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>> GOOD MORNING AND WELCOME TO OUR VIRTUAL TOWN HALL MEETING TODAY.
YOU KNOW WE'RE USING SOME DIFFERENT TECHNOLOGY AND SO I CAN'T QUITE SEE EVERYONE WHOSE ON THIS MORNING.
BUT I REALLY APPRECIATE YOU FOR JOINING US.
LAST TIME WE HAD MORE THEN 1800 TAKE PART IN THE TOWN HALL.
THE LAST ONE WAS BACK IN JULY.
SO A LOT HAS HAPPENED SINCE THEN.
I REALLY WANT TO THANK ALL OF YOU.
YOU'VE BEEN FLEXIBLE, RESILIANT, AND CONTINUE TO WORK TO SUPPORT OUR STUDENTS.
TO HELP OUT OUR EMPLOYERS AS THEY ARE STRUGGLING TO FIND PEOPLE TO WORK WITH MEMBERS OF OUR COMMUNITY AND PERHAPS EVEN MORE IMPORTANTLY WORKING WITH EACH OTHER.
WE ANSWERED QUITE A FEW OF YOUR QUESTIONS RELATED TO THE DALLAS COUNTY COLLEGE REORGANIZATION AND TALENT POOL PROCESS AND OUR RETURN TO CAMPUS.
WE'LL CONTINUE TO DISCUSS THESE TODAY AND THE AND HOPEFULLY I'LL BE ABLE TO PROVIDE YOU INFORMATION AND SHED LIGHT ON SOME THINGS.
I KNOW IT'S MOVING FAST AND SOME OF IT IS CONFUSING FROM DAY TODAY.
SINCE WE HELD OUR LAST TOWN HALL, WE HAD OUR VIRTUAL CONFERENCE DAY BACK IN AUGUST.
AT THAT TIME, WE PROVIDED UPDATES ON ADDITIONAL TALENT POLLS AND ANNOUNCING MORE ABOUT THE SPRING SEMESTER.
I WANT TO TALK ABOUT THE SPRING LATER THIS MORNING.
WE'VE ASKED SEVERAL MEMBERS OF THE LEADERSHIP TEAM TO RESPOND TO SOME OF THE QUESTIONS, DR. JUSTIN, WHO IS GOING TO HELP GUIDE OUR CONVERSATIONS IN THE PAST.
SHERRY, OUR CHIEF HUMAN RESOURCES OFFICER, DR. SHARON DAVIS, OUR CHIEF CRITICAL RESPONSE OFFICER AND DR. SHONDA EMPLOYED, OUR PROVOST.
ALSO, WE'LL CONTINUE TO SERVICE PRESIDENT OF THE MOUNTAIN VIEW PRESIDENT.
WE RECEIVED QUITE A FEW QUESTIONS.
I WANT TO GET TO AS MANY AS POSSIBLE.
I APPRECIATE ALL OF YOU FOR JOINING US TODAY AND I LOOK FORWARD TO WHAT I SYMPATHY GOING TO BE A PRODUCTIVE HOUR.
JUSTIN, I WILL KICK IT TO YOU.
WE HAVE A LOT OF INFORMATION TO GET THROUGH.
THE GOOD NEWS IS, WE'RE GOING TO ANSWER A LOT OF THOSE QUESTIONS.
ALSO, PROBABLY GOOD NEWS FOR YOU, WE'RE GOING TO DO IT IN THE COMPRESSED TIME.
DR. MAY HAS BECOME SO POPULAR ON THE VIRTUAL TOWN HALL CIRCUIT, THAT HE HAS A LEGISLATIVE TOWN HALL THAT HE HAS TO PARTICIPATE IN TOWARDS THE END OF THIS ONE.
WE WILL END THIS ONE A FEW MINUTES EARLY TO BE ABLE TO ACCOMMODATE THAT, THIS BUT WE WILL GET THROUGH AS MANY QUESTIONS AS WE CAN.
WITH, THAT WE'LL DIVE RIGHT IN, AS DR. MAY SAID, WE RECEIVED A LOT OF QUESTIONS, MOST RELATED TO THE RESTRUCTURING AND AROUND BENEFITS IF AND THE TALENT POOLS.
SHERRY IS GOING TO BE FRONT AND CENTER FOR MUCH OF THIS CONVERSATION TODAY.
I WANT TO START WITH YOU, DR. MAY, FIRST.
GIVEN THE CURRENT STATE OF SOME OF THE THESE SHIFTS AND CHANGES, CAN YOU KIND OF SHARE YOUR PERSPECTIVE OF WHERE WE ARE IN THE PROCESS?
LET ME START AND SAY, IS ONE, THANK YOU AGAIN AND THANK YOU FOR CONTINUING TO WORK HARD, SUPPORT OUR STUDENTS.
OBVIOUSLY, YOU'RE DOING SO WITH THE FOCUS ON THE NEEDS OF BOTH OUR INDIVIDUALS AND EMPLOYERS IN OUR COMMUNITY BUT AT THE SAME REALIZING THERE'S JUST A LOT OF CHANGE GOING ON ACROSS DALLAS COLLEGE.
SOMETIMES THE IT'S EASY TO LET THAT GET IN THE WAY OF SERVING OUR STUDENTS.
I CONTINUE TO HEAR AMAZING, HEROIC STORIES.
SO THANK YOU FOR WHAT YOU'RE DOING AND IT REALLY SPEAKS VOLUMES ABOUT YOUR COMMITMENT TO HELPING OUR STUDENTS.
KIND OF A PERSONAL NOTE, I RECOGNIZE AND REALLY THOUGHT A LOT ABOUT WHAT'S GOING ON RIGHT NOW IN THE ORGANIZATION AND HOW TRYING IT IS FOR SOME OF YOU.
A LOT OF THAT IS JUST AROUND WE DON'T KNOW WHAT WE DON'T KNOW.
THAT'S WHY I REALLY WORKED HARD TO TRY, AS WE GET INFORMATION, TO SHARE IT.
I KNOW SOMETIMES THAT JUST SEEMS LIKE IT'S NOT ENOUGH AND A LOT OF BELIEVE WE'RE NOT PUTTING OUT THERE INFORMATION THAT WE HAVE, BUT REALLY IS NOT THE CASE.
WE'RE REALLY WORKING HARD TO MAKE THAT AVAILABLE.
SOME OF THESE THINGS, I THINK, ARE SIGNIFICANT BECAUSE WE'VE BEEN KIND OF
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55 YEARS IN A SINGLE THE STRUCTURE WITH SEVEN COLLEGES AND OPERATING THAT WAY.WE MADE A LOT OF CHANGES OVER THAT 55 YEARS, BUT THEY TENDED TO BE GRADUAL.
THEY TENDED TO BE INCREMENTAL CHANGES, SO SOME OF WHAT'S GOING ON RIGHT NOW ARE SEEM MUCH MORE DRAMATIC IN TERMS OF THE HISTORY OF THE DISTRICT.
IT IS GOING TO TAKE US TIME TO ALIGN OR OPERATIONS WITH THE NEW STRUCTURE.
WE HEAD A FEW DEADLINES REGARDING SACKS/COCC.
WE HAVE A REPORT DUE IN DECEMBER TO SEE IF WE ARE ONE CAN COLLEGE.
WE'RE TRYING TO BALANCE THE NEEDED TO MOVE QUICKLY, BE STRATEGIC AND DELIBERATE WITH THE NEED TO ENSURE THAT WE'RE BEING EQUITABLE THROUGHOUT THE PROCESS AND WE'RE WORKING HARD.
I KNOW THAT SOMETIMES THE LENS, BY WHICH EACH INDIVIDUAL LOOKS AT THAT IS GOING TO BE DIFFERENT, AND EVERYBODY IS LOOKING FOR PATTERNS, SOMETIMES, THAT DON'T REALLY EXIST.
BUT IT'S BECAUSE JUST OUR NEED TO BE ABLE TO PREDICT THE FUTURE.
I DON'T KNOW WHAT'S GOING TO HAPPEN IN SOME CASES.
BUT WE ARE TO HELP CREATE THAT FAIRNESS AND WEATHER THROUGH THE PROCESS, WE'RE USING EXTERNAL TEAMS THAT DON'T KNOW ANY OF US WITHIN THE ORGANIZATION TO HELP EVALUATE INDIVIDUALS, TO HELP US DO SOME SCREENING.
I'M ALSO AWARE THAT THIS IS GOING MORE SLOWLY.
SOME FOLKS HAVE SAID IT SEEMS LIKE IT'S DRAGGING OUT.
