Report of October 21, 1999 Academic Council Meeting

Prepared by Elaine Deutschman

Performance Indicator Specialty Group

Nancy Goldschmidt summarized the work of the Performance Indicator Specialty Group, charged with refining the cost-effectiveness indicators and drafting a proposal for the process for awarding the incentive component of funding under the new model. Briefly, the group decided:
  1. The set of indicators used for granting performance funding should be a subset of the entire list on which presidents are evaluated.
  2. The number of indicators should be fewer during the initial stages of evaluation; indicators requiring more time for realization will be added later.
  3. Indicators used for performance funding should be aligned with strategic directions of OUS, valued by those outside academia, and be easily communicated to the public at large.
  4. Indicators used for performance funding cannot be solely unique to a campus.
The recommended indicators for performance funding include
  1. Proportion of freshmen from the total Oregon high school graduate pool entering OUS campuses with the published admissions standards
  2. Retention/persistence of entering freshmen to sophomore status at the first institution attended and/or at another institution in the OUS
  3. Proportion of students who complete participatory learning experiences.
Two additional indicators, mentioned in the hope that using them for performance would highlight their importance:
  1. Deferred/preventative maintenance
  2. Master's program recruitment and enrollment
These were not added to the list because: More discussion on the indicators will take place this fall; provosts were invited to offer ideas and suggestions to the specialty group.

Collaborative Programs Funding

Provosts next turned to the criteria and procedures to obtain money set aside for collaborative programs. Provosts were asked to prioritize a list of criteria prepared by the Office of Academic Affairs. Procedures for applying for the funding haven't been developed though a line is forming for the funds. Board review is needed for this funding unless it's specifically legislated. Criteria must be finalized before funding is available.

Office of Degree Authorization Request for Certificate Programs List

Vice Chancellor Clark reported on a query she'd just received from the Office of Degree Authorization (ODA) requesting a listing of all non-credit offerings within OUS that grant certificates, diplomas and the like. State law requires that all degree programs by OUS be submitted to ODA to prevent adverse impact on independent institutions. The purpose of the new listing would be to prevent adverse impact on proprietary institutions. The requested list would include any course that adds value or aids in licensure; courses granting only certificates of attendance would not be included, nor would courses offered by contract. Provosts noted they don't often know of all such courses being offered by their institutions especially by their continuing ed. programs. Several also noted that, in the more entrepreneurial atmosphere of OUS, more and more such courses will probably be offered. In the opinion of some, the proprietary institutions will Òcherry pickÓ such a list and use this initial listing as a foot-in-the-door to getting at an even more extended set of OUS offerings. The response to the query will be carefully crafted.

Health Insurance Planning Leave or Stay with PEBB?

Denise Yunker and Joe Sicotte informed the Council about the Health Insurance Task Force meetings. A financial review of staying with or leaving PEBB has been completed. Plan year 2000's changes resulted in about $650,000 reduction in compensation to OUS faculty; the following year, that number could be $1.6 million. Using an independent plan would have high start-up costs - $500,000 to $700,000 - but estimated savings later range from none to $4 million. State university systems that have left their state's health insurance systems report liking the flexibility to react to faculty and staff needs. The task force will continue looking for an above-market package to offset below-market salaries. Yunker noted that the status-quo of good benefits will be obliterated in 2001. If benefits aren't improved, OUS faculty would be subsidizing OPEU because opt-out and cash-back options will end. Provosts responded affirmatively when asked if they thought faculty valued benefits highly. One remarked that as salaries fall further behind, items like health benefits become critical. For unionized faculty, reducing benefits is a Òtake awayÓ; the Governor should be made aware of this. Yunker noted the task force understands that benefits are of utmost importance to faculty Political considerations must be handled carefully as the Governor devised the PEBB one-plan-for-all-employees. If OUS pulls out of PEBB, PEBB loses its two-year rate guarantee. Yunker and Sicotte are looking for a nod from the Academic Council and the President's Council to pursue leaving PEBB. Given that, the Chancellor, Vice Chancellors and institution presidents should meet with the Governor. If he says no, that's the end. The task force needs to develop a backup plan as it's unlikely the Governor will agree.

Tuition Reduction for Faculty Spouses/Families:

A Chancellor's Office survey indicates that most peer institutions provide some tuition relief for faculty spouses and families. The proposal from the Chancellor's Office is to allow faculty (and staff?) to transfer the staff-fee rate to one related person; this program would be offered for a couple of years to see its impact. The next step is to set up a task force to determine eligibility criteria such as: 0.5 FTE and above? graduate assistants? maximum credits? who's related? etc. Remarks during discussion:
  1. Since the proposal is from the Chancellor's Office, it appears tuition is still centrally controlled.
  2. The OARs haven't changed does this mean an individual institution can't do what it wants?
  3. Could there be tuition transfer among institutions?
  4. Is there a legal issue can an employee's right be transferred to someone else?
  • This is an important matter on many campuses it's a faculty bargaining, recruitment, and retention issue; it's also an FTE issue a way to improve enrollments.
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