GRCC Board of Trustees Meeting (September, 2011)

>> I CALL THIS MEETING OF THE GRAND RAPIDS COMMUNITY BOARD OF TRUSTEES TOGETHER,
MONDAY, SEPTEMBER 19th, 2011.
GOOD AFTERNOON TO ALL.
AS FAR AS GUESTS HERE, DO ANY BOARD MEMBERS OR PRESIDENT ENDER
HAVE ANY GUESTS IN THE AUDIENCE THEY'D LIKE TO INTRODUCE?
>> MR. CHAIR, I WOULD LIKE TO POINT OUT THAT MR. BOB WOODRICK IS WITH US TODAY,
AND BOB, WE'RE DELIGHTED TO HAVE YOU HERE.
THANKS FOR COMING.
(applause)
>> OUR FIRST ORDER OF BUSINESS TODAY IS THE APPROVAL OF THE AGENDA.
TRUSTEES, PLEASE NOTE THAT THIS IS THE TIME
TO REMOVE AN ITEM FROM THE CONSENT AGENDA
FOR SEPARATE CONSIDERATION, IF NECESSARY.
ARE THERE ANY ADDITIONS, DELETIONS,
OR CORRECTIONS OF THE AGENDA?
>> I WOULD SO MOVE-- OH, I'M SORRY.
I WOULD SO MOVE THE AGENDA, MR. CHAIR.
>> OKAY, IS THERE ANY DISCUSSION?
ALL THOSE IN FAVOR, SAY "AYE." >> (all) AYE.
>> THOSE OPPOSED?
MOTION CARRIES.
NOW, WE'LL BE OPENING UP THE MEETING FOR PUBLIC COMMENT.
IS THERE ANYONE IN THE AUDIENCE THAT WOULD LIKE TO ADDRESS THE BOARD?
YOU MAY DO SO AT THIS TIME.
PLEASE, COME TO THE PODIUM, SIGN IN, AND STATE YOUR NAME.
I REMIND YOU THAT ALL COMMENTS ARE LIMITED TO THREE MINUTES,
AND THE BOARD WILL NOT RESPOND TO YOUR COMMENTS AT THIS TIME.
>> THEY GOT A 911 CALL.
SOMEBODY MUST HAVE HIT THE BUTTON.
EVERYBODY'S HERE? >> YES.
>> EVERYBODY'S HERE. >> OKAY.
>> WHAT BUTTON WAS IT THAT WE WERE...
(laughing)
STOP IT, RICH. >> IS THERE A BUTTON?
>> THERE IS A BUTTON, AND WE'RE GLAD THAT IT WORKS.
(all laughing)
>> ALL RIGHT.
>> THAT WAS FUN.
>> SPECIAL ORDER OF BUSINESS.
WE HAVE NO SPECIAL ORDER OF BUSINESS THIS MONTH.
MONITORING REPORTS.
AT THIS TIME, I WOULD LIKE TO ASK CATHY WILSON TO COME TO THE PODIUM
TO PRESENT THE MONITORING REPORT ON THE TREATMENT OF PEOPLE,
EXECUTIVE LIMITATIONS.
>> GOOD AFTERNOON, CHAIRPERSON VERBURG,
BOARD OF TRUSTEES MEMBERS, PRESIDENT ENDER.
I'D LIKE TO SPEND A FEW MINUTES REVIEWING THE INFORMATION
ON OUR WORKFORCE STATISTICS THAT YOU RECEIVED VIA EMAIL LAST WEEK.
FIRST OF ALL, THE MONITORING REPORT TODAY
IS IN RESPONSE TO THE EXECUTIVE LIMITATION
REGARDING TREATMENT OF PEOPLE AT GRCC,
AND I'D JUST LIKE TO NOTE A COUPLE OF COMMENTS
TAKEN FROM THE BOARD OF TRUSTEES' WEBSITE IN RELATION TO THAT EXECUTIVE LIMITATION.
IT IS WITH RESPECT TO TREATMENT
OF ALL STUDENTS, STAFF, CITIZENS FROM THE COMMUNITY--
"THE PRESIDENT MAY NOT CAUSE OR ALLOW CONDITIONS
"THAT ARE INHUMANE, UNFAIR, UNDIGNIFIED, DISCRIMINATORY, OR ILLEGAL..."
SPECIFICALLY WITHIN HUMAN RESOURCES AND WITH RESPECT TO OUR WORKFORCE STATISTICS,
WE'D LIKE TO REPORT ON OUR--
WITH THE TREATMENT OF PEETMO-- PEOPLE, EXCUSE ME--
THE WORKFORCE STATISTICS AS WELL AS OUR P.A.C.E. SURVEY,
'CAUSE BOTH OF THEM HAVE AN OPPORTUNITY
TO REPORT ON OUR CULTURE WITHIN OUR INSTITUTION,
AS WELL AS OUR APPLICANTS AND PROMOTION-SEPARATION ACTIVITY.
FIRST OF ALL, A FEW HIGHLIGHTS FROM THE DATA THAT YOU RECEIVED.
THE INFORMATION THAT WE REPORTED HERE
IS IN REFERENCE TO OUR REGULAR EMPLOYEES...
SO, IT INCLUDES OUR FACULTY AND STAFF,
FULL-TIME AND PART-TIME, AS WELL AS--
YEAH, THAT'S THE GROUP-- SORRY-- IT DOES NOT INCLUDE OUR CONTINGENCY EMPLOYEES.
IT DOES NOT INCLUDE OUR STUDENT EMPLOYEES.
AND OUR SNAPSHOT DATE THAT WE USE, AND WE REPORT AGAINST YEAR AFTER YEAR,
IS ALWAYS NOVEMBER 1st.
SO, THIS DATA LOOKS BACK AT-- STARTING WITH NOVEMBER 1st, 2010,
BACKWARDS, SO YOU COULD SEE TREND DATA AS WELL.
AND AT THAT POINT, NOVEMBER 1st OF 2010,
OUR WORKFORCE SIZE WAS 691 EMPLOYEES.
OF THAT WORKFORCE, WE HAD 129 EMPLOYEES WHO REPRESENT MINORITY POPULATIONS,
OR 18.7 PERCENT.
AND OVER THE LAST FIVE YEARS,
THAT PERCENTAGE OF MINORITY EMPLOYEES HAS AVERAGED 18.6 PERCENT.
AND COMPARING OURSELVES TO OTHER MICHIGAN TWO YEAR PUBLIC COLLEGES,
LOOKING AT OUR FULL-TIME AND PART-TIME EMPLOYEES,
OUR FACULTY AND STAFF MINORITY PERCENTAGE EXCEEDS THEIR AVERAGE,
WHICH IS 11.1 PERCENT.
BUT OUR GOAL HERE AT GRCC IS TO HIRE A WORKFORCE
THAT REPRESENTS THE STUDENT POPULATION THAT WE SERVE,
AND THAT PARTICULAR POPULATION
HAS INCREASED SIGNIFICANTLY OVER THE LAST FIVE YEARS.
OUR STUDENT MINORITY POPULATION HAS INCREASED FROM 19.8 PERCENT
TO 24.3 PERCENT...
AND OUR WORK IN THIS ARENA, IF YOU WILL, TO HIRE A DIVERSE WORKFORCE
IS REPRESENTED IN OUR COLLEGE STRATEGIC PLAN.
WE HAVE A COLLEGE ACTION PROJECT THAT'S DESIGNATED TO THIS PARTICULAR WORK.
AND YES, IN MY ROLE IN HUMAN RESOURCES IN OUR STAFF,
WE'RE THE CHAMPIONS, BUT WE'RE--
I'M EXCITED TO SAY WE HAVE EXCELLENT SUPPORT ACROSS THE INSTITUTION
FROM OTHER ACADEMIC LEADERS AND OTHER DEPARTMENTS
WHO ARE ASSISTING US WITH THIS EFFORT.
WE DID ADD A FEW REPORTS TO THIS PARTICULAR UPDATE.
WE ADDED-- 'CAUSE I PRESENTED THIS TO THE BOARD OF TRUSTEES LAST YEAR--
WE ADDED, SPECIFICALLY, SEVERAL PAGES
THAT SEPARATED SPECIFIC MINORITY POPULATION GROUPS FOR YOU,
REGARDING OUR WORKFORCE STATISTICS, OUR NEW HIRES,
OUR SEPARATIONS, AND THE PROMOTIONS.
AND I WOULD LIKE TO COMMENT THAT OUR HIRING RATE FOR THE MOST RECENT YEAR--
OUR HIRING RATE OF MINORITIES WAS AT 22 PERCENT,
AND IT DOES EXCEED OUR SEPARATION RATE, 'CAUSE WE DO MONITOR THAT.
OUR SEPARATION RATE WAS AT 14.9 PERCENT.
WE ALSO INCLUDED A CURRENT SNAPSHOT,
BECAUSE I CALL THIS DATA "LAGGING DATA."
AGAIN, IT'S 11-01-2010 AND BEFORE THAT POINT,
SO WE CAPTURED ON PAGE 16 OF THE REPORT--
WE CAPTURED "HOW ARE WE DOING RIGHT NOW?"
SO, FROM... 11-01-2010
AT LEAST THROUGH AUGUST 31st, YOU CAN SEE--
AND WE BROKE IT DOWN BY EMPLOYEE GROUP FOR YOU--
FACULTY, THE TENURE TRACT POSITIONS,
OUR DIVERSITY OF HIRES WAS 28.6 PERCENT,
THE TEMPORARY FACULTY POSITIONS WAS 9.1 PERCENT DIVERSE,
MEET AND CONFER EMPLOYEES AT 15.4 PERCENT,
E.S.P. 37.5 PERCENT...
CAMPUS POLICE, WE HAD ONE OFFICER HIRED NOT A DIVERSE CANDIDATE.
AND C.E.B.A., WE HAD 33 PERCENT OF OUR HIRES.
SO, COLLECTIVELY, WE'RE AT 18.6
AT LEAST THROUGH THE END OF AUGUST, 2011.
SO, NEXT YEAR, WE'LL HAVE AN UPDATE THAT WILL SHOW ALL OF THIS DATA
FOR A COMPLETE PLAN YEAR.
BUT WE THOUGHT FOR TODAY, WE WOULD AT LEAST PROVIDE YOU WITH THAT SNAPSHOT.
I WOULD LIKE TO COMMENT ON OUR APPLICANTS,
AND PERHAPS EVEN HAVE SOME FEEDBACK FROM THE BOARD...
ON PAGE 12, YOU SAW THAT OUR GRCC APPLICANTS FOR THE 50 POSITIONS
THAT WE DID HIRE IN THIS TIMEFRAME,
WE HAD OVER 4,700 APPLICANTS.
THANK GOODNESS FOR OUR, WE CALL IT, "RECRUITMENT SOLUTIONS"
AND OUR "I.T. SOLUTION" TO COMMUNICATING WITH ALL OF THOSE APPLICANTS,
BUT I WOULD HOPE, ALSO-- YOU KNOW, IN THE PAST,
I'VE HAD FEEDBACK FROM BOARD MEMBERS IF THEY'VE HAD ANY DIFFICULTY
OR THEY'VE HEARD FROM APPLICANTS WHO HAVE NOT ALWAYS HAD RESPONSES.
AND I THINK THAT WE'VE WORKED HARD TO FINE-TUNE THE COMMUNICATION--
NOT ONLY WHAT'S BEING SAID, BUT THE PROCESS ITSELF,
AND WE'VE HAD EXCELLENT SUPPORT ON THAT, INTERNALLY, FROM I.T.
