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GOOD MORNING AND WELCOME TO OUR VIRTUAL TOWN HALL TODAY.
[Chancellor Town Hall on October 20, 2020.]
I WANT TO THANK ALL OF YOU FOR THE WORK YOU'RE DOING TO CONTINUE TO SUPPORT OUR STUDENTS, OUR COMMUNITIES, EMPLOYERS AND, OF COURSE, EACH OTHER.MORE THAN TWENTY TWO HUNDRED OF YOU JOINED US FOR OUR LAST VIRTUAL TOWN HALL A FEW WEEKS AGO, WHICH REPRESENTS OUR LARGEST AUDIENCE SO FAR.
SO THANK ALL OF YOU FOR BEING A PART OF IT AND REALLY APPRECIATE YOUR INTEREST IN WHAT WE'RE DOING.
AND WE HOPE THAT YOU'RE FINDING THIS INFORMATION THAT WE'RE SHARING AT THESE TOWN HALLS BENEFICIAL.
AND WE HOPE YOU WILL CONTINUE TO PROVIDE QUESTIONS THAT WE CAN ANSWER AT THIS TIME.
WE HAVE FOR QUITE A FEW OF YOUR QUESTIONS REGARDING THE REORGANIZATION PLANS AND THE TALENT POOL PROCESS, AS WELL AS OUR RETURN TO CAMPUS AND TODAY WE'LL BE DOING MORE OF THE SAME.
WE HAVE SEVERAL MEMBERS OF OUR LEADERSHIP TEAM JOINING US TODAY TO RESPOND TO QUESTIONS WHICH YOU SUBMITTED BEFORE THE MEETING, A [INAUDIBLE] IN OUR EXECUTIVE VICE CHANCELLOR WHO IS GOING TO HELP GUIDE US.
IN OUR CONVERSATION TODAY, SHERRY ENRIGHT, OUR CHIEF HUMAN RESOURCES OFFICER, [INAUDIBLE] DAVIS, OUR CHIEF CRITICAL RESPONSE OFFICER, AND DR. SHAUNDA FLOYD, OUR PROVOST, AS WELL AS DR. BEATRICE JOSEPH, THE VICE CHANCELLOR FOR STUDENT SUCCESS.
AND ONCE AGAIN, WE'VE RECEIVED QUITE A FEW QUESTIONS AND WE WANT TO TRY TO GET TO AS MANY AS POSSIBLE.
AND WE APPRECIATE YOUR PRESENCE AND LOOK FORWARD TO A PRODUCTIVE HOUR WITH ALL OF YOU.
JUSTIN, I WANT TO KICK IT YOUR WAY.
GOOD MORNING, DR. MAY, AND GOOD MORNING, EVERYONE, AGAIN, THANKS FOR BEING HERE AND JOINING US.
AS I SAID, WE RECEIVED A LOT OF QUESTIONS REALLY FOCUSED ON THE REORGANIZATION.
SO BEFORE WE GET TO THOSE EMPLOYEE QUESTIONS, I WANT TO TURN TO YOU, DR. MAY, AND YOU KIND OF SHARE YOUR THOUGHTS ON THE REORGANIZATION AND KIND OF WHERE YOU KNOW WHERE WE ARE AT THIS POINT.
AND WHAT I THINK I'LL DO IS JUST SHARE A COUPLE OF SLIDES WITH YOU TO GO THROUGH THAT.
I'VE SHARED WITH THE BOARD, WALK THROUGH WITH WITH THEM TO KIND OF HELP MAKE SURE THAT WE WERE ALL ON THE SAME PAGE.
WE'RE UNDERSTANDING THE GUIDING PRINCIPLES BEHIND WHAT WE'RE DOING AND THAT WHILE CERTAINLY EACH INDIVIDUAL DECISION MATTERS, WE WANT TO MAKE SURE THAT WE'RE ALWAYS LOOKING AT THESE DECISIONS AND TOWARD OUR GLOBAL ORGANIZATIONAL GOALS.
AND AS WE MOVE TO DALLAS COLLEGE AND CONSIDER THROUGH THAT PROCESS, WHICH WILL NEXT STAGE FROM A CREDITOR'S POINT OF VIEW, WILL BE THAT WE WILL SUBMIT THE LETTER AS WELL, SOME DOCUMENTS TO [INAUDIBLE].
THEY'LL BE VISITING US IN THE EARLY PART OF FEBRUARY.
AND SO HOW WE GO ABOUT THIS PROCESS MATTERS A GREAT DEAL.
AND YOU SHOULD SEE IN FRONT OF YOU THE PURPOSE OF THE DALLAS COLLEGE ORGANIZATIONAL DESIGN.
AND JUST TO EMPHASIZE A FEW THINGS THAT WE'RE LOOKING AT IN THIS PROCESS.
WE ARE INCREASING THE RESOURCES BEHIND OUR CORE CAPABILITIES.
AND BY THAT I MEAN SPECIFICALLY HOW WE MEET THE NEEDS OF INDIVIDUAL STUDENTS, HOW WE SUPPORT OUR EMPLOYERS, AND MAKING SURE THAT WE'RE ABLE TO OVERALL MEET THE NEEDS OF OUR COMMUNITY.
WE ARE COMMITTED IN THIS PROCESS TO FOCUSING ON DIVERSITY, EQUITY AND INCLUSION.
AND THAT HAS BEEN A BIG DRIVER MAKING SURE THAT THE PEOPLE THAT WE HAVE IN PLACE REFLECT OUR COMMUNITY AND ARE ABLE TO RELATE TO THEIR NEEDS GOING FORWARD WITH IMPROVED EFFICIENCY, RESULTING IN LAYER REDUCTION.
AND WE AS WE STARTED THIS PROCESS, WE HAD NINE LAYERS IN THE ORGANIZATION.
WE'RE REDUCING THAT TO SEVEN WITH THE IDEA OF IMPROVING COMMUNICATION, REALLY ELIMINATING MICROMANAGEMENT AND AND HOPEFULLY ALLOWING EVERYONE TO BE ENGAGED IN THE PROCESS OF COMMUNICATING AND HELPING US MEET THE NEEDS OF STUDENTS.
AND THEN FINALLY HERE, THE THOUGHTFUL STREAMLINING OF THE ORGANIZATIONAL STRUCTURE TO REDUCE REDUNDANCIES.
AS YOU KNOW, WITH SEVEN COLLEGES AND A DISTRICT OFFICE, WE IN MANY CASES HAD EIGHT OF THE SAME OPERATION BEING REPLICATED THROUGHOUT THE ORGANIZATION.
SO THAT THAT HAS BEEN A REAL FOCUS OF THE OF THE REDESIGN.
BUT THROUGHOUT THIS PROCESS, WE HAVE REALLY PUT A FOCUS ON STUDENT FACING ROLES WITH OUR STUDENT CENTRIC APPROACH.
AND WE'LL SEE HERE IN A FEW MOMENTS THAT WE ARE, IN FACT, INCREASING THE NUMBER OF STUDENT FACING STAFF, FACULTY AND OTHERS IN ORDER TO BETTER MEET THE NEEDS OF STUDENTS.
AND LET'S GO TO THE NEXT SLIDE.
SO AS WE WORK TO DO THIS, I'LL JUST KIND OF WALK THROUGH THE PROCESS HERE AND I'LL SHARE SOME EXAMPLES WITH YOU THIS MORNING.
WE ARE IN THE PROCESS OF SHIFTING ON THE ACADEMIC SIDE TO A SCHOOL FOCUS WITH
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INCREASED FACULTY SUPPORT.SO AND I'LL TALK ABOUT THAT WITH A FEW EXAMPLES HERE IN A FEW MOMENTS AS WELL.
WE WANT TO BE SURE THAT WE'RE PROVIDING RELEVANT PROGRAMS FOR WORKFORCE NEEDS.
SO WE ARE, AS WE'RE GOING THROUGH THIS TRANSITION, STARTING SOME NEW PROGRAMS IN EVALUATING EXISTING PROGRAMS TO ENSURE THAT THEY ARE, IN FACT, ALIGNED WITH THE NEEDS OF OUR WORKFORCE, THEREFORE, OF GREAT VALUE TO OUR STUDENTS, BUILDING PARTNERSHIPS WITH EMPLOYERS TO MEET THEIR NEEDS.
THIS IS PART OF OUR STRATEGY AS WE AS WE GO FORWARD, ENSURING THAT OUR CURRICULUM IS CONNECTED AND OFFERED EFFECTIVELY ACROSS ALL MODALITIES.
AND THIS IS TRUE EVEN AMONG ALL LOCATIONS, WHETHER WE'RE TALKING ABOUT OUR PAETEC PARTNERSHIPS, ONLINE EDUCATION OR FACE TO FACE, WHICH OF COURSE RIGHT NOW IS A SEVERELY LIMITED.
NOW, IN THE PAST, WE'VE CALLED SOME POSITIONS INSTITUTIONAL RESEARCH, BUT THEY REALLY WEREN'T DESIGNED TO DO THE TYPE OF CONTROLLED STUDIES AND REALLY EVALUATE WHAT IS HAPPENING AND PROVIDE US INFORMATION TO BETTER UNDERSTAND THE BEHAVIORS, THE THINKING AND THE NEEDS OF OUR STUDENTS AND OUR COMMUNITY.
INCREASE ADVISING AND STUDENT SUPPORT SERVICES AS WELL.
SO A FEW EXAMPLES WHERE WE WILL BE SHIFTING PRIMARILY FROM.
FACULTY OVERSIGHT TO ABOUT 80 POSITIONS THAT WILL BE DEDICATED AS CHAIRS AND DEANS, I SENT INFORMATION OUT ON THAT RECENTLY TO EVERYONE.
WE ARE, IN FACT >> WE HAVE ALREADY LAUNCHED OUR ACADEMIC INCUBATOR.
