[1. Roll Call - Announcement of a Quorum]
[2. Certification of Notice Posted for the Meeting]
[00:00:19]
>> CHAPTER 551 OF THE TEXAS OPEN MEETING ACT, I CALL TO ORDER THE FINANCE COMMITTEE MEETING OF THE BOARD OF TRUSTEES FOR DALLAS COLLEGE FOR AUGUST 2, 2022, AT 1:03 P.M.
MEMBERS OF THE PUBLIC WHO HAVE FOLLOWED INSTRUCTIONS
[3. Citizens Desiring to Address the Board ]
ON THE DALLAS COLLEGE WEBSITE FOR SPEAKING WILL BE GIVEN FIVE MINUTES TO SPEAK.[INAUDIBLE] CHANCELLOR CAN YOU CONFIRM THIS MEETING HAS BEEN POSTED ACCORDING TO LAW?
>> OKAY, TODAY WE'RE GOING TO TALK ABOUT A COUPLE OF AREAS AND MAINLY OUR BUDGET, BUT THE FIRST ITEM IS THE COMMITTEE'S
[4.1. FlexWork Program]
DISCUSSION AND PRESENTATION TODAY RELATED TO THE FLEXWORK PROGRAM.>> MEMBERS OF THE TEAM, COME ON UP.
I TALKED TO THE BOARD PREVIOUSLY ABOUT DEVELOPING A NEW FLEXWORK PROGRAM FOR EMPLOYEES AND TO BETTER SERVE THE INSTITUTION.
OBVIOUSLY THE NATURE OF WORK HAS CHANGED A GREAT DEAL OVER THE LAST COUPLE OF YEARS.
WE HAVE A BETTER IDEA OF WHICH ROLES, WHICH FUNCTIONS CAN SUCCESSFULLY HAPPEN IN A FLEXWORK SORT OF WAY.
ONE OF THE REASONS WE WANT TO ENGAGE IN THIS CONVERSATION TODAY IS BECAUSE ON THE REGULAR BOARD AGENDA, THERE'S A FIRST READING ABOUT MAKING CHANGES TO POLICY IN WHAT WAS KNOWN AS OUR TELECOMMUTING POLICY.
WE WANT TO UPDATE THAT POLICY SO WE WANT TO SPEND TIME TALKING ABOUT CREATING A FLEXWORK PROGRAM AND I THINK IT'S IMPORTANT THAT AS WE LAY THIS OUT, YOU WILL SEE NOT EVERY ROLE, NOT EVERY FUNCTION, NOT EVERY DIVISION, NOT EVERY EMPLOYEE IS NOT NECESSARILY ELIGIBLE TO DO THIS.
SOME JUST CANNOT WORK IN A FLEXWORK SORT OF WAY.
THIS IS NOT JUST A CONVERSATION ABOUT WORKING REMOTE OR WORKING FACE-TO-FACE.
IT'S ABOUT HAVING A DIFFERENT MULTITUDE OF OPTIONS THAT ALLOW US TO GET DONE WHAT WE NEED TO GET DONE, FOCUS ON THE PRODUCTIVITY AND ACCOUNTABILITY OF EMPLOYEES.
AT THE SAME TIME, I THINK THIS IS ALSO IMPORTANT JUST TO HELP KEEP US COMPETITIVE IN THE MARKETPLACE AS WE SEEK TO RETAIN AND RECRUIT NEW EMPLOYEES.
THIS IS AN AREA WHERE OTHER INSTITUTIONS, COMPANIES, OTHERS ARE DOING SOME ROBUST FLEXWORK PROGRAMS AND I WANT TO MAKE SURE WE CAN BE COMPETITIVE IN THAT ENVIRONMENT AND MARKETPLACE.
WE HAVE REPRESENTATIVES HERE FROM HR, TRICIA FROM THE GENERAL COUNSEL'S OFFICE AND LENORA SUPPORTING THE WORK THAT ROB IS DOING AS THE INTERIM VICE CHANCELLOR SO WITH THAT, I WILL TURN IT OVER TO YOU.
I NORMALLY TALK LOUD BUT I WANT TO INTRODUCE MY TEAM HERE TODAY.
[INAUDIBLE] THE CHIEF OPERATING OFFICER.
PRESENTING TODAY WILL BE LENORA REECE --
>> THAT'S WHAT I THOUGHT YOU SAID, I DIDN'T HEAR HER NAME.
DOMINIC GREEN AND OF COURSE YOU KNOW TRICIA HORATIO.
THEY WILL TAKE IT AWAY AND GIVE Y'ALL SOME INFORMATION ON THE FLEXWORK.
>> T TRUSTEES, IF WE COULD GO ON TO THE NEXT SLIDE.
[00:05:03]
JUST IN GENERAL WITH THE DEFINITION OF HOW ARE WE, AS DALLAS COLLEGE, DEFINING FLEXWORK? WHAT WE'RE LOOKING AT IS NOT ONLY WHAT IS A OPPOSED TO A TYPICAL WORKWEEK SCHEDULE, MONDAY THROUGH FRIDAY, 8:00 TO 5:00, IN A FLEXWORK ENVIRONMENT, THEY MAY HAVE AN ALTERNATIVE SCHEDULE OUTSIDE THE NORMAL HOURS FOR VARIOUS REASONS.IT COULD BE TO EXTEND COVERAGE OVER WEEKEND OPPORTUNITIES, IN THE EVENINGS OR IN THE MORNINGS.
ANOTHER PART HAS TO DO WITH THE LOCATION AND WHAT OTHER OPPORTUNITIES WE MIGHT HAVE FOR EMPLOYEES TO HAVE AN ALTERNATIVE WORK LOCATION OR WORK FROM HOME IN SOME FORM OR CAPACITY.
WE ALSO WANT TO GO THROUGH WHAT IS THE HISTORY? WE WANTED TO LOOK AT WHAT THE BENEFITS MIGHT BE FOR DALLAS COLLEGE AS IT PERTAINS TO FLEXWORK.
WHAT WE THINK WE WOULD LIKE TO DO AS PART OF THIS PROGRAM IS TO IMPROVE THE CULTURE, ENHANCE EMPLOYEE EXPERIENCE.
WE ALSO WANT TO BE A COMPETITIVE WORK ENVIRONMENT BUT WE NEED TO MAINTAIN OUR IN-PERSON PRESENCE WITH OUR STUDENTS.
WE NEED TO BALANCE HOW DO WE SUPPORT OUR STUDENTS DIGITALLY AND HOW DO WE DO IT IN PERSON THAT ENCOURAGES OUR STUDENTS ARE SUCCESSFUL.
SO I WANTED TO PROVIDE A LITTLE BIT OF CONTEXT AS PART OF THIS SLIDE.
WE RECEIVED SOME INFORMATION FROM BILL MCGILL'S TEAM AND WE REALIZED THAT A 50% INCREASE OF JOB POSTINGS HAVING SOME TYPE OF REMOTE WORK OR WORK FROM HOME DESIGNATION WITHIN THE LAST YEAR.
THIS IS SOMETHING THAT'S IN THE AREA THAT'S IMPORTANT FOR EMPLOYEES.
AS WE LOOK FOR CANDIDATES WE'RE HEARING THOSE QUESTIONS COME UP.
THE LAST THING I WANTED TO ADD TO THIS AND THEN I'M GOING TO PASS IT OVER TO DOMINIC, WE REALIZE THERE MAY BE SOME LONG TIME BENEFITS AS IT PERTAINS TO SPACE AND UTILIZATION OF SPACE IN THIS PROGRAM AND WE SEE AN OPPORTUNITY TO REDEFINE HOW OUR SPACES ARE BEING USED WITH A PORTION OF OUR WORK FORCE TAKING ADVANTAGE OF THIS PROGRAM AND NOT PERHAPS BEING ON OUR CAMPUSES AS MUCH.
WITH THAT, UNLESS YOU HAVE QUESTIONS, WE'LL PASS IT TO DOMINIC.
>> WHEN WE WERE IN A TOTAL REMOTE WORKING ENVIRONMENT.
OUR PREVIOUS CHANCELLOR SAID DR. MAY SAID SOME EMPLOYEES REALLY DIDN'T WORK AT ALL.
WE GO TO FLEXWORK, WHAT ARE SOME SAFEGUARDS BUILT IN TO ENSURE THAT EMPLOYEES ARE WORKING.
>> I KNOW DOMINIC HAS A WAY TO ADDRESS THIS BUT WE HAVE VARIOUS WAYS OF IDENTIFYING EMPLOYEES BEING PASSIVELY OR INTRUSIVELY AND WE ARE ALSO CONSIDERING AS PART OF THIS PROGRAM IS IT'S SEEN AS A PRIVILEGE OR A BENEFIT SO IF WE'RE HAVING CONSISTENT ISSUES WITH AN EMPLOYEE, WE CAN CHANGE THE NATURE OF THEIR WORK ENVIRONMENT TO BRING THEM BACK INTO A ENVIRONMENT WHER PRODUCTIVE AS WELL AS VERY ROBUST TRAINING PROGRAMS THAT DOMINIC WILL SPEAK TO LATER.
>> IF AN PLEA IS NOT PROVING THAT THEY'RE HIGH PERFORMING, THEY WILL NOT BE ELIGIBLE.
THEY WON'T EVEN BE ALLOWED TO TAKE ADVANTAGE OF FLEXWORK.
>> O WORK PRODUCTS THAT SET AND DEFINED BY THE SUPERVISOR.
THROUGH THIS WE WANT TO ENSURE THAT WE'RE DETERMINING THE PERFORMANCE COMPETENCIES, THOSE BASELINES AND THAT WE'RE INFORMING SUPERVISORS ACCORDING TO A COACHING MODEL AND HOW THEY MEASURE THEIR EMPLOYEES ON PERFORMANCE.
THROUGH THIS, WE CAN LOOK AT WHAT THE TRAINING LOOKS LIKE SO THEY CAN ADEQUATELY HAVE FRANK CONVERSATIONS WITH EMPLOYEES WHO MAY NOT BE PERFORMING TO THE LEVEL THAT IS REQUIRED OF THEIR WORK SPACE.
>> WITH THE NEXT SLIDE, THROUGH OUR RESEARCH OF BEST PRACTICES, SURVEYING OTHER INSTITUTIONS THAT MIRROR OR SIZE AND
[00:10:02]
THE SIZE OF OUR HUMAN RESOURCES OFFICE, WE CAME TO FOUR -- AS WELL AS SURVEYING OUR EMPLOYEES, WE CAME TO FOUR OPTIONS WE WANT TO EXPLORE.TWO ARE A REMOTE OPTION AND THE OTHER TWO HINGE ON ADJUSTING THE SCHEDULE.
THE FIRST TWO, A FULLY REMOTE OR HYBRID OPTION WOULD ALLOW AN EMPLOYEE TO WORK ALL THEIR DAYS AT HOME OR PART OF THE WEEK AT HOME.
ALSO UNDERSTANDING UNDER THE CAVEAT THAT LENORA PROVIDED, WE WANT TO BE SURE THAT TO BE THERE FOR OUR STUDENTS, BE THERE IN TIMES OF PEAK REGISTRATION AND THINGS OF THAT NATURE, THEY SHOULD LIVE WITHIN A COMMUTABLE AREA.
>> WHAT'S AN ALTERNATE WORK LOCATION?
>> ANYTHING OTHER THAN THAN A DALLAS COLLEGE CAMPUS.
>> WE'RE GOING TO TOUCH ON THIS AT THE END.
WE'LL DEFINE SOME OF THOSE TERMS.
>> WITH COMPRESSED WORKWEEK, YOU WILL SEE AN EMPLOYMENT WHO ADJUST THE DAYS WORKED BUT NOT THE HOURS.
THEY WILL BE EXPECTED TO WORK 40 HOURS DURING THE WEEK BUT THEY MAY DO THAT IN LESS NUMBER OF DAYS SO WORKING MONDAY THROUGH THURSDAY WORKING 10 HOUR SHIFTS AS WELL AS FLEX TIME OPTIONS.
THE HOURS OUTSIDE 8:00 TO 5:00 PERHAPS THEY'RE ABLE TO WORK A 7:00 TO 4:00 OR 6:00 TO 3:00 SO THOSE ARE THE FOUR OPTIONS THAT WE'RE PRESENTING AT THIS TIME.
THROUGH THIS, WE HAVE BEEN ABLE TO DETERMINE A PROCESS THAT WE BELIEVE IS VIABLE IN ORDER TO SUCCESSFULLY IMPLEMENT THIS FOR DALLAS COLLEGE.
WE ALSO HAVE SHARED AND DISCUSSED WITH OUR LEADERSHIP TEAM WHAT EMPLOYEES ARE ELIGIBLE AND THAT WOULD INCLUDE OUR FULL TIME ADMINISTRATORS AND STAFF AT THIS TIME.
THOSE WILL BE THE SUBSET THAT WE'RE LOOKING AT THAT WE'RE EXAMINING WHO WILL BE ABLE TO MOVE FORWARD AND REQUEST A FLEXWORK WORK ARRANGEMENT.
AS DR. LONON STATED, FLEXWORK IS NOT APPROPRIATE FOR ALL POSITIONS.
IT'S NOT APPROPRIATE FOR ALL SETTINGS, AND IT'S NOT APPROPRIATE FOR ALL EMPLOYEES, AS WE'VE DISCUSSED AND SO THROUGH THIS PROCESS, WE ALSO HAD TO THINK ABOUT SOME THINGS AND DISCUSS WITH IT, WITH FINANCE, WITH LEADERSHIP REGARDING OUR OPERATIONAL NEEDS AS DALLAS COLLEGE.
WHAT POSITIONS TRULY NEED TO BE FACE-TO-FACE AND AT WHAT LEVEL? FOR INSTANCE, OUR STUDENT SERVICES EMPLOYEES.
WE'VE TALKED ABOUT HOW THIS MAY TRANSFORM HOW WE PREPARE OUR SPACE AS YOU DISCUSSED AS A BOARD.
WE'RE PRETTY COMFORTABLE THAT WE'RE PROV TECHNOLOGY AT THIS TIME TO OUR FULL TIME EMPL APPROPRIATENESS OF THEIR ALTERNATE WORKPLACE, WHICH IS USUALLY THEIR HOME.
AS I MENT SCAFFOLDED BACK AVAILABILITY FROM BROAD TO NARROW LOOKING AT POSITIONS WITH REGARD TO ROLES AND RESPONSIBILITIES.