WHAT WE'RE REALLY TRYING TO DO IS FOCUS ON GIVING APPLICANTS AND FOLKS WITHIN THE DISTRICT AND OPPORTUNITY TO SHOWCASE THEIR SKILLS, THEIR ABILITIES AND HELP THEM EXCEL.
SOME OF THAT, THE DESIRE TO PROCEED THAT OPPORTUNITY, IS GETTING IN THE WAY OF TIMING.
BUT I REALLY THINK THAT BEING CONSCIENTIOUS ABOUT THAT IS IMPORTANT SO THAT EVERYONE HAS THE OPPORTUNITY.
I REALIZE EVEN THEM, SOME FOLKS ARE GOING TO BE IMPATIENT, ANXIOUS.
I FEEL THAT STRESS MYSELF, TRUTHFULLY.
AND I UNDERSTAND THAT AND I FEEL FOR MANY OF YOU IN THAT PROCESS.
AND SO, YOU KNOW, IN ONE SENSE, AS WE DID FRIDAY, WE ANNOUNCED EMPLOYS WERE MOVING INTO NEW LEADERSHIP ROLES IN ROUND TWO.
THAT MEANS WE'LL START ANOTHER ROUND AND INFORMATION WILL AFFECT SOME MORE DIFFERENTLY THAN OTHER.
SHERRY IS GOING TO SHARE MORE OF THIS LATER IN THE TOWN HALL.
WE'RE ABSOLUTELY MAKING PROGRESS.
I'M PLEASED WITH THE DIRECTION THAT WE'RE GOING.
I'M EXCITED CAN ABOUT THE WAY THE COLLEGE IS COMING TOGETHER AT THE SAME TIME, I HAVE GREAT EMPATHY TOWARDS THOSE, WHO ARE STRUGGLING WITH PATIENCE AND A BIT ANXIOUS.
AS WE CONTINUE TO MOVE FORWARD, WE'LL TRY TO SHARE AS MUCH INFORMATION AS WE CAN AND WORK HARD TO BE FAIR AND EQUITABLE.
I KNOW EVERYBODY'S LENS IS GOING TO BE DIFFERENT.
AT THE SAME TIME, I ASSUME YOU WE WILL BE TREATING EVERYONE FAIRLY AND IN THE SAME MANNER, WITH THE SAME PROCESSES.
SO WITH THAT, JUSTIN, I'LL KICK IT BACK TO YOU.
I KNOW SHERRY CAN GET INTO MORE OF THE SPECIFICS AND TALK ABOUT THIS INTO MORE DETAIL.
SHERRY, WE'RE GOING TO START WITH YOU WITH SEVERAL QUESTIONS IN A ROW THAT ARE RELATED, COMING YOUR WAY.
THE FIRST QUESTION IS THAT, YOU KNOW, OBVIOUSLY, THERE'S BEEN CONCERN ABOUT THE NEW STRUCTURE AND THAT THERE WILL BE SOME DUPLICATION OF EFFORTS THAT MEANS THAT SOME POSITIONS WON'T CONTINUE AND SO THE QUESTIONS AROUND THIS ARE CAN YOU KIND OF SHARE THE PROCESS THAT WE'RE USING TO MAKE SURE DETERMINATIONS?
AND THANKS FOR HAVING ME HERE TODAY.
I WILL ENDEAVOR TO ANSWER AS MANY QUESTIONS AS POSSIBLE.
AS DR. MAY SAID, IS WE ARE CONTINUING TO MAKE PROGRESS.
EACH OF THE LEADERS OF THE FUNCTIONAL AREAS, DR. FLOYD, DR. JOSEPH, DR. WILKINS, DR. DAVIS, THEY ARE ALL ASSESSING THE NEEDS OF THEIR OWN ORGANIZATIONAL STRUCTURES TO BEST SERVE OUR STUDENTS, OUR COMMUNITY, AS WELL AS DALLAS COLLEGE.
SO AS OUR LEADERS ARE GOING THROUGH THAT, AS DR. MAY SAID, THERE'S CERTAINLY SOME
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ROLES THAT MAY NOT CONTINUE.SO IN A SITUATION, WHERE A CURRENT ROLE REALLY DOESN'T FIT WITHIN THE NEW ORGANIZATIONAL STRUCTURE AND THEY ARE NEW ROLES CREATED FOR THOSE POSITIONS, WE WILL BE USING THE TALENT POOL PROCESS, IS AS YOU HAVE SEEN.
THOSE, WHO GO THROUGH THE COMPETITIVE PROCESS AND ARE NOT SUCCESSFUL, IF THEIR POSITION IS NO LONGER IN PLACE, THEY WOULD BE AN IMPACTED ROLE IN THAT SITUATION.
WHERE THERE ARE CURRENT ROLES THAT MAY BE DUPLICATED, EITHER DUE TO THE CONSOLIDATION OF DEPARTMENTS OR WHICH ARE NO LONGER NECESSARY IN THE DALLAS COLLEGE ORGANIZATIONAL STRUCTURE, WE WILL USE A DOCUMENTED METRIC PROCESS TO SUPPORT EMPLOYEES.
FOR ROLES THAT ARE UNCHANGED AND UNDUPLICATED, THOSE EMPLOYS WILL REMAIN IN THEIR CURRENT ROLE.
>> KIND OF A RELATED QUESTION THAT WE'VE RECEIVED A LOT IS, OKAY, SHERRY, I HEAR YOU ABOUT ALL OF THAT BUT WHAT'S THE TIME LINE IN WHICH I MIGHT FIND OUT WHAT'S HAPPENING WITH MY ROLE?
>> AND I CERTAINLY UNDERSTAND THE ANXIETY.
AS DR. MAY SAID, WE ARE ALL FEELING IT.
UNFORTUNATELY, THERE'S A LOT OF MOVING PARTS TO THIS.
RESTRUCTURING IS HAPPENING IN PHASES.
HOPEFULLY THROUGHOUT THE END OF YEAR, MAY CARRY INTO THE SPRING OF 2021.
BECAUSE SOME DEPARTMENTS ARE FURTHER ALONG, EMPLOYEES IN CERTAIN DEPARTMENTS MAY KNOW SOONER THAN OTHERS WILL KNOW.
WE WILL ENDEAVOR TO PROVIDE AS MUCH NOTICE OF ANY IMPACT OR ANY SHIFTS AS POSSIBLE, BUT I WOULD HAVE TO ASK YOU TO BEAR WITH US THROUGH THIS TRANSITION, AS WE ARE IN DIFFERENT STAGES, DEPENDING ON THE DEPARTMENT AND THE ORGANIZATIONAL STRUCTURE NEED.
>> ONE OF THE OTHER RELATED QUESTIONS IS AROUND THE CONSOLIDATION PACKAGE, THE SEVERANCE PACKAGE, FOR EMPLOYEES THAT MIGHT BE IMPACTED.
THE BOARD OF TRUSTEES APPROVED THAT LAST MONTH.
SHERRY, CAN YOU EXPLAIN THE PROCESS AROUND THAT AND WHO IS ELIGIBLE AND THOSE SORT OF THINGS?
SO AN EMPLOY IS ELIGIBLE IF THEIR ROLE IS IMPACTED AND WILL NOT MOVE FORWARD AND THEY WILL BE THAT ROLE NO LONGER HAS A PLACE IN DALLAS COLLEGE.
SO IF AN EMPLOY IS IN SUCH AN IMPACTED ROLE, HE OR SHE WILL BE NOTIFIED.
THE EMPLOYEE WILL THEN BE PROVIDED A CONSOLIDATION PLAN PACKAGE THAT CONTAINS SOME FREQUENTLY ASKED QUESTIONS.
IT WILL CONTAIN THE SEPARATION AGREEMENT.
IT WILL ALSO CONTAIN INFORMATION ON THE ADDITIONAL PROGRAMS AVAILABLE DUE TO THE SEPARATION OF EDUCATIONAL BENEFIT AND OUTPLACEMENT.
ONCE THE IMPACTED EMPLOYEE REVIEWS THE SEPARATION AGREEMENT AND EXECUTES IT AND DOES NOT REVOKE IT, THE SEVERANCE PERIOD WILL THEN AGAIN THE FIRST OF THE NEXT MONTH AFTER SIGNING IT.
FOR EXAMPLE, IF AN AGREEMENT IS SIGNED ON OCTOBER 15TH, THE SEVERANCE WILL BEGIN WITH THE OCTOBER 31, 2020 PAYROLL PERIOD, AND WILL BE PAID ON A MONTHLY BASIS FOR THE NUMBER OF MONTHS THAT PARTICULAR EMPLOYEE IS ELIGIBLE.