SO, KUDOS TO THAT GROUP AS WELL.
SO, IF YOU'VE HAD ANY COMMENTS FROM APPLICANTS,
I'D BE VERY CURIOUS TO SEE,
BUT WE BELIEVE THAT THEY'RE BEING COMMUNICATED WITH IN A VERY TIMELY MANNER,
AND THEY CAN ALWAYS SEE THE STATUS OF THEIR...
OF THAT PARTICULAR POSITION AS WELL.
A COUPLE OTHER HIGHLIGHTS, I'VE INCLUDED DATA ON OUR ADJUNCTS.
NOW, WHILE ADJUNCTS ARE NOT PART OF OUR AFFIRMATIVE ACTION DATA
THAT WE SUMMARIZE, BECAUSE THEY'RE CONTINGENCY,
IT IS ALSO A VERY IMPORTANT GROUP OF EMPLOYEES FOR US TO MONITOR.
AND ON PAGE 17, I GAVE YOU NOT ONLY THE FALL 2011 STATISTICS,
BUT I FELL BACK TO TWO OTHER SEMESTERS FOR YOU.
YOU CAN SEE OUR TOTAL HIRES--
IN THIS CASE OF FALL 2011,
THE GRAND TOTAL IS 628 ADJUNCTS.
WE HAD 42 BRAND NEW ADJUNCTS TO THE INSTITUTION.
SEVEN OF THEM WERE FROM MINORITY POPULATIONS.
SO, IT'S OUR GOAL, AGAIN, TO KEEP ENRICHING THAT POOL OF APPLICANTS
AND ENRICHING OUR HIRES BECAUSE, OVERALL, WE STAND AT 9.1 PERCENT
WITHIN THIS PARTICULAR EMPLOYEE GROUP.
AND WE KNOW THAT WE HAVE TO KEEP WORKING ON THAT,
BECAUSE WE'RE A LONG WAY AWAY FROM REFLECTING OUR STUDENT POPULATION.
AND THAT IS ONE OF OUR GOALS.
ONE OF THE THINGS THAT WE HAVE DONE
IN THIS PARTICULAR AREA IS A PROCESS IMPROVEMENT,
IS WE'VE DESIGNED AND WE'VE ACTUALLY HAD TWO DIFFERENT,
WHAT WE CALL, "ADJUNCT RECRUITMENT EVENTS."
WE HAD THE FIRST ONE IN NOVEMBER OF 2010
AND THEN WE HAD ANOTHER ONE IN MAY OF 2011.
AND THAT ADJUNCT RECRUITMENT EVENT HAD, REALLY, THREE PURPOSES.
ONE-- TO PROVIDE, WHAT WE CALL, A "REALISTIC JOB PREVIEW"
TO OUR ADJUNCT APPLICANTS,
SO THEY COULD GET A FEEL FOR "WHAT DOES IT MEAN TO BE AN ADJUNCT HERE AT GRCC,
"WHAT ARE THE EXPECTATIONS,
"WHAT ARE THE TOOLS THAT WE'LL USE IN OUR ROLE AS AN ADJUNCT,
"AS WELL AS PROFESSIONAL DEVELOPMENT OPPORTUNITIES."
WE HAD GREAT SUPPORT, GREAT DESIGN FROM THE ACADEMIC LEADERSHIP ON THAT EVENT.
SO, WE'RE VERY HAPPY WITH THAT BECAUSE-- OH, SORRY--
TALKED ABOUT MY THREE PURPOSES.
ONE WOULD BE TO PROVIDE THAT REALISTIC JOB PREVIEW.
THE SECOND WOULD BE TO HAVE A PRE-SCREEN OPPORTUNITY
FROM OUR DEPARTMENT HEADS AND PROGRAM DIRECTORS.
SO, APPLICANTS WHO ATTENDED THIS EVENT HAD AN OPPORTUNITY TO TALK
WITH A SPECIFIC DEPARTMENT HEAD OR PROGRAM DIRECTOR,
AND HAVE, YOU KNOW, AN OVERALL-- A VERY-- A MINI-INTERVIEW, IF YOU WILL,
BUT TO HAVE AN OPPORTUNITY TO SHARE THEIR CREDENTIALS
AND TALK ABOUT THEIR INTEREST IN TEACHING AT GRCC.
AND THEN, OUR THIRD PURPOSE OF THIS EVENT WAS TO, OVERALL,
INCREASE THE DIVERSITY OF OUR APPLICANT POOL.
AND WE DID THAT IN MULTIPLE WAYS.
WE REALLY TRIED TO REACH OUT INTO THE COMMUNITY TO INCREASE THAT APPLICANT POOL,
AND WE DID KNOW THAT WE HAD ABOUT 30 PERCENT OF A DIVERSE APPLICANT POOL
COME TO THOSE EVENTS BOTH TIMES.
SO, WE HAVE TO KEEP PUSHING THAT ENVELOP,
SO THAT WE KEEP HAVING THE OPPORTUNITY THERE,
AND HAVE OUR PROGRAM DIRECTORS AND DEPARTMENT HEADS
HAVE THAT OPPORTUNITY TO TALK WITH QUALIFIED ADJUNCTS.
AND THEN, LASTLY,
JUST TO HIGHLIGHT SOME OF THE P.A.C.E. SURVEY RESULTS.
P.A.C.E. IS THE "PERSONAL ASSESSMENT OF COLLEGE ENVIRONMENT," UM...
EMPLOYEE SURVEY THAT'S DONE EVERY OTHER YEAR.
PAGE 18 OF THE REPORT SHOWS YOU TWO DIFFERENT--
NOT ONLY THE MOST RECENT DATA REPORT, BUT THEN, TWO YEARS BEFORE.
AND I JUST GAVE YOU A COUPLE OF HIGHLIGHTS WITH THE NUMBER OF EMPLOYEES
WHO HAD PARTICIPATED, AS WELL AS THEIR OVERALL MEAN SCORES.
BOTH YEARS, WE INDICATED THAT WE WERE ABOVE THE NORM-- YOU SEE THE DATA THERE.
AND THE REPORT DESCRIBES OUR INSTITUTION
AS WITHIN THE UPPER RANGE OF A CONSULTATIVE SYSTEM,
WHERE THE NEXT NUMBER, BETWEEN THE NUMBERS OF FOUR AND FIVE,
THE RANGE IS DESCRIBED AS "COLLABORATIVE."
AND WE HAD SOME RESPONSES THAT WERE IN THAT RANGE,
BUT THAT WOULD BE OUR OVERALL INTENTION IS TO MOVE IN THAT DIRECTION...
TO MOVE UP ON THOSE SCORES.
OUR NEXT SURVEY WILL BE DISTRIBUTED TO THE EMPLOYEES IN NOVEMBER,
AND FROM LISTENING TO (indistinct),
I BELIEVE IT'S USUALLY OPEN FOR ABOUT SIX WEEKS.
AND THEN, WE'LL HAVE A REPORT IN EARLY 2012.
AND THEN, WE'LL TAKE ACTION.
SO, THAT'S A HIGHLIGHT OF THE DATA THAT YOU HAVE RECEIVED.
WHAT QUESTIONS CAN I HELP YOU WITH?
>> I'D JUST LIKE TO MAKE A COMMENT.
I COMMEND YOU FOR THE FEEDBACK
THAT I HAVE GOTTEN FROM THE ADJUNCT, TOO...
YOU KNOW, IT REALLY INCREASED AWARENESS AND KNOWLEDGE,
AND THE PEOPLE THAT I TALKED TO THAT ATTENDED
FELT THAT IT WAS VERY, VERY WELL DONE...
AND A WEALTH OF INFORMATION WAS GIVEN.
>> GREAT, THAT'S GOOD TO HEAR.
BECAUSE IT'S-- AS WE KNOW, TOO-- SOMETIMES, THEY'RE NOT ALWAYS REALISTIC,
OR THEY DON'T UNDERSTAND WHAT DOES IT TAKE
OR WHAT DOES IT MEAN TO BE AN ADJUNCT.
IT'S A BIG JOB.
SO, YEAH, I WAS-- THE FEEDBACK--
'CAUSE WE DID AN EVALUATION PROCESS--
ALL ASKED THE PARTICIPANTS THROUGH A ZOOMERANG SURVEY TO GIVE US FEEDBACK,
SO THAT WE CAN CONTINUE TO MAKE IMPROVEMENTS, AND WE'VE DONE THAT.
BUT I APPRECIATE YOU SHARING THAT.
>> I HAVE A COUPLE QUESTIONS, CATHY. >> MMM-HMM.
>> THANK YOU FOR THIS INTENSIVE REPORT, BY THE WAY...
AND TO GIVE YOU AN IDEA WHAT MY LIFE IS LIKE--
SUNDAY AFTERNOON, I WAS READING IT,
YOU KNOW, WHILE OTHERS WERE OUT PLAYING, BUT ANYWAY.
UM, I HAVE TWO QUESTIONS.
ONE IS WHEN YOU MAKE REFERENCES TO MINORITIES
AS IT RELATES TO OUR POPULATION--
AND I KNOW YOU HAVE A BREAKDOWN OF, YOU KNOW, THE TERMS...
OF MINORITIES, BUT...
IS THERE A RELATIONSHIP TO THE REPRESENTATION
OF WHO'S IN FRONT OF OUR STUDENTS?
AM I MAKING SENSE?
IN OTHER WORDS, WE SEEM TO HAVE PREDOMINANTLY WHITE POPULATION,
LET'S SAY, IN TEACHING.
OKAY, AND IF WHAT PERCENTAGE-- IT PROBABLY ROLLS OFF YOUR TONGUE EASIER--
ARE MINORITIES, AND IT BREAKS DOWN THE REFLECTION,
BUT HOW MANY AFRICAN AMERICAN TEACHERS DO WE HAVE IN COMPARISON
TO THE NUMBER OF AFRICAN AMERICAN STUDENTS WE SERVICE?
HOW MANY ASIAN TEACHERS DO WE HAVE
IN COMPARISON TO THE NUMBER OF ASIAN STUDENTS?
ALL ABOUT GETTING THE RIGHT PEOPLE IN FRONT OF OUR STUDENTS.
BECAUSE IT'S STILL HEAVILY WHITE, IT'S STILL HEAVILY UNREPRESENTED,
AND YET-- AND I DON'T MEAN THIS,
EVEN THOUGH IT'S GONNA SOUND DISRESPECTFUL--
WE THINK WE'RE DOING WELL... BUT ARE WE REALLY?
AND THEN, THE SECOND PART TO THAT QUESTION IS...
WHAT IS STOPPING US-- AND LET ME REFER TO MY NOTES--
WHAT IS STOPPING US THAT...
KEEPS US FROM REACHING OUR GOALS?
IS IT APPLICANTS?
YOU USE THE WORD "QUALIFIED" OR "UNQUALIFIED,"
OR IS IT THE DECISIONS BEING MADE?
>> WELL, I'LL ADDRESS YOUR FIRST POINT, TERRI.
WE HAVE THAT DATA HERE AT GRCC, DEFINITELY,
AND WE COULD PRESENT IT IN FUTURE REPORTS IN THAT SAME WAY.