AND HELPING US BUILD NEW PERHAPS TO BUILD OUR CHANGING ENVIRONMENT.
WE ARE ADDING SEVEN SENIOR DIRECTORS IN THE WORKFORCE AREA TO REALLY FOSTER RELATIONSHIPS BETWEEN EMPLOYERS, EXPANDING OUR LEARNING DEPARTMENT.
AND RIGHT NOW WITH EVERYTHING ONLINE, WE REALLY CAN'T DO THIS FAST ENOUGH.
WE ALSO ARE ADDING ABOUT 10 POSITIONS OF ANALYST RESEARCHERS.
WE WILL BE LEARNING FOR INTERNAL PEOPLE WITH A STRONG RESEARCH BACKGROUND AND THEN WE HOPE TO DOUBLE THE NUMBER OF ADVISORS.
IT'S CLEAR OUR STUDENTS NEED MORE CONTACT WITH ADVISORS TO MAKE PATHWAYS AND OPPORTUNITIES THAT EXIST TODAY.
SO ALSO A BIG PART OF THIS IS MAKING SURE THAT OUR EMPLOYEES BETTER REFLECT THE POPULATIONS THAT WE SERVE.
SO DIVERSITY, EQUITY AND INCLUSION IS EMBEDDED WITH ALL ACTIONS NOTÂ EVEN THOUGH WE WILL HAVE SOME AREAS THAT ARE LABELLED DIRECTLY TO DIVERSITY, EQUITY AND INCLUSION THAT'S NOT THE LIMIT OF WHAT WE'RE TALKING ABOUT HERE.
HOW DO WE HOUSE THIS WITHIN OUR OPERATIONS? IT WILL, OF COURSE, BE PART OF OUR RESPONSIBILITY BRANCH AND BE SUPPORTED IN THE DEPARTMENT WITH STUDENT SERVICES INTO ALL ASPECTS OF WHAT WE'RE DOING SO THAT STUDENTS OF ALL LEVELS FEEL THAT THEY ARE BEING SUPPORTED TO MEET THEIR NEEDS.
WE'RE INTEGRATING THE VALUES INTO OUR PROCESS.
SO THAT'S ALREADY AN IMPORTANT PART OF THE PROCESS THAT WE'RE USING AS WE'RE MOVING TO DALLAS COLLEGE.
AND WE'RE REALLY FOCUSING NOW ONÂ SO IN TERMS OF OUR NOT ONLY OUR HISPANIC FACULTY BUT MAKING SURE THEY ARE MORE REPRESENTATIVE OF OUR POPULATION THAT WE SERVE HERE IN THE NORTH TEXAS AREA.
SO THE REDINE THAT WE'RE LOOKING AT IS REALLY ABOUT CREATING A DIVERSE, EQUITABLE PLACE FOR ALL.
WE WANT ALL STUDENTS TO FEEL WELCOME, REGARDLESS OF THEIR BACKGROUND OR ETHNICITY AND ENSURE THIS IS A SAFE ENVIRONMENT FOR THEM TO LEARN.
SO SHERRY, I WILL BEGIN WITH YOU.
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WE'VE GOT A LOT OF QUESTIONS AND MUCH LIKE THE LAST TOWN HALL, YOU WILL BE FRONT AND CENTER FOR A LOT OF THIS.BUT A LOT OF QUESTIONS ABOUT THE SEVERANCE PACKAGE AND THE OVERALL SEPARATION PROCESS.
SO TO BEGIN WITH THAT, CAN YOU START BY SHARING ANY NEW DETAILS ON WHEN IMPACTED EMPLOYEES WILL RECEIVE NOTICE AND WHEN AND HOW THEY WILL BEGIN THEIR TRANSITION?
AS YOU KNOW, THE SEPARATION PROCESS IS BEING ADDRESSED AS NEW STRUCTURES ARE DEFINED AND EXISTING ROLES ARE DETERMINED TO NO LONGER BE NEEDED OR WILL NO LONGER EXIST.
SO THIS IS HAPPENING AT DIFFERENT TIMES DEPENDING ON WHEN THE NEW STRUCTURES ARE IDENTIFIED AND WHEN THOSE NEW ROLES ARE FILLED.
THERE'S NO ONE DATE ON WHICH EVERYONE IMPACTED WILL BE NOTIFIED, BUT WE DO HOPE TO HAVE THE MAJORITY OF NEW STRUCTURES IN PLACE BY THE END OF THE YEAR.
WE ALSO HAVE QUESTIONS ABOUT TRS.
AND LAST WEEK I UNDERSTAND THAT WE HOSTED AN INFORMATION SESSION WITH TRS AND OUR RETIREMENT BENEFITS ADMINISTRATOR AND THEY ANSWERED SOME EMPLOYEE QUESTIONS.
SO WE'VE HAD FOLKS SAY THANK YOU FOR SETTING THAT UP.
BUT ALSO ASKING FOR ANY INSIGHT FROM WHAT WE LEARNED AND WHEN WE EXPECT TO HOST ADDITIONAL SESSIONS.
FOR THOSE THAT DID ATTEND, I DO UNDERSTAND THERE WERE SOME COMPUTER ISSUES ON THE TRS END.
BUT THEY HAVE PROVIDED A COPY OF THE PRESENTATION AND WE WILL GET THAT UP ON THE SHARE POINT SIDE.
THE TRS REPRESENTATIVE WAS ABLE TO ADDRESS GENERAL QUESTIONS AROUND ELIGIBILITY, RETIREMENT BENEFITS.
BUT AS ALWAYS IF YOU HAVE SPECIFIC QUESTIONS WE RECOMMEND THAT YOU REACH OUT TO TRS DIRECTLY TO HELP COORDINATE THAT AND ADDRESS YOUR QUESTIONS BECAUSE EVERY SITUATION REALLY IS DIFFERENT.
WE HAVE ASKED FOR A SECOND SESSION IN MID NOVEMBER.
AND WE ARE AWAITING CONFORMATION FROM TRS OF WHAT THAT DATE WILL BE.
>> WE HAVE ALSO HAD SOME QUESTIONS AROUND PART TIME EMPLOYEES.
OBVIOUSLY THIS HAS BEEN AN ONGOING CONVERSATION THROUGHOUT OUR REMOTE WORK AND THE COVID ENVIRONMENT.
AND THEN ALSO AS WE LOOKED THROUGH THE REORGANIZATION PROCESS.
SO CAN YOU SHARE SOME INSIGHT ON WHAT ROLE PART TIME EMPLOYEES WILL PLAY IN THE REORGANIZATION PROCESS ONCE IT'S COMPLETE?
AS I BELIEVE WE HAVE SAID BEFORE, EACH OF OUR AREAS IS BEING ASKED TO ASSESS THE NEED FOR PART TIME EMPLOYEES, PARTICULARLY IF WE HAVE WORK THAT CAN BE REDISTRIBUTED TO FULL TIME EMPLOYEES.
WE ANTICIPATE THAT WE WILL CONTINUE TO UTILIZE LIMITED PART TIME STAFF, BUT ALSO WE WILL BE TRANSITIONING THAT WORK TO OUR FULL TIME EMPLOYEES AS WELL AS JUST ASSESSING WHETHER THAT PART TIME WORK IS REALLY NEEDED IN A GO FORWARD ENVIRONMENT.
>> WE'VE ALSO HAD SOME QUESTIONS RELATED TO THE TALENT POOL PROCESS.
AND IF EMPLOYEES WILL HAVE THE OPPORTUNITY TO APPLY FOR NEW POSITIONS TO BETTER ALIGN WITH OUR STRUCTURE.
BUT REGARDING THE TALENT POOL PROCESS, SHERRY, CAN YOU GIVE US AN UPDATE OF KIND OF WHERE THINGS STAND AT THIS POINT?
I'M VERY EXCITED ABOUT OUR TALENT POOL PROCESS.
AS YOU KNOW, WE RECENTLY ANNOUNCED SOME NEW HIRES FROM ROUNDS 3 AND 4 OF OUR TALENT POOL PROCESS.
WE ARE READY TO ANNOUNCE ROUND 6 POSITIONS ON THURSDAY WHICH WILL CONSISTS OF OVER 20 POSITIONS INCLUDING ROLES IN OUR ACADEMIC WORKFORCE AND ADVANCEMENT AND OPERATIONS AREA.
ON FRIDAY WE WILL ANNOUNCE ROUND 7 WHICH WILL BE SPECIFICALLY DEDICATED TO THE DEPARTMENT CHAIRS.
THAT NEW ROLE INTRODUCED IN THE E MAIL THIS WEEKEND WHICH HE MENTIONED THIS MORNING.
AND FOR THE NEXT QUESTION, DR. MAY I WILL BRING YOU IN AS WELL AS SHERRY BECAUSE WE HAD A QUESTION ABOUT THE ROLE THAT LOCATION PLAYS IN MAKING DECISIONS FOR THE APPOINTMENT OF NEW ROLES.
SO DR. MAY, I WILL START WITH YOU AND THEN TURN TO SHERRY.
WELL, IF YOU NOTICED IN MY EARLIER COMMENTS I TALKED ABOUT THE IMPORTANCE OF DIVERSITY, EQUITY AND INCLUSION.
AND THAT IS AN IMPORTANT CONCEPT THAT WE'RE USING THROUGHOUT OUR HIRING PROCESS.
OBVIOUSLY, WE'RE TRYING TO GET THE BEST QUALITY INDIVIDUALS THAT BEST FIT THE NEEDS OF DALLAS COLLEGE, BEING SENSITIVE TO THE NEEDS OF OUR STUDENTS AND MAKING SURE THAT FOLKS ARE REALLY HERE TO HELP OUR STUDENTS LEARN AND GROW AND ACHIEVE THEIR GOALS AND OBJECTIVES.
THE QUESTION CAME UP AS RELATES TO, IS THERE SOME BIAS TOWARDS GEOGRAPHY? GEOGRAPHY IS NOT A PART OF THE DECISION MAKING PROCESS IN THIS.