THERE'S A SCHEDULE THAT HAS BEEN PUT OUT.
SEVERANCE WILL BE UP TO SIX MONTHS, PAID IN THOSE MONTHLY INCREMENTS, DEPENDING ON YEARS OF SERVICE.
>> WE'VE ALSO HAD SOME QUESTIONS ABOUT RETIREMENT, AS FOLKS CONSIDER ALL OF THESE THINGS.
SO THEY'VE ASKED SPECIFICALLY QUESTIONS AROUND IF THEY ARE ELIGIBLE TO RETIRE AND DECIDE TO DO SO, WILL THAT HAVE AN IMPACT ON SEVERANCE PAY AND UNUSED VACATION AND SICK LEAVE?
IF AN EMPLOYEE IS ELIGIBLE TO RETIRE AND ELECTS TO DO SO, THAT EMPLOYEE WILL NOT BE ELIGIBLE FOR THE SEVERANCE PAYMENT.
WE WILL PAY OUT ALL UNUSED VACATION, UP TO A MAXIMUM OF 384 HOURS, BUT SICK PAY IS NOT PAID OUT UNDER THE SEVERANCE PLAN.
I'M GOING TO TURN IT BACK TO YOU, DR. MAY.
YOU REFERENCED THIS JUST A MINUTE AGO.
AS YOU SAID AT THE BEGINNING OF OUR RESTRUCTURING PROCESS, THAT THE INTENT IS TO REMAIN TRANSPARENT AND FORTHRIGHT ABOUT EVERYTHING WE'RE DOING.
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SOME CAN YOU JUST SHARE A LITTLE MORE ABOUT YOUR COMMITMENT, QUITE FRANKLY, TO UPHOLDING THE TRANSPARENCY AND WHY YOU THINK IT'S IMPORTANT?I PROBABLY CANNOT REPEAT THAT ENOUGH.
SO AND PART OF THAT IS I WANT TO BE SURE THAT EVERYONE, IN THE PROCESS, UNDERSTANDS THAT'S NOT JUST MY COMMITMENT.
THAT'S A COMMITMENT FOR THE ENTIRE ORGANIZATION, THAT WE BE TRANSPARENT, THAT WE REMAIN FORTHRIGHT.
I KNOW THESE PROCESSES, WHEN WE TALK ABOUT PEOPLE BEING ANXIOUS, IT ALSO MEANS THAT THEY HAVE DOUBT.
THEY ONLY KNOW WHAT THEY CAN SEE, AND SOMETIMES WHAT THEY CAN SEE FROM THEIR POINT OF VIEW IS ALL THERE'S.
SO IT CAN LOOK LIKE THAT THERE ARE PATTERNS.
IT CAN LOOK LIKE THERE ARE OTHER THINGS GOING ON WHEN WE ARE REALLY COMMITTED TO BEING AS FAIR, TRANSPARENT, AND HONEST AS POSSIBLE THROUGHOUT THAT PROCESS.
AND I APPRECIATE THOSE THAT ARE CHALLENGING US FROM TIME TO TIME BECAUSE IT JUST CREATES THAT RESOLVE ON MY PART TO MAKE SURE THAT THAT IS AN UNDERLYING PRINCIPLE FOR DRIVING DALLAS COLLEGE AS WE GO THROUGH THAT PROCESS.
WE HAVE AMAZING PEOPLE AND THEY DO AMAZING JOBS EVERY DAY.
IT'S UNFORTUNATE THAT WITH THE CONSOLIDATION THAT SOME OF THOSE POSITIONS ARE IMPACTED, WHICH INDIRECTLY MEANS PEOPLE ARE IMPACTED.
IT REALLY IS ABOUT THOSE POSITIONS THAT'S THE ISSUE AT HAND.
SO WE WANT TO BE CLEAR ON THAT AS WE FOCUS ON THAT BUT PROVIDE OPPORTUNITY.
THERE ARE GOING TO BE MORE OPENINGS AND OPPORTUNITIES IN THE FUTURE.
AS WE'VE PUT OUT PREVIOUSLY, WE'VE IDENTIFIED SHORTCOMINGS, FOR WHICH WE HAVE POSITIONS BUT PEOPLE NOT IN THOSE POSITIONS AS WELL.
THAT'S GOING TO CONTINUE TO EVOLVE OVER THE NEXT SEVERAL MONTHS.
LET ME TURN TO YOU, SHERRY, GO A LITTLE FURTHER.
AS DR. MAY SAID, THERE ARE NEW OPPORTUNITY, NEW POSITIONS, AND THERE WAS REFERENCE EARLIER ABOUT SOME OF THE TALENT POOLS AND MORE ON THE WAY AND IN THE WORKS.
CAN YOU KIND OF GIVE US AN UPDATE OF WHERE WE ARE AND WHAT'S NEXT?
SO OUR TALENT POOLS ARE IDENTIFIED BY THE CREATIVE ASSIGNMENT OF A NUMBER.
SO TALENT POOL NUMBER TWO, AS DR. MAY MENTIONED, WE'VE HAD A COUPLE OF NEW LEADERS ANNOUNCED OR SEVERAL NEW LEADERS ANNOUNCED.
FROM THAT, THERE ARE STILL A COUPLE OF POSITIONS OUTSTANDING IN TALENT POOL NUMBER TWO THAT WILL BE ANNOUNCED, HOPEFULLY, WITHIN THE NEXT COUPLE OF WEEKS, AS ADDITIONAL INTERVIEWS ARE TAKING PLACE.
TALENT POOL ROUND THREE, WHICH WAS PREDOMINANTLY WORKFORCE AND ADVANCEMENT AREA, IS IN PROCESS NOW.
INTERVIEWS ARE TAKING PLACE NOW OR EARLY NEXT WEEK.
WE ANTICIPATE THOSE ROLES BEING ANNOUNCED BY MID OCTOBER.
ROUND FOUR WAS OUR LARGEST TALENT POOL WITH OVER 60 EXCUSE ME.
OVER 35 POSITIONS IN THAT TALENT POOL.
THOSE INTERVIEWS ARE IN THE PROCESS OF BEING SCHEDULE AND WILL CONTINUE PROBABLY OVER THE COURSE OF THE NEXT COUPLE OF WEEKS.
WE HAD QUITE A FEW INTERESTED CANDIDATES FOR THOSE ROLES.
I BELIEVE OVER 230 UNIQUE CANDIDATES.
ROUND FIVE IS A GREAT EXAMPLE OF DR. MAY'S STATEMENT, WHERE WE HAVE TARGETED NEEDS.
WE HAD SOME IMMEDIATE NEEDS IN THE SCHEDULING AREA FOR DR. FLOYD AND THE ACADEMIC TEAM, SO WE INITIATED A ROUND TEAM WITH SOME STAFF LEVEL AND COORDINATOR LEVEL POSITIONS.
THAT HAVE TALENT POOL HAS CLOSED AND WE ARE IN THE PROCESS OF SCREENING THOSE.
ROUND SIX WILL INCLUDE AREAS IN THE ACADEMIC SIDE, THE STUDENT SUCCESS SIDE, IS AS WELL AS THE WORKFORCE AND ADVANCEMENT SIDE.
LOOK FOR THAT ONE IN MID OCTOBER.
I HAVE RECEIVED SEVERAL QUESTIONS FROM FOLKS, HOW DO I KNOW ABOUT THEM? THEY WILL ALWAYS BE PRECEDED WITH AN EMAIL FROM ME.
YOU CAN CHECK THE SHARE POINT BECOMING ONE COLLEGE SITE, WHERE THOSE ARE ALWAYS POSTED AS THOSE NEW ROUNDS ARE OPEN.
>> ALSO, SHERRY, AROUND THE POOL PROCESS, IS WE'VE HAD SOME QUESTIONS THAT EMPLOYEES ARE WONDERING IF THEY ARE IN AN UNAFFECTED ROLE, WILL THEY HAVE TO REAPPLY FOR THEIR POSITION UNDER THE TALENT POOL PROCESS?
FOR THOSE JOBS THAT ARE UNCHANGED AND UNDUPLICATED, EMPLOYEES CAN, IN FACT,
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REMAIN IN THEIR CURRENT ROLES AND WILL NOT NEED TO COMPLETE AN INTERVIEW PROCESS.IF THEY'RE INTERESTED IN A NEW ROLE IN THE TALENT POOL, THEY WILL.
OBVIOUSLY, IN THE CURRENT ROLE, THEY WILL NOT.
WELL, SO, SHERRY, YOU CAN TAKE A BREAK FOR A MINUTE.
I'M GOING TO TURN TO DR. DAVIS.