WITHOUT THE EMPLOYEE IN THAT SEAT, IS THE SEAT ELIGIBLE, MEANING IN THAT ROLE WITH THE RESPONSIBILITIES, THEIR WORKLOAD, HOW IS FLEXWORK GOING TO COVER THAT? AND LOOKING AT THE INDIVIDUAL EMPLOYEE AS WE DISCUSSED SO THROUGH THAT, WE DETERMINED HOW THIS PROCESS WOULD LOOK ACCORDING TO THAT FUNNEL OF ELIGIBILITY.
>> WHAT IS THE ESTIMATION OF OUR CURRENT STAFF THAT WOULD QUALIFY? WHAT'S YOUR REVIEW OF THE INITIAL ASSESSMENT?
>> T HAS COME BACK THAT WE HAVE SUBSETS OF A POPULATION SUCH AS FACILITIES OR SAFETY AND SECURITY THAT LARGELY WON'T BE CONSIDERED FOR REMOTE WORKING OPTIONS THAT ARE ALREADY ON A FLEX SCHEDULE OR COMPRESSED WORKWEEK TO EXPAND THEIR HOURS AND COVERAGE AS IT EXISTS TODAY SO WE DO BELIEVE THAT A MAJORITY OF EMPLOYEES OUTSIDE OF THOSE SUBSETS WILL BE ELIGIBLE, FROM A BROAD PERSPECTIVE.
>> I UNDERSTAND ELIGIBLE BUT WHAT DO YOU ANTICIPATE WILL
[00:15:05]
BE ACCEPTED OR DESIRED? HAVE Y'ALL PROJECTED ANYTHING AS TO WHAT PERCENTAGE OF PEOPLE ELIGIBLE WOULD ACCEPT THAT PROGRAM?>> WE HAVEN'T REALLY DONE A PROJECTION YET.
WE TALKED TO THE LEADERSHIP TEAM TO GIVE US AN IDEA OF POSITIONS THAT MAY BE ELIGIBLE SO ONCE WE START LOOKING AT THE JOB DESCRIPTIONS AND LOOKING AT THE NUMBER OF PEOPLE THAT WE HAVE IN THOSE POSITIONS THAT WE CAN COME BACK AND GIVE YOU A PROJECTION AS TO HOW MANY PEOPLE WE'RE LOOKING AT BUT WE DON'T HAVE THAT NUMBER RIGHT NOW.
>> WHAT IF THERE'S, I DON'T KNOW, 70% OF OUR FULL TIME EMPLOYEES ELIGIBLE FOR FLEXWORK AND OF THAT 70%, 90% WANTS TO FLEXWORK.
WOULD WE HAVE SKELETON STAFF AT THE CAMPUSES?
>> OUR POLICY ADDRESSES SOME OF THAT.
IT'S SUITABLE ONLY FOR CERTAIN POSITIONS AND IT'S IN THE BEST INTEREST OF THE COLLEGE, SO WHETHER SOMEONE APPLIES FOR REMOTE WORK, IT'S NOT A DEFAULT APPLICATION MEANING WE DEFAULT TO APPROVAL.
IT'S A CONSIDERATION IN TERMS OF THE NEEDS OF THE DEPARTMENT, THE NEEDS OF THE DIVISION AND THE NEEDS OF THE COLLEGE AS A WHOLE.
>> A SUPERVISORS? WHO WOULD MAKE THE DECISION IF THEY CAN DO FLEXWORK OR NOT?
>> [INAUDIBLE] THAT'S DUE TO THE FACT THAT ACCORDING TO THE COMMUNITY THAT WE SERVE, WE DO WANT A ROBUST AND VIBRANT CULTURE ON CAMPUS BECAUSE WE WANT THEM TO STAY WITH US.
>> HOW DO YOU JUDGE HOW OUR STUDENTS FEEL ABOUT THIS? WORKING WITH REMOTE WORK AND REMOTE STAFF, ONE OF OUR PRESENTATIONS WITH THE ENROLLMENT DECLINE WAS THE LACK OF IN-PERSON EXPERIENCE, NOT TALKING FACE-TO-FACE ON ENROLLMENT OR LIFE PROGRESSION ISSUES.
HOW WILL IT BE IMPLEMENTED? DO YOU SEE AN IMPACT THERE?
>> I COUPLE OF THINGS, THIS IS NOT RELATED TO ONLINE TEACHING AND THAT'S A SEPARATE CONVERSATION ABOUT ONLINE COURSES AND CLASSES.
THIS IS ADMINISTRATORS AND STAFF.
THINGS AROUND, LIKE, STUDENT SERVICES ENGAGEMENT THAT DR. JOSEPH AND TEAM HAVE BEEN ASSESSING THAT WITH STUDENTS IN TERMS OF THEIR ENGAGEMENT WITH SUCCESS COACHES OR SOME OF THE SERVICES THAT THEY OFFER, SO AS THEY LOOK AT THE DATA, THE REQUESTS, THEY PREFER THAT VIRTUAL ENGAGEMENT.
SOME IT HAS TO BE THAT FACE-TO-FACE.
SO TO YOUR POINT, THIS HAS TO BE SOMETHING THAT WE CONTINUE TO LOOK AT WITHIN EACH FUNCTION, WITHIN EACH AREA TO ENSURE THAT WE'RE SERVING WHO WE NEED TO SERVE AND HOW THEY WANT TO BE SERVED AND THAT'S WHY, AS TRICIA SAID, THIS IS NOT A DEFAULT ENTITLEMENT THING.
THIS IS NOT SOMETHING, QUOTE, FOR EMPLOYEES.
IT IS ACHIEVABLE BUT IT'S NOT THE END-ALL, BE-ALL, WE HAVE TO MAKE SURE WE'RE DOING THIS ACCORDINGLY, SO.
WHAT IS THE DEFINITION OF CULTURE IN DALLAS COLLEGE?
>> G BUILDING THAT AND WORKING INTERNALLY AROUND THAT BUT THAT'S A STRUGGLE OF TRYING TO BUILD THAT SENSE OF PLACE AND COMMUNITY AT OUR LOCATIONS, TO BUILD THE DALLAS COLLEGE CULTURE AND AS WAS REFERENCED EARLIER, WE NEED PEOPLE TO BE ENGAGED IN SOME OF THOSE FACE-TO-FACE CONNECTIONS.
WE HAVE SEEN THE DIFFICULTY OF THAT IN THE LAST COUPLE OF YEARS AS MANY OTHER ORGANIZATIONS HAVE ABOUT BUILDING THAT SENSE OF PLACE, SO THAT'S WHY THIS IS GOING TO BE A BALANCE AS WE IMPLEMENT IT AND FIGURE IT OUT.
>> SO YOU DON'T HAVE LIKE AN END GOAL OR A DESCRIPTOR? FOR EXAMPLE, OUR MISSION.
>> NO, WE'RE GOING TO WORK ON THIS TOGETHER AS A COLLEGE THIS FALL AROUND THAT.
WE WORK WITH THOSE WORD CLOUDS AND TALK
[00:20:04]
ABOUT RESPECT, SERVICE, ENGAGEMENT AND LOOK AT THOSE PARTS OF CULTURE THAT WE WANT AND PART OF THIS CONVERSATION AROUND THE KBIS AND THE GOALS, ONE OF THOSE IS EMPLOYEE ENGAGEMENT AND WHEN I TALKED ABOUT DALLAS COLLEGE 2030, WE WANT TO BE IDENTIFIED AS ONE OF THOSE BEST PLACES TO WORK FOR, THAT PEOPLE SEE THEIR VALUE AND THEIR CONTRIBUTIONS TO THE MISSION OF THIS INSTITUTION AND KNOWING THAT RIGHT NOW, BECAUSE OF THE CONSOLIDATION, BECAUSE OF THE PANDEMIC, WE HAVE MORALE ISSUES AND CHALLENGES THAT WE HAVE TO FOCUS ON AND THE CULTURE PART IS KEY TO THAT.>> SO YOU WILL END UP WITH A PHRASE OR A WORD COLLUDE THAT COMMUNICATES OUR CULTURE?
>> IS THIS 24 HOURS A DAY? ANY TIME OR ARE THERE PARAMETERS?
>> YOU MAY WANT TO SPOKE TO THAT.
ONE OF THE THINGS WE FOUND DURING THE PANDEMIC IS THAT THERE ARE SOME FUNCTIONS, SOME ROLES THAT THEIR CREATIVE JUICES MAY BE WORKING WELL IN THE MIDDLE OF THE NIGHT.
THERE'S A NIGHT OWL OR TWO SITTING AT THAT TABLE THAT I KNOW THAT IF THAT'S WHAT WORKS FOR THEM, WE SAW PRODUCTIVITY INCREASE SOME, SO AS WE START IN THIS, YOU MAY WANT TO SPEAK TO HOW WE'RE APPROACHING THAT.
>> A TEAM INDICATED EARLIER ON THE STUDENT SERVICES SIDE WE HAVE A TEAM OF STUDENT SERVICES THAT WORK UNTIL MIDNIGHT SO LIKE CHANCELLOR LONON SAID, IT JUST DEPENDS ON THE DISCIPLINE THAT WE'RE LOOKING INTO, THE BUSINESS UNIT AS TO WHAT THOSE HOURS MAY BE, LIKE IT.
THEY WORK ALL DIFFERENT VARYING HOURS SO AS WE LOOK, AGAIN, AT POSITIONS AND WHAT THE FUNCTION DOES AND MEET WITH THE SUPERVISOR AND THE TEAM, THEN WE CAN START DETERMINING IS THIS POSITION -- WHAT'S THE OPTIMUM TIME THIS POSITION MAY BE SITED TO WORK VERSUS WHAT ANOTHER ORGANIZATION IS WORKING SO WE MAY LOOK AT THAT AND THE SUPERVISORS AND MANAGEMENT TEAM TO COME UP WITH THAT CONCLUSION.
>> A AGAIN, THE PROCEDURE TOUCHES ON THIS ARRANGEMENT DOES NOT ALTER THE EMPLOYMENT ARRANGEMENT.
SO THE FLEXWORK ARRANGEMENT, IF YOU ARE APPROVED FOR IT DOESN'T ALTER THE EMPLOYMENT ARRANGEMENTS.
YOU'RE STILL SUBJECT TO THE SAME POLICIES AND PREJUDICES AS A REGULAR EMPLOYEE SO A NONEXEMPT EMPLOYEE IS STILL REQUIRED TO WORK THE SAME NUMBER OF HOURS TO COMPLY WITH OUR ORGANIZATION UNDER LAW SO OUR PROCEDURES SET THE PARAMETERS FOR THOSE REQUIREMENTS AND HOW WORK HOUR WILL BE MANAGED AND HOW AN EMPLOYEE NEEDS TO BE AVAILABLE IN TERMS OF THEIR PRODUCTIVITY AND SERVICES AND GENERAL JOB DESCRIPTION.
SO, TO SUCCESSFULLY IMPLEMENT THIS PROGRAM AS WE INDICATED, WE HAVE BEEN IN PARTNERSHIP WITH OUR DIVISION LEADERSHIP AND OUR EXPECTATION IS THAT THEY WOULD CLEARLY COMMUNICATE TO THEIR WORK UNIT WHAT THEIR EXPECTATIONS ARE, HOPEFULLY ALIGNING OUR LEADERS TO THOSE EXPECTATIONS.
WE KEEP PICKING ON DR. JOSEPH HERE FOR STUDENT SERVICES, SHE AND HER TEAM OF VICE CHANCELLORS WOULD COMMUNICATE TO THEIR WORK GROUP THAT I WOULD LIKE I WOULD LIKE YOU TO HAVE TEAM MEETINGS REGULARLY AND THAT INCLUDES REMOTE AND HYBRID AND THAT DURING PEAK TIMES OF REGISTRATION, IT LOOKS LIKE THIS.
THE PROCESS WOULD INCLUDE THE EMPLOYEE INITIATING THE DISCUSSION BASED ON THEIR ELIGIBILITY WITH THE SUPERVISOR.
WITH THAT GUIDED CONVERSATION THEY WOULD DISCUSS I SEE THAT I'M ELIGIBLE AND SO
[00:25:12]
WOULD YOU BE IN SUPPORT OF ME SUBMITTING A REQUEST AND THAT SUPERVISOR AT THAT TIME WOULD INDICATE WHY OR WHY NOT.THOSE PARAMETERS SHOULD BE BASED ON THE INDIVIDUAL'S PERFORMANCE, PROD MANAGEMENT AND HOW THEY PRIORITIZE THEIR WORK AND THROUGH THAT REQUEST, IT WILL FORMULATE AN AGREEMENT THROUGH THE SUPERVISOR AND EMPLOYEE SO THEY CAN UNDERSTAND AND AGREE TO HOW THEY WILL COMMUNICATE WHAT THIS LOOKS LIKE FOR THEM AND HOW THEY WILL CONTINUE TO BE SUCCESSFUL AND EVEN MORE SO PRODUCTIVE THROUGH OPERATING THROUGH THE BENEFIT OF THIS FLEXWORK AGREEMENT.
SO THE SLIDE TAKES YOU THROUGH SOME OF THE QUESTIONS THAT WE PLAN TO BRING THROUGH, HOW WILL YOU PERFORM YOUR DUTIES WITHIN THE FLEXWORK SCHEDULE SUCCESSFULLY? HOW WILL THE SUPERVISOR AND EMPLOYEE COMMUNICATE EFFECTIVELY TO SUPP PERFORMANCE, PRODUCTIVITY, AND DEVELOPMENT UNDER THE FLEXWORK SCHEDULE? TO THE QUESTIONS EARLIER, YOU DO HAVE TO DEMONSTRATION THAT YOU'RE ALREADY A HIGH PERFORMING EMPLOYEE AS ACCORDING TO THE WORK UNIT AND AFTER THAT, TOOLS.
ZOOM IS WAY MORE SAVVY, THERE ARE CALL CENTER NETWORKS THROUGHOUT DALLAS COLLEGE THAT YOU'RE ABLE TO PULL STATISTICS WITH SO SUPERVISORS SHOULD HAVE TOOLS CURRENTLY AND READILY AVAILABLE.
SO IF APPROVED, THE EMPLOYEE AND SUPERVISOR WILL GO DOWN THAT PATH TO AGREE TO A FLEXWORK AGREEMENT.
ONE OF THE MOST INTERESTING TOPICS HERE AT DALLAS COLLEGE WITH OUR EMPLOYEES HAS BEEN REGARDING TRAINING.
IT'S ONE OF MY FAVORITE TOPICS.