AND BY THAT I MEAN WHICH CAMPUS A PERSON HAS BEEN AT OR WHICH LOCATION THAT THEY
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HAVE BEEN HOUSED PREVIOUSLY.ANY PERCEIVED PATTERNS THAT MIGHT EXIST ARE JUST EXACTLY THAT, PERCEPTIONS.
WITH THE GOAL REALLY BEEN IDENTIFYING OUR TALENT THAT WE NEED TO PUT INTO THESE ROLES THAT MEET THE NEEDS GOING FORWARD.
AND SO WE'VE BEEN FAIRLY DISTRIBUTED IN THAT.
BUT THAT'S NOT NECESSARILY BY INTENT, EITHER.
AS WE LOOK AT WHERE WE'VE GOT TO BE FAIR, OBJECTIVE, CONSIDERING BASED ON THE JOB DESCRIPTION THAT'S BEEN POSTED AS WELL AS ENSURING THAT WE'RE PUTTING TOGETHER POOLS THAT ARE DIVERSE FROM THE VERY BEGINNING BECAUSE WE'RE NOT GOING FORWARD WITH ANY OF THESE PROCESSES WITHOUT THE OPPORTUNITY FOR DIVERSITY TO BE PART OF IT FROM DAY 1 IN THE CONSIDERATION.
>> SHERRY, ANYTHING TO ADD TO THAT?
>> I WOULD JUST ADD THAT AS DR. MAY SAID THAT WHEN WE ARE ASKING OUR EMPLOYEES TO SUBMIT THEIR SUBMISSIONS OF INTEREST THE GEOGRAPHIC QUESTION IS NOT EVEN ASKED.
SO THAT IS CLEARLY NOT A CONSIDERATION.
AND TO DATE WE HAVE REPRESENTATION IN OUR NEW LEADERSHIP ROLES FROM ALMOST ALL OF OUR CAMPUS LOCATIONS.
SO AS DR. MAY SAID, THERE'S CERTAINLY NO CONSIDERATION OF THAT AND THERE'S REALLY NO PATTERN AT THIS POINT AND WE DON'T EXPECT THERE TO BE.
SHERRY, WE'VE ALSO HAD A QUESTION ABOUT WHAT HAPPENS IF AN IMPACTED EMPLOYEE APPLIES FOR A NEW ROLE BUT DOES NOT RECEIVE IT?
>> SO IF THE EMPLOYEE IS CURRENTLY IN A ROLE THAT WILL NO LONGER EXIST IN THE NEW STRUCTURE AND HE OR SHE DOES NOT RECEIVE THAT NEW ROLE, THAT EMPLOYEE WILL BE ELIGIBLE FOR THE CONSOLIDATION PLAN AND WILL BE CONTACTED AND WE WILL DISCUSS THAT WITH HIM.
IF HE OR SHE IS IN A ROLE THAT GOING TO CONTINUE TO EXIST IN OUR NEW STRUCTURE, HE OR SHE SIMPLY ROLE TO OBTAIN THAT ROLE, OBVIOUSLY THAT EMPLOYEE CAN CONTINUE IN HIS OR HER EXISTING ROLE AS LONG AS THEY CONTINUE TO EXIST IN THE NEW STRUCTURE.
WE'VE ALSO HAD A QUESTION ABOUT WHY THE EDUCATIONAL REQUIREMENTS FOR SOME ROLES MAY HAVE CHANGED BETWEEN THE NEW STRUCTURE AND WHAT WAS IN THE OLD STRUCTURE.
AND ONE THAT I'M ACTUALLY VERY HAPPY THAT THIS IS OCCURRING.
BECAUSE AS YOU KNOW, THIS TALENT POOL HAS OFFERED US MANY OPPORTUNITIES TO LOOK AT OUR EXISTING PRACTICES AND PROCESSES, INCLUDING OUR JOB DESCRIPTIONS.
SO AS WE'VE BEGUN TO UPDATE OUR JOB DESCRIPTIONS FOR THE NEW STRUCTURE, WE REALIZED THAT IN MANY INSTANCES WE WERE OUT OF LINE WITH EITHER THE MARKET OR THE NEEDS OF THE ROLE.
IN SOME INSTANCES, THIS RESULTED IN MINIMUM REQUIREMENTS, YOU KNOW, MOSTLY AROUND EDUCATIONAL ACHIEVEMENT BEING LOWERED.
BUT IN SOME INSTANCES, THIS ALSO RESULTED A REALIZATION THAT FOR SOME OF OUR ROLES WE NEEDED A HIGHER LEVEL OF SKILLS AND THUS THE MINIMUM REQUIREMENT FOR ENTRY.
SO AS WE CONTINUE TO ANTICIPATEÂ EXCUSE MEÂ TO IMPLEMENT OUR NEW STRUCTURE, I ANTICIPATE THAT WE WILL CONTINUE TO UPDATE OUR JOB DESCRIPTION INCLUDING REQUIREMENTS TO ENSURE WE'RE MEETING THE NEEDS OF THE ROLE AND BE CONSISTENT WITH THE MARKET.
IF I CAN JUST KIND OF WEIGH IN A BIT.
WE DISCOVERED ACTUALLY WITH SOME ADMINISTRATIVE ROLES THAT THE STANDARD AND EXTERNAL HAD A DIFFERENT REQUIREMENT THAN WE WERE IMPOSING OURSELVES AND FRANKLY MAKING IT DIFFICULT TO GET QUALIFIED PEOPLE INTO IT.
WE WERE FOCUSING MORE LIKE IT WAS AN ACADEMIC POSITION RATHER THAN AN OPERATIONAL POSITION.
THE SAME HAS BEEN TRUE WITH SOME AREAS THAT RELATES TO WORKFORCE.
WHAT WE'RE SEEING THROUGHOUT BUSINESS AND INDUSTRY IS A SHIFT TOWARDS SKILLS, SHORTER TERM CERTIFICATION.
THE NEED TO GET PEOPLE OF SKILL INTO JOBS.
AND FRANKLY, MANY OF THOSE INDIVIDUALS ARE DOING THAT EDUCATION TRAINING IN THE PRIVATE SECTOR DON'T HAVE DEGREES PERIOD.
THEY HAVE CERTIFICATIONS THE INDUSTRY REQUIRES.
SO WHILE WE HAVEN'T GONE QUITE THAT FAR AS WE'RE SEEING WITHÂ YOU MAY HAVE SEEN THE FEDERAL GOVERNMENT IN FACT ANNOUNCE THAT NO LONGER WOULD DEGREES BE CONSIDERED IN THAT.
WE'VE SEEN THAT FROM A NUMBER OF INDUSTRIES IN THE I.T.
SECTOR SUCH AS GOOGLE AND AMAZON AND OTHERS AS WELL.
WE'RE NOT THERE, BUT WHAT WE ARE DOING IS REALIZING THE FACT THAT SKILLS MATTER.
AND THAT IN ORDER TO HAVE PEOPLE WITH THAT BACKGROUND IN PLACE THAT THEY ARE DIFFERENCES TODAY MAINLY BECAUSE THE SPEED OF CHANGE THAT'S OCCURRING IN THE ECONOMY THAT WE NEED TO BE ALIGNED WITH.
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SHERRY, WE'VE ALSO GOT A QUESTION.
I DON'T KNOW THAT WE'VE BEEN ASKED THIS ONE BEFORE.
BUT THE QUESTION IS, WHAT IF AN IMPACTED EMPLOYEE PREFERS TO ACCEPTS A SEVERANCE PACKAGE OVER BEING PLACED IN A NEW ROLE? DO THEY HAVE THAT OPTION?
>> WELL, YOU'RE RIGHT, JUSTIN.
WE HAVEN'T REALLY CONTEMPLATED THAT SITUATION UNDER THE ASSUMPTION THAT THE EMPLOYEE HAD APPLIED FOR AND WANTED THE NEW ROLE.
I THINK IF THAT WERE THE SITUATION, WE WOULD BE IN A POSITION TO OFFER THE SEVERANCE BUT THE EMPLOYEE WOULD HAVE TO UNDERSTAND TEN THAT THEIR EMPLOYMENT WAS TERMINATED THAT DAY OR SHORTLY THEREAFTER AND THAT THEY WOULD HAVE TO WEIGH THAT AGAINST THE BENEFITS OF THE SEVERANCE PLAN.
>>WELL, SPEAKING WITH THE TOPIC OF SEVERANCE, SHERRY, WHAT IMPACT, IF ANY, DO WE ANTICIPATE OUR REORGANIZATION WILL HAVE ON FULL TIME FACULTY AND WILL IMPACT EMPLOYEES IN THOSE ROLES BE ELIGIBLE FOR THE SEVERANCE PACKAGE?
>> SO IN WORKING WITH DR. FLOYD, WE DO NOT ANTICIPATE ANY IMPACT OF THIS TRANSITION IN CONSOLIDATION ON OUR FULL TIME FACULTY AT THIS TIME.
OF COURSE, IF THEY WERE IMPACTED THEY WOULD BE ELIGIBLE FOR THE SEVERANCE, BUT WE'RE NOT ANTICIPATING THAT IN THE CURRENT WORLD.
>> DR. FLOYD, LET ME TURN TO YOU AND LOOP YOU INTO THIS CONVERSATION A LITTLE BIT STARTING WITH ADJUNCT FACULTY.
WE'VE HAD A COUPLE OF QUESTIONS.
ARE THERE ANY PLANS TO CREATE FULL TIME POSITIONS FOR CURRENT ADJUNCT FACULTY?
I JUST WANT TO SAY THAT WE'RE ALWAYS VERY APPRECIATIVE TO OUR ADJUNCT FACULTY FOR THE GREAT WORK THAT THEY DO AND FOR THE CONTINUED SUPPORT THAT THEY PROVIDE TO OUR STUDENTS.