OBVIOUSLY, ONE OF THE OTHER BIG THINGS GOING ON AS WE HAVE AN INCREASED NUMBER OF INDIVIDUALS THAT ARE RETURNING TO CAMPUS AND SO LAST MONTH OR I GUESS EARLIER THIS MONTH, A WEEK OR SO AGO, WE WELCOMED WITH OUR LARGEST GROUP BACK, UTILIZING A NEW A, B SCHEDULE.
CAN YOU KIND OF SHARE, FROM YOUR PERSPECTIVE, AND UPDATE ON THAT TRANSITION AND WHAT FURTHER CHANGES EMPLOYEES CAN EXPECT?
IN TERMS OF AN UPDATE ON THE A, B SCHEDULE, WE SAW NO INTERRUPTIONS IN SERVICES AND WE WELCOMED ADDITIONAL EMPLOYEES BACK FOR FACE TO FACE OPERATIONS.
THE GOAL IS TO GET ALL EMPLOYEES, NON FACULTY EMPLOYS, BACK FACE TO FACE.
YES, WE WILL BE BRINGING ALL NON INSTRUCTIONAL EMPLOYEES BACK FACE TO FACE IN THE NEAR FUTURE.
SO THE NEXT PHASE WILL LIKELY HAPPEN IN JANUARY, WHERE WE WILL BECOME BACK ALL EMPLOYEES, WHO ARE NOT TEACHING, FACE TO FACE, SO THEY CAN SEE STUDENTS THE ON A FACE TO FACE BASIS AND HAVE EXPANDED EVENING HOURS.
>> DR. DAVIS, OBVIOUSLY, PEOPLE CONTINUE TO BE CONCERNED, AS THEY ARE POSITIVE COVID CASES AND CLEARLY THE SAFETY OF THE DALLAS COLLEGE COMMUNITY REMAINS FOREFRONT OF EVERYTHING THAT WE'RE DOING.
BUT WE HAVE QUESTIONS CAN ABOUT EXPLAIN HOW WE'RE MANAGING REPORTED COVID CASES, INCLUDING WHAT HAPPENS IF SOMEONE FROM ONE OF OUR LOCATIONS TESTS POSITIVE.
SO, THE CRITICAL RESPONSE OFFICE MAINTAINS INFORMATION FLOW FROM THE WORLD HEALTH ORGANIZATION, THE CDC, NATIONAL HEALTH INSTITUTION.
WE'RE STAYING ON TOP OF THE TENDS AND BEST PRACTICES AS IT RELATES TO HOW TO HANDFUL POSITIVE COVID CASES.
WE BELIEVE WE HAVE IMPLEMENTED PRACTICES IN ACCORDANCE WITH THOSE RECOMMENDATIONS.
WHENEVER A POSITIVE CASE IS REPORTED VIA E CONNECT, WE DO A POST POSITIVE INVESTIGATION.
THIS IS OUR FORM OF CONTACT TRACING.
WE ASKED THE POSITIVE PERSON A SERIES OF QUESTIONS AND FIND OUT WHO ELSE THEY'VE HAD CONTACT WITH AND WE GIVE THEM INSTRUCTIONS ON NEXT STEPS IN TERMS OF SELF ISOLATING, SEEING IS THEIR HEALTHCARE PROVIDER.
WE ALSO SEND OUT NOTIFICATION TO SENIOR LEADERSHIP AND CAMPUS LEADERSHIP, IF APPROPRIATE, WHERE THERE'S BEEN A POSITIVE CASE.
ADDITIONALLY, WE WILL BE LAUNCHING A DASHBOARD THAT WILL BE AVAILABLE FOR INTERNAL AND EXTERNAL EMPLOYEES TO REVIEW WHERE WE'VE HAD POSITIVE CASES, HOW THEY RELATE, HOW THEY COMPARE IN RELATION TO OTHER CAMPUS LOCATIONS, AND EVEN WHERE THERE'S POSITIVE CASES HAPPENING WITHIN CERTAIN ZIP CODES.
SO WE BELIEVE WE HAVE A VERY GOOD PROCESS, AND WE'RE KEEPING WE'RE MAKING SURE THAT PEOPLE ARE NOTIFIED AND THAT WE TAKE APPROPRIATE ACTION WHEN NECESSARY TO TRIGGER A DIFFERENT TYPE OF ACTION LIKE REMOTE WORK OR TEACHING.
LET ME TURN BACK TO YOU, SHERRY, IN LIGHT OF SOME OF THE THIS RETURNING BACK.
WE UNDERSTAND THAT NOT ALL EMPLOYS WILL NECESSARILY BE ABLE TO RETURN TO THEIR LOCATIONS, AND SO WE'VE HAD QUESTIONS ABOUT HOW WILL EMPLOYS, WHO HAVE FILLED OUT THE INABILITY TO RETURN TO WORKPLACE FORM BE NOTIFIED OF THEIR STATUS?
TO ALL OF OUR EMPLOYEES, THANK YOU FOR YOUR PATIENCE.
AS WE BEGAN THE PROCESS, IT WAS A MANUAL PROCESS.
WHEN DR. DAVIS AND HER TEAM BECAME ENGAGED, SHE AND HER TEAM WERE INCREDIBLY HELPFUL IN AUTOMATING THAT PROCESS.
NOW THE INABILITY TO RETURN TO WORK PROCESS IS A TWO STEP PROCESS.
THE EMPLOYEE WILL ACCESS THE INABILITY TO RETURN TO WORK REQUEST FORM ON E CONNECT.
THEY WILL GET AN AUTOMATIC EMAIL BACK, PROVIDED THAT THEY HAVE A CERTAIN AMOUNT OF TIME WITHIN WHICH TO SUBMIT THEIR DOCUMENTATION.
THAT HAVE IS TO BE SUBMITTED IN ACCORDANCE WITH THE INSTRUCTION ON FORM.
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THAT COMES TO AN HR TEAM, WHICH REVIEWS THE SUBMISSION.IF THE INABILITY TO RETURN TO WORK DOCUMENTATION IS SUFFICIENT, THE EMPLOYEE IS TO MOVED ON.
THEY WILL GET AN EMAIL NOTIFICATION.
THE SECOND PIECE OF THAT IS THE REMOTE WORK AGREEMENT, WHERE THE EMPLOYEE MUST WORK WITH THEIR FIRST AND SECOND LEVEL SUPERVISOR TO DETERMINE THE APPROPRIATENESS TO CONTINUE TO WORK REMOTELY, IF THE REMOTE AGREEMENT IS APPROVED, THE EMPLOYEE IS REMOVE AND NOTIFIED.
IF NOT, THE EMPLOYEE IS NOTIFIED THAT THEY WORK IS NOT APPROPRIATE FOR REMOTE WORK AT THIS TIME.
>> SHERRY, ALSO, WE'VE HAD QUESTIONS ABOUT THOSE THAT DON'T MEET THE REQUIREMENTS TO CONTINUE TO WORK FROM HOME BUT THEY DON'T FEEL COMFORTABLE IN RETURNING TO THE WORKPLACE.
CAN YOU SHARE AND ADDRESS WHAT THOSE OPTIONS MAY BE?
>> SO THOSE EMPLOYEES SHOULD WORK IN CONTACT WITH THE HR BENEFITS TEAM TO EXPLORE WHAT TYPES OF LEAVES OPTIONS MAY BE AVAILABLE UNDER THE FAMILY AND MEDICAL LEAVE ACT, AS WELL AS THE FAMILY FIRST ACT, IMPLEMENTED IN RIGHT OF THE PANDEMIC.
THERE ARE CERTAIN LEAVES THAT ARE AVAILABLE TO OUR EMPLOYS, WHO ARE WOULD NOT OTHERWISE MEET THE REQUIREMENTS BUT ARE UNCOMFORTABLE COMING BACK.
PLEASE CONTACT THE HR BENEFITS TEAM TO DETERMINE THE TYPES OF LEAVE AVAILABLE.
>> LET ME RETURN TO YOU, DR. DAVIS.
AS PART OF THE RETURN PLAN, EMPLOYEES HAVE TO UTILIZE THE APP DAILY TO BE CLEARED TO RETURN.
WE'VE HAD SOME QUESTIONS ABOUT COULD YOU EXPLAIN WHAT AN EMPLOYEE SHOULD DO IF THEY'RE NOT APPROVED TO RETURN?
SO EMPLOYEES, AS THEY'RE ANSWERING THE QUESTIONS, IF THEY ARE NOT APPROVED TO RETURN, WE ENCOURAGE THEM TO REVIEW THE QUESTIONS ONCE AGAIN AND ENSURE THAT THEY ANSWERED THEM CORRECTLY.