BECAUSE YOU'RE RIGHT-- FULL-TIME FACULTY, I BELIEVE, MIGHT--
IT'S 15.3 PERCENT OF THE FACULTY MEMBERS REPRESENT MINORITY POPULATIONS.
AND ADJUNCT, AS WE JUST SAID, WAS NOT REPORTED ON--
>> AND I'M GOING TO STOP YOU.
AND I RESPECT THAT PERCENTAGE,
BUT I'M EVEN MORE CURIOUS ABOUT A BREAKDOWN WITHIN THAT PERCENTAGE--
>> RIGHT, RIGHT. >> OKAY.
>> I DON'T HAVE IT RIGHT HERE-- >> OH, NO, NO, NO.
I DIDN'T EXPECT YOU TO, BUT-- >> WE CAN DO THAT.
SECONDLY, I BELIEVE YOUR QUESTION IS AROUND KINDA TWO PARTS--
QUALIFIED APPLICANTS AS WELL AS OUR PROCESS.
QUALIFIED APPLICANTS-- I'D REALLY HAVE TO LOOK AT EACH INDIVIDUAL SEARCH
TO ANSWER THAT QUESTION.
I DO REPORT ON THAT PAGE 12, I TALK ABOUT OF THE 4,700,
HOW MANY OF OUR APPLICANTS VOLUNTARILY SELF-IDENTIFIED THEMSELVES
AS A MINORITY APPLICANT, AND OF THOSE--
IN THIS CASE-- 26 PERCENT OF THEM WERE QUALIFIED.
SO, THAT TELLS ME THAT, IN TOTAL,
WE HAVE A QUALIFIED POOL OF MINORITY APPLICANTS.
HOWEVER, IT REALLY DOES DEPEND ON EACH INDIVIDUAL, SPECIFIC POSITION--
>> RIGHT. >> AND I'D HAVE TO BREAK IT DOWN
THAT WAY, TO BE FAIR.
>> SO, 26 PERCENT OF 4,737
ARE REPRESENTING OUR MINORITY SOCIETY,
IS THAT WHAT YOU'RE SAYING?
>> WELL, OF THOSE WHO VOLUNTARILY SELF-I.D.ed,
THERE WERE 828 OF THEM, IN TOTAL,
WHO WERE QUALIFIED.
>> BUT THAT INCLUDES WOMEN. >> CORRECT.
>> AND ARE WE STILL A MINORITY, EVEN THOUGH WE'RE 52 PERCENT OF THE POPULATION?
I MEAN, ARE WE STILL LOOKED UPON-- I DON'T MEAN THAT TRITE--
I MEAN, ACCORDING TO--
>> WE MONITOR THOSE STATISTICS AS WELL.
RIGHT, BECAUSE IT WOULD BE IMPORTANT.
IT'S THE RIGHT THING TO DO,
TO MAKE SURE THAT WE ARE NOT DISCRIMINATING AGAINST WOMAN, AS WELL.
>> RIGHT, RIGHT, OKAY.
BUT GETTING BACK TO THE STRICT MINORITY QUALIFIED APPLICATIONS,
'CAUSE NO ONE WANTS YOU TO, CERTAINLY, THROW UNQUALIFIED INTO A POSITION
THAT THEY'D BE IN OVER THEIR HEAD.
AM I UNDERSTANDING THAT CORRECTLY?
TWENTY-SIX PERCENT ARE SELF-IDENTIFIED. >> CORRECT.
>> AND WHY WOULD SOMEONE NOT IDENTIFY THEMSELVES, JUST OUT OF... OTHER?
I MEAN, THEY DON'T WANT TO? >> AT A REQUIREMENT OF A PROCESS...
IT'S NOT A LEGAL MANDATE.
WE ARE REQUIRED TO COLLECT THAT DATA.
IT'S KEPT SEPARATE FROM THE APPLICATION INFORMATION, OF COURSE, BUT IT TRULY IS--
ALLOWS US TO MONITOR.
AND IT TELLS US, COLLECTIVELY, HOW ARE WE DOING, ON A RECRUITMENT BASIS?
BUT THEN, WE ALSO HAVE THE ABILITY
TO LOOK AT OUR INDIVIDUAL RECRUITMENT SOURCES TO SEE,
YOU KNOW, IN TOTAL,
HOW ARE WE DOING FOR, I CALL IT, "THE BANG FOR THE BUCK."
ARE WE SPENDING OUR MONEY APPROPRIATELY?
AND WE HAVE TO BE CAREFUL, 'CAUSE YOU, AGAIN, YOU CAN'T MATCH THAT DATA--
BECAUSE YOU HAVE TO PROVE THAT YOU AREN'T DISCRIMINATING,
BUT AT THE SAME TIME, WHEN YOU HAVE APPLICANTS--
MULTIPLE APPLICANTS, AND WE USUALLY DO--
WE'RE STUDYING THOSE RESUMES AND COVER LETTERS,
AS WELL AS THOSE FOLKS WHO ARE CHOSEN TO COME IN.
>> OKAY, AND NOW, TO THE SECOND PART OF MY QUESTION,
ABOUT WHY DO YOU THINK THAT WE'RE NOT WHERE WE WANNA BE?
BECAUSE, I HAVE TO TELL YA, I'VE BEEN ON THIS BOARD-- YOU KNOW, I'M A LIFER--
AND THE PERCENTAGE IS RARELY CHANGED DRAMATICALLY ENOUGH
TO MATCH WHAT OUR GOAL IS. >> RIGHT.
YOU KNOW, WHEN YOU THINK ABOUT 18.6 PERCENT...
NOW, THE KENT COUNTY-- I DIDN'T HAVE THIS IN THE REPORT--
BUT THE KENT COUNTY LABOR FORCE STATISTIC,
THE AVAILABLE POOL OF MINORITIES HERE,
HAS ALWAYS BEEN AROUND 19 PERCENT.
SO, WE HAVEN'T BEEN FAR OFF FROM THE LABOR POOL,
BUT WE KEEP MOVING FARTHER AWAY FROM OUR STUDENT POPULATION.
SO, THAT'S WHY WE GOTTA KEEP IT IN THE FOREFRONT,
TO EDUCATE OUR HIRING MANAGERS, ETCETERA.
>> OKAY, LET'S FOCUS, THEN-- BECAUSE I THINK I'M STILL NOT THERE.
FOCUS FOR ME ON THE PROFESSORSHIPS,
THE ONES THAT ARE INFLUENCING--
PROBABLY DIFFERENTLY THAN-- YOU KNOW, OTHER ROLES WITHIN THE COLLEGE.
>> RIGHT.
WELL, PROCESS-WISE, WE DO HAVE A HIRING MANAGER--
WE HAVE SCREENING COMMITTEES THAT CONTINUE TO SCREEN APPLICANTS,
WORK AS A TEAM WHEN THEY DO FIRST-ROUND INTERVIEWS,
SECOND-ROUND INTERVIEWS,
AND THEN, OFTEN, THE MINIMUM REQUIREMENT IS AT LEAST TWO GO FORWARD
TO THE DEAN FOR DECISION-MAKING.
WE HAVE LOST SOME MINORITY CANDIDATES THIS YEAR.
ONE PERSON WHO HAD ACCEPTED A JOB, TERRI, AFTER THE FACT--
I THINK IT WAS ABOUT THREE OR FOUR WEEKS LATER--
PERSONAL ISSUES CAME UP, AND I-- BASED ON WHAT HE SHARED WITH US,
IT WAS TOTALLY UNRELATED TO GRCC AND THE OPPORTUNITY HERE.
THOSE THINGS ARE GOING TO HAPPEN.
YOU KNOW, BUT WE DO OUR BEST WHEN WE HAVE QUALIFIED APPLICANTS MOVE FORWARD,
AND I KNOW THAT ACADEMIC LEADERS ARE LOOKING AT THIS VERY CLOSELY,
THAT "LET'S HIRE THOSE QUALIFIED APPLICANTS
"THAT GET TO THAT LEVEL OF FINALIST."
THEY STILL HAVE TO BE QUALIFIED.
SO, I THINK THIS YEAR, MORE THAN EVER,
ESPECIALLY IF YOU LOOK AT THE TENURE TRACK POSITIONS,
WE'VE DONE A MUCH BETTER JOB.
NOW, RIGHTFULLY SO, TEMPORARY FACULTY POSITIONS
MAY NOT BE AS ATTRACTIVE TO ANY CANDIDATE.
SO, WE STILL GO THROUGH A FULL SEARCH OR SCREENING PROCESS
FOR TEMPORARY POSITIONS,
BUT AS YOU CAN SEE FROM OUR STATISTICS FOR THE TEMPORARY FACULTY,
WE HAVE NOT DONE AS WELL THIS YEAR.
>> SO, WHEN YOU KEEP USING THE WORD "QUALIFIED,"
WHICH I APPRECIATE 'CAUSE, YOU KNOW, YOU HAVE TO BE QUALIFIED TO BE A PROFESSOR
OR ASSISTANT OR, YOU KNOW, RANKS ON.
ARE YOU SAYING THAT WE HAVE A POOL OF PEOPLE WHO APPLY WHO ARE NOT QUALIFIED,
WHO THINK THAT THEY CAN, THEN, FILL THOSE POSITIONS?
>> OH, FOR EVERY POSITION?
YES, WE DO... WE DO.
AND THE MINIMUM QUALIFICATIONS ARE SCREENED BY EITHER HUMAN RESOURCES
OR THE SCREENING COMMITTEES.
IT DEPENDS ON THE POSITION.
BUT IN USUALLY THE FACULTY POSITIONS,
THE SCREENING COMMITTEES WANT TO REVIEW ALL APPLICANTS.
>> OKAY, SO WE CAN'T PINPOINT WHETHER IT'S THE APPLICANTS
OR THE DECISIONS BEING MADE?
OR... WHAT'S KEEPING US FROM REACHING OUR GOALS?
IT'S A HARD ANSWER? >> I THINK IT'S MULTIPLE THINGS.
>> MULTIPLE THINGS. >> YUP.
>> MR. CHAIR? >> YES.
>> THANK YOU SO MUCH FOR THE REPORT... CATHY.
I HAVE SEVERAL THINGS THAT I WOULD LIKE TO ADDRESS WITH YOU.
FIRST OF ALL, ON PAGE THREE,
YOU NEED TO TELL ME, AGAIN,
WHY DO WE COUNT MINORITY FEMALES...
WITH WHITE WOMEN?
>> YOU NEED TO LOOK AT THESE STATISTICS, REALLY, AS TWO SEPARATE COLUMNS.
WE DO HAVE TO REPORT OF NUMBER OF TOTAL FEMALES IN THE INSTITUTION,
REGARDLESS OF ETHNICITY, SO THAT'S WHAT THAT LAST COLUMN IS.
AND WE ALSO REPORT THE TOTAL MINORITIES IN THE INSTITUTION.
>> THEY'RE SUBSETS OF ONE ANOTHER. >> CORRECT.
GOOD POINT. >> WHAT YOU ASK, DICK?
>> THEY'RE SUBSETS OF ONE ANOTHER. >> IT COULD BE.
>> ALL RIGHT, THEN.
LET ME MOVE ON.
ON PAGE 5, YOU HAVE GIVEN US A TOTAL BREAKDOWN
OF ALL OF OUR GROUPS HERE AT THE COLLEGE...
WHILE I APPRECIATE THIS NUMBER,
I WOULD LIKE TO-- FACULTY, I CAN FIGURE OUT--
I THINK I CAN FIGURE THAT ONE OUT--
BUT I WOULD LIKE A MORE BREAKDOWN OF...
