in ’08.

FACULTY - Wells College will attract, retain and support a highly qualified, diverse and professional faculty dedicated to teaching the liberal arts and sciences.

A. Provide competitive compensation in line with appropriate external standards in order to attract and retain high quality faculty.

a. #1-3, meet with Diane H. and Chris Bailey

1.      Develop a schedule of incremental increases that will allow the College to reach IIB-2 no later than 2009-2010.

2.      Establish a long-term plan for periodic review of faculty salary structure in order to maintain IIB-2 as a minimum average salary.

3.      By 2010, choose a new higher external standard for faculty compensation and develop a plan for reaching it.

B.     Provide sufficient faculty to meet curricular needs of each academic program.

2. Hire at least three new tenure-track faculty members each year for the next three years (Start Dates: Fall 2006, 2007, 2008), as designated by the Fall 2004 College’s Transition Plan.

1. Working on hiring in 2 of the 3 years so far. Psychology and Art History positions need to be filled.

2. Designated 3 positions next year.

3. Approved new position – Spanish/Education

Already in the transition plan for the next three years:

1. Non Western History position

2. Religion

3.

What is needed is a long-term plan to determine adequate faculty in all areas. (Deans Council and APPC should be involved in this plan. Also this needs to be a part of the enrollment (this is effective by student ratio 10-1 indicated in the transition plan) and assessment and planning process. A timeline needs to be developed for the next phase.

2.      Standardize the process to review and report faculty staffing needs annually. Develop a real process by Deans Council and this should be attached to the assessment plan. This should be tied to a timeline. There is no associated cost. Develop a flowchart with times. Be able to develop a plan now for needs for two years ahead.

C.     Provide support staff, equipment, and instructional opportunities that facilitate and improve faculty work.

1. Hire additional technology staff to assist in meeting the instructional needs of faculty. Consult with the Vice President and Treasurer to work toward additional technology staff.

2. Support training for faculty to become proficient in current technologies available on campus. Create a Teaching For Technology Committee to identify technology we have and provide on-going training to utilize the technology.

3.      Provide well-equipped classrooms for current needs in teaching and learning. Appoint committee to develop a plan of needs. Three smart boards will be put in this summer 2006.

4.      Review needs of faculty for administrative support in each department and provide support in areas where need is greatest. Have faculty with the help of the administrative assistants develop a survey for support needs. Need to develop a process and then determine support needs, salary costs and office equipment needed.

D.    Provide resources for scholarly, curricular, and institutional development.

1.      Increase faculty travel budgets to encourage faculty attendance and participation in activities that strengthen teaching, scholarship, and curricular initiatives. Find out how Adv. Committee distributes monies. Do an assessment of anticipated and research trips costs.

2.      Provide on-campus opportunities --workshops, forums, and lectures-- for professional development. Develop workshops for such topics as co-education, gender-balance, and diversity. Provide workshops by consultants. This ties into the assessment planning as well as the Beckman Lectures.

3.      Provide opportunities for faculty to become more familiar with the expectations of and procedures governing the Wells College Honor Code. Community Court is currently working on this. Need to check with them as to what they want from faculty.

E. Encourage recruitment practices and a campus climate that continues the strong presence of women on the College faculty. Have a certain percentage of women be used in recruitment practices and always have at least one woman on all committees.

STAFF - Wells College will attract, retain, and support a highly qualified, diverse, and professional staff that is well compensated, technically proficient, and enjoys a flexible, comfortable, and supportive work environment.

A. Provide competitive salaries that compare favorably with CUPA (College and University Personnel Association) and New York State Civil Service ranges in order to attract and retain highly qualified staff.

1. Implement and support the staff forum’s salary plan for staff to meet the goals by 2009-2010.

2. Conduct an annual review and report progress towards benchmarks in achieving the salary goals.

B. Standardize annual evaluation methods and formats.

1.      Improve and update the annual review document making it standardized for all departments with one section developed specifically for the area the staff member works.

2.      Implement a consistent annual review timeline with supervisors.

C. Explore and develop a comprehensive plan to provide various initiatives from which employees may benefit personally and professionally.

1.      Develop and implement a new employee orientation conducted within two weeks of hire.

2.      Provide opportunities for staff to become more familiar with the expectations of and procedures governing the Wells College Honor Code.

3.      Institute ID system for all employees.

4.      Establish a recognition program to honor staff contributions.

5.      Create and support incentives for education and improvement of skills.

6. Provide opportunities for alternative work schedules for job sharing and seasonal flexible work hours.

D.    Provide and support technology, equipment, and instructional opportunities that facilitate and improve staff work.

1.      Establish two staff development days per year.

2.  Establish training classes for staff to become proficient in current technology available on campus.

3.      Provide tools to effectively meet job requirements.

E. Develop and sustain an environment that creates a sense of community by encouraging and supporting staff involvement in campus activities.

1.      Encourage staff to participate in the extracurricular life of the College.

2.      Establish guidelines by supervisors for flexible work arrangements for staff members to attend on-campus activities.

ALUMNAE AND ALUMNI - Wells will engage an alumnae and alumni body that remains actively involved in the life of the College and supports the College’s initiatives.

A.     Provide formal and informal opportunities to strengthen communication between alumnae and alumni and the College. Priority Ranking-2

1. Share information about college programs, events, initiatives, priorities and needs on a regularly, timely basis. Improvements to website; possible purchase of module to facilitate web-based alumnae interaction.

2. Collect feedback and updated information about alumnae and alumni including responses to College initiatives and priorities.

3. Work cooperativel