IF THEY STILL CANNOT RETURN, IN ACCORDANCE WITH THE APP, THE HR TEAM HAS SET UP A CALL CENTER.
THERE ARE EMPLOYEES MONITORING AND ANSWERING THOSE CALLS, WHERE AN EMPLOYEE CAN CALL THAT NUMBER, EXPLAIN THEIR SITUATION, AND THERE'S SOMEONE FROM THE HR TEAM THAT WILL ASSIST THEM AND HELP THEM, GIVE THEM INSTRUCTIONS ON WHAT NEEDS TO HAPPEN.
I CAN MAKE SURE THAT MARKETING GETS THAT INFORMATION OUT IN AN EMPLOYEE NEWSLETTER.
WELL, DR. MAY, LET ME TURN BACK TO YOU.
YOU RECENTLY ANNOUNCED OF OUR INTENT TO, YOU KNOW, PRIMARILY REMAIN OFFERING ONLINE COURSES IN THE SPRING, BUT CAN YOU SHARE A LITTLE BIT OF YOUR THINKING ABOUT THE RATIONAL ABOUT MAKING THIS DECISION WHEN YOU DID?
AND LET ME JUST SAY ON THAT, THIS WASN'T MY ATTEMPT TO FORECAST WHAT I SEE AS THE FUTURE THAT'S THERE IN TERMS OF WHAT'S HAPPENING.
I DON'T THINK ANYONE CAN DO THAT.
RATHER, IT'S TO GO AHEAD AND SIGNAL TO OUR STUDENTS, OUR EMPLOYERS, OUR COMMUNITY AT LARGE AS WELL AS INTERNAL FACULTY, STAFF, AND OTHERS, THAT DIRECTIONALLY, WE WILL CONTINUE TO BE PRIMARILY ONLINE.
PART OF THAT IS WE WANT TO CONTINUE TO BUILD OUT OUR CAPACITY TO SUPPORT STUDENTS IN THIS FORMAT AND TO MAKE THE APPROPRIATE INVESTMENTS, AS WE DO THINGS THAT ARE NOT ONLY PRUDENT UNDER THE CONDITIONS, WHICH WE'RE WORKING IN A PANDEMIC ENVIRONMENT, BUT, KNOWING, TOO, WE'RE SEEING STUDENTS' ATTITUDES CHANGE.
SOME OF THE COURSES, NOT ONLY THE COURSES, BUT OTHER SERVICES, THEY'RE DEMONSTRATING A REAL REFERENCE TO BE ABLE TO ACCESS THOSE REMOTELY.
WE AREN'T FULLY YET BUILT FOR THAT.
THIS WILL GIVE US TIME TO BUILD OUT THAT SUPPORT TO SUPPORT THAT AND BE CONSERVATIVE IN TERMS OF WHAT'S GOING TO BE HAPPENING.
I CAN'T PREDICT ANOTHER, I GUESS, SPIKE, IN TERMS OF CASES IN THE COMMUNITY.
I WOULD LIKE TO BELIEVE THAT THE PRECAUTIONS EVERYONE IS TAKING IS GOING TO KEEP THAT FROM HAPPENING, YET, AS WE LOOK AROUND THE COUNTRY, WE SEE THESE EVENTS.
WHILE YOU CAN'T REALLY CALL THEM RANDOM, IT'S UNPREDICTABLE AS TO WHERE THE NEXT SPIKE IN CASES WILL BE.
SO WE'RE GOING CONSERVATIVE WITH THIS, AS WE LOOK AT THE SPRING SEMESTER.
WE WANT TO COMMUNICATE TO OUR FOLKS BUT AT THE SAME TIME REMAINING FLEXIBLE, WHERE IF THERE'S THE NEED TO COME BACK FACE TO FACE, WE'RE HAPPY TO DO SO.
[00:30:05]
IF OUR PARTNERS NEED THAT OR CERTAIN PROGRAMS NEEDED THAT TO HAPPEN, WE'RE EAGER OR SIT DOWN AND LOOK AT THAT AND MAP OUT HOW WE CAN DO THAT IN A SAFE WAY.THAT WILL ALLOW US MORE TIME FOR PROGRAMS THAT MAY NEED FACE TO FACE TO FIGURE OUT THE BEST SOLUTIONS TO DO SAFELY WHILE MAKING SURE WE ACCOMMODATE STUDENTS GOING FORWARD.
WE WILL CONTINUE THAT BUT I WANT TO STRESS THIS DOES NOT MEAN THAT NECESSARILY I CAN SEE THE FUTURE AS CONTINUING TO BE AN ESCALATING AND SPIKING COVID CASES.
I DON'T KNOW ONE WAY OR THE OTHER EXCEPT THAT WE'LL BASED ON THE INFORMATION BEST INFORMATION THAT WE HAVE DAY TO DAY TO MAKE THESE DIVISIONS.
>> LET ME LOOP IN, THE DR. JOSEPH, AND DR. FLOYD, WHO HAVE BEEN WAITING PATIENTLY.
BUT CLEARLY WITH OUR FOCUS ON SPRING AND THAT WE ARE GOING TO OFFER MORE FACE TO FACE CLASSES, THAT MEANS THAT WE'RE GOING TO HAVE MORE EMPLOYEES RETURNING TO CAMPUS SO WE CAN BETTER SERVE STUDENTS.
DR. JOSEPH, TELL US WHAT CHANGES ARE BEING MADE TO ENSURE THAT STUDENTS' NEEDS ARE BEING ADDRESSED?
WE ARE WORKED WITH THE CRITICAL RESPONSE OFFICES TO ENSURE WORK SPACES ARE SAFE AND WE ARE USING THE SYSTEM TO MAKE APPOINTMENTS FOR DIFFERENT SERVICES IN STUDENTS SUCCESS.
OUR CAMPUS ARE NOT OPEN TO THE PUBLIC, SO APPOINTMENTS ARE NECESSARY.
OUR INTENT IS TO MAKE SURE THAT WE PROVIDE OPPORTUNITIES FOR STUDENTS TO GET TIMELY FACE TO FACE ASSISTANCE.
AS DR. DAVIS MENTIONED, THERE ARE A LOT OF PROTOCOLS IN PLACE TO ENSURE SAFETY, SO WE ARE COMFORTABLE THAT OPENING UP FOR OPPORTUNITIES FOR OUR STUDENTS TO COME ON CAMPUS TO RECEIVE FACE TO FACE ASSISTANCE, WHICH THEY NEED, IT'S A VIABLE ALTERNATIVE.
>> LET ME TURN TO YOU, DR. FLOYD.
WE RECEIVED QUESTIONS THAT FOLKS WERE CONCERNED, LY ON INSTRUCTIONAL SIDE, THAT STUDENTS DIDN'T RECEIVE MATERIALS AND SUPPLIES THAT THEY MAY HAVE NEEDED TO LEARN VIRTUALLY.
CAN YOU SHARE A LITTLE BIT FROM YOUR STAND POINT WHAT RESOURCES WE'RE OFFERING TO MAKE SURE STUDENTS HAVE WHAT THEY NEED AND THAN OUR STAFF ARE PREPARED TO SERVE THEM.
WE WILL CONTINUE PROVIDE ONLINE LIBRARY AND TUTORING RESOURCES BUT WILL ALSO ALLOW STUDENTS TO UTILIZE LIBRARY SERVICES FACE TO FACE AND SCHEDULE FACE TO FACE APPOINTMENTS FOR TUTORS SERVICES IN LIMITED OPTIONS.
WE WILL ALSO PROVIDE ACCESS TO SELECT COMPUTER LABS AT ALL OF OUR CAMPUS LOCATIONS.
WITH RESPECT TO THE RESOURCES IN AND OF THEMSELVES, WE'VE DONE A GREAT EFFORT WITH IMPROVEMENT TO PROCESSES.
WE EXPECT THAT TRANSITION TO GO FURTHER THIS SPRING WE'RE EXCITED ABOUT THAT OPPORTUNITY.
I CAN'T STRESS ENOUGH HOW CRITICAL THE FACE TO FACE WE'RE PROVIDING IS IN DIRECT TO RESPONSE TO THE STUDENTS.
THEY'RE ALSO REQUESTING ENGAGEMENT.
NOW MORE THAN EVER, THEY NEED FACULTY.
THEY NEED ENGAGEMENT WITH US, HUMAN TOUCH, HENCE WHY WE'VE RAMPED UP THOSE EFFORTS IN TERMS OF FACE TO FACE, BUT ALSO ENCOURAGING FACULTY, WHETHER YOU POST A PICTURE, SOMETHING.