ADJUNCTS HELP US MEET OUR STUDENTS' NEEDS.
SO MANY OF OUR FULL TIME FACULTY STARTED THEIR CAREER AS ADJUNCT FACULTY.
SO YOU'RE A VERY VALUED MEMBER OF OUR COMMUNITY.
BUT IN TERMS OF FULL TIME HIRING AND FULL TIME FACULTY LINES, WE'RE GOING TO CONTINUE TO DO WHAT WE ALWAYS DO AND THAT'S EVALUATE AND CONTINUALLY ASSESS NEEDS AS WE ASSESS THEM IN ALIGNMENT WITH ENROLLMENT.
AND THEN AS WE OPEN LINES, I STRONGLY ENCOURAGE ELIGIBLE ADJUNCT FACULTY TO APPLY FOR FUTURE ROLES FOR FULL TIME POSITIONS AND TO JOIN THE RANKS OF OUR COMMITTED AND DEDICATED FULL TIME FACULTY THAT WE HAVE ON STAFF.
>> DR. FLOYD, LET ME SPEAK WITH YOU BECAUSE WE'VE ALSO GOT AN EMPLOYEE THAT HAS ASKED IF ALL ADJUNCT FACULTY MEMBERS ARE NOW PERMITTED TO WORK 19 AND A HALF HOURS ACROSS THE COLLEGE.
CAN YOU OFFER ANY INSIGHT, DR. FLOYD?
AS A FORMER ADJUNCT FACULTY I STARTED MY CAREER IN HIGHER ED THAT WAY.
I KNOW HOW UNPREDICTABLE TEACHING ASSIGNMENTS CAN BE FOR OUR PART TIME FACULTY.
IT'S ESPECIALLY HARD WHEN THERE'S NO GUARANTEE ABOUT YOUR TEACHING LOAD FROM ONE SEMESTER TO THE NEXT.
THE LIMIT ON TEACHING HOURS FOR ADJUNCT FACULTY REMAINS UNCHANGED.
WE HAVE THE TEACHER HIRING RULES AND OTHER CONSIDERATIONS.
HOWEVER, THE TRUTH OF THE MATTER IS THAT NO ADJUNCT FACULTY CAN BE GUARANTEED A FIXED TEACHING LOAD FROM ONE SEMESTER TO THE NEXT AT ANY INSTITUTION, NOT JUST DALLAS COLLEGE.
AS MUCH AS POSSIBLE, IT'S OUR GOAL TO BOTH RETAIN AND RECRUIT GOOD FULL TIME ADJUNCT FACULTY.
AND ONE OF THE SIGNIFICANT BENEFITS OF OUR NEW APPROACH TO SCHEDULING OUR COURSE SCHEDULE MANAGEMENT AND OUR COURSE ASSIGNMENT PROCESS IS THAT WE'RE SEEING MORE EQUITABLE COURSE ASSIGNMENTS.
THIS HAS RESULTED IN SOME FACULTY TEACHING MORE THAN THEY HAVE IN THE PAST.
SO THAT'S I THINK WHAT PEOPLE ARE SEEING AND WHAT THEY ARE REFERENCING WITH THIS QUESTION, BUT OUR RULES REMAIN UNCHANGED.
ALSO DR. FLOYD, WE'VE HAD SOME QUESTIONS ABOUT THE FACULTY MILESTONE PROGRAM THAT WAS PUT ON PAUSE AND WE HAD QUESTIONS.
ARE THERE ANY PLANS TO REINTRODUCE THIS OR ANOTHER FACULTY PROJECT? SO I WILL START WITH YOU, DR. FLOYD.
AND SHERRY, YOU MAY HAVE SOME INSIGHT AS WELL.
SHERRY AND I HAVE BEEN ENGAGED IN SOME ACTIVE CONVERSATIONS ABOUT THE FACULTY AND THAT PROGRAM AND WHAT NEW PROGRAM COULD LOOK LIKE.
WE KNOW THIS IS A PARTICULARLY IMPORTANT PROGRAM FOR OUR FACULTY MEMBERS.
A LARGE PART OF OUR THAT HAVE BEEN DEDICATED AND PERSONALLY COMMITTED TO THEIR PROFESSIONAL DEVELOPMENT WHETHER THROUGH GRADUATE PROGRAMS OR NATIONAL TRAINING PROGRAMS. SO IT IS OUR GOAL TO RECOGNIZE AND REWARD FACULTY IN THIS MANNER.
WE'RE SIMPLY JUST TRYING TO DISCUSS WHAT THAT NEW PROGRAM MIGHT LOOK LIKE.
AND JUSTIN, I WOULD ADD THAT CONTINUING THIS PROGRAM HAS NOTHING TO DO WITH OUR SUPPORT OF EXISTING FACULTY.
THE EXISTING PROGRAM WAS CONFUSING.
IT WAS INTERPRETED DIFFERENTLY THROUGHOUT THE DISTRICT.
SOMETIMES IT WAS NOT EVEN ELIGIBLE.
SO WE WANT TO CREATE A PROGRAM THAT WILL RECOGNIZE ALL OF OUR FACULTY, ONE THAT
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CAN BE EASILY UNDERSTOOD AND APPLIED UNIVERSALLY.SO IT IS OUR GOAL TO CREATE SUCH A PROGRAM THAT RECOGNIZES AND REWARDS OUR FACULTY WITHOUT A PENALTY.
DR. MAY, LET ME TURN TO YOU BECAUSE WE'VE ALSO HAD QUESTIONS ALONG THOSE LINES ASKING IF EACH CAMPUS WILL CONTINUE TO HOST YEARS OF SERVICE, RECOGNITION CEREMONIES OR WILL THESE BECOME COLLEGE WIDE?
>> YEAH, THAT'S A GREAT QUESTION AND ONE THAT WE'VE BEEN THINKING ABOUT BECAUSE FOR CERTAIN INDIVIDUALÂ WELL, LET ME FIRST KIND OF FRAME IT THIS WAY.
A BIG IMPORTANT PART OF THE TRANSITION TO DALLAS COLLEGE IS MAKE SURE THAT WE MAINTAIN A STRONG CULTURE AT EACH OF OUR LOCATIONS.
SO THAT HAS BEEN AN INTENTIONAL PART OF WHAT WE'RE DOING.
WE'RE LOOKING FOR OPPORTUNITIES TO STRENGTHEN THAT.
AND SO FOR THE TIME BEING, WE EXPECT THAT THE SERVICE RECOGNITION CEREMONIES TO CONTINUE.
HOWEVER, THAT BEING SAID THERE ARE INDIVIDUALS THAT DON'T FIT NEATLY INTO THAT STRUCTURE ANY LONGER.
THEY ARE NOT SIMPLY TIED INTO THAT LOCATION BUT ARE RATHER ARE WORKING COLLEGE WIDE.
SO IT'S A GOOD QUESTION THAT FOR THE TIME BEING, YES.
LONG TERM, I THINK WE WILL NEED TO SORT THAT OUT AND FIGURE OUT DO WE BEST PROVIDE RECOGNITION IN A WAY THAT'S MEANINGFUL TO EACH OF OUR EMPLOYEES.
AND I THINK WE'RE GOING TO NEED A LITTLE BIT OF TIME TO SORT THAT ONE OUT.
DR. FLOYD, LET ME TURN BACK TO YOU.
WE'VE HAD A COUPLE QUESTIONS ABOUT WHERE WE ARE IN THE SEARCH PROCESS FOR THE VICE PROVOS AND PUBLIC SERVICE POSITION.
CAN YOU GIVE US AN UPDATE, DR. FLOYD?
>> YEAH, WE'RE CURRENTLY ACTIVELY ENGAGED IN A THAT PROCESS.
IT'S REALLY IMPORTANTR AND CRITICAL FOR INDIVIDUALS TO UNDERSTAND THAT NATIONWIDE OVER 90Â PERCENT OF OUR FIRST RESPONDERS ARE EDUCATED BY COMMUNITY COLLEGES.
SO WE HAVE AN ENORMOUS RESPONSIBILITY TO THE COMMUNITIES THAT WE SERVE.
AND GIVEN OUR CURRENT POLITICAL AND SOCIAL ENVIRONMENT, IT'S VERY CRITICAL THAT WE GET THIS RIGHT.
AND SO WE'RE BEING VERY DELIBERATE ABOUT THIS SEARCH.
WE'RE BEING CAREFUL ABOUT WHO WE SELECT.
AND WE REALLY WANT TO MAKE SURE THAT WE GET IT RIGHT NOT ONLY FOR OUR STUDENTS, BUT FOR OUR COMMUNITY.
THIS IS GOING TO BR A VERY INTEGRAL ROLE FOR DALLAS COLLEGE BUT A VERY INTEGRAL ROLE FOR DALLA COUNTY.
AND WE WANT TO MAKE SURE WE'RE AT THE HELM IN LEADING THESE EFFORTS IN A SOCIAL REFORM WITHIN OUR CITY AND DEFINITELY MAKE SURE WE HAVE THE QUALITY AND CALIBER PERSON THAT CAN DO THAT AND HELP US FULFILL THAT ROLE.
>> YEAH IF I MIGHT JUMP INTO THAT ONE ALSO, JUSTIN, DR. FLOYD IS EXACTLY RIGHT.
TO ADD TO THAT, WE'VE BEEN IN CONVERSATION AS RECENTLY AS THIS MORNING WITH FOLKS FROM THE CITY OF DALLAS, DALLAS COUNTY, OUR SCHOOL SYSTEMS, UNIVERSITY, NONPROFITS.
REALLY ZEROING IN ON LAW ENFORCEMENT AS A CRITICAL FUNCTION OF OUR COMMUNITY AND OUR SOCIETY THE ROLE THAT OUR INSTITUTIONS PLAY IN A VERY IMPORTANT ROLE IN PREPARING PEOPLE FOR THESE JOBS THAT ARE CRITICAL.