THROUGH THIS PROGRAM, WE HAVE BEEN ABLE TO ACCELERATE AND LOOK AT AND EXAMINE SOME OF THE TRAINING THAT WE CURRENTLY OFFER AND SO THROUGH THIS PARTICULAR PROGRAM, WE WANT TO BE SURE THAT WE HONE IN ON THE MANDATED OR REQUIRED CYBER SECURITY TRAINING.
WE WANT TO BE SURE THAT WE'RE CONTINUING TO PROTECT OUR INFORMATION AND KEEPING IT CONFIDENTIAL AND SO THAT WILL BE A PART OF THIS.
EMPLOYEES MUST DEMONSTRATE THAT THEY HAVE GONE THROUGH AND COMPLETED THAT CYBER SECURITY TRAINING SUCCESSFULLY AT LEAST.
THEN YOU HAVE THE FLEXWORK SPECIFIC TRAINING AND THAT'S TWOFOLD.
THAT WILL GO OVER THE PROCESS OF OF FLEXWORK ITSELF, HERE'S HOW YOU COMPLETE THE FORM, HERE'S WHAT IT LOOKS LIKE BUT ALSO THOSE MEASURES OF ACCOUNTABILITY.
AS WE MOVE FORWARD IN THIS NEW ENVIRONMENT OF DALLAS COLLEGE, I KEEP HEARING THE WORD ACCOUNTABILITY AND THAT'S IMPORTANT, RIGHT? YOU WANT THAT TO BE ONE OF THE CORNERSTONES FOR DALLAS COLL RESOURCES PERSPECTIVE.
THAT TRAINING WE PLAN TO MAKE SURE THAT THAT TOPIC IS DISCUSSED AS WELL AS EFFECTIVE COMMUNICATION.
IF I CAN'T SEE YOU, YOU'RE NOT IN FRONT OF ME, LET ME KNOW YOU'RE THERE.
THAT NEEDS TO BE SUCCESSFUL, EVEN MORE SO IN A REMOTE OR HYBRID ENVIRONMENT.
WE REALLY WANT TO HONE IN ON HOW AN EMPLOYEE CAN MOVE UP AND THAT THEY'RE READY FOR LEADERSHIP IF THEY'RE NOT RIGHT IN FRONT OF THEIR LEADER? SO WE WANT TO EXPLORE THAT ALSO.
TRAINING AND APART IS TRAINING FOR SUPERVISORS.
WE PLAN TO COVER EVERYTHING I DISCUSSED AS WELL AS LEADING AND TEACHING EMPLOYEES IT THERE TOPIC OF THEIR EMPLOYEES, DEVELOPING TRUST, AND HOW THEY'RE ABLE TO SUCCESSFULLY COACH THEIR EMPLOYEES AND LASTLY, ADDITIONAL RESOURCES THAT SUPPORT THIS IMPLEMENTATION THROUGH A PLAY BOOK GUIDE, HOW TO'S AND JOB AIDS.
I WILL TURN IT OVER TO TRICIA.
>> ONE OF THE CHALLENGES OF THE FLEXWORK PROGRAM IS REALLY THE MANAGEMENT MANAGING IT SO WE CAN ACHIEVE THE DESIRED OUTCOMES OF PRODUCTIVITY, EFFICIENCY AND ALSO MANAGING EXPE ACCOUNTABILITY WITHIN THE PROGRAM.
IMPLEMENTATION [INAUDIBLE] POLICIES AND PROCEDURE.
FIRST WE HAVE DJ LOCAL WHICH THE CHANCELLOR TOUCHED ON.
WE HAVE HAD IT FOR MENTIONS TELECOMMUTING WHICH IS AN OLDER CONCEPT, FOCUSES SOLELY ON REMOTE WORK.
WHAT ARE THE REVISIONS OF THE POLICY THAT EXPAND A BROADER ARRANGEMENT BUT MORE IMPORTANTLY, IT SPEAKS IN TERMS OF THE APPLICABILITY, THAT
[00:30:03]
FLEXWORK IS SUITABLE AND FIE SATISFIES THE PROGRAM.TO TRUSTEE FLORES' POINT, IT'S ONLY APPROVED WHEN IT'S NOT BEST INTEREST OF THE COLLEGE AND WHEN IT WILL MAINTAIN THE PRODUCTIVITY OF THE EMPLOYEE OR ENHANCE THE PRODUCTIVITY OF THE EMPLOYEE.
IN ADDITION, IT OUTLINES WHAT IT DOES NOT APPLY TO.
THOSE ARE EXIGENT CIRCUMSTANCES LIKE INCLEMENT WEATHER OR WHAT WE'RE STILL IN AND RAISES THE QUESTION OF COVID.
WE WENT INTO REMOTE WORK SITUATIONS AND WE WERE 100% REMOTE WORK.
THAT'S NOT A FLEXWORK ARRANGEMENT SO THAT'S HANDLED UNDER A DIFFERENT POLICY.
IN ADDITION, IT DOESN'T APPLY TO ACCOMMODATIONS WHICH ARE COMPLETELY SEPARATE AND GOVERNED BY THE ADA AND THAT'S ALSO HANDLED UNDER A DIFFERENT POLICY.
THE POLICY WILL ALSO ADDRESS THE PARAMETERS OF THE PROGRAM.
AN EMPLOYEE HAS TO APPLY IN ORDER TO BE CONSIDERED AND IT HAS ABSOLUTELY NO EFFECT -- [INAUDIBLE] YOU'RE STILL AN EMPLOYEE OF THE COLLEGE.
IT DOESN'T EXTEND AN ADDITIONAL BENEFIT.
YOU'RE SUBJECT TO THE SAME POLICIES AND PROCEDURES THAT YOU WOULD BE IN ANY CAPACITY AS AN EMPLOYEE.
AND ESTABLISHES AUTHORITY AND THAT SPEAKS TO THE AUTHORITY FOR APPROVAL OF AN APPLICATION FOR FLEXWORK, SO THAT RESTS WITH THE SUPERVISOR AND THE EFFECT OF THAT IS TO GUARD AGAINST ANY ARBITRARY OR CAPRICIOUS DECISIONS WITH RESPECT TO THE APPLICATION.
THEN REVOCATION OF THE APPROVAL IS RESERVED BY THE COLLEGE MEANING WE RESERVE THE RIGHT TO DISCONTINUE, LIMIT, REDUCE OR CHANGE A FLEXWORK WORK ARRANGEMENT AT ANY TIME TO SERVE THE INTEREST OF THE COLLEGE.
SO THAT MOVES US TO THE POLICY BEFORE YOU TODAY FOR APPROVAL, IT'S ONLY FIRST READING.
IF YOU HAVE ANY QUESTIONS IN THERE PLEASE LET ME KNOW.
THE REGULATION I WILL TOUCH ON HERE, EVEN THOUGH THAT'S NOT BEFORE YOU TODAY, THAT OUTLINES THE RULES AND REQUIREMENTS THAT ARE INCLUDED WITHIN THE PROGRAM AND THAT ARE NECESSARY FOR THE PROCESS AND IMPLEMENTATION OF THE PROGRAM.
SO IT SPEAKS TO ELIGIBILITY AND DOMINIC TOUCHED ON THIS SOMEWHAT.
SO ARE YOU A FULL TIME EMPLOYEE? ARE YOU A FULL TIME EMPLOYEE WHO IS STAFF OR ARE YOU AN ADMINISTRATOR? ARE YOU AN EMPLOYEE IN GOOD STANDING? AND GOOD STANDING IS DEFINED IN PROCEDURE.
ON ITS FACE, IT'S SOMEONE WHO IS NOT SUBJECT TO THE DISCIPLINARY PROCESS WITHIN THE LAST YEAR BEFORE APPLYING FOR THE FLEXWORK PROGRAM.
IN ADDITION, IT'S THE ALTERNATIVE WORK SPACE AND PROVIDES A DEFINITION FOR THAT AND TRUSTEE FLORES, SHE ASKED THAT QUESTION DIRECTLY.
SPEAKING TO THE ALTERNATIVE WORK SPACE AND WHAT THAT LOOKS LIKE, TYPICALLY IT IS A HOME SPACE.
YOU SET UP PARAMETERS FOR WHAT NEEDS TO BE A SAFE LOCATION, A SECURE LOCATION.
SO TO YOUR POINT, IT WOULD NOT BE A STARBUCKS BECAUSE THAT WOULD BE YOUR COMPUTER IS SUSCEPTIBLE TO ANYONE ACCESSING IT.
IT HAS TO BE LOCATED IN TEXAS BECAUSE OF LEGAL IMPLICATIONS THAT GO WITH OUT OF STATE WORK.
RIGHT NOW IT'S LIMITED TO THAT.
IN ADDITION, THE REGULATION COVERS WHEN AN EMPLOYEE IN A WORK ARRANGEMENT SHOULD BE AVAILABLE FOR OFFICE HOURS AND THAT GOES TO PRODUCTIVITY AS WELL.
IF A SUPERVISOR IS ATTEMPTING TO CONTACT YOU, THEY NEED TO KNOW EXACTLY WHEN YOU WILL BE AVAILABLE FOR CONTACT AND THAT SHOULD BE WITHIN YOUR NORMAL WORK HOURS.
THAT SAID, FLSA HAS SPECIFIC REQUIREMENTS AND WE HAVE INCLUDED IN THE REGULATION THE REQUIREMENT TO COMPLY WITH ALL REPORTING RULES THAT ARE CURRENTLY IN POLICY AND PROCEDURE SO WHEN WE MANAGE THOSE THINGS OVER TIME, WE MANAGE THEM AS NECESSARY.
IT COVERS THE RESP SUPERVISOR SO YOU'RE EXPECTED TO RESPOND TO AN E-MAIL.
YOU'RE EXPECTED TO RESPOND TO CALLS AS YOU WOULD NORMALLY EVEN IN YOUR OFFICE IN A PHYSICAL LOCATION.
IT SPEAKS MORE PHYSICAL AND TECHNICAL SPECIFICATIONS.
AGAIN, THAT'S YOUR WORK SPACE, WHAT IT LOOKS LIKE, WHETHER YOU HAVE INTERNET
[00:35:03]
CONNECTION AND THE CORRECT EQUIPMENT TO DO YOUR JOB.WE'RE NOT OBLIGATING THE COLLEGE TO DO ANY CAPITAL IMPROVEMENTS OR EXPENDITURES ON ALTERNATIVE WORK PLACES FOR EMPLOYEES, CORRECT?
>> NO, THE REGULATION SPEAKS TO THAT SPECIFICALLY AND MAKES IT CLEAR WE DON'T PAY FOR THAT.
>> WE'LL LOOK AT MAKING SURE THEY HAVE THE RIGHT HARDWARE BUT THAT'S AS FAR AS IT GOES, RIGHT?
>> I WHAT'S BEING PROPOSED IN TERMS OF REGULATION BUT WHAT DO YOU SEE EVOLVING IN THE FUTURE FROM THIS? DO YOU THINK IT'S MORE MANDATORY AND PRESCRIPTIVE OR PREV ATTRACTIONS IN OTHER STATES IF YOU WILL?
>> I HAVEN'T SEEN WHAT OTHER STATES ARE DOING.
I THINK THE PANDEMIC ASSESSED AT INSTITUTIONS OF HIGHER EDUCATION TO LOOK AT THAT AND WHAT IT MEANS MORE BROADLY SO I THINK IT WILL CONTINUE TO DEVELOP, WHICH IS [INAUDIBLE] THIS WILL BE A NEW PROGRAM THAT I THINK WE SHOULD MONITOR EVERY SEMESTER AND SEE HOW IT WORKS IN PRACTICE AND CHANGE IT AND ADAPT IT NOT ONLY CONSIDERING THOSE THINGS BUT CONSIDERING HOW TECHNOLOGY AND THE WORLD CONTINUES TO DEVELOP.
>> I THINK IT'S VERY TIMELY TO DO SOME RULES-BASED REGULATION ON THIS RIGHT NOW BUT LIKE WHAT'S GOING ON IN TELEMEDICINE.
WHY HAVE WE DECIDED TO ROLL THIS OUT DISTRICT WIDE AS OPPOSED TO A MORE FOCUSED PILOT? THAT'S MORE OF A LEGAL QUESTION --
>> T APPLICATIONS TO BE ABLE TO DO THIS.
THIS HAS BEEN IN DEVELOPMENT FOR OVER A YEAR.
WE ENGAGED OUR EMPLOYEES AROUND THIS, WE DID LOOK AT BEST PRACTICES IN OTHER AREAS AND WE HAVE TALKED ABOUT HOW TO ROLL THIS OUT IN TERMS OF STARTING NARROW WITH A PILOT OR BUILDING FROM THERE.
ONE IS I WANT US TO HAVE AN UPDATED POLICY AND PLAN THAT WE CAN ENGAGE WITH PERSPECTIVE CANDIDATES BUT, YEAH, WE HAVE SOMETHING ROBUST IN PLACE.
WE HAVE CRITICAL ROLES WE NEED TO FILL AND THAT IS OFTEN TIMES A CONVERSATION.
WHAT IS YOUR FLEXWORK POLICY? AND AS WE ROLL THIS OUT, AS YOU WILL SEE AS WE GET INTO THE TIME LINE, OUR INTENT IS TO DO OUR TRAINING AND ROLL THIS OUT IN THE FALL AND WE'RE GOING TO HAVE TO CONTROL THE VALVE A LITTLE BIT AS WE DO THIS AS LENORA WAS TALKING EARLIER WORKING IN THE FUNCTIONAL AREAS OF HOW TO IMPLEMENT THIS SO IT MAY NOT BE 100% IMPLEMENTATION INTO EVERY AREA AS WE WORK THROUGH SOME OF THESE KPIS AND STUFF.
>> A COMMENTS? THANK YOU VERY MUCH.
>> I WILL MAKE IT EXTREMELY BRIEF.
THIS JUST PROVIDES A ROUGH TIME LINE OF WHERE WE ARE AND I WOULD LIKE TO REITERATE THAT AS WE TALK ABOUT THE FALL, THERE IS SOME PHASING THAT WILL BE REQUIRED JUST DUE TO THE VOLUME OF THE EMPLOYEES WE'RE TALKING ABOUT.
THIS IS NOT A FLIP SWITCH, SO TO SPEAK, OF OPENING UP THE FLOODGATES, THERE'S SOME METHODICAL ASPECTS AND WITH THAT, SIR.
FOR THE NEW BOARD MEMBERS, YOU MAY EXPLAIN THE FIRST AND SECOND READING PROCESS.