WE NEED TO BE THERE FOR YOUR STUDENTS.
WE'RE WORKING TOGETHER TO SUPPORT THEIR SUCCESS.
>> ALONG THOSE LINE, DR. EMPLOYED, LET ME SAY THAT AS WE CONSIDER SPRING, WE KNOW WE HAVE FOLKS THAT, AS WE TALK ABOUT RETURNING, WE HAVE SOME THAT ARE RARING TO GO AND COME BACK AND GET IN THE CLASSROOM.
WHILE WE'RE PRIMARILY GOING TO BE ON LINE IN THE SPRING, WE ARE INCREASING THE NUMBER OF FACE TO FACE CLASSES.
WE'VE HAD ASKING CAN WE SHARE WHAT CRITERIA IS USED TO DETERMINE WHICH CLASSES WILL BE OFFERED FACE TO FACE.
>> WE'RE GOING TO HAVE NURSES AND THINGS LIKE THAT TO HAVE LIMITED FACE TO FACE CLASSES.
IN THE SPRING, WE'RE LOOKING AT TRANSFER CLASSES CAN AS WELL AS HYBRID CLASSES.
SINCE THE SAFETY OF OUR STUDENTS AND EMPLOYEES IS A PRIMARY CONCERN, WE'RE WORKING WITH OUR FACULTY TO GUIDE US ON WHICH SOURCES MIGHT NEED FACE TO FACE
[00:35:02]
INSTRUCTION.THIS IS APPROACHED THAT WE USED IN THE SUMMER AND FALL.
WE'RE GOING TO CONTINUE WITH THAT EFFORT.
THEY'RE HELPING US TO KNOW WHAT IS NECESSARY AND REQUIRED FACE TO FACE.
WE LIKE THIS APPROACH BECAUSE IT SHOWS AND DEMONSTRATES THE COLLABORATIVE EFFORTS, THE PROFESSIONAL, THE CRITICAL RESPONSE TEAM, ACADEMIC LEADERS AND FACULTY.
WE WILL CONTINUE TO LOOK TO FACULTY TO LEAD THE WAY.
WE'VE HAD SEVERAL VOLUNTEERS ALREADY AND SOME PEOPLE, WHO ARE ALREADY TEACHING FACE TO FACE AND PROVIDING EXCELLENT WORKS ABOUT THAT.
>> LET ME STICK WITH YOU, IF I COULD.
WE'VE ALSO HAD QUESTIONS ABOUT DUAL CREDITS AND EARLY COLLEGE HIGH SCHOOL STUDENTS AND JUST QUESTIONS AROUND HOW OUR NEW STRUCTURE WILL SUPPORT THESE STUDENTS THAT ARE, YOU KNOW, PART OF THESE PROGRAMS.
WITH OUR DUAL CREDIT/EARLY COLLEGE HIGH SCHOOL, WHAT BECOMING DALLAS COLLEGE HAS ENGAGED US TO DO IS ENGAGE IN HOLISTIC PLANNING AND COMMUNICATION.
THAT'S PROVIDED MORE CONSISTENT MESSAGING TO OUR STUDENTS, FACULTY AND STAFF.
WE'VE ENGAGED WITH OUR DUAL CREDIT TEAMS AND OTHER MEMBERS FROM ACADEMIC AFFAIRS, STUDENT SUCCESS, WORKFORCE AND I.T.
NOW WE HAVE EARLY COLLEGE HIGH SCHOOL/DUAL CREDIT STUDENTS RECEIVING IS EMAILS ABOUT ONLINE TOOLS AND RESOURCES, LEARNING STRATEGIES, HELP DESK AND STUDENT SUPPORT SERVICES.
WE ALSO HAVE HIGH SCHOOL PARTNERS, WHO ARE ENGAGING WITH US TO PROVIDE ADDITIONAL TECHNOLOGY RESOURCES AS WELL AS INSTRUCTIONAL SUPPORTS BY ADDING THAT FACILITATORS.
>> WE HAD QUESTIONS THERE'S GREAT CONCERN ABOUT OUR STUDENTS IN THIS ENVIRONMENT.
WE HAD QUESTIONS CAN AROUND WHAT ABOUT THOSE THAT MAY HAVE NEEDS AROUND FOOD OR FINANCIAL INSECURITIES AND THEY MAY NOT KNOW WHAT SERVICES ARE AVAILABLE TO THEM.
SO CAN YOU SHARE A LITTLE OF YOUR INSIGHTS ON HOW WE CAN SHARE THAT INFORMATION AND SERVE THOSE STUDENTS?
SO IT'S INTERESTING THAT THAT QUESTION HAS BEEN ASKED.
I'VE BEEN HAVING CONVERSATIONS WITH OUR NEW ASSOCIATE VICE CHANCELLORS TO COME UP WITH IDEAS ON HOW WE COULD GO ABOUT PROVIDING THOSE SERVICES OR PROVIDING THAT INFORMATION ABOUT THE SERVICES WE HAVE.
SOME OF THE IDEAS THAT WE'VE DISCUSSED ARE AROUND COHORTS, CREATING A COHORT, CREATING A VILLAGE FOR EACH STUDENT, SO THEY KNOW WHERE TO GO AND WHERE TO FIND THE INFORMATION.
WE'RE ALSO LOOKING AT OUR NEW STUDENT ORIENTATION AND REVAMPING THAT.
NOW THAT WE ARE IN THE VIRTUAL ENVIRONMENT, FACE TO FACE INTERACTIONS ARE LIMITED.
THOSE ARE IN THE WORKS AND I WILL HAVE MORE INFORMATION TO SHARE IN THE COMING WEEKS.
DR. JOSEPH, ALSO WHILE YOU'RE MIC IS HOT, LET ME ASK YOU, WE'VE HAD QUESTIONS WITH ABOUT ATHLETICS AND WHAT THE FUTURE OF ATHLETICS LOOKS LIKE UNDER DALLAS COLLEGE.
CAN YOU KIND OF SHARE WHERE WE ARE WITH THAT?
THE DECISION HAS BEEN MADE TO ALLOW ATHLETIC PROGRAMS TO TAKE ADVANTAGE OF A PRACTICE WINDOW BETWEEN OCTOBER 5TH AND DECEMBER 5TH.
THE ATHLETIC STAFF ARE WORKING WITH THE CRITICAL RESPONSE OFFICE TO ENSURE ALL THE NECESSARY PROTOCOLS ARE IN PLACE, TO ENSURE THE SAFETY OF OUR STUDENT AND STAFF.
IN TERMS OF HOW PROGRAMS WILL LOOK UNDER DALLAS COLLEGE, A DECISION WAS MADE A WHILE BACK THAT WE WOULD ALLOW ALL TEAMS TO REMAIN CAMPUS BASED.
ALL CAMPUSES HAVE HAD THEIR MASCOTS AND ATHLETIC RELATED GRAPHICS UPDATED.
NO DECISION HAS BEEN MADE ABOUT A SPRING DECISION.
THAT WILL COME IN THE NEXT COUPLE OF MONTHS.
LET ME TURN BACK TO YOU, DR. FLOYD.
WE'VE HAD QUESTION REQUESTS ABOUT TRANSCRIPTS.
THE QUESTIONS ARE AROUND WILL THE TRANSCRIPTS THAT STUDENTS RECEIVE REFLECT THE MODE THAT THE COURSE WAS TAKEN, WHETHER IT WAS ONLINE, IN PERSON, OR HYBRID?
TRANSCRIPTS DO NOT REFLECT THE MODALITY OF THE COURSE THAT THE STUDENT TOOK.
FOR THOSE THAT ENGAGE IN TRANSFER WORK, WE KNOW IT'S A COMPLICATED PROCESS
[00:40:04]
BECAUSE DIFFERING RECEIVING INSTITUTIONS USE A LITTLE BIT OF EVERYTHING TO DETERMINE WHETHER OR NOT OUR COURSES WILL BE APPLICABLE TO OUR PROGRAMS. IT'S UNHEARD OF FOR SOME OF THOSE RECEIVING IS INSTITUTIONS TO LOOK AT THE MODALITY A COURSE MIGHT HAVE BEEN GIVEN IN M IN SOME WAYS, I FEEL LIKE THE COVID 19 CRISIS HAS HELPED US IN THIS APPROACH BECAUSE EVEN IS PRETTY MUCH ONLINE.WHAT I WANT TO REASSURE EVERYONE IS WHEN WE DO HAVE TRANSFER STUDENTS, WE ARE HERE TO SUPPORT THEM THROUGHOUT THAT ENTIRE PROCESS.