OF WHO IS...
NOT NAME, BUT...
A BETTER DESCRIPTION OF WHO IS IN THE EXECUTIVE KIND OF POSITION,
AND ALSO, WHO IS IN THE SUPPORT GROUP.
BECAUSE WHAT I'M REALLY LOOKING AT HERE--
IT APPEARS THAT THE LARGEST NUMBER IS IN THE SUPPORT,
AND I ACTUALLY DON'T KNOW-- >> THAT'S CORRECT.
>> I ACTUALLY DON'T KNOW WHAT SUPPORT IS,
SO LET ME JUST SAY IT AND I'LL SAY IT AGAIN.
THIS IS JUST A SNAPSHOT IN TIME. >> THAT'S CORRECT.
>> OKAY, THIS IS JUST WHERE WE ARE RIGHT NOW,
BUT I WOULD APPRECIATE IT IF YOU COULD FIGURE OUT SOME WAY...
TO BETTER LET ME KNOW WHAT THESE POSITIONS ARE...
SO THAT WHEN I LOOK AT IT, YOU KNOW, I'LL KNOW WHETHER, YOU KNOW...
I'LL KNOW WHETHER MINORITIES AND WOMEN ARE,
YOU KNOW, LIKE, WHERE THEY ARE ON THIS-- >> YUP, IT'S ON MY DESK,
BUT I HAVE A ONE PAGE SUMMARY THAT I CAN PDF THAT TO KATHY--
>> I THINK THAT WAS SIMILAR TO WHAT I WAS ASKING.
>> I THINK SO, TERRI.
I THINK WE'RE TALKING, BASICALLY, ABOUT THE SAME,
BUT I JUST WANTED TO, YOU KNOW...
>> FIND OUT WHO THE 77 ARE, AND WHAT GROUPS THEY REPRESENT.
>> RIGHT, BECAUSE IF, UM--
LIKE I SAID, I DON'T KNOW WHO THE 12 ARE, I DON'T KNOW WHO REPORTS TO WHO,
AND THAT KIND OF THING.
THAT WOULD GIVE ME A BETTER SNAPSHOT OF WHAT WE'RE TALKING ABOUT IN THIS REPORT.
SO, THAT WAS ON PAGE FIVE.
ON PAGE...
ON PAGE, UM...
SEVEN, YOU TALK ABOUT OTHER COMMUNITY COLLEGES.
I DID NOT FIND THAT TO BE VERY HELPFUL TO ME,
UM, BECAUSE...
ALL 28 COMMUNITY COLLEGES ARE ALL DIFFERENT.
>> AND THEY'RE IN DIFFERENT LOCATIONS, DIFFERENT SIZES--
>> YES, AND IF YOU'RE TALKING ABOUT GOGEBIC,
CERTAINLY, THEY SHOULD NOT BE IN THIS--
REPRESENTED IN THIS REPORT.
SO, FOR AN EXAMPLE, IF WE'RE--
I WOULD HOPE THAT, IN FUTURE REPORTS,
IF WE COULD HAVE THOSE COMMUNITY COLLEGES
THAT WOULD SOMEWHAT REFLECT THE PERCENTAGES...
THAT, WHEN YOU PUT IT TOGETHER,
WE'RE TALKING ABOUT APPLES AND APPLES, RIGHT?
WHEN I LOOK AT THIS, I THINK WE'RE TALKING APPLES AND ORANGES,
AND IT DOESN'T REALLY...
IT DOESN'T REALLY TELL ME EXACTLY WHAT I WANT TO KNOW.
>> I COULD FIND OUT IF THE DATA, ELLEN, IS AVAILABLE IN OUR--
BY A.C.S. GROUP, BECAUSE THAT WOULD BE OF SIMILARLY-SIZED INSTITUTIONS.
>> OKAY, THAT'S WHAT I'M ASKING FOR. >> OKAY.
>> OKAY, UM...
SEPARATIONS ON PAGE EIGHT.
IF I'M READING THIS CORRECTLY,
OF MINORITIES THAT WERE HIRED,
WE HIRED 46 IN THIS...
>> FOR THAT FIVE YEAR TIME PERIOD.
>> FOR THAT FIVE YEAR TIME PERIOD, WE HIRED 46, AND WE SEPARATED 21.
SO, HELP ME. >> FORTY-ONE.
>> FORTY-ONE, 21 PERCENT. >> I'M SORRY.
FORTY-SIX AND THEN WE SEPARATED 41.
SO, THAT SAYS TO ME THAT WE'VE RETAINED VERY FEW?
>> WELL, IT DEPENDS ON THE SEPARATIONS.
IT DOESN'T MEAN THAT ALL NEW HIRES HAVE LOST.
WE COULD HAVE, OF THAT 41 SEPARATIONS, IT WOULD INCLUDE RETIREMENTS,
PEOPLE THAT HAVE BEEN HERE FOR MANY YEARS.
IT DOESN'T JUST REFER TO THAT 46 WHO WERE HIRED.
IT'S TOTAL SEPARATIONS. >> OKAY, THANK YOU.
BUT COULD YOU GIVE THAT TO ME ANOTHER WAY THAT WOULD--
WHAT I'M TRYING TO SAY IS, I WOULD LIKE, IF IT'S POSSIBLE--
AND OF COURSE, MR. PRESIDENT, THAT IT IN YOUR BALLPARK--
IF IT IS AT ALL POSSIBLE, IF WE COULD BREAK THIS DOWN
IN A WAY THAT I COULD SEE CLEARLY--
I MEAN, WE'RE PUTTING PERCENTAGES OUT
AND ACCORDING TO THE WAY IT'S BEING DONE, THESE PERCENTAGES ARE CORRECT--
BUT IF DO IN A KIND OF A DIFFERENT WAY,
I COULD CLEARLY SEE, I THINK, WHERE THESE--
LIKE DETERMINATIONS AND THAT--
IT DOESN'T LOOK LIKE WE HIRED 46 PEOPLE DURING THIS PERIOD OF TIME
AND ONLY FIVE WERE RETAINED.
>> AND I THINK THAT THESE ARE ALL GOOD QUESTIONS THAT YOU'VE HAD,
AND TRUSTEE HANDLIN.
AS WE SEEK TO REFINE THE PRESENTATION,
IF THE BOARD COULD HELP US UNDERSTAND CLEARLY
WHAT'S DRIVING...
THE THINKING, AND THEN, OF COURSE,
THE QUESTION THAT YOU WANT TO ASK,
IT WOULD BE QUITE HELPFUL.
BECAUSE I'M FOLLOWING THIS, TRYING TO TRACK IT,
AND I'M STILL NOT REALLY SURE...
WHAT INDIVIDUAL BOARD MEMBERS ARE REQUESTING.
AND SO, WE DO NEED TO GIVE SOME THOUGHT TO THAT,
SO THAT STAFF, THEN, AREN'T TRYING TO GUESS THE QUESTION
AND SPEND SOME TIME ON THE WRONG QUESTION.
>> WELL, WHILE I'M ASKING THE QUESTIONS
AND I'M SAYING THAT THESE ARE THINGS THAT I WANT,
I'M CERTAINLY NOT, YOU KNOW, SAYING, "GO AHEAD AND DO 'EM" WITHOUT TALKING--
YOU KNOW, HAVING THE INPUT FROM MY COLLEAGUES.
SO, THAT'S-- I'M JUST SAYING THESE ARE THE THINGS THAT I WOULD LIKE TO SEE,
TO HELP ME, BUT IT'S-- BY IN NO WAY AM I SAYING, "GO AND DO IT."
>> SOMETIMES WE GET CONFUSED AROUND THOSE ISSUES.
>> (laughing) NO, NO, NO.
>> AS WE OPERATE THE COLLEGE, SO... >> ABSOLUTELY.
NO, I AM SIMPLY SAYING THAT, UM...
AS A BOARD, WE NEED TO TALK ABOUT, YOU KNOW, THESE--
>> I THINK THAT WOULD BE VERY HELPFUL.
>> YES, AND THEN-- BUT THESE ARE JUST WHAT I'M--
BASED ON THIS REPORT, THIS IS JUST WHAT I'M SHARING WITH YOU TODAY.
>> UH-HUH. >> I DO HAVE SOME GOOD NEWS, THOUGH.
ON PAGE 17, I WOULD LIKE TO SAY THAT I'M ENCOURAGED
BECAUSE I SEE SOME MOVEMENT THERE,
I SEE SOME GREAT OPPORTUNITIES,
AND I APPRECIATE YOU SHARING THIS INFORMATION FOR US...
IN TERMS OF WHAT WE'RE GETTING
FOR MINORITY PARTICIPATION AND OUR ADJUNCT.
AND THAT HAS LONG BEEN AN ISSUE IN THE COMMUNITY,
THAT ADJUNCTS WERE NOT PARTICULARLY WELCOME.
THEY WERE NOT GETTING JOBS HERE AT THE COLLEGE.
SO, I'M QUITE HAPPY ABOUT THE FACT
THAT I SEE A GREAT IMPROVEMENT HERE.
AND ALSO, I WANNA SAY THAT THIS IS NOT GONNA HAPPEN OVERNIGHT.
IT MIGHT NOT-- I PROBABLY WON'T NECESSARILY SEE
WHAT I WANT AT OUR NEXT REPORT, CATHY,
BUT I THINK WHAT IS ENCOURAGING TO ME,
IS THAT I SEE THAT THERE IS SOME GROWTH GOING ON HERE,
AND I THINK THAT IS WHAT IS IMPORTANT.
>> I AGREE. >> SO, AGAIN, I SAY, YOU KNOW,
THIS IS A SNAPSHOT IN TIME,
AND THIS IS WHAT IT IS, AS WE SPEAK TODAY.
BUT IN THE FUTURE, I WILL, CERTAINLY, AS A TRUSTEE,
LIKE TO SEE US, YOU KNOW, COME MUCH CLOSER TO OUR GOALS.
THANK YOU.
>> TRUSTEE STEWART. >> THANK YOU.
THIS IS VERY IMPRESSIVE, I THINK.
REFLECTS THE CAREFUL, ASSIDUOUS HARD WORK
TO PRODUCE...
THE KIND OF THE REPORT THAT THE BOARD REQUESTED.
I'LL GET AT IT A LITTLE BIT MORE-- YOUR CONCERN ABOUT FACULTY.
WOULD YOU SAY, GENERALLY, THAT IT'S...
BECAUSE ADJUNCT POSITIONS ARE MORE FLUID, SHALL WE SAY--
THE NUMBER, DEPENDING ON ENROLLMENT, DEPENDING ON FUNDING,
THIS SORT OF THING, ARE REFLECTING, IF YOU WILL,
HIGHER PERCENTAGES SIMPLY BECAUSE OF THAT?
SIMPLY BECAUSE OF THE, IF YOU WILL, LARGER MIX OR TURN-OVER,
OR A VARIETY EVERY YEAR IN AVAILABLE POSITIONS?
WOULD THAT BE FAIR TO SAY? >> THAT IS A FAIR STATEMENT.
YOU KNOW, CLEARLY HAVE MORE OPPORTUNITIES WITH AN ADJUNCT.
>> OKAY, AND, OF COURSE-- I'LL ADDRESS YOUR CONCERN A LITTLE BIT.