AND SO BOB MONG AND I IN DALLAS HAVE BEEN IN REGULAR CONVERSATIONS ABOUT HOW WE COLLABORATE, HOW WE ASSIGN OUR PROGRAMS, HOW WE ENSURE THAT THE VALUES THAT WE'RE INSTILLING MAKE SENSE IN TODAY'S WORLD AND HELP PRODUCE THE TYPE OF INDIVIDUAL THAT WE WANT IN THOSE ROLES.
SO THAT SEARCH IS NOT AS SIMPLE AS A SET OF QUALIFICATIO9NS ON PAPER.
IT REALLY GETS INTO NOT ONLY THE EDUCATION, THE BACKGROUND, BUT THE VALUES OF THE LEADERSHIP THAT WE'RE BRING IN TO THAT.
AND IT WILL BE DONE IN PARTNERSHIP WITH OTHER ORGANIZATIONS AND INSTITUTIONS.
SO THIS ONE'S GOING TO TAKE A LITTLE BIT LONGER AND WILL BE A LITTLE BIT MORE INVOLVED THAN SOME OF OUR OTHER SEARCHES.
>> GREAT THANK YOU? OBVIOUSLY, WE HAVE A FEW QUESTIONS AROUND COVID 19 AS WELL.
SO FOR THAT, I WILL TO TURN YOU, DR. DAVIS.
YOU'VE BEEN WAITING PATIENTLY.
BUT THE FIRST QUESTION ON THIS TOPIC IS AS WE LOOK AHEAD TO THE SPRING SEMESTER, AT THE LAST TOWN HALL, DR. DAVIS, YOU MENTIONED MENTIONED HOW WE'RE PLANNING TO BRING EMPLOYEES BACK TO THE WORKPLACE ON A FULL TIME BASIS BEGINNING IN JANUARY.
AND SO THE QUESTIONS ARE CAN YOU EXPLAIN HOW WE PLAN TO DO THIS WHILE ALSO ENSURING
[00:30:01]
SOCIAL DISTANCING AND OTHER SAFETY MEASURES ARE IN PLACE, ESPECIALLY NOW THAT DALLAS COUNTY HAS SEEN AN INCREASE IN THE NUMBER OF COVID CASES.>> YES, THANK YOU FOR THE QUESTION.
SO WE ARE STILL PRIMARILY ONLINE FOR THE SPRING SEMESTER.
SO WHEN WE SAY WE PLAN TO BRING ALL EMPLOYEES BACK, THAT'S ALL NONINSTRUCTIONAL EMPLOYEES.
PRIMARILY STUDENT SERVICES AND INSTRUCTIONAL EMPLOYEES.
WHEN AND IF WE ARE ABLE TO FULFILL THIS GOAL WE WILL ENSURE THAT PEOPLE ARE SOCIALLY DISTANCED.
WHAT THAT MEANS IS THERE MAY BE EMPLOYEES WHO ARE IN OFFICES AND CUBICLES.
WE WILL MOVE THOSE EMPLOYEES TO OTHER AREAS OF THE CAMPUS OR OTHER AREAS OF THE LOCATION TO WORK SO THAT WE CAN ENSURE THAT EVERYONE REMAINS SOCIALLY DISTANCED.
WE ARE ALSO GIVEN THE INCREASE IN THE CASE OF DALLAS COUNTY, WE'RE ALSO LOOKING AT MAKING SURE THAT WE HAVE PLANS IN PLACE SHOULD WE BE PLACED BACK ON A SHELTER IN PLACE SITUATION.
EMPLOYEES THAT WILL COME BACK, WE WILL LOOK AT THE POSSIBILITY OF NOT HAVING ALL DEPARTMENTS RETURN BACK AS ORIGINALLY PLANNED.
SO WE WILL TAKE SAFETY AS OUR PRIMARY GOAL AND ENSURE THAT ANY DECISIONS THAT ARE MADE ARE MADE AROUND SAFETY FOR ALL EMPLOYEES AND STUDENTS AND STAFF.
>> DR. MAY, LET ME ASK FOR YOUR INSIGHTS ON THIS AS WELL.
OBVIOUSLY, WE'VE HAD CONCERNS FROM EMPLOYEES THAT FEEL LIKE JANUARY IS TOO SOON TO RETURN.
AND SO CAN YOU JUST SHARE YOUR THOUGHTS ON WHY YOU THINK THIS IS AN IMPORTANT CONSIDERATION?
AND LET ME JUST COMMEND SHARON DAVIS WHO'S JUST DONE AN OUTSTANDING JOB AS OUR CRITICAL RESPONSE OFFICER, REALLY TAKING THIS ROLE SERIOUSLY AND ATTACKING IT WITH THE SERIOUSNESS WITH WHICH IT DESERVES BECAUSE IT DOES IMPACT ALL OF US AS WE GO FORWARD.
I REALLY WISH LIKE EVERYONE ELSE I HAD A CRYSTAL BALL THAT I COULD SEE INTO THE FUTURE THAT I KNEW WHAT WAS GOING TO HAPPEN.
BECAUSE WE'RE REALLY SEEING A REAL, I GUESS, DIVISION IN OUR STUDENTS RIGHT NOW.
MANY OF THEM ARE PERFECTLY HAPPY WITH THE LEARNING AND ONLINE AND GOING TO CLASS REMOTELY.
THEY ARE ABLE TO TAKE ADVANTAGE OF THAT AND LEARN AND MOVE THROUGH THEIR PROGRAM.
UNFORTUNATELY, WE ALSO HAVE A LOT OF STUDENTS THAT DON'T HAVE THAT CAPABILITY.
THEY LACK BROADBAND ACCESS AT HOME.
THEY STRUGGLE WITH THE ABILITY TO WORK REMOTELY FOR A WHOLE VARIETY OF REASONS AND ARE EITHER NOT COMING BACK BECAUSE OF THAT OR REALLY INSISTING THAT WE TRY TO HELP AND ACCOMMODATE THEM IN SOME WAY.
SO EVEN IF WE ARE COMING BACK, IT'S GOING TO DONE WITH THE PROTOCOLS WITHIN THE SAFETY THAT DR. DAVIS OUTLINED HERE A FEW MINUTES AGO.
AND LET ME JUST ENCOURAGE EVERYONE TO PAY ATTENTION AND TO FOLLOW THE GUIDELINES AND THE RULES.
PAY ATTENTION TO THOSE SAFTEY PROTOCOLS.
BECAUSE THE MORE WE ARE ABLE TO ENFORCE THAT, THE SOONER WE CAN COME BACK AND RETURN TO A FACE TO FACE ENVIRONMENT.
WE DO KNOW THAT WE WERE NOT ABLE TO SERVE ALL OF OUR STUDENTS WHO DID COME BACK, EVEN THOUGH IT WAS A VERY LIMITED NUMBER THIS FALL.
AND SO WE'RE GOING TO TRY TO FIGURE OUT HOW WE CAN DO A BETTER JOB THIS SPRING.
SO I WANT TO FIRST THANK THOSE EMPLOYEES THAT HAVE RETURNED, THAT ARE ABLE TO WORK AND MEET THE NEEDS OF STUDENTS.
BUT ALSO I WANT TO THANK YOU FOR DOING SO SAFELY AND NOT PUTTING EITHER YOURSELF OR OUR STUDENTS OR EACH OTHER AT RISK.
SO WE WILL CONTINUE TO GO DOWN THIS PATH.
WE WILL LOOK TO 1, EMPHASIZE SAFETY AND HEALTH.
AT THE SAME TIME TRYING TO FIND WAYS TO SAFELY MEET THE NEEDS OF OUR STUDENTS WHO NEED US SOME DESPERATELY AT THIS TIME.
SHERRY, LET ME BRING YOU INTO THIS CONVERSATION AS WELL.
WE KNOW THAT MANY OF OUR EMPLOYEES ARE WHO CONTINUE TO BALANCE CHILDCARE RESPONSIBILITIES DURING THE PANDEMIC.
SO WE'VE HAD QUESTIONS ABOUT WILL EMPLOYEES WHO CHOOSE FOR THE CHILDREN TO ATTEND SCHOOL VIRTUALLY BE ELIGIBLE TO WORK REMOTELY?
[00:35:04]
>> SO JUSTIN, AS YOU KNOW, AND DR. DAVIS AND DR. MAY HAVE MENTIONED THE SAFETY OF OUR WORKPLACE IS OF OUR UTMOST IMPORTANCE.
BUT WE DO ALSOÂ WE MUST SERVE THE NEEDS OF OUR STUDENTS FIRST.
SO FOR NOW, WE'VE STATED THAT IF AN EMPLOYEE HAS A CHILD IN A VIRTUAL SCHOOL SITUATION AND THEIR SUPERVISOR HAS APPROVED A REMOTE WORK AGREEMENT, THEY MAY CONTINUE TO WORK REMOTELY THROUGH NO LATER THAN DECEMBERÂ 31ST.
AT THIS TIME, WE ARE NOT EXPANDING THAT DATE INTO 2021, BUT WE WILL BE CONTINUALLY EVALUATING THE SITUATION WITH THE PANDEMIC AND WORKING WITH DR. DAVIS AND HER TEAM TO EVALUATE ALTERNATIVES AS WE MOVE FORWARD.
>> DR. JOSEPH, LET ME BRING YOU INTO THIS CONVERSATION.
YOU HAVE ALSO BE PATIENTLY STANDING BY.
BUT SPEAKING OF VIRTUAL LEARNING, WE HAVE A COUPLE OF QUESTIONS REGARDING OUR DEVICE LOAN PROGRAM WHICH IS MEANT TO SUPPORT STUDENTS DURING THIS ONLINE LEARNING PORTION.