WHEN AND IF AN ISSUE DOES ARRIVE, WE WILL BE HERE TO HELP THEM BE THAT JOURNEY TO COMPLETE TRANSFER.
LET ME STAY WITH YOU, DR. FLOYD.
WE'VE HAD QUESTIONS ABOUT WORK STUDY, AND EMPLOYEES WANT TO KNOW WHAT IT MEANS FOR OUR WORK STUDY STUDENTS, AS WE PRIMARILY REMAIN ONLINE IN THE SPRING AND SO CAN YOU SHARE WHAT OUR PLANS ARE AROUND WORK STUDY STUDENTS?
FEDERAL WORK STUDY IS A FEDERAL FINANCIAL AID PROGRAM AND IT'S BASED ON NEED, SO IT IS ALLOWS STUDENTS TO WORK PART TIME TO HELP PAY FOR THEIR EDUCATIONAL COUNTS.
WE ARE NOT GOING TO END THAT FEDERAL PROGRAM.
CAMPUS LOCATIONS ARE WORKING WITH HUMAN RESOURCES TO PROVIDE OPPORTUNITY FOR WORK STUDY STUDENTS AND GET THOSE JOBS POSTED, SO WE ARE STILL PARTICIPATING IN THAT PROGRAM.
ALSO, WE'VE HAD SOME QUESTIONS FROM FACULTY MEMBERS, CONCERNED ABOUT NEW SCHEDULING POLICIES AND THE CONCERN REALLY IS THAT THESE WILL NEGATIVELY IMPACT STUDENTS.
LET ME START WITH YOU, DR. FLOYD, THEN I'LL TURN TO YOU, DR. MAY, TO ADD ADDITIONAL CONTEXT.
BUT THE QUESTION IS CAN YOU TELL US MORE ABOUT HOW THE STUDENT CENTERED SCHEDULING PROCESS IS GOING TO IMPACT STUDENTS AND FACULTY?
WE'VE BEEN ENGAGED IN THE STUDENT CENTRIC PILOT, WHERE WE'RE LOOKING AT THE EFFECT OF THE STUDENTS.
IT TAKES INTO CONSIDERATION WHEN STUDENTS WANT COURSES.
IT'S BASED ON A SURVEY OF NEEDS THAT WE SEND OUT TO OUR STUDENTS BUT IT'S ALSO BASED UPON A FACULTY PREFERENCE SURVEY, WHICH ALLOWS FACULTY TO SELECT OPTIONS AND TIMES WHEN THEY WOULD LIKE TO TEACH, SO IT'S A TRANSPARENT, DATA DRIVEN PROCESS THAT WILL INDEED IMPROVE THE WAY WE SCHEDULE.
HISTORICALLY, WE'VE DEALT MOSTLY WITH A ROLLOVER AND ALSO DEALT WITH WHAT I CALL A CAFETERIA STYLE APPROACH, WHERE WE BASICALLY THROW EVERYTHING OUT THERE.
A LOT OF PAINS WE'VE BEEN EXPERIENCING IS AS WE WORK THROUGH THIS PROCESS HAS TO DO WITH THE LACK OF HAVING A DATA DRIVEN PROCESS IN THE PAST.
AS WE WORK THROUGH THIS, THIS WE'RE INSPIRED TO KNOW IT WILL ENHANCE TRANSPARENCY IN OUR SCHEDULE PRACTICE, PROVIDE A MORE EQUITABLE SCHEDULE FOR ALL FACULTY.
IT WILL BE PROVIDING WHAT THE STUDENTS NEED WHEN THEY NEED IT IN TERMS OF COURSE OFFERING.
>> DR. MAY, YOUR PERSPECTIVE ON IMPORTANCE OF THE SCHEDULING INITIATIVE.
REALLY, IT IS ABOUT HELPING OUR STUDENTS ACCELERATE THEIR OPPORTUNITY TO COMPLETE THEIR PROGRAM OF STUDY, WHETHER IT BE A CERTIFICATE OR DEGREE AND TRANSFER INTO THE MOVEMENT OF THE WORLD OF WORK AS QUICKLY AS POSSIBLE.
WE KNOW TIME IS THE ENEMY IN OUR PROCESS.
TIME IS A CHALLENGE FOR OUR STUDENTS.
HAD ARE BALANCING WORK, FAMILY, YET THEY KNOW THEY CAN'T HAVE THE LIFESTYLE THEY WANT WITHOUT A GREAT JOB THAT GOES WITH GETTING A CERTIFICATE OR DEGREE.
THAT STUDENT PERFECTIVE IS GOING TO BE INCREASINGLY IMPORTANT.
THAT WAS PART OF THE REASON WE MADE THE TRANSITION TO DALLAS COLLEGE.
WE REALIZED THAT THE BEHAVIOR OF STUDENTS HAD CHANGED DRAMATICALLY OVER THE 55 YEARS OF THE DISTRICT, JUST IN TERMS OF HOW THEY ACCESS US AND WHAT THEY WERE LOOKING FOR.
WE LEARNED A GREAT DEAL, TOO, OF LOOKING AT THOSE 24,000 STUDENTS THE THAT, THE AT ANY ONE TIME, ARE GOING TO MULTIPLE OF OUR COLLEGES, AT THE TIME WE WERE MAKING THE TRANSITION, MULTIPLE CAMPUSES.
THE ISSUE IS THEY GENERALLY DON'T WANT TO DO THAT.
NO ONE LIKES TO SPEND TIME ON THE ROAD OR PUBLIC TRANSPORTATION.
CREATING THE OPPORTUNITY FOR STUDENTS TO SEE A CLEAR MULTIYEAR OPPORTUNITY FOR THEM TO HAVE A YEARLY DEFINED, HERE'S THE COURSES I'M GOING TO NEED TO TAKE
[00:45:04]
THIS FALL, SPRING, SUMMER, SO FORTH IN ORDER TO GET THE DEGREE.WE'RE STILL IN LEARNING MODE FOR THAT TO UNDERSTAND.
ON THE OTHER SIDE OF THAT, LET'S BE DIRECT HERE.
COVID IS CHANGING SOME OF HOW WE'RE GOING TO BE ABLE TO SCHEDULE.
RIGHT NOW, WE'RE PREDOMINANTLY ONLINE, EVEN THOUGH WE HAVE ABOUT 1700 FACE TO FACE CLASSES THIS FALL.
WE'LL PROBABLY, IN THE SPRING, BE OVER 2,000 THERE, AS SUCH.
BUT NOT EVERYONE SHARON DAVIS TALKED ABOUT ACT THE FACT ALSO SHERRY TALKED ABOUT THE FACT THAT NOT EVEN IS GOING TO GET THE CLEARANCE TO COME BACK BECAUSE OF SOMETHING GOING ON WITH THEIR HEALTH OR SOMETHING ELSE.
SO THAT MEANS WE'RE GOING TO HAVE TO TAKE THAT INTO CONSIDERATION SCHEDULING.
WE CAN'T HAVE SOME OF OUR FACULTY THAT WOULD LOVE TO SPEECH FACE TO FACE BACK IN THE CLASSROOM FOR THEIR OWN SAFETY.
THE OTHERS ARE GOING TO HAVE TO PICK UP THE SLACK.
MANAGING THAT FROM A SCHEDULING POINT OF VIEW IS GOING TO BE MORE COMPLEX IN THE FUTURE.
WE KNOW THAT OUR STUDENTS GET PRETTY UPSET AS THEY DEAL WITH SCHEDULES THAT CAUSE THEM TO HAVE TO GO EXTRA TIME.
WE HAD 46% OF OUR STUDENTS REPORT THAT HAD CANCELLATIONS OF CLASSES.
82% SAID THEY COULDN'T GET THE CLASSES THEY NEEDED.
THEY SIMPLY WEREN'T ON THE SCHEDULE IN ORDER TO HELP THEM GRADUATE IN A TIMELY MANNER, YET WE HAVE 44% OF OUR CLASSES WERE COMPLETELY UNDERUTILIZED, MEANING THAT WE HAD MORE SEATS THAN STUDENTS.
SO THERE'S A LOT OF EVIDENCE THAT WE CAN DO A BETTER JOB THAT'S NOT TO SAY THERE'S A ONE SOUND ALGORITHM THAT WILL DRIVE TO PERFECTION.
WE'RE DEALING WITH THE NEEDS OF STUDENTS, FACULTY, CLASSROOM AVAILABLE AND DEALING WITH THE COURSES OFFERED IN A PARTICULAR PROGRAM OR SCHEDULE.
ALL FOUR OF THOSE HAVE TO COME TOGETHER IN A WAY THAT ALLOWS STUDENTS TO GRADUATE.