I WOULD SAY, IN DEFENSE OF WHAT YOU'RE DOING,
THAT IT'S A LOT MORE DIFFICULT TO DO THAT WITH FULL-TIME FACULTY,
WHEN YOU HAVE AN ESTABLISHED FACULTY,
WHERE PEOPLE HAVE BEEN IN A DEPARTMENT FOR A WHILE
AND YOU JUST DON'T PRODUCE POSITIONS OVERNIGHT.
>> RIGHT. >> FULL-TIME POSITIONS,
SO, TERRI, I THINK THAT PROBABLY HAS A LOT TO DO
WITH YOUR CONCERN THERE.
THAT'S THE REALITY OF THE ACADEMIC ANIMAL.
AND I THINK-- I COME TO, AS I LOOK AT THIS,
THE THIRD BULLET-POINT FROM THE BOTTOM, "OUR HIRING RATE OF MINORITIES,
"22 PERCENT, EXCEEDS THAT OF OUR SEPARATION RATE."
>> AND WHEN PEOPLE COME HERE-- >> THAT SPEAKS FOR ITSELF.
>> WHEN PEOPLE COME HERE, THEY STAY.
THEY REALLY DO.
IT'S NOT IN THE REPORT, BUT OUR TURN-OVER STATISTICS--
AND IF YOU FLIP IT, RETENTION STATISTICS HERE--
IN TOTAL, WE ALWAYS AVERAGE RIGHT AT 97 PERCENT.
AND THAT THREE PERCENT, REALLY, USUALLY REPRESENTS THE RETIREES THAT ARE EXITING.
SO, WHEN PEOPLE COME, THEY LOVE IT AND THEY STAY.
>> WELL, I WANT TO COMMEND YOU ON THIS REPORT.
THANK YOU.
>> I'D LIKE TO BRING UP ONE OTHER THING, AND IT'S A LITTLE BIT OF A RISK,
BUT IT HAS SOMETHING TO DO WITH WHAT YOU SAID, DR. ENDER.
IT IS MY UNDERSTANDING THAT MONITORING IS PRESENTED TO US,
AND I HAVE BEEN VERY SENSITIVE TO MY COLLEAGUES BY SAYING,
"HELP US UNDERSTAND WHAT QUESTIONS WE CAN ASK,"
BECAUSE IT'S ALWAYS INTERPRETED AS A CHALLENGE.
AND I WOULD OPENLY LIKE TO SAY IT-- AND I'M NOT SAYING YOU FEEL CHALLENGED,
BUT I WOULD OPENLY LIKE TO SAY OUR QUESTIONING IS FOR CLARITY.
AND IF WE ARE CONFUSING-- AND I KNOW IT'S HIS ROLE TO MAKE IT NOT CONFUSING--
BUT I THINK THAT THE QUESTIONS...
THEY DON'T OFTEN HAVE TO MAKE SENSE, OR THEY DON'T HAVE TO BE LIKED,
OR WHATEVER, BUT IT'S TO GIVE US CLARITY,
AND I THINK THAT'S REALLY WHAT MONITORING IS ABOUT.
BECAUSE THE SEVEN OF US HAVE HAD CONVERSATIONS
THAT THE CONVERSATION SHOULD BE TAKING PLACE AT THIS TABLE,
AND NOT BEHIND THE SCENES.
SO, I JUST FEEL COMPELLED--
MAYBE IT'S MY SENSITIVE SIDE, AND I THINK THAT'S A PLUS--
TO HAVE STAFF REALIZE THAT WE ASK-- I ASK QUESTIONS--
I CAN ONLY USE MY VOICE-- FOR CLARITY, AND NOT SO MUCH TO CHALLENGE.
SO, IF I WERE TO SAY, "WELL, I'VE BEEN HERE FOR A LONG TIME,
"AND I WOULD EXPECT MORE GROWTH BY NOW," IS A COMMENT...
NOT TO CONFUSE YOU AND RUN BACK AND SAY, "OH, MY GOSH.
"ONE OF THE BOARD MEMBERS," ETCETERA.
I'M JUST COMPELLED TO SAY THAT, BECAUSE I CAN--
I'VE BEEN WITH ELLEN LONG ENOUGH TO KNOW HER QUESTIONING IS FOR THE SAME REASON...
CLARITY AND TO GET TO OUR END RESULT.
BUT I'LL TELL YOU, AS ONE BOARD MEMBER,
IT IS A RISK TO ASK QUESTIONS BECAUSE OF THE PERCEPTION
THAT WE ARE CHALLENGING YOUR REPORT.
BUT IF WE CAN JUST KEEP THE WORD "MONITORING" AT THE TOP OF OUR HEAD,
AND THEN, THE PRESSURE THAT THE PRESIDENT HAS,
IS THAT'S HOW HE'S EVALUATED EVENTUALLY, ON THE MONITORING REPORTS.
SO, IT'S JUST SOMETHING, LIKE I SAID, I FELT THAT I HAD TO SAY.
'CAUSE I PICKED THAT UP A LITTLE BIT AS YOU DIDN'T UNDERSTAND--
AND I CAN'T SPEAK FOR YOU-- BUT YOU DIDN'T NECESSARILY--
YOU DIDN'T HAVE CLARITY AS TO WHY WE WERE ASKING
AND WHY WE DIDN'T ASK IT BEFORE WE GOT HERE.
SOMETIMES, WE DON'T EVEN HAVE IT UNTIL THE STAFF PERSON BRINGS IT UP.
>> OH, AND AGAIN, THE OTHER PART OF THIS PROCESS,
AS WE'VE DISCUSSED, AS WE'VE SET UP THE MONITORING CALENDAR,
THAT IS WHOLE FIRST YEAR OF REVIEWING THESE REPORTS
IN LIGHT OF EXECUTIVE LIMITATIONS DOES PROVIDE AN OPPORTUNITY
FOR THE BOARD TO ASK ITSELF, ARE THESE THE TYPES OF REPORTS WE'RE LOOKING FOR?
IS THIS THE TYPE OF DATA THAT REALLY ALLOWS US
TO FAIRLY EVALUATE THE LIMITATION?
SO, IN THAT SPIRIT, I THINK THIS CONVERSATION IS EXCELLENT,
BUT I ALSO THINK IT IS REALLY GOOD THAT YOU JUST POINTED OUT
WHAT YOU DID TO THE STAFF, TRUSTEE HANDLIN.
BECAUSE THE STAFF-- THIS IS CATHY WILSON'S--
THIS IS HER THING, YOU KNOW?
SHE'S GOT ALL HER PRIDE AND EGO AND WORK INVESTED IN THIS,
AND I THINK WE ALL BELIEVE, IF YOU LOOK AT THIS
AND YOU LOOK AT HOW WE ARE CHANGING, IN SOME WAYS,
THIS REPRESENTS SOME EXCELLENT WORK.
SO, WE DON'T WANT TO THROW THE BABY OUT WITH THE BATH WATER.
WE NEED TO HAVE THE QUESTIONS, BUT NOW,
WE'RE GONNA NEED TO GO BACK AND ASK QUESTIONS AS A BOARD,
"OKAY, DID WE GET WHAT WE WANTED?
"WHAT WOULD WE LIKE TO SEE DIFFERENTLY?"
WE NEED TO CRAFT THAT, CODIFY IT, SO THAT I CAN WORK WITH STAFF,
SO WHEN THIS COMES AROUND AGAIN,
WE'RE CRISPER, SHARPER, AND MORE ON POINT WITH WHATEVER YOUR CONCERNS MIGHT BE.
>> I THINK-- >> WE'RE BUILDING A PROCESS HERE,
SO I JUST-- I THINK IT'S IMPORTANT EVERYBODY KEEPS THAT IN MIND,
AS WE GO THROUGH THIS, THIS FIRST YEAR.
>> AND IN FAIRNESS TO PRESIDENT ENDER,
HE WAS PRESENTED WITH A SET OF STANDARDS.
WE SAID, "HERE, FULFILL THESE."
AND IT'S OUR JOB... TO LOOK AT THIS
AND SAY EITHER "YES, IT DOES," OR "NO, IT DOESN'T."
AND WE MAY HAVE QUESTIONS ABOUT THINGS IN THE FUTURE,
BUT I THINK WE,
IN FAIRNESS TO DR. ENDER, WE NEED TO...
REALLY STICK TO...
LOOKING AT THE CRITERIA THAT WE SET FORTH,
AND SAY, "HOW WAS THIS FULFILLED?"
AND LIMIT IT, JUST A BIT.
NOT TO SAY THAT...
THINKING ABOUT WAYS THAT WE COULD IMPROVE WHAT WE ASK OF HIM.
SEE, THAT'S ON US TO DO THAT.
BUT, AGAIN, I'D LIKE TO, UH...
VOICE MY GRATITUDE FOR THIS,
AND I THINK YOU'VE REALLY FULFILLED THE THINGS
THAT WERE LAID OUT THERE REALLY SPLENDIDLY.
>> TRUSTEE BLEKE, DO YOU HAVE A COMMENT?
>> WELL, I...
I'LL KIND OF MIX THIS THING UP A LITTLE BIT, I GUESS.
AND I THINK THIS IS--
THIS TREATMENT OF PEOPLE POLICY ISSUE
IS MAYBE THE MOST IMPORTANT ONE...
IN A SYSTEM.
AND THE REASON FOR THAT
IS IT STRIKES TO THE CULTURE OF THE SYSTEM.
AND SYSTEMS THAT HAVE GREAT CULTURES CAN DO ALMOST EVERYTHING.
SYSTEMS THAT HAVE, YOU KNOW, SO-SO OR BAD CULTURES
HAVE STRUGGLING TO DO ANYTHING, AND PARTICULARLY IN TODAY'S WORLD,
WHERE WE'RE GONNA HAVE TO HAVE A TREMENDOUS AMOUNT OF CHANGE
OVER A SHORT PERIOD OF TIME.
WE REALLY, AS A BOARD, HAVE TO MAKE SURE THAT OUR CULTURE'S IN PLACE.
SO, THAT RAISES JUST A COUPLE QUESTIONS FOR ME.
AND I HAVE ZERO CONCERNS ABOUT YOUR REPORT.
I THINK IT'S VERY PROFESSIONAL, VERY WELL DONE.
MY ISSUE IS...
WHILE THE MINORITY HIRING IS CRITICAL,
AND I THINK THAT'S A HUGE SLICE OF THE PIE--
IT'S NOT THE WHOLE PIE-- AND I THINK THAT WE DIDN'T TALK ABOUT THE WHOLE PIE HERE.
AND THE WHOLE PIE IS THE CULTURE OF THE SYSTEM.
AND SO, I'M FINE WITH THIS REPORT AS IT IS,
BUT GOING AHEAD, I HAVE A DEEPER CONCERN, A BROADER CONCERN,
ABOUT THE ENTIRE CULTURE OF THE SYSTEM, NOT JUST ONE PART OF THE CULTURE,
WHICH I THINK THIS IS A VERY IMPORTANT PART.
BUT WE, AS A BOARD, OUGHT TO LOOK AT THIS SYSTEMICALLY AS A SYSTEM,
AND I DON'T THINK, NECESSARILY, WHAT WE'VE DONE THIS EVENING HAS DONE THAT.
SECONDLY, I HAVE A BIT OF A QUESTION
REGARDING KINDA TIMING ISSUES.
THE P.A.C.E. EVERY TWO YEARS IS FINE.
AND I THINK THAT GIVES US A NICE LONGITUDINAL DATABASE.
