1. Faculty Day 2014

2. Updates/Climate Survey

3. A Framework for Getting to Inclusion
The ODMI
A Framework for Getting to Inclusion

7. ACADEMIC BLUEPRINT http://www. stmarys-ca
Prepare students for ethical and effective engagement in a diverse and global environment.
Promote learning and teaching for innovation, creativity, and collaboration.
Build leadership that advances social justice.
Improve student success

8. New Students (UG)
First Year
Transfer
Total
Original Goal
615
160
775
Adjusted Goal*
580
140
720
Current Students
591
182
773
20% from outside CA (including international; 29 states represented)
22 International Frosh/3 transfers representing Australia; Canada, PR China; France; Germany; Hong Kong; Nigeria; New Zealand; Philippines; Vietnam; United Kingdom (9 are recruited athletes of the 22)
8% African American; 3% American Indian; 19% Asian American; 29% Latino
23% Honors at Entrance

9. Climate Survey 2014

10. Climate Survey 2014 Administered to Staff and Faculty 2006- 8-10-12-14
Highest response rates ever
Staff from 196 to 320
Faculty from 132 to 240
Students moved to normed surveys
Six year trend data with shifts of 5% or more

11. JOB SATISFACTION (Staff) Percent "Very Satisfied" or "Satisfied” +/- 5%
INTEGRATION OF THE STAFF CAMPUS LIFE: 57% = +18%
CAMPUS ADMINISTRATIVE LEADERSHIP: 58% = +17%
ACCESS TO TECHNICAL SUPPORT AND ASSISTANCE: 76% = +16%
CAMPUS ADMINISTRATION SHARING INFO: 54% = +15%
OPPORTUNITIES TO INTERACT WITH FACULTY: 63% = +10%
STAFF COUNCIL 59% = +8%
JOB SECURITY: 79% = +8%
OPPORTUNITIES TO INTERACT WITH STAFF: 82% = +7%
QUALITY OF SUPERVISION: 70% = +5%

12. CAMPUS CLIMATE (STAFF) Percent “A Great Deal of Emphasis” +/- 5%
DEVELOPING AN INCLUSIVE COMMUNITY 48% = 20%
DEVELOPING APPRECIATION FOR MULTICULTURAL SOCIETY 47% = 17%
PROMOTING…DIFFERENCES OF OPINION AIRED OPENLY AND REGULARLY 32% = 16%
INCREASING REPRESENTATION OF PEOPLE OF COLOR
In the staff: 26% = 14%
In the administration: 20% =15
in the faculty: 22% =7%
ENCOURAGING COLLABORATION BETWEEN OFFICES 19% =8%
DEVELOPING A SENSE OF COMMUNITY 39% = 5%

13. DEGREE OF SENSITIVITY OR INSENSITIVITY (STAFF) Percent “Frequently" or "Occasionally” +/- 5%
…seen or heard insensitive/disparaging comments… towards
2008
2014
Difference
Women
49%
36%
-13%
People of Color
38%
25%
LGBT
45%
23%
-22%
Religious
30%
22%
-8%
Men
27%
19%

14. The Working Environment - Staff
Double Digit Improvements from 2008: Often given feedback – 64%, up 18% Duties match job description – 70%, up 14% Work contributions appreciated by supervisor – 83%, up 11% Single Digit Declining Areas of Note: Some sense of favoritism, of supervisor not understanding job, can’t attend campus events, not always respected, need to change personal characteristics to fit in

15. Faculty Results, 2008-2014, SMC Places “A Great Deal of Emphasis On,”+/- 5%
Increasing representation, people of color, in:
staff +17%
administrators +14%
faculty +7%
Developing an inclusive community +14%
Promoting climate of openness of opinions +11%
Encouraging collaboration between offices +10%
Helping students learn how to make positive change +6%

16. Faculty Working Environment, % “Agree” or “Strongly Agree” +/- 5%
2008
2014
Difference
I believe I am asked to serve on more committees than other colleagues in my department
30%
24%
-6%
My department has made an honest effort to hire faculty of color
64%
59%
-5%
My opinions and inputs are valued at SMC
53%
+6%
I would recommend SMC as a good place to work
66%
79%
+13%
Senior faculty are supportive of junior faculty in my department
63%
73%
+10%

17. Faculty Working Environment % “Agree” or “Strongly Agree” +/- 10%
2008
2014
Difference
My department is free of incidents of verbal abuse
49%
68%
+19%
Student diversity is appreciated by the faculty
58%
83%
+25%
Subtle discrimination is tolerated on this campus
53%
41%
-12%
I value the work that is being done by the Intercultural Center
57%*
+18%
Faculty of color are adequately represented on… committees 8%
28%
+20%
Administrators actively support shared governance
22%
32%
+10%
Faculty morale is good on this campus
29%
46%
+17%

18. Faculty Job Satisfaction, % “Satisfied” or “Very Satisfied” +/- 5%
Satisfied with aspects of the:
2008
2014
Difference
Campus Administrative leadership
30%
43%
+13%
Extent to which administration shares important information
32%
44%
+12%
Teaching Load
58%
64%
+6%
Class size
82%
87%
+5%
Autonomy and Independence
81%
89%
+8%
Professional Relationships
70%
85%
+15%
Competency of Colleagues
88%
+18%
Quality of Students
50%
+31%
Overall Job Satisfaction
80%
+9%

19. Faculty Job Satisfaction % “Satisfied” or “Very Satisfied” +/- 5%
2012
2014
Difference
Satisfied with workload: Advisees
78%
71%
-7%
2008
2014
Difference
I receive adequate advice on tenure and promotion
55%
45%
-10%
My service to the College is rewarded by my department
51%
43%
-12%

20. …for further analysis…
Microclimates?
Absolutely.