WE'RE LEARNING AND WE'LL CONTINUE TO LEARN IN THE SPRING.
I REALIZE FOR SOME FOLKS, THAT'S GOING TO INCREASE FRUSTRATION.
LET'S CONTINUE THAT DIALOGUE AND FEEDBACK.
OUR INTENT IS TO MAKE SURE WE'RE BETTER SERVING STUDENTS AND CAPITALIZE ON THE KNOWLEDGE, SKILLS, EXPERTISE OF OUR OUTSTANDING FACULTY THAT WE HAVE AT ALL LOCATIONS ACROSS THE DISTRICT.
>> WE JUST HAVE A FEW REMAINING MINUTES.
WE'LL DO A QUICK LIGHTNING ROUND OF THINGS.
LET ME STAY WITH YOU, DR. MAY.
WE'VE HAD QUESTIONS ABOUT THE BOND ELECTION LAWSUIT.
BRIEFLY, ANY QUICK UPDATE I CAN GIVE ON THAT?
I'M READY TO START BUILDING BUILDINGS AND EXPANDING OPPORTUNITIES FOR STUDENTS.
THE VOTERS SUPPORTED THAT AT THE 71% LEVEL.
AS WE LOOK AT MEETING THESE IMPORTANT NEEDS, TIME IS NOT THE FRIEND OF OUR STUDENTS, AS I'VE SAID.
THE SOONER WE CAN GET THESE IN PLACE, BETTER.
THE GOOD NEWS IS WE'RE WINDING THROUGH THE COURTS.
IT LOOKS LIKE NOW WE HAVE A TENTATIVE COURT DATE FOR NOVEMBER I SAY TENTATIVE BECAUSE WE HAD ONE IN MAY, ONE IN JULY.
THE LEGAL PROCESS RUNS SLOWLY.
THE FOLKS, WHO FILED THE FRIVOLOUS LAWSUIT, ARE RUNNING OUT OF OPTIONS TO DELAY.
AT THIS POINT, I CAN SEE THE LIGHT AT THE END OF THIS TUNNEL.
LET ME JUST, SHERRY, TURN TO YOU FOR A COUPLE OF QUICK QUESTIONS HERE THAT WE'VE RECEIVED IS SEVERAL ALONG THESE SAME LINES.
THE QUESTION ESSENTIALLY IS IF AN EMPLOYEE IS ON THE SEVERANCE PACKAGE BUT THEY'RE INTERESTED IN APPLYING CONTINUED INTERNAL POSTINGS, HOW WILL THEY STAY INFORMED OF THOSE POSTINGS?
WE HAVE WORKED VERY CLOSELY WITH OUR HR INFORMATION SERVICES TEAM AS WELL OUR I.T.
DEPARTMENT TO CREATE THE EQUIVALENT OF THE BECOMING ONE COLLEGE SHARE POINT ONE SITE, WHICH CONTAINS INFORMATION ON THE TALENT POOL THAT WOULD BE AVAILABLE EXTERNALLY TO THOSE, WHO NO LONGER HAVE ACCESS.
SO AS EMPLOYEES AND POSITIONS ARE IMPACTED, WE ARE UPDATING THEIR PERSONAL EMAIL ADDRESSES AND CREATING A MECHANISM, WHEREBY EACH TIME A NEW TALENT POOL OPEN US UP, THOSE EMPLOYEES WOULD BE NOTIFIED TO THEIR PERSONAL EMAIL AND HAVE THE ABILITY TO GO TO THAT EXTERNAL SITE AND EXPRESS INTEREST.
>> SHERRY, LAST QUESTION, WE'VE HAD QUESTIONS ABOUT TRX.
SO EMPLOYEES, WHO ARE CLOSE TO RETIREMENT, WILL THEY HAVE AN OPPORTUNITY TO SPEAK
[00:50:05]
WITH A TRX REPRESENTATIVE TO LEARN ABOUT THEIR OPTIONS?>> YOU CAN ALWAYS CALL TRX DIRECTLY.
THEIR WEBSITE HAS THE TELEPHONE NUMBER FOR CONTACT.
IF YOU CONTACT THEM YOU'LL WANT TO REQUEST THE RETIREMENT DEPARTMENT.
WE ARE WORKING WITH TRX TO SET UP VIRTUAL SESSIONS.
THEY REQUIRE 60 DAYS NOTICE SO WE'RE WORKING WITH THEM TO TRY TO GET SESSIONS SET UP IN OCTOBER AND NOVEMBER.
EMPLOYEES CAN ALSO CALL THEM DIRECTLY.
I CAN PROVIDE THE NUMBER SO EMPLOYEES KNOW WHO TO CALL.
WE'VE GOT A LOT OF INFORMATION IN A FAIRLY SHORT AMOUNT OF TIME.
I KNOW THAT THERE ARE MORE QUESTIONS THAT WILL COME.
SO KEEP SENDING THOSE TO TOWN HALL AND WE'LL KEEP UPDATING FAQ'S ON THE SHARE POINT SITE.
DR. MAY, AS I TURN IT TO YOU FOR FINAL THOUGHTS AND WRAP UP, YOU MIGHT JUST BRIEFLY SHARE YOUR THOUGHTS ON EVERYTHING WE'RE DOING AND HOW YOU SEE THIS LAYING THE GROUND WORK FOR BUILDING THIS NEW INSTITUTION FOR THE NEXT 50 YEARS.
YOU KNOW, DESPITE THE CHANGES OF OPERATING IN A PANDEMIC, AS SOMETIMES THE HAVING OUR HANDS TIED IN TERMS OF HOW WE SERVE STUDENTS, I'LL TELL YOU, I REMAIN INCREDIBLY OPTIMISTIC AS WE LOOK TO THE FUTURE.
WHEN YOU TALK TO EMPLOYERS, THEY UNDERSTAND MORE TODAY THAN ANYTIME, I THINK, IN MY MANY YEARS IN HIGHER EDUCATION, THE IMPORTANCE OF WHAT WE DO TO HELPING THEM BE SUCCESSFUL.
OUR STUDENTS ARE INCREASINGLY LOOKING TO US TO SOLVE THE PROBLEMS THAT THEY FACE, TO HELP THEM ENSURE A BETTER LIFE.
AS I LOOK AT OUR ORGANIZATION, WE'RE REALLY COMING TOGETHER IN SUCH A WAY THAT I THINK IS GOING TO ALLOW MORE STUDENTS TO BENEFIT FROM HIGHER EDUCATION IN THE FUTURE.
ARE WE GOING TO HAVE SOME ROUGH SPOTS? WE WILL BUT I THINK TOGETHER WE CAN SOLVE THOSE.
I APPRECIATE EVERYBODY'S FLEXIBILITY AND THE RESILIENCY THAT EVERYONE IS SHOWING.
PERHAPS, MORE IMPORTANT, I REALLY APPRECIATE IS THE COMMITMENT THAT EVERYONE IS SHOWING TO OUR STUDENTS AND HELPING THEM MEET THEIR NEEDS.
I THINK EVEN AS WE GO INTO THE REST OF THE SEMESTER, IT'S NOT GOING TO BE WITHOUT SOME BUMPS IN THE ROAD, BUT WE ARE DIRECTIONALLY HEADED TO THE RIGHT GOALS AND TOGETHER WE'RE GOING TO GET THERE.
THANK YOU FOR ALL YOU DO AND REALLY APPRECIATE YOUR HARD WORK EVERY SINGLE DAY.
>> DR. MAY, I KNOW YOU HAVE TO GET TO YOUR NEXT TOWN HALL, SO I'LL MAKE A QUICK ANNOUNCEMENT AS WE CLOSE THAT ALL EMPLOYEES ARE INVITED TO JOIN DR. FLOYD AND OUR FACULTY COUNCIL PRESIDENT RYAN TO HONOR OUR FACULTY MEMBERS, WHO HAVE BEEN RECOGNIZED BY BE THEIR PEERS FOR COMMITMENT TO OUR STUDENTS AS PART OF OUR EXCELLENCE IN TEACHING AWARDS.
THOSE ARE GOING TO BE ANNOUNCED LATER TODAY AT 2:00.
EVERYBODY WATCH FOR AN EMAIL FROM SHERRY THAT WILL CONTAIN A LINK.
THANKS FOR ALL OF YOU FOR JOINING US.
OVER 20,000 PEOPLE JOINED OUR CONVERSATION.
SO LOOK FORWARD TO YOUR QUESTIONS AND FEEDBACK.
THANK ALL OF YOU VERY MUCH.
* This transcript was compiled from uncorrected Closed Captioning.