BUT WE LIVE IN A WORLD OF INSTANT COMMUNICATION,
AND IT SEEMS TO ME THIS BOARD OUGHTA BE ABLE TO WORK WITH THE STAFF
TO FIND SOME WAYS TO...
DIPSTICK, FREQUENTLY, TO SEE HOW THE SYSTEM'S FEELING
AND DOING AND OPERATING,
'CAUSE I THINK THAT IS IMPORTANT TO US, AS A BOARD.
I THINK YOU MENTIONED THE ZOOMERANG, OR ZOOMER-- IS THAT IT?
>> WE USE THAT TOOL, IN MANY AREAS. >> YEAH, AND I THINK IT'S EASY FOR US
TO ACCESS THAT, SOMEHOW, SO THAT WE HAVE KIND OF A RUNNING IDEA OF CULTURE,
'CAUSE IT IS SO IMPORTANT.
THE LAST QUESTION I HAVE IS, YOU KNOW,
DOES THE BOARD HAVE A ROLE...
IN CREATING CULTURE...
IN A SYSTEM?
OR DO WE JUST OBSERVE IT?
SO, I THINK, THAT'S A QUESTION THAT I THINK WE OUGHT TO TALK ABOUT A BIT,
NOT NECESSARILY RIGHT NOW, BECAUSE THIS HAS BEEN GOING ON FOR,
YOU KNOW, 45 MINUTES, AND THOSE PEOPLE ARE GOING,
"JESUS, I MIGHT MISS MY DINNER TONIGHT," BUT...
DOES THE BOARD HAVE A ROLE IN CREATING THE CULTURE IN THIS SYSTEM?
JUST WONDERING. >> ANY COMMENT, TRUSTEE RYSKAMP?
AND I THINK WE-- >> TRUSTEE BLEKE,
YOU ASKED THE QUESTION, SO WHAT DO YOU THINK?
>> OH!
WELL, I THINK YES. (laughing)
I DO.
I THINK YES. >> HOW?
>> I THINK THEY CERTAINLY DO. >> NEXT TIME--
BEFORE WE GET TOGETHER NEXT TIME, EX-PROFESSOR'S GIVING YOU AN ASSIGNMENT.
WOULD YOU WRITE OUT, PERHAPS, AT LEAST ONE SUGGESTION OF A WAY
THAT WE WOULD BE PROACTIVE IN DOING THIS?
I'M REALLY CURIOUS. >> I MEAN, I'D BE A--
>> HOW THE BOARD CAN BE PROACTIVE?
IS THAT WHAT YOU'RE ASKING?
>> YEAH, BUT HE SAID THAT THE BOARD COULD BE PROACTIVE IN--
>> WELL, MY QUESTION IS DOES THE BOARD HAVE A ROLE
IN HELPING CREATE THE CULTURE OF THE SYSTEM?
AND IF THE ANSWER IS "YES," THEN HOW DO YOU DO THAT?
>> WELL, YOU JUST GAVE ME AN ITCH I'D LIKE TO SCRATCH, SO...
IF YOU-- IF A WAY JUST POPS INTO YOUR HEAD,
I'D LOVE TO HEAR ABOUT IT.
>> PRESIDENT ENDER. >> I HAVE A FURTHER ASSIGNMENT...
(all laughing)
>> I'M GLAD HE'S GETTIN' ALL THE ASSIGNMENTS...
>> THIS WORD "CULTURE" CAN BE A LITTLE DIFFICULT TO PUT YOUR ARMS AROUND
IN AN ORGANIZATION,
AND THE COLLEGE HAS INTENTIONALLY CHOSEN THE P.A.C.E. SURVEY
AS A GOOD TOOL TO MEASURE THE ORGANIZATIONAL CULTURE.
SO, I THINK THAT IT WILL BE IMPORTANT FOR THE BOARD
TO DETERMINE IF THIS P.A.C.E. SURVEY
IS NOT THE RIGHT MEASUREMENT OF CULTURE
TO HELP US UNDERSTAND HOW YOU DEFINE "CULTURE," SO THAT WE CAN FIND--
DO WE HAVE TO CREATE A SURVEY?
IF SO, WHAT ARE THE PARTS OF THE CULTURE THAT YOU'RE ASKING US TO SURVEY?
WHERE IS THE P.A.C.E. ADEQUATE?
WHERE DOES IT FALL SHORT?
BUT AGAIN, WE JUST-- IN MY MIND, AS PRESIDENT--
YOU CAN'T OPEN UP THIS BROAD WORLD OF "CULTURE"
AND THEN EXPECT THAT WE'RE GOING TO KNOW WHAT YOU'RE REALLY ASKING FOR.
>> IT'S GOING TO BE VERY INTERESTING
TO SEE THE RESULTS OF THE P.A.C.E. THAT'S COMING,
IN COMPARISON TO THE ONE THAT... THAT WAS RUN.
BECAUSE MUCH, MUCH WATER WILL HAVE GONE OVER THE END, HERE AT THIS SCHOOL--
>> WELL, AND I THINK THE REASON FOR P.A.C.E.--
SEVERAL REASONS FOR P.A.C.E. EVERY TWO YEARS,
BUT I THINK THE MOST CRITICAL ONE, IF YOU LOOK AT THOSE--
THAT INSTRUMENT, QUESTION BY QUESTION, WORKGROUP BY WORKGROUP,
IF YOU FIND THAT YOU'RE NOT PERFORMING IN A WAY
THAT IS CONSULTIVE AND COLLABORATIVE,
IT'S PROBABLY GONNA TAKE MORE THAN 12 MONTHS TO CHANGE CULTURE.
AND SO, THE EVERY TWO YEARS, I THINK, WAS A VERY WISE AND INTENTIONAL CHOICE.
IF THERE'S MORE IMMEDIATE TYPES OF TEMPERATURE CHECKS
THAT THE BOARD THINKS WE NEED TO BE ADMINISTERING,
THEN WE NEED TO HAVE A BETTER UNDERSTANDING OF WHAT THOSE ARE.
>> IN TERMS OF HAVING SOME, UH...
HAVING TRUSTEE BLEKE WHIP UP SOMETHING FOR THE FUTURE MEETINGS,
I WOULD SUGGEST THAT THIS WOULD BE AN ISSUE--
OR AN ITEM FOR OUR TRACKING SYSTEM.
>> YEAH. >> I THINK--
>> THIRD QUESTION WAS REALLY A PHILOSOPHICAL QUESTION.
>> UH-HUH. >> AND DOES THE BOARD,
INDEED, HAVE A ROLE.
AND I THINK THAT'S SOMETHING-- IF CULTURE, HOWEVER WE DEFINE IT, IS CRITICAL--
WHICH I WOULD HAPPEN TO THINK THAT IT IS--
THEN I THINK THAT'S A LEGITIMATE DISCUSSION FOR US TO HAVE OVER TIME.
I ALSO AGREE WITH THE PRESIDENT THAT, YOU KNOW,
CULTURE'S NOT SOMETHING THAT HAPPENS OVERNIGHT.
IT'S SOMETHING THAT HAS TO BE DONE THOUGHTFULLY, OVER TIME.
SO, I MEAN, I'M NOT OPPOSED TO THE P.A.C.E.
I'M JUST WONDERING IF THERE ARE WAYS TO JUST ENHANCE THAT A LITTLE BIT,
WITH ALL THE ELECTRONIC DEVICES WE HAVE IN TODAY'S WORLD.
>> WELL, PART OF ONE OF YOUR GOALS IS THE COLLEGE OF DISTINCTION,
AND THAT WOULD HAVE TO BE CULTURE FROM OUR LEVEL TO ALL LEVELS.
IT'S GOTTA BE TAKEN INTO CONSIDERATION FOR THAT.
>> WELL, ACTUALLY, IT'S THE BOARD'S VISION.
SO, WE-- YOU KNOW, DO WE HAVE THAT CULTURE?
OR A CULTURE THAT WOULD PROMOTE, FACILITATE, ENHANCE DISTINCTIVE WORK?
>> IT SEEMS TO ME THAT WE DO HAVE A ROLE.
WE SET THE MISSION, WE SET THE VISION,
THE VALUES, THE ENDS...
ALL OF THAT HAS TO DO WITH THE CULTURE.
AND I SUPPOSE THE OTHER, SINGLE MOST--
SO, OTHER THAN SETTING THESE POLICIES
THAT POINT THE COLLEGE IN THE RIGHT DIRECTION,
I GUESS THE OTHER MAJOR THING WE DO IS WE HIRE THE PRESIDENT--
AND PROBABLY THE INDIVIDUAL
WHO HAS THE SINGLE GREATEST INFLUENCE ON THE CULTURE.
>> WELL, AND ALSO, IF YOU THINK ABOUT IT--
AND I HATE TO PROLONG THIS DISCUSSION--
BUT THE BOARD'S ACTUALLY DONE ITS WORK IN THE AREA OF CULTURE
BY DETERMINING THE VALUES OF THE INSTITUTION.
SO, THE REAL QUESTION IN MY MIND IS...
DOES THIS INSTITUTION REFLECT THOSE VALUES
THAT YOU WANT IN THIS CULTURE?
I MEAN, YOU DETERMINE THE VALUES.
>> AND JUST TO ADD TO WHAT YOU SAID, WE DON'T DO THAT ALONE EITHER.
YOU KNOW, IT'S NOT SEVEN PERSONS.
IT'S A COLLABORATIVE PROCESS, YEAH.
>> SO, GOING FORWARD-- >> CATHY, HOW DO YOU FEEL NOW?
(all laughing) >> SHE'S GETTING TIRED OF STANDING.
>> MOVING FORWARD, THOUGH...
WE STICK WITH THE P.A.C.E. SURVEY AND AUGMENT THAT IN THE FUTURE,
IF THERE'S THINGS THAT WE BELIEVE NEED TO BE MEASURED.
>> YEAH, I THINK THAT WOULD BE THE RESULT OF SOME FURTHER BOARD DISCUSSION.
>> I HAD A QUESTION.
SO, THE NEXT TIME WE REVISIT THIS EXECUTIVE LIMITATION POLICY,
FOR MONITORING PURPOSES, WILL BE A YEAR FROM NOW, RIGHT?
>> MMM-HMM, MMM-HMM.
>> NOW, I'VE NOTICED THAT THE DATA HERE...
MOST IS FROM NOVEMBER OF THE CALENDAR YEAR.
AND THE P.A.C.E. SURVEY IS ALSO IN NOVEMBER.
SO, THAT MEANS THAT BY THE TIME THAT WE COLLECT THE DATA
AND THEN WE SIT ON IT AND DON'T TALK ABOUT IT,
UNTIL NINE-- TEN MONTHS LATER.
SO, I'M WONDERING-- I MEAN, WE JUST FINISHED MAKING THE MONITORING CALENDAR,
UH... BUT I'M JUST WONDERING
IF SEPTEMBER IS THE BEST MONTH TO TALK ABOUT THIS,
OR WOULD IT BE BETTER TO TALK ABOUT IT...
WHEN THE DATA IS FRESHER.
>> IT'S A GOOD POINT.
THE OTHER THING IS WITH OUR YEAR OF REVIEW AND MONITORING,
MAYBE WE'LL FIND THAT SOME NEED TO BE MONITORED MORE FREQUENTLY?
I MEAN, WE CAN'T MAKE THAT DECISION NOW, BASED ON STATISTICAL INFORMATION...