SO DR. JOSEPH, CAN YOU GIVE US A FEW DETAILS ABOUT THE PROGRAM INCLUDING WHICH TYPES OF DEVICES WERE GIVEN AND IS THERE STILL AN OPPORTUNITY FOR STUDENTS TO PARTICIPATE AND EXPRESS INTEREST?
THE DEVICE LOAN PROGRAM IS AN INITIATIVE WE STARTED TO RESPOND TO THE CONCERNS THAT TRANSITIONING TO ONLINE COURSES POSED TO MANY OF OUR STUDENTS.
SO TO BE ELIGIBLE TO RECEIVE ONE OF THESE DEVICES, THE FOLLOWING CRITERIA MUST BE MET.
STUDENTS MUST BE ENROLLED IN SIX OR MORE CREDIT HOURS PER SEMESTER.
STUDENTS NEED TO DEMONSTRATE THAT THEY LACK THE ACCESS TO EFFICIENT TECHNOLOGY NECESSARY TO ACHIEVE THE EDUCATIONAL GOALS FOR DALLAS COLLEGE STANDARDS AND THEY NEED TO DEMONSTRATE FINANCIAL NEED.
WE HAVE DISTRIBUTED TABLETS THAT INCLUDE HOTSPOTS AND WE HAVE ORDERED LAPTOPS THAT SHOULD ARRIVE MID NOVEMBER.
SO WE WILL REOPEN APPLICATIONS AND DISTRIBUTE THE DEVICES FOR THE SPRING SEMESTER.
DR. FLOYD, LET ME TURN BACK TO YOU.
WE'VE HAD A FEW QUESTIONS ABOUT FIELDS OF STUDY THAT WERE RECENTLY SUSPENDED BY THE COORDINATING BOARD.
CAN YOU SHARE ANY INSIGHT ON THE LATEST REPORT REGARDING THIS SUSPENSION AND THE IMPACT THAT WILL HAVE ON STUDENTS ON FACULTY? AND IF WE ANTICIPATE THAT THE COORDINATING BOARD WILL REVISIT THIS DECISION?
SO AS SOME OF YOU ARE AWARE FIELDS OF STUDY THAT WERE DUE TO BE IMPLEMENTED IN ACADEMIC YEAR 2020 2021, THAT'S THIS YEAR, WERE TEMPORARILY SUSPENDED BY THE TEXAS HIGHER EDUCATION COORDINATING BOARD IN JULY.
WE ARE EXPECTING FURTHER GUIDANCE LATER THIS ACADEMIC YEAR.
THIS SUSPENSION HIT ALL OF TEXAS PUBLIC COLLEGES.
AND WHILE THE DECISION IS TO BE VISITED IN THE LATER PART OF THE FALL, WE NEEDED TO TAKE DECISIVE ACTIONS SO AS NOT JEOPARDIZE THE SUCCESS OF OUR STUDENTS.
WITH THAT IN MIND IN EARLY SEPTEMBER, FACULTY, DEANS, THE ACADEMIC AFFAIRS UNIT AS WELL AS THE STUDENT SUCCESS UNIT WITHIN THE DALLAS COLLEGE COMMUNITY WERE APPRAISED OF THE IMPACT OF THIS SITUATION.
WE ALSO AT THAT TIME CONTACTED OUR STUDENTS ABOUT THE DECISION AND THE SUSPENSION THAT THE FIELDS OF STUDY PROGRAM BECAUSE WE KNEW IT HAD CERTAIN IMPLICATIONS OF THEIR RECEIPT OF FINANCIAL AID AND WE WANTED TO AVOID STUDENTS TAKING COURSES THAT WOULD NOT BE ELIGIBLE FOR TRANSFER.
TO DATE, WE HAVE NO FURTHER UPDATES.
AS SOON AS I HAVE FURTHER INFORMATION I WILL PROVIDE IT AND WE HOPE THAT THAT WILL COME SOMETIME IN THE LATTER PART OF THIS FALL TERM.
WE'VE ALSO HAD SOME QUESTIONS ABOUT INCLUDE ED.
AND SO DR. MAY, I WILL START WITH YOU.
IF YOU CAN KIND SHARE YOUR THOUGHTS A LITTLE BIT ON WHY YOU THOUGHT IT WAS IMPORTANT TO DO THE INCLUDE ED PROJECT.
AND THEN DR. FLOYD, I WILL TURN TO YOU.
THERE WERE SOME CHALLENGES THAT WERE IDENTIFIED THIS SEMESTER AND KIND OF WHAT YOU SEE AND HOW WE'RE ADDRESSING THOSE.
AND 1, I REALLY APPRECIATE EVERYONE'S HARD WORK TO ROLL OUT INCLUDE ED DURING A PANDEMIC WHICH CERTAINLY WASN'T ANTICIPATED THE MANY YEARS AGO WHEN WE STARTED PLANNING AND WORKING DOWN THIS ROAD.
AND THIS REALLY GOES BACK, GOSH, ALMOST FIVE YEARS WHEN WE REALIZED THAT ONLY 43 PERCENT OF OUR STUDENTS WERE GETTING THE LEARNING MATERIALS THROUGH OUR NORMAL CHANNELS.
AND THAT ABOUT 30Â PERCENT TO 40Â PERCENT OF OUR STUDENTS WERE NEVER EVER GETTING THEIR LEARNING MATERIALS DURING THE ENTIRE LENGTH OF THE COURSE.
WHICH, OF COURSE, CONTRIBUTED TO STUDENT FAILURE, DROPPING CLASSES,
[00:40:04]
LACK OF SUCCESS.SO THE GOAL WAS TO PUT THESE LEARNING MATERIALS IN THE HANDS OF STUDENTS DAY 1.
AND SO WE'VE SEEN A TREMENDOUS JUMP.
WE'VE GONEÂ FROM 43Â PERCENT GETTING THEIR MATERIALS AT ANY TIME TO 90 PLUS PERCENT ON DAY 1.
SO AUTOMATICALLY, WE'VE PUT STUDENTS IN A BETTER POSITION TO SUCCEED.
WE DID END UP WITH ABOUT TWO PERCENT OF THE STUDENTS EXPERIENCING PROBLEMS, A LOT OF THOSE RELATED TO OUR P TECH AND EARLY COLLEGE/HIGH SCHOOL.
AND CERTAINLY CERTAIN FRICTION IS EXPECTED TO OCCUR.
I THINK IN SOME FOLKS'S MINDS, WE SHOULDN'T LAUNCH UNTIL IT'S PERFECT.
I KIND OF BELIEVE THE OPPOSITE.
I THINK WE FOCUS ON THE GREATER GOOD, HOW WE MEET THE NEEDS OF THE MAJORITY.
THEN WE FIGURE OUT THE DETAILS OF HOW TO DEAL WITH THE FEW PERCENT THAT KIND OF OPERATE OUTSIDE THE NORM.
BUT I'M JUST DELIGHTED AT WORK SUPPORT.
HATS OFF TO [INAUDIBLE] WHO DESPITE A PANDEMIC, THEY WEREN'T QUITE ABLE TO GET ALL OF THE EMPLOYEES THAT ANY NEEDED BECAUSE FRANKLY, THAT WAS A CHALLENGE DOING THAT.
BUT AT THE SAME TIME HELP MAKE THIS WORK FOR US AND OUR STUDENTS.
SO I THINK WE WILL SEE EVEN BETTER RESPONSE GOING FORWARD.
SO I APPRECIATE THE HARD WORK ON EVERYONE AND I KNOW IT'S ALREADY MAKING A DIFFERENCE FOR OUR STUDENTS.
>> WELL, DR. FLOYD, YOU HEARD THAT BETTER PART THERE.
SO TALK US THROUGH WHAT WE'RE DOING TO RESOLVE ANY OF THE CHALLENGES THAT DID EXIST.
>>YEAH, SO FOLLOWING THE LAUNCH OF INCLUDE ED INITIATIVE THIS FALL, WE HAVE LEARNED A LOT.
IN ADDITION TO SUCCESSFULLY NAVIGATING THE SHIPPING AND FULFILLMENT ISSUES BROUGHT ON BY COVID 19, OUR TEAM HAS BEEN WORKING HARD TO MAKE CONTINUOUS IMPROVEMENTS TO THE PROGRAM.
STRESS ON CONTINUOUS IMPROVEMENTS.
THIS IS AN ACTIVE AND RECURSIVE PROCESS THAT WE'RE GOING TO BE ENGAGED IN OVER TIME.
IN ADDITION, JUST LAST WEAK WE HIRED SEVEN BOOK ADOPTERS AND WE'RE ALSO LOOKING FOR A NEW INCLUDE ED DIRECTOR.
WE'VE WORKED TO BETTER EQUIP OUR HELP DESK TEAM TO ASSIST WITH TROUBLESHOOTING STUDENT ISSUES AND PROBLEMS. AND EVEN BETTER YET, WE HAVE COMMITTED TO BRINGING ON ADDITIONAL BOOKSTORE STAFF TO ASSIST WITH OUR FULFILLMENT.
AND WE ARE NOW CURRENTLY IN THE PROCESS OF ROLLING OVER FOR FALL ADOPTIONS AND FINALIZING ANY NEW ADOPTIONS FOR OUR SPRING '21 SCHEDULE.
SO WE'RE EXCITED ABOUT WHAT WE'VE DONE, BUT EVEN MORE EXCITED ABOUT THE IMPROVEMENT AND PROGRESSIVE WORK OF OF THIS PROJECT.
ALSO FOR YOU, DR. FLOYD, WE HAD THE QUESTION REGARDING THE STRUCTURE OF ESL COURSES.
THE QUESTION IS, IS THE PLAN FOR THESE COURSES TO REMAIN UNDER CE AND WORKFORCE OR MOVE UNDER A SPECIFIC SCHOOL?
AND THAT'S PART OF OUR NEW ALIGNMENT.
SO WITHIN ALL OUR SCHOOLS WE WILL HOUSE NONCREDIT AND CREDIT COURSES.