THAT WAY THEY CAN UNDERSTAND WHAT THEY'RE VOTING ON TODAY.
>> E AGENDA POSTED FOR FIRST AND SECOND READING SO YOU DON'T VOTE ON IT UNTIL AFTER THE SECOND
[00:40:04]
READING.>> TO ALLOW TIME FOR INPUTS AND AS WE HEAR FROM YOU-ALL ABOUT CHANGES WE NEED TO MAKE.
SOMETIMES WE GET THOSE FROM EMPLOYEE GROUPS AND OTHERS AS WELL BUT IT'S PUT OUT THERE FOR A MONTH FOR CONSIDERATION THIS WILL WE BRING IT BACK FOR A VOTE.
[4.2. FY2022-2023 Proposed Budget]
>> SO YOU DON'T VOTE TODAY BUT YOU'RE PRESENTED IT.
>> OKAY, WE'RE GETTING INTO OUR MOST DESIRED AND FAVORITE SUBJECT.
WE ALWAYS ENJOY THIS THE MOST, I THINK.
SO, JOHN, DO YOU WANT TO HAVE THE OPENING COMMENTS?
>> GO TO THE CHANCELLOR, IF YOU WOULD.
>> W WILL SAY THANKS TO THE TEAM FOR PUTTING THIS RECOMMENDATION TOGETHER.
AS WE TALKED LAST MONTH DURING SOME CHALLENGING TIMES WITH CHANGES TO THE ECONOMY, CHANGES THE TAB, TO DO THEIR BEST PROJECTIONS OF WHAT REVENUE LOOKS LIKE SO I APPRECIATE THAT HARD WORK AND EFFORT.
I APPRECIATE THE LEADERSHIP OF OUR COMMITTEE CHAIR WHO HAS CHALLENGED US AS WE HAVE DEVELOPED THIS AND THE CONVERSATION WE HAD IN THAT DAY-AND-A-HALF IN JUNE TO GET YOUR SENSE OF WHERE WE'RE GOING AND SOME OF THE ISSUES AND CHALLENGES THAT WE'RE WORKING THROUGH AND I THINK YOU'LL SEE AS WE GET THROUGH THIS, WE CERTAINLY WELCOME YOUR QUESTIONS AS WE ENGAGE IN THIS CONVERSATION, BUT AS WE GET THROUGH IT AND AS YOU CONSIDER IT THIS AFTERNOON, THERE IS A LOT TO BE PROUD OF IN THIS BUDGET AND INVESTMENTS WE'RE MAKING AS A INSTITUTION IN OUR STUDENTS, IN OUR BUSINESS, IN OUR COMMUNITY, IN OUR EMPLOYEES THAT YOU THINK ABOUT THE JOURNEY WE HAVE BEEN ON THE LAST COUPLE OF YEARS.
THIS IS REALLY OUR FIRST BUDGET AS DALLAS COLLEGE AND IT'S BEEN AN EVOLUTION.
IT WILL CONTINUE TO EVOLVE AS WE BUILD IT OVER THE NEXT YEAR AS WELL WITH AN UPDATED PROCESS BUT JUST THINK ABOUT SOME OF THE INVESTMENTS YOU HAVE MADE THE LAST COUPLE OF YEARS, THINGS YOU HAVE DONE AROUND THINGS BECAUSE LIKE I MENTIONED BEFORE, THE INVESTMENT IN STUDENT SERVICES.
THE INVESTMENT IN THOSE SUCCESS COACHES AS A PROFESSION NOT JUST A NUMBER OF THEM, BECAUSE WE INCREASE THE NUMBER BUT ALSO THE COMPETENCY OF PREVIOUSLY OUR ADVISERS WERE IN THE $30,000 SOMETHING AND THE SUCCESS COACHES WERE IN THE $60,000 RANGE.
SO WE ELEVATED THE ROLE AND THE EXPECTATIONS TO SERVE STUDENTS BETTER.
THINK ABOUT THE INVESTMENT THIS BUDGET MAKES IN THINGS LIKE PUBLIC SAFETY AND SECURITY.
THE CHANGE THAT WE MADE IN THE SALARY STRU ENFORCEMENT OFFICERS MAKES US MORE COMPETITIVE AND ENSURES WE CAN HAVE THE FORCE THAT WE NEED AND I'M HAPPY TO TELL YOU ROB AND I WERE TALKING YESTERDAY TO CHIEF HILL.
SINCE THAT CHANGE WAS ANNOUNCED FOR OFFICERS FOR A SALARY INCREASE.
SEVEN OFFICERS PREVIOUSLY LEFT US AND EXPRESSED INTEREST IN COMING BACK HERE.
IT'S NOT ALWAYS ABOUT COMPENSATION, BUT IT DOES MATTER.
THEN THE INVESTMENT THAT THIS BUDGET MAKES IN THINGS LIKE STUDENT SUCCESS, THINGS AROUND A 24/7 CALL CENTER.
BACK TO THE QUESTION EARLIER ABOUT MEETING STUDENTS WHERE THEY ARE WHEN THEY NEED SERVICE OR WHEN POTENTIAL STUDENTS MAY SEE ONE OF THOSE ADS REFERENCED EARLIER MAY SEE IT IN THE MIDDLE OF THE NIGHT AND HAVE AN INTEREST, THAT DIRECTLY THERE.
INCREASED FOCUSES ON MENTAL HEALTH SERVICES.
INVESTMENTS IN INSTRUCTION IN CRITICAL FIELDS IN CRITICAL AREAS, OUR TEACHER PREP AND CHILDHOOD DEVELOPMENT AREAS.
OUR ACADEMIC INCUBATOR LOOKING TO TRY THINGS DIFFERENTLY AND DO SOME THINGS DIFFERENT LIKE CREDIT FOR PRIOR LEARNING.
THAT LEADS TO EVALUATE SKILLS.
[00:45:01]
IT CAN TRANSLATE INTO CREDIT SO THOSE ARE NEW SORT OF DIFFERENT THINGS WE HAVE NOT FULLY DONE BEFORE THAT THIS BUDGET WILL FOCUS ON AND INVEST IN AND THINGS AROUND THE A AND D STUDY THAT WE TALKED ABOUT BEFORE, OUR FOCUS ON MINORITY SMALL BUSINESS THAT'S PART OF THIS AND THE CONVERSATION EARLIER AROUND INVESTMENTS AND GRANTS THAT THERE'S SOME INVESTMENTS IN THOSE AREAS AS WELL.I THINK THIS IS A RESPONSIBLE RECOMMENDATION TO ACCOUNT FOR THE SERVICES, THE GROWTH, THE WRAP AROUND SERVICES THAT WE'RE PROVIDING THE STUDENTS AND NEW WAYS WE WANT TO ENGA DEVELOPMENT AND ENGAGE IN INDUSTRIES SO, AGAIN, I APPRECIATE'S EFFORTS TO GET TO THIS CONVERSATION TODAY AND WE WELCOME THE QUESTIONS AT THE END.
>> AND OUR REVENUE IS $544 MILLION AND CHANCELLOR LONON JUST GAVE OUR BUDGET.
>> V COMMENTS ABOUT WHAT WE DEALT WITH.
WHEN WE WERE HERE IN JUNE, WE TALKED ABOUT OUR ESTIMATED ON WHERE WE THOUGHT WE WERE AT THIS TIME AND WE TRIED TO USE A CONSERVATIVE APPROACH AT THAT TIME.
WE WERE AT ABOUT $544 MILLION IS WHAT WE ESTIMATED AND LOOKING AT A $30 MILLION DEFICIT IF YOU REMEMBER.
HERE WE'RE FINALIZING THIS BUDGET RECOMMENDATION AT $532 MILLION SO IF EVERYTHING STOOD TO REASON, WE WOULD BE AT ABOUT A $40 MILLION DEFICIT BUT WE'RE PRESENTING YOU WITH A BALANCED BUDGET.
WE HAD A LOT OF HARD CONVERSATIONS AND THOSE CONVERSATIONS WILL CONTINUE EVEN AFTER TODAY SO WE CAN FIND MORE EFFICIENCIES, MORE SAVINGS AND BE ABLE TO SPREAD THOSE DOLLARS INTO AREAS THAT WE WERE NOT ABLE TO COMMIT MONEY TO TODAY, BUT WE DO HAVE THOSE THINGS ON OUR LIST TO GO BACK AND REVISIT AND HAVE THOSE CONVERSATIONS.
WE'RE IN THE SECOND YEAR OF OUR BIENNIUM.
TUITION, EXPECT A BIT OF AN INCREASE THERE AS YOU HEARD FROM DR. PIERCE'S PRESENTATION EARLIER, THERE ARE SOME EFFORTS GOING ON THERE FOR RECRUITMENT AND RETENTION OF STUDENTS AND TOTAL REVENUE BEING $532 MILLION.
WE STATED BEFORE THAT IN THE BUDGET WORLD WE'RE ALWAYS LOOKING AT THREE YEARS.
OUR PAST YEAR, OUR CURRENT YEAR AND OUR FUTURE YEAR.
WE'RE LOOKING AT THIS NUMBER NOW AS FAR AS WHAT THIS IS GOING TO LOOK LIKE AND WHAT WE HAVE TO ANTICIPATE FOR NEXT YEAR BECAUSE AS WE STATE, THIS IS THE FINAL YEAR OF THIS BIENNIUM AND THIS IS AN ACCOUNTING YEAR SO WE'RE LOOKING TO FIGURE OUT WHAT KIND OF ESTIMATES WE CAN MAKE FOR ENROLLMENT, FOR NUMBER OF CONTACT HOURS STUDENTS WILL BE TAKING BECAUSE IT WILL IMPACT WHAT NEXT YEAR LOOKS LIKE.
THE OTHER THING WE DO NOT HAVE, AGAIN, TO SUPPLEMENT US WAS THAT $3.3 MILLION IN CARES FUNDING THAT WE GOT THAT HELPED BECAUSE WE WERE SHORT DURING THIS PERIOD OF TIME SO WE HAD TO MAKE SOME OF THOSE CONSIDERATIONS ALSO SO THAT'S WHY THESE CONVERSATIONS ABOUT REVENUE, IT'S NOT JUST WHAT WE HAVE TODAY BUT IT'S LOOKING AT WHAT WE MAY HAVE IN COMING YEARS.
>> Y COMMUNITY COLLEGE FINANCE COMMISSION CLOSELY.
IS THERE ANYTHING THERE THAT WILL IMPACT THIS BUDGET?
I'M INTIMATELY INVOLVED IN THAT.
I DON'T EXPECT A LOT OF CHANGES.
THERE ARE SOME REALLY GOOD THINGS, A LOT OF THINGS THAT DR. MAY TALKED ABOUT AND DR. LONON SUPPORTS BUT IT WILL DEPEND ON WHAT THE COMPTROLLER COMES OUT WITH.
DEPENDING ON WHAT CONSUMER CONFIDENCE IS AND CONSUMER SPENDING WILL BE A BIG FACTOR ON HIS GR BUDGET AND THAT WILL PROBABLY HAVE MORE TO DO WITH WHAT MONEY IS AVAILABLE TO DO THINGS WITH.
[00:50:02]
A WHOLE LOT OF CHANGES.THERE'S SOME THINGS WE DON'T WANT THEM TO DO.
I KNOW TRUSTEE BOYD HAS BEEN INVOLVED IN COMPLICATED CONVERSATIONS WITH THE TRUSTEES.
THE COMMUNE COLLEGE FINANCE COMMISSION, THERE ARE CERTAINLY GREAT PROPOSALS IN THERE THAT MAY CAUSE THE LEGISLATURE TO THINK ABOUT INVESTING MORE IN COMMUNITY COLLEGES, SO THERE'S THAT POSSIBILITY, SOME ADDITIONAL ALLOCATION, DOLLARS FOR COMMUNITY COLLEGES AND THEN THERE'S SOME THINGS THAT ARE VERY POSITIVE ABOUT INCENTIVIZING COLLABORATION AMONG INSTITUTIONS AND PARTNERSHIPS.
THERE ARE SOME PARTS OF THAT CONVERSATION THAT MIGHT BE GOOD FOR COMMUNITY COLLEGES AS A WHOLE AND MIGHT NOT BE SO GREAT FOR OUR INSTITUTION.
IT COULD GET INTO MORE OF THE ROBIN HOOD TYPE OF CONVERSATIONS AND HAVE CONVERSATIONS THAT WOULD ERODE LOCAL CONTROL AROUND THE ABILITY TO SET TAX RATES.
COULD BLEED INTO CONVERSATIONS AROUND LOCAL CONTROL OF TUITION.
THERE'S GOOD AND BAD AND THE WAY I VIEW THIS IS THAT IT'S CONVERSATION ABOUT COMMUNITY COLLEGES AND OUR ROLE IN THE ECONOMY, WHICH IS IMPORTANT.
THE CHALLENGE THAT THE LEGISLATURE IS FACING IS THE DIFFERENCES IN COMMUNITIES, THE DIFFERENCES IN HOW COMMUNITY COLLEGES ARE FUND COMMUNITIES THAT SOME OF THAT TRYING TO PROVIDE EQUITY TO SOME OF THAT COULD MEAN THAT THERE'S WINNERS AND LOSERS AND SO WE HAVE TO EVALUATE HOW WE FALL IN THAT.
>> YOU TALK ABOUT THE STATE COMMISSION.
IS THAT THAT GROUP FORMED BY THE LEGISLATURE TO LOOK AT THE FUNDING FOR COMMUNITY COLLEGES?
>> WHEN WILL RECOMMENDATIONS BE MADE? IN TIME FOR THIS COMING LEGISLATIVE SESSION?
THEY'RE TRYING TO WRAP UP THEIR WORK THIS FALL.
>> I SERVE AS A TRUSTEE ON THEIR ASSOCIATION BOARD AND ON THE LEGISLATIVE COMMITTEE AND I'M GOING WEDNESDAY TO MEET WITH THE TAC, THE LEADERSHIP GROUP ORGANIZATION AND THE TRUSTEE ASSOCIATION TO TRY TO PUT TOGETHER A COHESIVE OR JOINT PACKET SO WE GO IN COMPREHENSIVE, WHICH IS NEXT TO IMPOSSIBLE.
IT'S NEXT TO IMPOSSIBLE THAT A SAME COMMUNITY COLLEGE AND US BE GOIN REASONING SO IT'S MY RATHER JUNIOR OPINION OF BEING AROUND BOTH NOW, NOTHING REALLY GOOD IS GOING TO HAPPEN FOR US.