FROM WHAT YOU JUST SAID. >> WELL, FOR CATHY'S SAKE, WE DON'T.
>> TRUSTEE-- TRUSTEES, I WAS JUST TALKING WITH KATHY
A MINUTE HERE, AND THE P.A.C.E. SURVEY, SHE SAID, WENT OUT IN NOVEMBER.
WE'D REVIEW IT, ACTUALLY, IN APRIL.
SO, IT WOULDN'T BE QUITE AS LONG. >> WOULDN'T BE A YEAR.
>> SO, APRIL 2012, YOU'LL SEE THE RESULTS FROM THIS NOVEMBER.
>> DECEMBER, JANUARY, FEBRUARY, MARCH, APRIL-- IT'S STILL SIX MONTHS.
>> MR. CHAIR, ARE WE, UM...
IF THIS IS A TOPIC FOR RETREAT, DO WE NEED TWO OTHER--
>> WE NEED TWO OTHER "YES"es. >> WAS THAT-- WAS THAT--
>> WHAT ARE WE ASKING FOR? >> IF WE'RE GONNA GO IN THAT DIRECTION.
>> ARE WE READY TO DO THAT? >> I'M SORRY, WHAT WAS...
>> WE'LL WAIT TILL WE GET TO THE TRACKING SYSTEM,
OR THE AGENDA, AND THEN DISCUSS THAT HERE.
DO WE HAVE A MOTION
TO ACCEPT THE MONITORING REPORT AS PRESENTED?
>> SO MOVED. >> I'LL SUPPORT IT.
>> ALL THOSE IN FAVOR, SAY "AYE." >> (all) AYE.
>> ANY DISCUSSION?
ANY FURTHER DISCUSSION? >> I JUST WANNA--
WE TALKED ABOUT THIS, AND I JUST WANT TO MAKE SURE WHAT THE VOTE MEANS.
AND THE VOTE MEANS THAT WE ALL AGREE THAT THIS REPORT'S FINE.
IT DOESN'T MEAN THAT WE DON'T HAVE QUESTIONS
AND THINGS LIKE THAT TO CARRY ON WITH.
>> YES. >> SO...
>> ALL RIGHT, AND ALSO THAT WE DON'T NECESSARILY AGREE
WITH EVERYTHING THAT'S THERE.
BUT WE'RE SIMPLY SAYING WE RECEIVED THE REPORT,
WE HAVE READ THE REPORT,
AND THIS IS THE REPORT.
>> I'M GONNA GO FARTHER WITH THAT AND SAY THAT MY VOTE MEANS
THAT NOT ONLY DO I ACCEPT THIS REPORT,
BUT IT'S A STAKE THAT WE CAN DRIVE IN THE GROUND,
AND WE CAN MEASURE THE WORK OF OUR CHIEF EXECUTIVE,
AND IT SAYS THE WORK WAS WELL DONE.
THAT'S WHAT MY VOTE'S GONNA MEAN, JUST FOR THE RECORD.
>> OKAY.
>> ALL THOSE IN FAVOR, SAY "AYE." >> (all) AYE.
>> THOSE OPPOSED?
MOTION CARRIES.
NOW, IT'S TIME TO CONSIDER ADDITIONAL AGENDA TOPICS.
DO TRUSTEES HAVE ANY ITEMS THEY'D LIKE TO ADD TO THE TRACKING SYSTEM AT THIS TIME?
AND REMEMBER, YOU NEED TO RELATE YOUR TOPIC TO POLICY
AND YOU NEED TWO SUPPORTS TO HAVE YOUR ITEM ADDED.
>> IS THIS THE TIME YOU WANT TO BRING THIS UP, ELLEN?
>> THIS WOULD BE THE TIME. >> ISN'T THAT YOU?
>> THIS WOULD BE THE TIME. >> WHAT AM I BRINGING UP?
>> THAT YOU--
YOU HAD A CONCERN, AND WE SAID, "LET'S WAIT AND GET IT ON THE RETREAT SYSTEM."
IS THAT HER?
OR WAS THAT HER?
>> I THINK WE WERE TALKING ABOUT-- >> OH, TRUSTEE BLEKE.
>> TRUSTEE BLEKE, YEAH.
>> NO, I WAS JUST SAYING I THOUGHT IT WAS A MORE APPROPRIATE PLACE
TO PUT IT ON THE TRACKING SYSTEM,
AS OPPOSED TO HAVING HIM WHIP SOMETHING UP.
THAT WAS-- YEAH. >> OKAY, OKAY.
>> I MEAN, I DON'T KNOW-- >> I JUST THOUGHT--
>> HE CAN'T EVEN REMEMBER WHAT IT WAS!
(all laughing) >> OH, I REMEMBER.
I DON'T KNOW-- WHERE ARE WE, MR. PRESIDENT?
(scattered laughing)
>> WE'RE TALKING ABOUT ADDITIONAL AGENDA TOPICS.
AND JUST A FEW MINUTES AGO, OF COURSE, WE TALKED ABOUT THE CULTURE
AND MEASURING THE CULTURE AND VALUES HERE.
>> AGENDA TOPIC FOR THE TRACKING SYSTEM... NOT FOR TODAY'S AGENDA, CORRECT?
>> THAT'S CORRECT. >> YOU'RE JUST NOT USED TO THAT YET.
THAT'S UNDERSTANDABLE. >> I'M WORKING ON IT, THOUGH.
>> YEAH. >> THEN, I THINK IT'S WORTHWHILE
TO PUT IT ON THE TRACKING SYSTEM.
YOU KNOW, THIS WHOLE DISCUSSION OF CULTURE AND TO BE ABLE TO ISOLATE IT,
SO THAT WE ALL UNDERSTAND AND ARE ALL ON THE SAME LINES WITH STAFF...
WHAT IT MEANS, AND WHAT ROLE WE WANT TO PLAY IN THAT, IN THE FUTURE.
AND I THINK, YOU KNOW, I THINK THERE'S MUCH IN PLACE ALREADY.
I AGREE.
I MEAN, I LOOKED AT THE BACK PAGE-- I JUST RIPPED IT OUT--
YOU KNOW, AND THERE ARE THE DESCRIPTORS THAT DEFINE CULTURE,
SO I THINK IT WOULD BE KIND OF AN INTERESTING DISCUSSION.
>> I CAN SUPPORT THAT. >> I'LL SUPPORT IT ALSO.
>> OKAY, WE HAVE OUR SUPPORT AND OUR, UH...
>> WE CAN PUT IT ON THE TRACKING SYSTEM FOR 2018, IS THAT OKAY?
(all laughing)
>> NO, I THINK I'M DONE IN 2017. (all laughing)
>> WILL HE REMEMBER THE QUESTION? >> JUST KIDDING!
>> WHAT END WOULD WE PUT THAT AROUND, DO YOU THINK,
AS FAR AS THE COLLEGE?
I KNOW IT DEALS WITH VALUES.
>> THAT'S A GOOD QUESTION, YEAH.
>> YOU GONNA WORK ON THAT LATER?
>> TREATMENT OF PEOPLE AND...
>> OKAY.
OKAY, THAT IS GOING TO BE ON THE TRACKING SYSTEM FOR FURTHER DISCUSSION.
ANY OTHER ITEMS... ANY OTHER TOPICS TO ADD TO THE TRACKING SYSTEM?
>> JUST A QUESTION-- THE TWO FOR 9-21--
HAVE THEY-- 'CAUSE WE SAID FUTURE RETREATS.
HAS THAT BEEN DECIDED WHEN THAT WOULD BE?
OR CAN WE JUST TALK ABOUT THAT LATER?
THE ONE-- SECOND ONE DOWN AND THE THIRD ONE DOWN,
IF YOU'RE LOOKING AT THE REPORT.
>> YEAH, WE SEE MALE MINORITY INITIATIVE ON THE 21st.
>> WELL, SOMETIMES, WE CAN SAY, "WE'LL TALK ABOUT THAT LATER."
BUT NO, I'VE GOT A NOTATION THAT'S GONNA BE IN FUTURE RETREAT.
NO? >> NO,
I CANNOT REVIEW THE TRACKING SYSTEM, AND GIVE AN UPDATE.
>> WELL, THAT'S-- THANK YOU.
THAT'S A GOOD IDEA.
>> CHAIRPERSON, COULD I REVIEW THE TRACKING SYSTEM,
SO WE KNOW WHERE WE ARE? >> SURE.
>> AT OUR RETREAT ON THE 21st,
FORMER TRUSTEE STEARNS HAD PUT ON THE TRACKING SYSTEM
A REVIEW OF OUR INITIATIVES FOR MALE MINORITY STUDENTS,
AND THEN, AT OUR RETREAT ON NOVEMBER THE 9th,
TRUSTEE RYSKAMP HAD SUPPORT AND WE WILL BE PRESENTING AN OVERVIEW
OF EMPLOYEE RETIREMENT COSTS FOR THE INSTITUTION.
AT THAT RETREAT, ALSO...
THE ACADEMIC PROGRAM REVIEW DISCUSSION
THAT CHAIRPERSON BLEKE ASKED FOR.
AND THEN, AT OUR REGULAR BOARD MEETING,
YOU'LL FIRST GET A BRIEFING MEMO FROM JILL--
IT'S THE PELL GRANT UPDATE THAT TRUSTEE RYSKAMP HAD REQUESTED,
AND THAT WILL ALSO BE COVERED AT THE REGULAR BOARD MEETING IN OCTOBER.
SO, EVERYTHING THAT WE HAD ON THE TRACKING SYSTEM
IS SCHEDULED FOR WORK
IN SEPTEMBER, OCTOBER, AND NOVEMBER.
THE CULTURE DISCUSSION WOULD BE A RETREAT DISCUSSION,
IT SOUNDS LIKE TO ME,
AND KATHY'S JUST GOING TO HAVE TO WORK THAT INTO YOUR SCHEDULE.
>> THERE IS ONE MISSING. >> WHAT IS THAT?
>> DISCUSSION REGARDING COLLEGE OF DISTINCTION
AND HOW IT RELATES TO BEING A BOARD OF DISTINCTION,
BUT MAYBE THAT CAN WRAPPED INTO-- HERE.
IN CASE YOU DON'T HAVE IT. >> I DON'T HAVE IT.
>> THAT WAS THE ONE BEFORE.
I JUST WONDERED IF IT DROPPED OFF.
>> THE WORK WITH STEVE CRANDALL ON THE BOARD'S SELF-ASSESSMENT.
THAT ONE CAME OFF.
BUT IT WOULD BE A CONTINUATION
WITH A VISIONING CONVERSATION AT THE RETREAT.
>> I WOULD ONLY SUGGEST IT COMES OFF WITH THIS BODY OF PEOPLE.
THAT WOULD BE MY INPUT.
I MEAN, ONLY BECAUSE I SEE COLLEGE OF DISTINCTION
DIFFERENT THAN THE WORK WE DID WITH HIM.
I DON'T KNOW HOW IT GOT OFF, BUT I'M JUST SAYING.
BUT I DO THINK IT FALLS INTO-- >> THE CULTURE DISCUSSION.
>> THE CULTURE DISCUSSION.
>> SO, WE'D SCHEDULE THEM BOTH SIMULTANEOUSLY.
>> OKAY. > JUST FOR MY EDIFICATION, IS THE--
ARE THESE ALL SINGLE TOPIC MEETINGS,
OR CAN YOU ACTUALLY TALK ABOUT TWO OR THREE DIFFERENT THINGS AT THESE MEETINGS?