SO AS A PART OF THAT STRUCTURE, ESL WILL BE A PART OF THE SCHOOL OF COMMUNICATIONS, ART, ENTERTAINMENT, AND DESIGN.
NONCREDIT COURSES WILL BE OFFERED THROUGH THE SCHOOL JUST AS CREDIT COURSES WILL.
AND WE WILL SUPPORT OUR COMMUNITY AND CORPORATE PARTNERS BY PROVIDING ANY SPECIALIZED TRAINING REQUESTS THROUGH OUR SCHOOL'S MODEL AND PARTNERSHIP WITH WORKFORCE AND ADVANCEMENT.
SO THERE IS AN ARM OF WORKFORCE AND ADVANCEMENT THAT WILL WORK WITH US THROUGH THE SCHOOL'S MODEL.
JUST TO STRESS THERE IF I COULD.
OUR GOAL IS NOT JUST TO GET PEOPLE A GED OR A HIGH SCHOOL COMPLETION.
IT'S REALLY TO GET THEM THROUGH COLLEGE, THE SKILLS AND THE ABILITIES THEY NEED IN ORDER TO GO TO WORK.
SO FOR MOST OF THOSE STUDENTS, THAT'S GOING TO MEAN EDUCATION BEYOND.
WHETHER IT BE ESL, WHETHER IT BE ADULT BASIC EDUCATION AND INTO THE WORKFORCE.
SO GETTING THOSE SKILLS IS ABSOLUTELY CRITICAL.
LET ME TURN TO YOU, DR. JOSEPH.
DURING OUR LAST TOWN HALL YOU MENTIONED THAT THE REDESIGN OF STUDENT ORIENTATION EXPERIENCE WAS UNDER CONSIDERATION AND SO WE HAD A FEW QUESTIONS FOLLOWING THAT.
SO CAN YOU SHARE WITH US MORE DETAIL ON THE POTENTIAL CHANGES THAT YOU AND YOUR TEAM ARE CONSIDERING AND WILL BE THERE AN OPPORTUNITY FOR EMPLOYEES TO WEIGH IN?
ONE OF THE THINGS THAT WE HAVE CONCLUDED FROM OUR EXPERIENCE IN THE PAST FEW MONTHS IS THAT YOU CANNOT TAKE A PROGRAM THAT WAS DESIGNED FOR FACE TO FACE ENGAGEMENT AND JUST OFFER IT ONLINE.
DURING OUR FALL ENROLLMENT, WE EXPERIENCED LOTS OF CHALLENGES WITH STUDENTS STRUGGLING TO MOVE FROM ONE STAGE TO ANOTHER IN THE REGISTRATION PROCESS.
[00:45:02]
AND QUITE FRANKLY, WE UNINTENTIONALLY CREATED BARRIERS.WE RECOGNIZE THE CRITICAL ROLES STUDENT ORIENTATION CAN PLAY IN THE STUDENT EXPERIENCE.
SO STEELS AND HER TEAM ARE WORKING ON DESIGNING A SINGLE STUDENT ORIENTATION PROGRAM THAT ALIGNS WITH OUR NEW NORMAL.
ONE OF THE CHANGES UNDER CONSIDERATION IS WHEN IN THE ENROLLMENT PROCESS STUDENTS WILL BE PARTICIPATING IN NSO.
OVER THE REMAINDER OF THE FALL TERM, THE STUDENT SUCCESS TEAM WILL BE ESTABLISHING AN INCLUSIVE CROSS FUNCTIONAL ADVISORY WORK GROUP TO GAIN PERSPECTIVES AND INSIGHTS ON A VARIETY OF STUDENT SUCCESS INITIATIVE INCLUSIVE OF NSO.
SO I HOPE THAT ANSWERS THAT EMPLOYEE'S QUESTION.
>> IF NOT YOU WILL HEAR I'M SURE, DR. JOSEPH.
>> DR. MAY, YOU REFERENCED SAX EARLIER IN SOME OF YOUR EARLIER COMMENTS.
AND SO WE GOT A QUESTION OR TWO AROUND THAT.
AND SO WE'RE KIND OF GOING TO DIVE WEEDS A LITTLE BIT ON THIS.
BUT ONE OF THE QUESTIONS WAS AROUND THE SAC 25 PERCENT RULE.
AND YOU'VE TALKED ABOUT THAT BEFORE AND HOW THAT BLOCKS SOME OF OUR STUDENTS FROM RECEIVING A DEGREE.
CAN YOU JUST KIND OF SHARE YOUR THOUGHTS A LITTLE BIT ON WHY YOU THOUGHT IT WAS IMPORTANT? THAT WAS AN IMPORTANT CONSIDERATION IN MOVING TO ONE COLLEGE.
AND THAT WAS A HUGE CONSIDERATION IN THE MOVE TO ONE COLLEGE BECAUSE THE BEHAVIOR OF OUR STUDENTS HAD CHANGED.
BROUGHT ABOUT SOME OF THAT BECAUSE OF THE AVAILABILITY OF PUBLIC TRANSPORTATION, BROUGHT ABOUT BY THE AVAILABILITY OF E LEARNING AND OTHER OPTIONS.
FRANKLY, ABOUT OTHER COLLEGES AND UNIVERSITIES OPENING UP THEIR CURRICULUM TO ALMOST AN A LA CARTE KIND OF APPROACH WHERE STUDENTS CAN PICK AND CHOOSE COURSES ESSENTIALLY WITHOUT EVEN BEING ADMITTED REALLY TO THE INSTITUTION, JUST ENROLLING IN THOSE INSTITUTIONS WHICH RESULTED IN STUDENTS BASED ON ADVICE THEY WERE GETTING AT ONE COLLEGE APPLYING THAT TO ALL COLLEGES WITH JUST THE ASSUMPTION THAT ALL THEY NEEDED TO DO WAS TAKE THOSE COURSES AND THEY WOULD BE ASSEMBLED INTO A DEGREE.
AND ONCE THEY HAD THAT READY THEY COULD PRESENT TO A COLLEGE AND BE AWARDED THE DEGREE.
WELL, IT TURNS OUT NO COLLEGE COULD AWARD THE DEGREE BECAUSE THEY DIDN'T HAVE THE 25Â PERCENT OF THE COURSES FROM ANY ONE OF THOSE INSTITUTIONS.
AND TO ADD INSULT TO INJURY FOR THE STUDENTS WHO HAD BEEN PRETTY ALMOST WITH A LASER LIKE FOCUS IN TERMS OF WHAT THEY WERE DOING, THEIR APPROACH TO THIS SUDDENLY WERE TOLD, WELL, IF YOU WANT TO GRADUATE FROM US YOU'VE GOT TO GO TAKE MORE COURSES.
AND, OF COURSE, THAT WAS NOT POSSIBLE FOR MOST STUDENTS.
SO THAT WAS THE REAL DRIVER TO ALLOW STUDENTSÂ AND WE KNOW RIGHT NOW WE'VE GOT HUNDREDS ENROLLED WITH US THAT TODAY THAT ARE GOING TO BE ELIGIBLE TO GRADUATE AT THE NEXT GRADUATION BUT UNDER THE OLD MODEL WOULD NOT BE ABLE TO DO SO BECAUSE THEY DIDN'T MEET THE SAX 25 PERCENT RULE.
BUT UNDER THE NEW MODEL, THEY WILL.
NOW, THAT TAKES CARE OF CURRENTLY ENROLLED STUDENTS.
BUT PART OF OUR GOAL WAS TO REACH BACK FOR ALL OF THOSE STUDENTS FOR ALL OF THOSE DECADES THAT MET THE REQUIREMENTS AND ARE NOW ELIGIBLE UNDER DALLAS COLLEGE EVEN IF THEY WEREN'T ELIGIBLE UNDER OUR OTHER COLLEGES PRIOR TO THE CONSOLIDATION INTO DALLAS COLLEGE.
SO WITH THAT I'M GOING TO KICK IT OVER TO DR. JOSEPH TO TALK THROUGH THE PROCESS ABOUT WHAT STUDENTS CAN DO THAT BELIEVE THAT THEY ARE ELIGIBLE TO GRADUATE NOW AT DALLAS COLLEGE WHERE THEY MAY NOT HAVE BEEN PREVIOUSLY.
SO TO MAKE SURE THAT WE ARE ABLE TO FULFILL THE PROMISE THAT WE MADE TO OUR STUDENTS THAT THIS REALIGNMENT WILL HELP THEM IN COMPLETING THEIR CREDENTIAL, WE HAVE A TEAM OF DEGREE AUDIT SPECIALISTS WORKING ON THIS CREDENTIAL COMPLETION EFFORT.
THAT DEGREE AUDIT TEAM IS EVALUATING EACH STUDENT WHO MAY HAVE BEEN IMPACTED BY THE 25 PERCENT RULE TO VERIFY DEGREE COMPLETION.
IF A STUDENT HAS MET ALL DEGREE REQUIREMENTS, THEY ARE BEING AWARDED THEIR DEGREE.
OUR GOAL IS TO COMPLETE THIS EFFORT RIGHT AFTER THANKSGIVING.
IT'S A VERY INTENSE AND DETAILED ORIENTED PROCESS, SO IT TAKES US A LITTLE BIT OF TIME.
IF A STUDENT BELIEVES THEY ARE ELIGIBLE TO GRADUATE AND HAVE NOT RECEIVED ANY COMMUNICATION FROM US INDICATING THAT THEY ARE, THEY SHOULD CONTACT THEIR
[00:50:01]
ADVISOR SO WE CAN VERIFY THEIR ELIGIBILITY.WELL, IN OUR REMAINING FEW MINUTES WE WILL TRY TO GET THROUGH THE REST OF OUR QUESTIONS.
AND SHERRY, DON'T THINK WE FORGOT ABOUT YOU.
LET ME TURN BACK TO YOU AS WE'VE GOT A FEW QUESTIONS AROUND THE RE ORG AGAIN.