I DON'T THINK WE'RE GOING TO GET ANY HURT, PER SE.
THAT'S WHY I THINK AS I SAID THIS MORNING IT'S SO CRITICAL THAT WE START FINDING NEW SOURCES OF REVENUE AND START BECOMING MORE IN CONTROL OF OUR DESTINY AS OPPOSED TO DEPENDING ON OLD GOVERNMENT BECAUSE IT'S JUST TOO FAR APART.
IN HEART AND SOUL THERE NEEDS TO BE MORE MONEY INTO THE RURAL COMMUNE COLLEGES AND THERE NEEDS TO BE MORE DUAL CREDIT PROGRAMS IN HIGH SCHOOLS OUT IN RURAL PROGRAMS. I SEE SOME REAL OPPORTUNITY FOR US IN DISTANT LEARNING TO OFFER THAT THEY FIND THE RESOURCES IF THE STATE IF I UNDERSTAND IT OR ISDS FUND IT IN MULESHOE, TEXAS, WE CAN DELIVER OUR COURSES ELECTRONICALLY TO THEM AND BECOME A REVENUE SOURCE FOR US AND A SOLUTION FOR THEM.
ALL OF THAT HAS BEEN TALKED ABOUT AND AS OUR BOARD IS MADE UP OF REPRESENTATIVES, I REPRESENT ALL THE EXTRA LARGE SCHOOLS AND THERE'S LARGE AND SMALL AND ALL THAT SO BUT IT'S VERY INTERESTING BUT I DON'T REALLY HAVE ANY EASTER EGGS IN OUR BASKET.
>> I WILL GRAND STAND ON ONE THING THAT'S BEING PROPOSED THAT I THINK THE CHANCELLOR WILL ALLOW ME TO SAY THIS, BUT ONE OF THE RECOMMENDATIONS IS THAT WE ELEVATE AT THE COORDINATING BOAR COMMISSIONER POSITION FOR COMMUNITY COLLEGES.
RIGHT NOW DR. JOSEPH GOES TO ONE GROUP, WE GO TO ANOTHER GROUP.
COMMUNITY COLLEGES ARE NOT ORGANIZED TO TELL THEIR STORY.
THAT CONTINUITY OF HAVING SOMEBODY WHO IS ELEVATING THAT DECISION IS -- I'M SPEAKING OUT OF TURN HERE BUT JOHN IS A REALLY BIG SUPPORTER OF THAT.
[00:55:07]
PART OF I LEADERSHIP LEVEL THAT PEOPLE DON'T UNDERSTAND.>> NO, OFTEN TIMES WE FIND OURSELVES IN THE MIDDLE OF POLICY CHANGES AROUND K-12 AND AROUND UNIVERSITIES AND WE BLUR THE LINES BETWEEN BOTH OF THOSE OFTENTIMES SO HAVING THAT SORT OF ROLE IN THE COORDINATING BOARD THAT FULLY APPRECIATES AND UNDERSTAND IS IMPORTANT.
>> DALLAS COLLEGE REPRESENTS ABOUT $300 OF THE TAX BILL FOR DALLAS COUNTY RESIDENTS.
OUR M AND O RATE, THE OPERATING RATE DECREASED A LITTLE LESS THAN A PENNY.
OUR I AND S DECREASED AS WELL.
AS THE TAV INCREASES, OUR REVENUE DECREASES.
WE'RE UNDER A SPECIAL TAXING ENTITY SO WE'RE NOT LIMITED TO THE 4% THAT ISDS ARE LIMITED TO BUT WE HAVE 8%.
THE WAY CALCULATIONS WORK, WE DO HAVE AN INCREASE IN REVENUE, BUT HAD THIS NOT GONE IN PLACE, WE WOULD HAVE HAD AN ADDITIONAL $30 MILLION IN ADDITION TO WHAT WE RECEIVED SO PUTTING THIS CAP IN PLACE BUT STILL GETTING US THE 8% HAS A LITTLE BIT OF AN EFFECT TO THE TAXPAYER BUT NOT AS MUCH AS IT WOULD HAVE IN COMPARISON WHEN WE LOOK AT THAT.
>> S REPRESENT IT CORRECTLY, BY OPERATION OF STATE LAW, THIS DISTRICT WILL CUT THE PROPERTY TAX RATE 7.8% OF OPERATIONS?
>> THE TAX RATE CUT IN THIS BUDGET?
>> SO WHAT YOU'RE SEEING IS WE HAVE A $30 MILLION REVENUE INCREASE ON TAXES BUT IF WE HAD KEPT THE SAME RATE, $26 MILLION WOULD HAVE BEEN ADDED TO THAT $30 MILLION.
SO IT'S BASICALLY 50% THAT'S BEING GIVEN BACK TO THE TAXPAYERS.
SO 50% OF THE TAV IS GOING BACK TO THE TAXPAYERS IN A CUT AND $30 MILLION ADDITIONAL TO INVEST IN OUR STUDENTS.
>> SO WHAT DOES OUR REVENUE LOOK LIKE? WE HAVE THE LARGEST PORTION OF OUR REVENUE STREAM IS OUR LOCAL SUPPORT.
SO WE HAVE THIS $30 MILLION THAT WE RECEIVED ADDITIONALLY THAT WE WERE JUST SPEAKING TO, ROUGHLY $37 MILLION IN TOTAL, A 7.5% INCREASE FROM THE 494 TO THE 532 SO THAT'S WHAT WE'RE GOING TO PRESENT EXPENSES AGAINST.
THIS, AGAIN, IS JUST A RECAP AS WE DISCUSSED ABOUT WHERE OUR DOLLARS KNOW.
EVERY CONTACT HOUR, EVERY SUCCESS POINT HAS A VALUE FOR US.
THE SUCCESS OF OUR STUDENTS MATTERS, THE PERSISTENCE OF OUR STUDENTS MATTER BECAUSE ONE OF THE LINE ITEMS IS FOR PROGRESSION.
SO FOR EVERY TIME WE HAVE A STUDENT THAT PROGRESSES, EVERY TIME WE HAVE A STUDENT THAT CONTINUES WITH US THAT GOES TO A AN ADDITIONAL CLASS, THAT IS MONEY THAT GOES RIGHT BACK TO US.
AS WE STATED, WE'RE GOING AND LOOKING FORWARD TO WE'RE TRYING TO DO OUR CRYSTAL BALL FOR NEXT YEAR BECA APPROPRIATION FOR US NEXT YEAR, A NEW BIENNIUM, THOSE ARE THINGS WE WILL BE LOOKING AT WHEN TALKING ABOUT WHAT INVESTMENTS WE'LL MAKE FOR THIS BUDGET YEAR.
TUIT TUITION BUT WE'RE THE SEVENTH LOWEST IN THE STATE.
THERE'S AN $99 AVERAGE TUITION BUT OUR TUITION AS IT STANDS IS STILL $20 LOWER THAN THE STATE AVERAGE.
>> WHICH IS NOT COMPARABLE IN THESE AVERAGE NUMBERS.
[01:00:06]
MOST OTHER COLLEGES DON'T PROVIDE THAT.A FEW DO, BUT THEY USUALLY BUILD THEM INTO THEIR FEES.
>> RIGHT, THEY HAVE FEES ON TOP OF TUITION AND WE PROVIDE THESE EXTRA SERVICES.
WE DISCUSSED THE THINGS WE'RE ALLOWED TO DO AND THE THINGS THAT WE DO WITH EACH ONE OF OUR REVENUE SOURCES, TAXES BEING OUR LARGEST REVENUE SOURCE.
ALL THE OTHER ACTIVITIES ASIDE FROM INSTRUCTION WE FUND THROUGH TAXES.
UNFUNDED MANDATES ARE BECOMING LARGER AND LARGER FOR US AND WE LOOK AT THEIR BUDGET, THOSE ARE THE ONES THAT FEEL THAT BIGGEST HIT FROM UNDERTAKING THOSE EXPENSES AND THOSE ACTIVITIES.
WE ARE GOING TO REVIEW OUR EXPENSES BUT I ALWAYS WANT TO TALK RESERVES.
WE MAINTAIN A VERY HEALTHY CASH RESERVE AND THIS, AGAIN, IS ABOVE AND BEYOND OUR OPERATING BUDGET THAT WE ARE LOOKING AT.
SO AS WE CURRENTLY ARE, I ESTIMATE US TO HAVE $279 MILLION UNCOMMITTED CASH AND INVE INVESTMENT YEAR.
WE'RE REQUIRED TO MAINTAIN TWO MONTHS OF CASH RESERVES.
WE SEE NO PROBLEM MEETING THAT.
WE H COMMITMENTS, OUR CARRY FORWARDS.
THIS IS IF THERE'S A VENDOR OUT THERE WAITING TO BE PAID.
NOW WE HAVE BETTER CONTROL OVER GETT ACCOUNTED FOR AS THEY COME IN AND OUT.
WE HAVE $15 MILLION WORTH OF SPECIAL ITEMS WE'RE GOING TO USE CASH RESERVES TO FUND THIS CURRENT YEAR.
THAT NUMBER WE HAVE TRIMMED BY PUTTING A LOT OF THESE EXPENSES.
WELL, NOT A LOT BUT DECISIONS ON WHAT EXPENSES ARE FUNDED OUT OF OPERATING.
SO WE HAVE $169 MILLION OR ABOUT 3.8 OR FOUR MONTHS WORTH OF UNCOMMITTED CASH RESERVES.
WE CAN'T DIP INTO THE POT FOR SALARIES AND OTHER REOCCURRING EXPENSES.
>> C EXAMPLE FOR SOME OF OUR TRUSTEES THAT WE USE CASH RESERVES FOR?
>> W IMPROVEMENT THAT ALL OF A SUDDEN CAME UP.
WE HAVE LOOKED AT IT FOR CERTAIN EQUIPMENT THAT WE MIGH INSTRUCTIONAL PROGRAM THAT'S SPECIALIZED.
SOMETHING BROKE AND WE REPLACE IT.
>> AND IT WAS NOT BUDGETED BECAUSE YOU DIDN'T KNOW IT WAS GOING TO BREAK DOWN.
>> AND THEN THE 3.8 MONTHS OF CASH RESERVES WE HAVE NOW, ARE WE GOING TO LOP OFF THE TWO MONTHS?
>> THE TWO MONTHS IS ALREADY ACCOUNTED FOR.
SO THE 169 MILLION IS EXCESS OF EVEN THAT.
MY QUESTION WAS WE LOST 3,000 STUDENTS FROM LAST FALL TO THE SPRING.
SO WE'RE GOING TO HAVE THIS AVAILABLE CASH RESERVES BUT WE'RE STILL INCREASING TUITION ON A SMALLER STUDENT BODY? I'M TRYING TO UNDERSTAND WHY WE'RE TRYING TO GET THE CASH RESERVES UP AND YET WE'RE GOING TO PENALIZE THE STUDENTS OF WHICH WE DON'T HAVE ENOUGH.
>> W PROPOSAL FOR TUITION INCREASE AT THIS TIME.
AS A PROCESS, WE GO THROUGH IT ALMOST TAKES ABOUT AN HOUR BEFORE THAT'S PUT INTO PLACE.
WHAT WE HAVE DONE, AND THIS IS SOMETHING THAT I WILL [INAUDIBLE] THE RATING AGENCIES, STANDARD & POOR'S AND MOODY'S THEY COMPLEMENT THIS BOARD ON MAINTAINING THESE CASH RESERVES.
IT'S WHAT GIVES US OUR AAA RATING.
WE TRY TO MAINTAIN THAT MONEY.
[01:05:01]
WE'RE NOT TRYING TO BUILD IT ON PURPOSE BUT WE'RE NOT WILLY-NILLY SPENDING IT.THAT'S A CONVERSATION WE HAVE WITH CHANCELLORS.
WE WANT TO MAKE SURE THEY UNDERSTAND THAT THERE ARE THINGS WE WANT TO DO WITH THIS MONEY AND PART OF IT WAS AND WHAT WE CAME TO THE BOARD A COUPLE OF YEARS AGO REDUCING IT WAS THE FACT WE HAVE TO MAKE INVESTMENTS.
IT'S REALLY TAKING THIS MONEY AND GETTING A GOOD RETURN ON IT.
IF IT'S JUST SITTING IN THE BANK, THAT'S NOT NECESSARILY GOOD.
BUT SPENDING IT WILLY-NILLY IS N TECHNICAL ACCOUNTING TERM, TOO, BY THE WAY.
WE WANT TO MAKE SURE WE'RE APPROPRIATELY DOING IT AND INVESTING AS MUCH AS WE CAN WHILE STILL MAINTAINING ENOUGH RESERVES TO HANG ON TO OUR AAA RATING.
>> O CHANGE MADE TWO YEARS AGO, SIX MONTHS DOWN TO FOUR OR TWO?
>> YOU THINK MULTIYEAR YOU LAID OUT, PAST, CURRENT, FUTURE AND I KNOW YOU THINK BEYOND THAT, TOO.
WITH INFLATION, POSSIBLE RECESSION, THE PROBABILITY OF NOT SEEING THE KIND OF TAV INCREASES WE HAVE SEEN OVER THE LAST SIX YEARS IN THE FUTURE, WE DON'T KNOW.
WOULD IT BE WISE FOR THE BOARD TO CONSIDER A MONTH OR TWO INCREASE IN OUR RESERVES, BASICALLY OUR RAINY DAY FUND.
THE RATE IS GOING DOWN BY OPERATION OF LAW AND IT WON'T GO BACK UP.
IF WE'RE IN A RECESSIONARY TYPE OF SITU DECLINING, OUR VOTERS ARE GOING TO BE HURTING AND THE OPPORTUNITY TO INCREASE THAT RATE, IT WILL BE CHALLENGING TO POSE A RATE INCREASE ON THE PEOPLE IN DALLAS KIND IN THAT SITUATION SO SHOULD WE NOW MAYBE ADJUST THAT AND SAVE A LITTLE MORE MONEY?
>> I WILL MAKE A DISCUSSION TO YOU AND ROB KNOWS WHAT I'M GOING TO SAY EVEN BEFORE I CHANGE IT.
RATHER THAN CHANGE THE POLICY FOR TWO MONTHS, WHY NOT KEEP THIS CASH RESERVE IN THE BUDGET? YOU CAN BASICALLY TELL US I WANT YOU TO STAY AT THREE MONTHS FOR THE NEXT YEAR.