21. Percent frequently or occasionally Percent frequently or occasionally
…seen or heard insensitive or disparaging comments, behaviors or gestures towards:
 Percent frequently or occasionally
2008
2014
Difference
Women
49%
36%
-13%
People of color
38%
25%
LBGT
45%
23%
-22%
Men
27%
19%
-8%
…harassed, pressured, or discriminated against on campus because of your:
 Percent frequently or occasionally
2008
2014
Difference
Gender
30%
14%
-16%
Political Views
18%
-4%
Age
15%
10%
-5%
Ethnicity
Religion
11% 8%
-3%

22. Heard disparaging comments: WOMEN 2008 2014 Difference All Respondents
Frequently, occasionally
2008
2014
Difference
All Respondents
49%
36%
-13%
All w/o Lecturers
53%
38%
-15%
All Men
34%
25%
-10%
All Women
64%
45%
-19%
Heard disparaging comments: PEOPLE OF COLOR
Frequently, occasionally
2008
2014
Difference
All Respondents
38%
25%
-13%
All w/o Lecturers
42%
24%
-18%

23. Polarization? Probably Not.

24. Faculty who are openly critical of my department's administration have no cause for fear of retribution.
AGREE
2008
2014
45%
NEITHER ("MIDDLE")
21%
38%
DISAGREE
32%
17%
Faculty who are openly critical of the College's administration have no cause for fear of retribution.
2008
2014
AGREE
28%
33%
NEITHER ("MIDDLE")
31%
45%
DISAGREE
41%
22%

25. Polar Microclimates? Lecturers, Gender
Faculty who are openly critical of the College's administration have no cause for fear of retribution.
Disagree (yes, I fear!)
  Agree (no fear!)
2008
2014
Difference
All Respondents
41%
22%
-19%
28%
33%
+5%
All w/o Lecturers
45%
23%
-22%
39%
+11%
All Men
43%
25%
-18%
35%
+2%
All Women
40%
20%
-20%
31%
+9%

26. The process by which complaints and grievances against faculty are resolved is fair and equitable.
2008
2014
AGREE
21%
28%
NEITHER ("MIDDLE")
49%
55%
DISAGREE
30%
17%
Disagree (not fair)
  Agree (fair)
2008
2014
Difference
All Respondents
30%
17%
-13%
21%
28%
+7%
All w/o Lecturers
33%
-16%
31%
+10%
All Men
15%
25%
+3%
All Women
32%
16%
29%
+12%

27. Faculty morale is good on this campus
Disagree
Agree
2008
2014
Difference
All Respondents
45%
24%
-21%
30%
46%
+16%
All w/o Lecturers
49%
25%
-24%
26%
48%
+22%
All Men
42%
23%
-19%
29%
50%
+21%
All Women
22%
-26%
27%
47%
+20%
Overall job satisfaction
Dissatisfied
Satisfied
2008
2014
Difference
All Respondents
13%
12%
-1%
72%
88%
+16%
All w/o Lecturers
15% 9%
-6%
71%
91%
+20%
All Men
14%
87%
All Women
10% 2%
75%
+13%

28. Overall the Weather’s Just Fine, but…
Staff
Faculty
Jobs may not be understood
Feel distant from faculty; issues of disrespect
Relational culture can feel like favoritism
Would like to feel more integrated into academic culture
Need clearer expectations for tenure and promotion
Stress around service and advising
Some variation in job satisfaction based on gender
Hiring for diversity must be intentional to occur
Attend to disagreements without overstating polarization

29. Data Mining & Predictive Analytics

34. Retention/Graduation as UG Revenue Driver
Not enough to focus on bottom academic performers
Longer they stay without graduating, the more likely debt (and no degree)
Revisiting financial aid strategy as part of retention
Exploring data analytics to predict who is at greatest risk of attrition
UG analysis then extended to graduate and professional students

35. Strategic Planning

37. Higher Ed & National Conversations
Legislation: Performance- based funding, Title IX, NCAA, Compliance
Value Proposition: Gainful Employment, ROI, Online Degrees, Cost Calculators & Scorecards
Funding Sources: Shift from public to private
Costs + Suspicion = Resentment, Disbelief

38. The most recent report from the Delta Cost Project concluded that “faculty salaries were not the leading cause of rising college tuitions during the past decade. Increased benefits costs, nonfaculty positions added elsewhere on campus, declines in state and institutional subsidies, and other factors all played a role.”
AAUP Cost Report, 2014

39. Draft Vision Statement
Saint Mary’s College of California will be the leading Catholic comprehensive university in the western United States – known for its academic excellence, foundation in the liberal arts, ethical leadership for social justice and the common good, integrative and collaborative learning, and a distinctive transformative education for students.

40. Strategic Planning 2014 - Directives
Raising Academic Profile and Distinction
Supporting the Student Lifecycle
Expanding Responsibility for Lasallian Higher Education
Facilities and Footprint
Getting the Message Out
Foundations in Affordability

41. Key Themes Raise Academic Profile and Distinction (More later)
Support the Student Lifecycle
“Destination campus” with housing and co-curricular strategy to enhance community experience
24/7 campus
Prepare graduates for meaningful professional lives
Expand Responsibility for Lasallian Higher Education
Increase support for mission development & model dialogue of integration
Invest in sustainability as stewardship of the earth and service to the economically poor

42. Key Themes Facilities and Footprint Getting the Message Out
Complete Master Plan Update
Advance & sequence new projects; modernize existing facilities
Getting the Message Out
Complete brand assessment, launch marketing plan, and assess efforts
Foundations in Affordability
Enrollment & retention plan and articulate financial aid philosophy
Workforce planning and efficiency
Advance culture of philanthropy

43. Adjournment and Reception. Thank you!