ONE OF THE QUESTIONS IS, WHERE CAN THE EMPLOYEES REVIEW THE DETAILS OF THE APPROVED SEVERANCE PACKAGE?
>> JUSTIN, I BELIEVE THAT THOSE ARE IN FAQS ON SHARE POINT.
BUT I WILL MAKE SURE TO WORK WITH OUR COMMUNICATION TEAM TO ENSURE THAT THOSE ARE UP IN THE FAQS.
ALSO, SHERRY, WILL THIS REORGANIZATION GIVE AN OPPORTUNITYÂ I'M SORRY, FOR EMPLOYEES TO TRANSFER FROM ONE CAMPUS TO ANOTHER AND WHAT WOULD THAT PROCESS REQUIRE?
>> YEAH, I'VE ACTUALLY GOTTEN THAT QUESTION A LOT IN ONE FORM OR ANOTHER.
THE OPPORTUNITY TO MOVE TO ANOTHER CAMPUS IS CLEARLY GOING TO BE DEPENDENT ON THE NEW STRUCTURE, THE NEEDS OF THE ROLE, THE AVAILABILITY OF SPACE AT A DIFFERENT CAMPUS.
THAT PROCESS IS GOING TO HAVE TO BE DETERMINED THROUGH DEPARTMENTAL DECISIONS DEPENDING ON AN ANALYSIS OF THOSE FACTORS AND THEN WE WOULD WORK WITH THE SPECIFIC DEPARTMENT TO ACCOMPLISH THAT WITHIN OUR HR ROLES.
>> SHERRY, OTHER QUESTION THAT WE RECEIVED IS WILL THE EMPLOYEE WELLNESS PROGRAM CONTINUE UNDER DALLAS COLLEGE?
THE HEALTH AND WELLNESS OF OUR EMPLOYEES IS PARAMOUNT, ESPECIALLY AT THIS TIME.
RECENTLY WITHIN THE COURSE OF THE PANDEMIC WE ROLLED OUT A WELLNESS SITE ON OUR HR SHARE POINT PAGE AND I ENCOURAGE EVERYONE TO VISIT THAT.
AND IT IS MY HOPE THAT AS WE MOVE FORWARD WE CAN CONTINUE TO EXPAND OUR WELLNESS OFFERINGS.
AND SO YES, THAT PROGRAM WILL CERTAINLY CONTINUE.
>> AND THEN, SHERRY, OUR FINAL A COUPLE OF QUESTIONS WILL GO TO YOU.
AND THESE ARE QUESTIONS THAT HAVE COME UP A FEW DIFFERENT TIMES IN MEETING WITH DIFFERENT GROUPS.
AND ONE OF THE QUESTIONS IS ABOUT IT APPEARS THAT SOME JOBS ARE BEING POSTED EXTERNALLY BUT NOT INTERNALLY AND CAN YOU PROVIDE CLARITY ON THAT?
SO FIRST I WANT TO CLARIFY THAT ALL OF THE NEW ROLES ARE BEING POSTED INTERNALLY THROUGH THE SHARE POINT.
SOME OF THOSE ROLES ARE ALSO CONCURRENTLY BEING POSTED EXTERNALLY.
AS DR. MAY MENTIONED AT THE VERY BEGINNING WITH THE SLIDE, WE HAVE SOME ENTIRELY NEW FOCUSES AND ROLES THAT ARE NEW TO THE ORGANIZATION.
FOR INSTANCE, THE RESEARCH INSTITUTE, SOME OF THE THOSE TYPES OF SITUATIONS.
IN MANY OF THOSE CASES, THOSE ARE HIGHLY SPECIALIZED, UNIQUE POSITIONS FOR WHICH WE MIGHT NOT HAVE AN EMPLOYEE TO HAVE THOSE REQUIRED SKILLS.
SO AGAIN, THOSE POSITIONS ARE BEING POSTED IN THE TALENT POOL PROCESS AND WE CONTINUE TO TRY TO FILL THOSE POSITIONS INTERNALLY.
WE ARE ALSO DOING A CONCURRENT EXTERNAL SEARCH TO ENSURE THAT THOSE POSITIONS ARE READY TO ROLL IF IN FACT THERE'S NOT INTERNAL EMPLOYEES WHO ARE QUALIFIED.
>> AND THEN FINALLY, SHERRY, WE'VE HAD QUESTIONS ABOUT EMPLOYEES WHOSE ROLE MAY HAVE BEEN ELIMINATED AND THEIR EXITING THE ORGANIZATION.
WILL STILL BE ABLE TO APPLY FOR NEW ROLES AFTER THEY RECEIVED THE SEVERANCE PACKAGE? AND IF SO, HOW WILL THEY BE ABLE TO VIEW THOSE NEW OPPORTUNITIES?
AS PART OF THE EXIT PROCESS WE ARE OBTAINING PERSONAL E MAILS FROM THOSE EMPLOYEES UNTIL WE HAVE DEVELOPED A PROCESS WHERE EMPLOYEES WILL BE NOTIFIED VIA PERSONAL E MAIL OF OPPORTUNITIES IN THE TALENT POOL AS THEY COME ABOUT.
AND THEY WILL BE AFFORDED ACCESS TO THE SHARE POINT SITE TO OBTAIN INFORMATION AND APPLY FOR THOSE FUTURE TALENT POOLS.
SO IT WILL BE VERY IMPORTANT THAT WE HAVE YOUR PERSONAL E MAIL.
THERE IS A MECHANISM WHERE YOU CAN ACCESS THE SHARE POINT SITE AND VIEW THOSE ROLES AND SUBMIT YOUR INFORMATION FOR ANY IN WHICH YOU ARE INTERESTED IN.
THAT'S ALL THE TIME WE HAVE TODAY.
SO TO THE AUDIENCE, AGAIN, THANK YOU FOR PARTICIPATING AND JOINING US.
KEEP YOUR QUESTIONS COMING FOR THE TOWN HALL E MAIL AND WE WILL CONTINUE TO UPDATE
[00:55:21]
OUR FAQS ON THE SHARE POINT SITE BOTH ABOUT BECOMING DALLAS COLLEGE AND ABOUT COVID 19.AGAIN, I APPRECIATE EVERYONE JOINING US.
SO DR. MAY, I WILL TURN IT OVER TO YOU FOR ANY CONCLUDING REMARKS.
AND THANK ALL OF YOU THAT ARE ON THE LEADERSHIP PANEL TODAY.
I REALLY APPRECIATE NOT ONLY YOUR HARD WORK AND DEDICATION AND PARTICULARLY DURING SOME OF THE CHALLENGES THAT ARE BROUGHT UP AS A RESULT OF THE PANDEMIC TYING INTO OUR TRANSITION TO DALLAS COLLEGE AND CERTAINLY THESE ARE EXTRAORDINARY TIMES AND JUST LIKE WE HAVE EXTRAORDINARY PEOPLE WORKING TO MEET THE NEED.
AND ALSO LET ME JUST TAKE A MOMENT TO THANK OUR TECHNICAL TEAM AND OTHERS THAT MAKE THIS TOWN HALL AND OUR OTHER REMOTE EVENTS POSSIBLE.
THEY ARE BEHIND THE SCENES WORKING, MAKING THIS HAPPEN.
AND WE'VE GROWN INCREDIBLY DEPENDENT UPON THEM DURING THIS TIME.
SO BECAUSE OF THEIR WORK AND EVERYONE INVOLVED, I HOPE YOU FOUND TODAY'S TOWN HALL MEANINGFUL AND HELPFUL.
CONTINUE TO PROVIDE US WITH QUESTIONS SO AS WE DO MORE EVENTS IN THE FUTURE THAT WE CAN ADDRESS THOSE NEEDS.
YOU CAN ALWAYS FIND THE LATEST INFORMATION RELATED TO OUR DALLAS PLANS OR OUR RETURN TO CAMPUS PLANS ON OUR INTERNAL SHARE POINT SITE.
SO LOOK THERE IF YOU HAVE QUESTIONS.
YOU KNOW, I'VE BEEN HEARING A PHRASE A LOT LATELY THAT FOLKS ARE HAVING COVID FATIGUE.
THIS HAS GONE ON ABOUT EIGHT MONTHS LONGER THAN ANY OF US THOUGHT IT WOULD.
AND AS WE'VE HEARD FROM THE QUESTIONS, FOLKS BELIEVE THAT IS IT GOING TO BE GOING ON QUITE A BIT LONGER INTO THE SPRING SEMESTER.
SO I JUST ASK THAT WE DON'T TAKE THIS TIME FOR GRANTED.
THAT WE CONTINUE TO FOLLOW THE SAFETY PROTOCOLS THAT WE CONTINUE TO RESPECT EACH OTHER BY KEEPING OUR DISTANCE, BY WEARING OUR MASKS, BY MAKING SURE THAT WE ARE IN FACT SANITIZING AND WASHING OUR HANDS AND TAKING CARE OF THOSE NEEDS.
THAT'S AS MUCH ABOUT RESPECT FOR OTHERS AS IT IS FOR OURSELVES.
SO I THANK YOU FOR THE WORK YOU'RE DOING DURING THIS TIME.
I APPRECIATE THE WAY THAT YOU'RE HELPING MEET THE NEEDS OF STUDENTS SUPPORTING OUR EMPLOYEES.
AND I SAY THAT WITH TRUE APPRECIATION FOR ALL OF YOU, WHAT YOU DO TODAY.
DESPITE THE CHALLENGES, I AM MORE CONFIDENT THAN EVER THAT WE'RE GOING TO GET THROUGH THIS.
BUT WE'LL GET THROUGH IT BEST IF WE DO SO TOGETHER.
HAVE A GREAT DAY AND I LOOK FORWARD TO TALKING WITH YOU SOON.
* This transcript was compiled from uncorrected Closed Captioning.