YOU DON'T HAVE TO CHANGE POLICY BUT THIS BOARD HAS THE POWER TO TELL US HOW THEY WANT THIS CASH RESERVED AND THEN IT'S ON MORE ON AN AS-NEEDED BASIS OF WHAT YOU WANT TO DO.
>> THIS IS TRANSPARENCY WHEN WE DO THIS BECAUSE IT ALLOWS YOU TO UNDERSTAND WHAT OUR PLAN IS FOR USE OF CASH RESERVES AS WE GO FORWARD AND THE BOARD HAS AN OPPORTUNITY TO WEIGH IN AND SAY YEA OR NAY.
IT'S ALSO HELPED US TO REDUCE OUR DEBT.
WE MAD SPECTACULAR IMPROVEMENTS AND DIDN'T HAVE TO TAKE ON DEBT.
WE ALSO DIDN'T HAVE TO IMPACT OUR OPERATING BUDGET SO WHEN WE PROVIDE YOU WITH THIS TRANSPARENCY AS WELL AS WHATEVER IS IN THE BUDGET BOOK, YOU KNOW WHAT WE'RE SPENDING IT ON AND HAVE THE ABILITY TO HELP DIRECT US.
PERSPECTIVE IN TERMS OF BUDGET BUT GOING INTO NEXT YEAR AND A RAINY DAY IS COMING, WE SHOULD PLAN FOR A RAINY DAY COMING.
THOSE OF US WHO WILL LIVING LONG ENOUGH HAVE GONE THROUGH ENOUGH LIFE CYCLES, WE KNOW THEY'RE COMING AND VALUATIONS WILL HAVE THE HITS AS WELL.
WHAT I LIKED ABOUT WHEN I GOT INVOLVED HERE IS THE TRANSPARENCY IS WHAT ADDS CREDIBILITY TO THE REVIEWING GROUPS BUT MORE THAN THAT TAXPAYERS, OUR STAKEHOLDERS.
SO WE PUT THIS OUT THERE BUT TO CHANGE THE POLICY I DON'T THINK THE NECESSARY BECAUSE I THINK AS WE KNOW WITH THIS BOND ISSUE, THIS LAWSUIT WE'VE GOT WHERE WE HAVE TO GET STARTED ON CERTAIN THINGS, TO HAVE THE MONIES TO DO THAT AND PAY AS WE GO AS OPPOSED TO NOT AND REPLENISH THAT MONEY SO I AGREE WITH WHAT JOHN SAID.
I THINK YOU CONTINUE TO SHOW IT, YOU CONTINUE TO TOUT IT BUT YOU DON'T CHANGE IT SHORT OF WHERE IT IS TODAY.
I THINK OUR FINANCIAL ADVISERS, IF THEY WERE SITTING HERE, THEY WOULD SAY THAT WOULD BE UNNECESSARY AS LONG AS EYE CONTINUE TO SHOW IT.
[01:10:01]
>> A ABOVE AND THE BASELINE IS TWO, SO.
>> AND SHE'S GOING TO TALK ABOUT HOW WE SAVE MONEY BY HAVING MONEY.
IT'S LIKE AN INDIVIDUAL WHO PAYS OFF A 20% CREDIT CARD WHEN THEY GET A GREAT BIRTHDAY GIFT, THEY PAY IT DOWN TO SAVE MONEY.
GO AHEAD OR WE'RE GOING TO RUN OUT OF TIME.
>> SO OUR DEBT REPRESENTS OUR OTHER PORTION.
AS JOHN AS SAYING, AS WE DEMONSTRATION TO OUR CREDIT AGENCIES OUR ABILITY, THEY'RE SEEING THAT WE'RE ACTIVELY PARTICIPATING AND MANAGING THE FUNDS WE RECEIVE, OPERATING AND I AND S FUNDS.
THERE ARE TWO ITEMS ON THE AGENDA TODAY FOR REFUNDING THAT'S PART OF THESE BONDS AND NOTES THAT YOU SEE HERE THAT WE CAN HAVE SOME ADDITIONAL TAXPAYER SAVINGS.
IF WE DON'T INCLUDE THIS SLIDE, SHE WON'T LOOK AT THE BUDGET.
JUST AS A REMINDER, WE HAVE SHOWN YOU A LOT OF THIS INFORMATION BEFORE.
CURRENTLY WE HAVE A FOUR YEARS, GOING ON FIVE, I GUESS, $68 MILLION THAT WE SAVED TAXPAYERS BY REFUNDING FEES AND STUFF.
THIS BOARD INCREASED THE EXEMPTION AMOUNTS FOR OVER 65 AND DISABILITY EXEMPTIONS TWO YEARS AGO.
WE'RE SAVING TAXPAYERS WITH THAT ABOUT $3.3 MILLION.
IN FACT, [INAUDIBLE] AS OPPOSED TO CONTRACTING EVERYTHING OUT.
WE ALSO, THIS NUMBER ISN'T AS BIG AS WE WANTED IT TO BE BECAUSE RIGHT NOW AS YOU-ALL KNOW, IT'S BEEN 106 OUTSIDE FOR 16 WEEKS OR WHATEVER.
WE'RE NOT SAVING AS MUCH ON ENERGY AS WE THOUGHT.
WE'RE STILL SAVING MONEY PROPORTIONALLY, IT'S BETTER BUT WE SET IT AT WHAT WE THOUGHT IT WAS GOING TO DO AND A REMINDER THAT WE DID HAVE THE SAVINGS IN THE CONSOLIDATION MAINLY IN OPERATIONS BUT THAT WAS ALL REINVESTED PRETTY MUCH IN STUDENT SERVICES.
THERE WASN'T MONEY TO DROP TO THE BOTTOM LINE BUT THERE'S MONEY WE REPRIORITIZED AND THAT'S GOING TO BE OUR STORY AND LEADERSHIP HEARD ME SAY IT THE OTHER DAY AFTER WE FINISHED WORKING ON THE BUDGET LAST THURSDAY AND FRIDAY NIGHT AND WE'RE GOING TO GO BACK.
WE'RE GOOD ON THE REVENUE NUMBER BUT NOW WE'RE GOING TO GO BACK AND LOOK VERY HARD AT WHERE OUR EXPENSES ARE.
REMEMBER, WE HAD A $10 MILLION CONTINGENCY IN THERE BUT IT'S GONE LOSING THAT $12 MILLION IN TAX REVENUE WE HAD.
WE HAVE DONE SOME ADJUSTMENTS BUT NOW WE HAVE TO LOOK AT HOW TO DO THAT.
>> O INSTITUTION NOT TO THE TAXPAYER, WE REINVESTED $3.8 MILLION BACK INTO STUDENT SERVICES? THE TOTAL OF THE 1.5, 1.3 AND 0.8 MILLION?
>> Y THROUGH, IF YOU WILL, THAT'S WHERE CASH RESERVES COME FROM.
WE SAVE SOME OF THIS MONEY AND WE DON'T REPLY SOMEPLACE US.
THAT ADDS TO OUR CASH RESERVE BALANCE WHICH ALLOWS US TO KEEP IT OR PLAN DIFFERENTLY WITH IT BUT IT'S OVER THE THRESHOLD RIGHT NOW.
>> W EXECUTIVE REVIEW OF OUR EXPENSES.
WE DO HAVE SECONDARY SHEETS IN HERE, SECONDARY SLIDES IN THIS
[01:15:01]
PRESENTATION THAT SPEAK TO OUR SCHOOLS, OUR WORK GROUPS, BUT THIS IS A HIGH LEVEL VIEW AND I WANT US TO LOOK AT THIS ONE FIRST BEFORE WE GET FURTHER DOWN INTO THAT.WE WANT TO REMEMBER THERE ARE MULTIPLE GROUPS THAT TOUCH DELIVERY TO OUR STUDENTS.
IF THERE IS A FUNCTION THAT SAYS, WELL, THAT'S STUDENT SERVICES, YEAH, BUT IT HAS A COMPONENT OF THAT OR THE BUSINESS OFFICE HAS A COMPONENT TO THAT SO THE EXPENSES FOR THE SERVICES DON'T EXACTLY END OR LINE UP WHERE YOU THINK THEY LINE UP SO WE'LL GO INTO THAT A LITTLE BIT SO I JUST WANTED TO GIVE THAT BLANKET STATEMENT.
>> AND COMPLEMENTS OF TISKA AND HER STAFF AND DR. LONON MENTIONING IT EARLIER.
THIS IS REALLY THE ONE GOOD BUDGET WE HAD.
LAST YEAR WAS A GOOD ATTEMPT BUT WE WERE IN THE MIDST OF CONSOLIDATING EVERYTHING SO WHEN YOU LOOK AT COMPARISON BETWEEN LAST YEAR AND THIS YEAR, THERE ARE SOME DIFFERENCES.
THIS IS PUSHING TO ONE COLLEGE.
WE NOW HAVE IN LINE TO WHERE IT'S SUPPOSED TO GO.
>> WE DO, WE'RE HERE FOR THE PURPOSE OF EDUCATING OUR STUDENTS BUT THAT'S MORE THAN JUST BOOKS, RIGHT? IT'S ESSENTIAL SERVICES.
IT INVOLVES SOME VERY COSTLY EXPENSES THAT WE HAVE TO UNDERTAKE FOR DELIVERY OF INSTRUCTION.
WE TALK ABOU INFRASTRUCTURE AND IT'S NOT JUST THE IMPROVEMENTS THAT WE MADE ON OUR INFRASTRUCTURE, ALONG WITH THE LICENSING WE PROVIDE ON THE SOFTWARE.
MAINTAINING OUR STUDENT AND EMPLOYEE FILES AND IT'S NOT JUST 100,000 STUDENTS WE SERVE TODAY.
IT'S EVERY STUDENT THAT WE HAVE EVER TOUCHED THAT HAS EVER ATTENDED DALLAS COLLEGE SO THAT LICENSING CAN BE EXPENSIVE.
THIS INCLUDES A 5% RECOMMENDATION FOR SALARY INCREASES ACROSS THE BOARD.
WE REDUCED THE ANTICIPATED SUPPORT FOR THE COMPUTATION STUDY VERSUS WHAT WE DISCUSSED AT THE JUNE WORKSHOP.
AND, AGAIN, WE TALKED ABOUT HOW WE NEEDED TO BALANCE THIS BUDGET AND WHAT WE NEEDED TO DO.
WE D CONTINGENCIES IN THERE FOR THE COMPENSATION STUDY AND OPERATIONAL CONTINGENCY THAT WE WENT THROUGH HERE AND REDUCED.
AS WE STATED, WE'RE GOING TO CONTINUE TO LOOK FOR EFFICIENCIES.
WE'RE GOING TO CONTINUE TO LOOK FOR SAVINGS.
WE HAVE REQUESTS FROM AREAS THAT HAVE ASKED FOR ADDITIONAL STAFFING AND SUPPORT OF THEIR ACTIVITIES, SO WE STILL HAVE TO ANSWER THOSE CALLS FROM PEOPLE AND FIGURE OUT HOW WE'RE GOING TO BE ABLE TO SUPPORT WHAT WE CAN SUPPORT AND WHAT OTHER INVESTMENTS WE ARE ABLE TO DO.
>> P EXPENSES, SUPPLIES AND EQUIPMENT, [INAUDIBLE] TALK ABOUT THOSE THREE AT A HIGH LEVEL.
>> THE WRAP AROUND SERVICES WE'RE NOW PROVIDING TO OUR STUDENTS.
WHEN WE GO THROUGH AND WE START TO LOOK AT A LOT OF THE STATE MANDATES THAT WE HAVE NOW, WE HAVE TO GO THROUGH A LOT OF RISK ASSESSMENTS AND CYBER SECURITY INITIATIVES.
>> SOME ARE CONSULTANTS AND THERE ARE JUST OTHER SERVICES THAT WE CONTRACT IN ORDER TO PROVIDE.
LIKE WE HAVE CLOUD SERVICES THAT WE DO WHEN WE TALK ABOUT OUR IT INFRASTRUCTURE.
THEIR CLOUD SERVICES, THINGS WE USED TO DO LIKE INVESTING IN EQUIPMENT, NOW WE OUT SOURCE THAT REDUCING THOSE PURCHASES.
>> AND THESE THREE NUMBERS YOU HAVE TO ADD TOGETHER GOING FROM LAST YEAR'S BUDGET TO THIS YEAR'S BUDGET BECAUSE THINGS WERE CLASSIFIED ON THE RIGHT LINE ITEMS BEFORE.
YOU SHOULD NOT SEE THESE TYPE OF VARIANCES IN FUTURE YEARS.
YOU SHOULD SEE IT BE MUCH CLOSER TO WHAT AN ACTUAL CHANGE IS BY A LOT OF THINGS THAT WERE IN SUPPLIES AND EQUIPMENT ARE NOW UNDER PURCHASE SERVICES.
THERE WAS A LOT OF MOVEMENT THAT WENT ON PUTTING THIS BUDGET TOGETHER.
>> S COMPENSATION POLICY THIS FISCAL YEAR.
WHAT'S THE TIME LINE WHEN WE ISSUE THE RFQ OR RFP OR
[01:20:03]
WHATEVER THAT IS?>> IT WOULD HELP INFORM US WITH WHAT WE DID WITH LAW ENFORCEMENT, FIRST.
THE NEXT PHASE WE ASKED THEM TO ACCELERATE IS STARTING PAY FOR FACULTY AND THEY WILL CONTINUE TO PHASE IN THEIR RECOMMENDATIONS OVER THE NEXT YEAR.
WE'LL HAVE THE RECOMMENDATIONS OVER THIS NEXT YEAR, BUT THE ABILITY TO INVEST IN THOSE RECOMMENDATIONS IS WHERE WE'RE TRYING TO APPROACH IT FROM A MULTIYEAR SORT OF APPROACH SO THIS $9.5 MILLION THAT WE'RE SETTING ASIDE, I DON'T TELL YOU IN WHAT AREAS IT WILL GO FOR BUT THIS IS TO HELP US PLAN WHAT WE ANTICIPATE COMING BACK TO THEM BUT I ANTICIPATE THE RESULTS ARE GOING TO BE MORE THAN $9.5 MILLION THAT WE HAVE TO CONSIDER IN THE NEXT BUDGET AND PROBABLY THE NEXT BUDGET.
>> S COMPENSATION STUDY LAST YEAR?
>> YOU'RE TALKING ABOUT WHAT WAS ALREADY DONE?
>> YOU'RE ASKING ABOUT THE COST OF DOING THE COMPENSATION STUDY VERSUS THE DOLLAR AMOUNT SET ASIDE?
>> I CAN'T QUOTE THAT FIGURE OFFHAND BUT IT'S NOT SIGNIFICANT IN TERMS OF THE WORK PRODUCT THAT'S BEING DEVELOPED THAT WILL ASSIST US.
I WILL HAVE TO POINT OUT THE ESTIMATE CURRENTLY IS MAY OF 2023 IS WHEN THEY WOULD BE DONE.
WE PRIORITIZED LAW ENFORCEMENT AND SAFETY AND SECURITY.
WE ALSO ASKED THEM TO PRIORITIZE FACULTY BUT THE OVERALL STUDY WE ANTICIPATE RECOMMENDATIONS BY MAY OF 2023 AND BY THAT TIME WE'L DEVELOPMENT OF THE BUDGET IF NOT ALREADY COMP DEVELOPMENT OF THE BUDGET FOR THE FOLLOWING FISCAL YEAR SO THAT'S WHY THESE WILL BE PHASED OVER TIME.
>> NO, THAT'S THE POTENTIAL COMPENSATION GOING UP.
THAT'S NOT GOING TO THE CONSULTANT.
>> T INCREASES THAT MAY RESULT AFTER THE STUDY?
>> Y HOLDER THAT SHOW WHERE IS WE MIGHT BE A RECOMMENDATIONS.
WE JUST HAVE TO LOOK AT THEM FROM YEAR TO YEAR.
TO ME THAT SAYS -- [INAUDIBLE]
>> O MADE ADDITIONAL INCREASES IN NURSING AND TUTORING.
WHERE WE DID ADJUSTMENTS HERE WAS BEING FIRST YEAR, WE OVERESTIMATED PRIOR NEAR FOR WHAT WE NEEDED FOR VIRTUAL COLLEGE, THAT'S COME DOWN AND BECAUSE DUAL CREDIT ENROLLMENT IS DOWN, WE HAVE DECREASED THE AMOUNT OF CONTRACTS
[01:25:04]
SO THAT'S IN PURCHASE SERVICES.>> THE ACADEMY, FACULTY AND ADJUSTMENTS IN THAT 9.5 MILLION, THERE COULD BE SOME ADJUSTMENTS THERE, CORRECT?
>> H ENROLLMENT MANAGEMENT HAS DONE WHERE [INAUDIBLE] TO 70,000 STUDENTS?
WE LOOKED AT IF WE GROW AT 1%, 2%, 3% AND WE LEFT ROOM IN THERE FOR THAT CHANGE BUT MOST OF THAT IS REFLECTED IN SALARIES BECAUSE IT'S USUALLY IN FACULTY CONTRACTS.
>> A CORRELATION ANYMORE BETWEEN ENROLLMENT INCREASES AND ABSOLUTELY INCREASES IN TUITION DOLLARS.
WE SEE THE INCREASES IN GROSS TUITION BASED ON ENROLLMENT INCREASES, BUT IF THE INCREASES ARE COMING FROM EARLY COLLEGE HIGH SCHOOL, WE WAIVE ALL THAT SO THE NET TUITION TO US IS ZERO.
WHEN WE'RE DOING OUR NUMBERS, WE LISTEN TO WHAT STUDENT SERVICES IS SAYING BUT AT THE SAME POINT IN TIME, WE HAVE TO APPRECIATE WHERE THOSE NUMBERS ARE COMING FROM AND WHAT THE ACTUAL IMPACT IS ON THE BUDGET AND THOSE ARE TWO DIFFERENT THINGS.
THAT'S PAID, THAT WE HAVE THOSE MONIES AND THESE STUDENTS ARE ENROLLED.
>> S VARIANCE BETWEEN THIS CURRENT YEAR AND THE COMING YEAR, THE 4.9, THAT'S FOR THE 5% INCREASE?
>> IT'S REFLECTIVE OF SOME OF THAT BUT IT'S NOT ALL OF IT.
THERE MAY BE ADDITIONAL FACULTY POSITIONS THAT THEY ASKED, LIKE SAY WE MADE INVESTMENTS IN SOME OF THE SCHOOLS GROWING.
>> T PRESENTATION BUT WE TALKED ABOUT INCREASING THE NUMBER OF FULL TIME FACULTY.
WHEN DO WE PULL THE TRIGGER ON THAT AND SAY YES, YES.
IS THAT LIKE THE NEXT BUDGET YEAR?
>> I BOYD'S FAVORITE COMMENT AND SAY IT'S A LITTLE PIECE OVER HERE BUT FULL TIME FACULTY IS AN IMPO INSTRUCTION, STUDENT SERVICES, IT INTEGRATES TOGETHER WITH ALL THAT WE HAVE.
>> IS THERE A BEST PRACTICE RATIO OF FILL TIME FACULTY TO STUDENTS?
WE'LL HAVE TO EVALUATE THAT AND ALSO FULL TIME FACULTY VERSUS THE RATIO OF ADJUNCT FACULTY IN THE MIX AS WELL BUT YOU'LL RECALL PRE-PANDEMIC WE WERE TALKING ABOUT INCREASING THE NUMBER OF FULL TIME FACULTY AND THEN, OF COUR ENROLLMENT SHIFTS SO COMING OUT OF THIS NOW, REALLY LOOKING AT THE ENROLLMENT MIX, THE PROGRAM OFFERINGS AND WHETHER WE ADD FULL TIME FACULTY IS PART OF THIS.
>> IT'S ONE OF THE REASONS THE CHANCELLOR HAS ASKED US TO COLLECT A COMPENSATION STUDY ABOUT FACULTY AND MOVING THEM UP JUST LIKE WE DID WITH THE POLICE BECAUSE IF WE'RE GOING TO ADD FULL TIME FACULTY, WE NEED APPROPRIATE SALARIES SO WE CAN FIND INSTRUCTORS THAT WE WANT AT THOSE FULL TIME RATES.
THIS IS ALL INTERRELATED IN WHAT WE'RE DOING.
WE HAVE A MASTER PLAN WITH ALL THIS BUT WE'RE NOT REALLY SPELLING IT OUT HERE.
>> I WOULD ENCOURAGE US TO GO BACK AND REVISIT AT A POLICY LEVEL FULL TIME VERSUS ADJUNCT MIX ESPECIALLY AS MORE OF OUR STUDENTS AND EMPLOYERS ARE VALUING ALTERNATIVE CERTIFICATIONS.
IT'S A VALID ISSUE BUT I THINK WE SHOULD GO BACK TO IT.
>> I UNDERSTAND AND I AGREE, BUT TANGENTIAL TO THAT NOT NECESSARILY THIS BUDGET ITEM, Y'ALL ARE UNDER TOGETHER WITH THE FACULTY COUNCIL AND SCHOOLS OF REDOING THE FACULTY EVALUATION OR IS THAT COMPLETE?
>> W EVALUATION PROCESS AND WE'RE MEETING WITH THEM TOMORROW TO GO OVER THE IMPLEMENTATION FOR THIS YEAR AND NEXT YEAR BUT THE FACULTY CHARGED WITH DOING THAT WHERE THEY COMPLETED IT OVER THE COURSE OF THE YEAR, THEY GOT IT TO ME IN SPRING AND WE REFINED IT AND TOMORROW WE'RE TALK THROUGH THE IMPLEMENTATION OF THAT PROCESS.
>> AND THAT'S NOT SOMETHING THAT'S POLICY, IS IT?
[01:30:02]
>> OKAY, BUT WE HAD AN ISSUE AND I WAS CONTACTED LAST WEEK BY A PARENT OF AN ONLINE STUDENT, DUAL CREDIT, THAT THE FACULTY MEMBER WAS NOT RESPONDING SO I'M CURIOUS IN THE EVALUATION DO WE ADDRESS THAT ISSUE?
>> Y EVALUATION AND I WOULD BE HAPPY TO PRESENT IT TO TO THE BOARD.
WE HAD A GREAT MEETING IN THE SPRING WHERE WE AGREED ON ALL THE TERMINOLOGY IN IT.
THAT DIDN'T ENCOMPASS EVERYONE SO I PRESENTED THAT WORK ALONG WITH THE FACULTY COUNCIL.
WE SEND THAT BACK OUT AND NOW WE HAVE AN AGREEMENT THERE SO TOMORROW WE'LL WALK THROUGH THE IMPLEMENTATION, KIND OF A SIMILAR PROCESS SO MAKE SURE THEY UNDERSTAND WHAT'S BEING DONE AND IN SUCH TIME I CAN COME AND PRESENT TO THIS GROUP WHAT WE WORKED ON TOGETHER.
>> I STAFFING OF TALKING ABOUT FACULTY RATIO STAFFING AND ALL THAT, SOMETHING I SAID EARLIER TODA ACCOUNTING SIGNED OF THE WORLD WE HAVE A QUASI ZERO BASED OFFERING.
I THINK ACADEMIC OFFERINGS SHOULD BE S EVALUATION AS WELL.
IF WE OFFERED IT, WAS ANYBODY TAKING IT? THAT AFFECTS OUR BUDGET, AFFECTS OUR STAFFING AND OVERALL PLANS.
>> WE HAVE A ROBUST PROGRAM REVIEW PROCESS AND THAT'S ABSOLUTELY NOT --
>> IS THERE A PRESENTATION ON THAT?
>> YOU'RE GOING TO TELL ME I'M NOT GOING TO FIND COURSES ON THERE THAT HAVEN'T BEEN SIGNED UP FOR IN THE LAST TWO YEARS?
>> O INTELLIGENCE CENTER IS ACTIVELY WORKING WITH THE VICE PROVOST AND DR. BOYD'S TOOLS TO LOOK AT WHAT IS THE JOB MARKET LIKE? WHAT DO WE NEED TO ADD? WHAT DO WE NEED TO STOP? THAT'S WHAT WE'RE ABOUT, PROVIDING THOSE OPPORTUNITIES FOR STUDENTS THAT LEAD TO A JOB, A CAREER, A TRANSFER IN A FIELD THAT THEY WILL BE ABLE TO BE EMPLOYED.
>> IF I GO AND FIND IN THE CATALOG COURSES THAT HAVEN'T BEEN SIGNED UP FOR IN TWO YEARS, I WILL FIND SOME.
>> T STAND TOGETHER BECAUSE WE HAVE GOT TO RAPIDLY MOVE TO THE CERTIFICATES AND DEGREES THAT WE NEED TO OFFER OF THE FUTURE.
WE DON'T HAVE TIME TO SIT HERE AND WAIT.
WE CAN'T CONTINUE WITH THIS THAT'S THE WAY IT'S ALWAYS BEEN IN HIGHER ED.
WE HAVE TO GET STUDENTS THROUGH HERE FAST.
WE TALK ABOUT ENROLLMENT MANAGEMENT, IT SHOULD BE COMPLETION OR SUCCESS MANAGEMENT.
HOW DO WE GET STUDENTS OUT THE DOOR.
>> OKAY, IT'S MORE THAN JUST THE SUCCESS CULTURE, RIGHT? THE COMING ATTRACTIONS FOR THIS YEAR IS OUR STUDENT CALL CENTER.
THERE ALSO A SIGNIFICANT INVESTMENT FOR MENTAL HEALTH AND WELLNESS FOR STUDENTS.
TRIAGE STAFF, THE STUDENT TESTING CENTER HAS BEEN REVAMPED FOR THIS COMING YEAR.
NEW STUDENT ORIENTATION SO WE CAN TOUCH STUDENTS AT THE VERY BEGINNING, HELP WALK THEM THROUGH THE PROCESS AND PROVIDE SOME DIRECTION SO THAT'S ALL GOING TO COME INTO STUDENT SERVICES THIS COMING YEAR.
>> W PARENTHESES WHEN IT'S NOT A DECREASE?
[01:35:01]
TEST.>> T MISSING IN THE STUDENT SERVICES, TOO.
IT WAS THE TWO YEAR AND FOUR YEAR DIDN'T HAVE THE HYPHEN.
>> W SIGNIFICANT INCREASES IN CENTRAL OPERATION AND STUDENT SUCCESS.
TELL ME WHY MY IMPRESSION IS WRONG.
I THOUGHT IN THE PRIOR TO BUDGET YEAR THAT WE MADE THE MAJOR INVESTMENTS IN STUDENT SUCCESS AND SUCCESS COACHES AND IN CREATING THAT CAPACITY BUT WE'RE SHOWING A 12% INCREASE.
THIS IS N OBVIOUSLY, BUT WHEN IS ENOUGH ENOUGH IN THIS AREA? PROBABLY NEVER, BUT, YOU KNOW.
>> FY22 WAS THE BUDGET YEAR DESIGN.
WE WERE WORKING THROUGH THE DESIGN OF DALLAS COLLEGE, ONE COLLEGE, RIGHT? NOW WE'RE FINDING OUT WHAT WORK AND WHAT DIDN'T WORK AND WE'LL SEE THAT EVIDENT IN A LOT OF THESE AREAS.
SOME THINGS WORKED HERE AND WE THOUGHT IT WAS GREAT BUT IT WASN'T SUFFICIENT OR VICE VERS OPPORTUNITY AT THIS BUDGET HERE TO MAKE SOME OF THOSE SHIFTS AND CHANGES IN THE WAY WE'RE APPLYING OUR DOLLARS WHERE WE'RE APPLYING THEM, THEY WENT THROUGH A TRANSITION AND THEY SAY WE NEED THESE SUCCESS CULTURES AND SAY WE FORGOT ABOUT THESE OTHER AREAS WHERE STUDENTS ARE NEEDING THESE SERVICES.
AS YOU HAVE MORE PEOPLE ON THE FRONT LINE, THEY WERE ABLE TO HEAR WHAT THE STUDENT NEEDS WERE.
WE NEED TO TALK ABOUT MENTAL HEALTH, WE NEED TO TALK ABOUT WELLNESS SO THERE ARE SOME OTHER THINGS AND LIKE I SAID, STUDENT SERVICES IS ONE OF THOSE AREAS WHERE MOST OF THEIR EXPENSES ARE IN THEIR SALARIES.
THAT'S MOSTLY ALL OF US BECAUSE WE'RE ABOUT 75% SERVICE-BASED BUT FOR STUDENT SERVICES EVEN MORE SO BECAUSE THEIR THING IS REALLY ABOUT BEING IN FRONT OF THE STUDENTS, TALKING TO THEM, BEING PRESENT.
SO THAT'S WHERE YOU SEE MOST OF THEIR CHANGES.
>> S THING I HEARD YOU SAY WAS A NUMBER IN THERE AND IT'S NOT SO MUCH A DOLLAR INCREASE BUT WHAT YOU'RE SAYING IS THAT SOME OF THIS IS ATTRIBUTABLE TO THE FACT THAT WE'RE ALLOWING PEOPLE TO TAKE RISKS AND FAIL AND LEARN FROM THAT AND TRY SOMETHING NEW THAT WILL WORK.
I THINK THAT'S EXTREMELY IMPORTANT.
IT'S A CULTURE THING AS WELL AS A FINANCE THING BUT WHAT I HEAR YOU SAYING IS THAT'S PART OF WHAT'S GOING ON HERE, RIGHT?
I HAD A RETREAT WITH MY TEAM THE WEEK BEFORE LAST AND ONE OF THE THINGS I SAID TO THEM WAS GO OUT THERE, TRY YOUR NEW PROCESS.
AS LONG AS IT'S NOT ILLEGAL OR UNETHICAL, WE WON'T GET IN TROUBLE ABOUT IT AND IF WE MESS UP, WE'LL TRY SOMETHING ELSE.
IF WE DON'T TRY, WE WON'T KNOW.
AND, REMEMBER, WE HAD A LOT OF LEADERSHIP CHANGES IN THIS POINT IN TIME.
YOU HAVE SEVEN DIFFERENT LEADERSHIP TEAMS AND THE SAME PEOPLE DIDN'T COME TOGETHER SO THERE WAS A LOSS OF KNOWLEDGE, TOO.
SOME THINGS WE DIDN'T KNOW WHAT WE DIDN'T KNOW AND NOW WE'RE STARTING TO FIGURE THAT OUT.
AND THE VARIANCE ON THE SALARY, IS THAT ALSO MORE EMPLOYEES AND OTHER THINGS AND ALSO THAT SALARY INCREASE?
>> I KNOW WE HEARD COMMENTS THAT SOME AREAS WERE CUT TOO MUCH.
>> EARLIER ON THERE WAS TALK OF WHAT IS THE BEST RATIO IN TERMS OF FULL TERM FACULTY AND ADJUNCT AND PART TIME.
I NEVER HEARD ANYBODY ANSWER THAT.
I'M NOT SAYING WE'RE CREATING IT BUT SURELY OUT THERE IN THE EDUCATION WORLD THEY FIGURED THAT OUT.
WHAT IS IT? AND IS THAT SOMETHING WE'RE TRYING TO ACCOMPLISH?
>> YEAH, I DON'T KNOW WHAT THE MAGIC NUMBER IS BUT WE'LL COME BACK WITH SOME OF THAT RESEARCH THAT IS BEST PRACTICE, TAKE A LOOK AT WHAT OUR CURRENT MIX IS AS WE EVALUATE THE PROGRAM MIX, THE PROGRAM OFFERINGS AND WHO BEST CAN OFFER INSTRUCTIONAL SERVICES IN THOSE AREAS AND RIGHT NOW, AS WE ALL KNOW, WE ALL HAVE FACULTY INCENTIVE PLAN THAT'S OUT ON THE STREET WHERE FACULTY ARE EVALUATING WHETHER THEY WANT TO RETIRE OR WHETHER THEY WANT TO TAKE AN INCENTIVE TO LEAVE.
THAT IMPACTS THIS CONVERSATION AS WELL IN THE MIX OF WHERE WE ARE SO WE'LL COME BACK WITH SOME OF THOSE SPECIFIC DETAILS.
>> B ADMINISTRATION GAVE THE BOARD A
[01:40:03]
PRESENTATION ON ADVISING STUDENT SERVICES, OUR RATIO ONE 800 STUDENTS TO ONE ADVISOR AND WHEN WHEN IT WAS ADJUSTED THEY WENT TO 350 TO ONE ADVISOR.THE CHANCELLOR SAID THEY WILL GO OUT AND RESEARCH IT AND ETC. AND AFTER THAT, THIS PROGRAM HAS GELLED OUT.
>> S ONLY SERVING HALF OF THE -- [INAUDIBLE]
>> W ADVISERS TO SERVICE OUR STUDENTS SO WE REVAMPED THAT AREA.
THE BOARD, AFTER THE ADMINISTRATION WENT OUT AND RESEARCHED THE ISSUE OF WHAT THE BEST PRACTICE WAS IN TERMS OF STUDENTS TO ADVISE THEIR RATIO, THEY DETERMINED IT WAS 350 STUDENTS TO ONE ADVISOR SO WE'RE ADDING SUCCESS COACHES, ABOUT 350 STUDENTS TO ONE SUCCESS COACH.
>> AND THEY'RE WELL SCHOOLED IN WHAT COURSES TO TAKE FOR WHAT?
THAT'S PART OF THE TRAINING THAT THEY GO THROUGH WHEN THEY ARE HIRED.
THERE'S A WHOLE SERIES OF PROFESSIONAL DEVELOPMENT MODULES THAT THEY HAVE TO COMPLETE AND OUR ASSISTANT VICE CHANCEL PRESENTATION I THINK LAST PROFESSIONAL DEVELOPMENT PIECE THAT ALL SUCCESS COACHES HAVE TO GO THROUGH BEFORE THEY HAVE A CASE LOAD.
THEY SHADOW SOMEBODY ELSE AND WHEN THEY ARE GIVEN A CASE LOAD TO SOMEBODY, THEY OBSERVE WHAT THEY'RE DOING SO THERE'S A PROCESS AND I WOULD BE HAPPY TO SHARE THAT WITH YOU.
>> YES, I WOULD LIKE TO TALK TO YOU ABOUT THAT.
>> W SITS AT A UNIQUE OPPORTUNITY SO AS DR. FREEMON MENTIONED EARLIER TODAY, THEY'RE BEING VERY STRATEGIC AT HOW THEY UTILIZE THOSE FUNDS.
CENTRAL OPERATIONS, OPPOSED TO BEING IN WORK GROUPS, WE TALKED ABOUT STATE MANDATES, CLOUD SERVICES, OUR COURSE SCHEDULING, AGAIN, THAT'S ONE OF THE THINGS THAT ENDS UP IN CENTRAL ADMINISTRATION BUT IT DOES IMPACT INSTRUCTION AND THAT'S ONE THING.
WE HAVE MORE DIGITAL CAMPAIGNS.
OUR COMPLIANCE TEAMS BECAUSE OF THE ENHANCEMENTS IN GRANTS WE HAVE HAD COMPLIANCE TEAMS FOR THAT SAME ISSUE.
WE HAVE OVERLAPPING EXPENSES AS A RESULT OF OUR ERP IMPLEMENTATION SO WE ARE PAYING TWICE FOR THINGS AT SOME POINTS BUT THAT'S SOME EVENTUALLY SUBSIDE AS OUR IMPLEMENTATION IS FULLY DONE.
>> Y YOUR SLIDE IN PARENTHESES ON THE SALARIES.
>> WHERE WERE YOU FRIDAY NIGHT?
>> ALL RIGHT, THAT'S ALL WE HAVE.
THAT'S OUR SALARY RECOMMENDATIONS, WHICH WE DISCUSSED.
SO ON CENTRAL OPERATIONS, THE SAME THING, THE INCREASE OF VARIANCE IN TERMS OF THE SALARIES, THAT'S THE A COMB POSITIONS AND OTHER THINGS? ARE Y'ALL INCREASING THE STAFFING IN MARKETING?
CERTAINLY SOME REQUESTS BUT AS WE TALKED ABOUT BEFORE, WE'RE LOOKING VERY CLOSELY AT NEW POSITION REQUESTS.
THERE ARE $10 MILLION IN NEW POSITION REQUESTS AND AS JOHN SAID, WE'LL CONTINUE TO GO BACK
[01:45:06]
AND LOOK AT THE EXPENSE SIDE AND THE LEADERSHIP TEAM IN EACH OF THE AREAS WILL NEED TO DO TRADEOFF.IF, IN THAT INSTANCE, WE MOVE POSITIONS THEN ROB IS GOING TO HAVE TO MAKE SOME CONCESSIONS TO DO THAT, BUT THE PROCESS ABOUT THE POSITION OF EVALUATION IS EVOLVING AS WELL.
WE TALKED A LOT ABOUT IT BEFORE, THAT IT'S NOT AS SIMPLE AS BUDGET DOLLARS TO SUPPORT THE REQUEST.
IT'S A DOES THIS MAKE SENSE? HOW IS IT GOING TO BE USED? HOW DOES IT CONNECT WITH OTHER AREAS DOING SIMILAR FUNCTIONS?
>> YEAH, THAT'S ACROSS ALL OPERATIONAL AREAS.
WE HAVE LOOKED AT REQUEST FOR NEW POSITIONS, EVALUATED THOSE.
SOME WERE APPROVED AND SOME WERE NOT.
WE DID LOSE OUR CHIEF MARKETING OFFICER SO WE'RE LOOKING FOR THAT POSITION RIGHT NOW.
WE REPURPOSED SOME POSITIONS WITHIN MARKETING AND COMMUNICATIONS WITH THIS BUDGET THAT I THINK IMPACTED SALARIES SLIGHTLY BUT DIDN'T INCREASE HEAD COUNT.
HAVE DECISIONS BEEN MADE OR NOT IN ADDING NEW STAFF?
>> NOT ABSOLUTELY, THEY HAVE NOT.
>> SO YOU'RE ESTIMATING IN THIS VARIANCE NUMBER, YOU'RE ESTIMATING MAYBE YOU WILL NEED THIS MANY.
>> AND SOCIAL RESPONSIBILITY AND SUPPLY AND DIVERSITY, IS THER STAFFING THERE?
>> T POSITIONS SO I THINK THAT'S PART OF ONGOING -- [INAUDIBLE]
>> I INITIALLY AND THEN IT WAS FIVE AND THOS CONSIDERATION.
>> I CONSIDERATIONS TO SEE AT LEAST A TOTAL HEAD COUNT NUMBER FOR THE WHOLE ORGANIZATION AND DIRECT REPORTS TO THE CHANCELLOR.
THANK Y'ALL FOR YOUR PRESENTATION.
AS I TOLD DR. GARCIA, WE HAD A VISIT YESTERDAY ABOUT THE DETAILS AND THE LINE ITEMS TO ASK ONE OF US YOU GET SIX DIFFERENT ANSWERS BUT ASK JOHN AND TISKA, YOU WILL GET THE ANSWER.
I WOULD SAY THAT WE ALL NEED TO TAKE OUR INDIVIDUAL QUESTIONS WE GOT DURING THIS PERIOD OF TIME TO THE BUDGET BOOK AND UNDERSTAND AND GET AN EXPLANATION.
IF YOU DON'T, THEN AS CHAIRMAN OF THE FINANCE COMMITTEE, CALL ME IN AND I WILL TRY TO RECTIFY WHATEVER THE ISSUE MIGHT BE, OKAY? IS THAT FAIR?
>> FIRST I WANT TO SAY THANK YOU TO YOU GUYS AND YOUR TEAM.
THIS IS ONE OF THE BEST RUN PUBLIC ORGANIZATIONS I HAVE EVER BEEN ASSOCIATED WITH.
>> AND WE WON BEST BOARD OF TRUSTEES.
>> I WANT TO SUPPORT THIS BUDGET AND I WANT TO VOTE TO SUPPORT IT BUT I HAVE A CONFLICT OF INTEREST ON PAGE 34 LINE 22 BECAUSE THERE'S A REQUEST FOR AN AUTHORIZATION FOR $250,000 FOR GREEN LIGHT, MY EMPLOYER SO I WANT TO SEPARATE THAT ITEM OUT AND I DON'T WANT TO VOTE ON THAT BECAUSE I HAVE A CONFLICT OF INTEREST BUT I WOULD LIKE TO SUPPORT THE WHOLE BUDGET.
[01:52:15]
IF THAT CAN BE ACCOMMODATED I WOULD APPRECIATE IT.>> WE WILL CERTAINLY DO THAT AND I'M AWARE OF CONFLICT AND THE NEED OF TRUSTEE RITTER TO EXCUSE HIMSELF.
WE'LL JUST CALL IT OUT SEPARATELY AND WE CAN APPROVE THE BUDGET AS A WHOLE AND COME BACK FOR THAT PART.
ANY OTHER QUESTIONS? OTHERWISE WE'LL STAND ADJOURNED.
ANY OTHER QUESTIONS ABOUT ANY AGENDA ITEMS? ANYBODY HAVE ANY PROBLEMS ABOUT US GETTING PAID EXTRA MONEY?
>> US INDIVIDUALLY? [LAUGHTER]
>> BEFORE YOU ADJOURN, THERE WAS ALSO ON THE POLICIES OR WHATEVER ABOUT THE VETERANS -- [INAUDIBLE]
TRISHA WILL WALK THROUGH THAT.
>> IT WILL BE ON THE REGULAR AGENDA FOR APPROVAL IT AND CAME BEFORE YOU LAST MONTH FOR FIRST READING.
THERE ARE TWO POLICIES, THE VETERANS PREFERENCE WHICH WE APPROVED IN 2015 AND THAT'S PREFERENCE FOR EMPLOYMENT SO WE INTERVIEW OVER ALL OTHER ELIGIBLE APPLICANTS AND THERE'S A PRIORITY OF SERVICE AND THAT'S APPLICABLE TO JOB TRAINING PROGRAMS THAT ARE FUNDED BY THE DEPARTMENT OF LABOR FUNDS SPECIFICALLY THAT'S A REQUIREMENT OF THE DEPARTMENT OF LABOR.
>> B SAME THING THAT THE FEDERAL GOVERNMENT DOES IN TERMS OF VETERAN EMPLOYMENT?
THE PREFERENCE IS A STATE REQUIREMENT AND THE PRIORITY OF SERVICE IS A DEPARTMENT OF LABOR REQUIREMENT UNDER THE FEDERAL GOVERNMENT.
>> CAN I ASK YOU A QUESTION? DOES THAT JUST APPLY TO A VETERAN OR A VETERAN AND DEPENDANT?
>> FOR THE STATE LAW, IT'S THE VETERAN, SURVIVING SPOUSE AND ORPHAN OF A VETERAN.
>> AN ORPHAN, IF A VETERAN PASSED AWAY AND LEFT A DEPENDANT AND THEN FOR THE FEDERAL LAW IT'S THE VETERAN AND ELIGIBLE SPOUSE.
>> ANY OTHER COMMENTS OR QUESTIONS? GOING ONCE, GOING TWICE, SOLD.
2:54.
* This transcript was compiled from uncorrected Closed Captioning.