>> YEAH, WE ARE.
>> YOU CAN SPEND AN HOUR OR SO ON A COUPLE DIFFERENT TOPICS.
>> GET TO ALL THE TOPICS.
>> 'CAUSE, YOU KNOW, WE SPEND A LOT OF TIME ON MINORITY ISSUES TONIGHT,
WHICH I THINK IS EXCELLENT.
AND SO, IS THE REPORT-- THERE'S GONNA BE ANOTHER REPORT,
THEN, ON THE MALE INITIATIVES? >> YES, THAT'S CORRECT.
>> OKAY, THERE ARE NO FURTHER TOPICS TO ADD TO THE TRACKING SYSTEM AT THIS TIME.
>> GOT ENOUGH TO CHEW ON. >> YEAH, I THINK SO.
>> (laughing) EXHAUSTED ME ALREADY.
(all laughing) >> I'LL KEEP QUIET.
>> NEXT UP IS THE STUDENT CONGRESS REPORT.
TONJA LOFTON. >> IF SHE HASN'T LEFT.
>> I HOPE THEY TOLD MR. WOODRICK TO BRING HIS JAMMIES.
(all laughing)
>> I WOULDN'T WANT TO BE ON THIS BOARD. (all laughing)
>> YOU ALREADY DECIDED.
>> AFTERNOON, CHAIRPERSON VERBURG, BOARD OF TRUSTEES, PRESIDENT ENDER.
IT IS MY PLEASURE TO DELIVER THE STUDENT CONGRESS REPORT TO YOU GUYS TODAY.
I AM EXCITED TO REPORT THAT STUDENT CONGRESS WORKED DILIGENTLY
OVER THE SUMMER TO PREPARE THE 2011-2012 ACADEMIC YEAR.
FIRST, I WOULD LIKE TO REVIEW SOME OF THE PAST EVENTS THAT WE HAD GOING ON.
EVERY YEAR, STUDENT CONGRESS HAS A END-OF-THE-YEAR EVENT
TO RECOGNIZE THE HARD WORK OF THE--
HARD WORK AND EFFORTS OF OUR REPRESENTATIVES AND STUDENT LEADERS.
THIS SUMMER, WE TOOK A GROUP OF 39 STUDENTS TO CEDAR POINT...
AND THE EVENT WAS A HUGE SUCCESS. (all chuckling)
THAT'S WHAT EVERYBODY CHOSE TO DO.
ON AUGUST 19th, WE HOSTED
OUR SEVENTH ANNUAL STUDENT LEADERSHIP RETREAT.
FORTY-THREE STUDENT LEADERS ATTENDED
TO HONE THEIR LEADERSHIP SKILLS FOR THE YEAR.
AND THAT WAS THE LAST-- THIS-- BEGINNING OF THE SEMESTER,
I'D ALSO LIKE TO SHARE SOME OF THE PLANS AND GOALS
THAT STUDENT CONGRESS ARE WORKING ON THIS SEMESTER.
STUDENT CONGRESS MADE A SIZABLE DONATION TO THE FOUNDATION
IN THE AMOUNT OF $10,000 TO HELP WITH THE EFFORTS TO RAISE MONIES
HONORING PETER WEGE'S PASSION FOR HIGHER EDUCATION.
IN LIGHT OF THE ECONOMY, WHICH IS AFFECTING OUR STUDENTS,
WE ARE IN THE PROCESS OF IMPLEMENTING A FOOD PANTRY-- A STUDENT FOOD PANTRY.
OUR GOAL IS TO HAVE THE PANTRY UP AND RUNNING BY THE WINTER SEMESTER.
CAMPUS ACTIVITIES KICKED OFF THE SEMESTER WITH WELCOME WEEK.
THE THEME THIS YEAR WAS "I LOVE COLLEGE."
DURING THE WEEK, THERE WERE A HOST OF GAMES, FOOD, AND GIVE-AWAYS
TO WELCOME STUDENTS BACK TO THE CAMPUS.
>> WITH THAT SAID, STUDENT CONGRESS ENACT--
CAMPUS ACTIVITIES OBSERVED THE TENTH ANNIVERSARY OF SEPTEMBER 11th
ON THE BOSTWICK COMMONS ON THURSDAY, SEPTEMBER THE 8th,
IN REMEMBRANCE OF THOSE WHO LOST THEIR LIVES.
THERE WERE SEVERAL READINGS FROM VETERANS, STUDENT LEADERS, AND STAFF.
ALL IN ALL, WELCOME WEEK WAS A HUGE SUCCESS
AND AN ESTIMATED 45,000-- ER, 4,500 PARTICIPANTS
WERE INVOLVED IN WELCOME WEEK ACTIVITIES.
THIS CONCLUDES MY REPORT,
AND I’D BE HAPPY ANSWER ANY QUESTIONS YOU MAY HAVE OF ME.
>> I THINK THE THE STUDENT FOOD PANTRY IS A GREAT IDEA.
STUDENTS HELPING OTHER STUDENTS.
IT’S-- THAT’S GOOD.
REALLY GOOD.
>> THREE CHEERS FOR YA, FOR DOING A STUDENT LEADERSHIP RETREAT.
WHAT SORT OF LEADERSHIP SKILLS DID YOU DISCUSS, SEEK THE ENGENDER?
HOW DID YOU GO ABOUT DEVELOPING THOSE KINDS OF THINGS?
I’M JUST CURIOUS-- >> OKAY.
>> OF WHAT KIND OF GROUND YOU COVERED, WHAT SOME OF YOUR OBJECTIVES WERE.
UH, WONDERFUL... GO AHEAD.
>> UM, WHAT WE USUALLY DO IS WE--
WHEN WE FIRST GET THERE, WE DO, LIKE, AN ICEBREAKER,
SO THAT THE STUDENTS GET TO KNOW EACH OTHER, ‘CAUSE THEY’RE NOT--
THEY’RE STUDENTS FROM DIFFERENT ORGANIZATIONS,
STUDENTS WHO MIGHT NOT BE IN ANY ORGANIZATIONS.
SO, WE DO ICEBREAKERS, AND THEN WE FOLLOW A STRICT AGENDA,
AND WE TAKE A TEST.
I’M GOING TO HAVE TO ASK ERIC THAT-- WHAT’S THE NAME OF THE EXA--
>> THE STRENGTH TEST. >> WE--
ALL STUDENTS ARE REQUIRED TO TAKE THE STRENGTH QUEST-- ER, TEST
TO SEE, LIKE, WHERE OUR LEADERSHIP STRENGTHS ARE,
AND THEN WE, BASED ON OUR LEADERSHIP STRENGTHS,
WE’RE USUALLY PAIRED UP INTO DIFFERENT GROUPS.
AND THEN, WE GO OUT, AND DIFFERENT TIMES WILL GO ON DIFFERENT, UM--
HIGH ROPES COURSE, LOW ROPES COURSES.
AND WE ARE TAUGHT HOW TO LEAD AN ORGANIZATION,
RECRUITMENT... TO JOIN ORGANIZATIONS,
TO RETENTION AND HOW TO EFFECTIVELY RUN MEETINGS.
>> GREAT.
THANK YOU.
>> OTHER TRUSTEES, ANY QUESTIONS FOR TONJA?
>> I’D JUST LIKE TO COMPLIMENT YOU FOR THE...
NOT ONLY THE GREAT AMOUNT OF ACTIVITIES THAT YOU ARE OVERSEEING,
BUT ALSO, THAT SO MANY OF THEM ARE OUTWARDLY DIRECTED TOWARDS HELPING OTHERS.
>> MMM-HMM. >> VERY NICE.
>> THANK YOU, TONJA.
FOUNDATION UPDATE.
AT THIS TIME, I’D LIKE TO INVITE DR. ANDY BOWNE TO THE PODIUM
TO PROVIDE A FOUNDATION UPDATE.
>> GOOD AFTERNOON, CHAIRPERSON VERBURG, TRUSTEES, PRESIDENT ENDER.
WELL, WITH THE FALL, COMES THE INCREASE OF FUND-RAISING ACTIVITIES.
IT’S NO SURPRISE THAT OVER THE SUMMER MONTHS,
DONORS DON’T GET REAL EXCITED ABOUT SEEING FUNDRAISERS.
BUT WITH THE ACTIVITY OF THE SCHOOL YEAR, SO COMES FUND-RAISING EFFORTS,
AND WE ARE VERY EXCITED ABOUT THE YEAR THAT WE HAVE AHEAD OF US,
AND I’LL START OUT WITH TONJA’S COMMENT
TO THE ANNUAL FOUNDATION EVENT,
WHICH IS SCHEDULED FOR OCTOBER 11th.
YOU HAVE THE SAVE THE DATE INFORMATION AS A REMINDER FOR EACH OF YOU,
AND WE HOPE YOU’LL BE ABLE TO JOIN US.
THE PROCEEDS FROM THAT EVENING WILL GO TOWARDS
UNRESTRICTED SCHOLARSHIPS FOR STUDENTS,
AND SO, A DIRECT CONNECTION BACK TO STUDENTS AND BENEFITING THEM.
THE EVENT BEGINS AT 6:30 IN THE WISNER-BOTTRALL APPLIED TECHNOLOGY CENTER.
IT’LL BE A ROAMING EVENT, AS WE’VE DONE IN THE LAST SEVERAL YEARS.
AND WE WILL BE RECOGNIZING THE INCREDIBLE SUPPORT FOR THIS COLLEGE,
BUT ALSO FOR OUR COMMUNITY THAT MR. PETER WEGE HAS BESTOWED
UPON OUR COMMUNITY.
A WONDERFUL MAN WHO’S DONE SO MUCH GOOD FOR OUR COMMUNITY.
SECOND THING THAT WE’VE BEEN WORKING ON FOR SOME TIME,
AND WE’RE THRILLED THAT WE NOW HAVE ONLINE GIVING OPTIONS.
SO, WHEN PEOPLE CHOOSE TO MAKE A PLEDGE, PAYMENTS, OR WISH TO MAKE A GIFT
TO THE FOUNDATION,
THEY GO TO WWW.GRRC.EDU/DONATE.
AND IT TAKES ‘EM RIGHT TO A FORM AND THEY CAN MAKE THEIR GIFT ONLINE.
AND WE’RE SEEING INCREASED ACTIVITY AS WE ROLLED THAT OUT, QUIETLY,
TO MAKE SURE IT WORKS THE WAY WE INTEND,
AND NOW, WE’LL BECOME MUCH MORE VOCAL ABOUT THAT OPTION.
IT’S AN EASY FOR OUR DONORS TO BE ABLE TO DO.
FINALLY, ON THE 29th OF SEPTEMBER,
WE’LL BE SAYING THANK YOU FOR THE INCREDIBLE WORK
THAT OUR "GRCC WORKS... ASK ANYONE" CAPITAL CAMPAIGN
VOLUNTEER TEAM HAS DONE OVER THIS PAST TWO YEARS.
THEY’VE HAD TREMENDOUS WORK WITH GREAT RESULTS,
AND YET, THE WORK CONTINUES BECAUSE WE’VE GOT MORE TO GO TO MEET OUR CAPITAL NEEDS.
SO, PLEASE JOIN US ON THE 29th OF SEPTEMBER.
THAT’S MY REPORT.
ANY QUESTIONS?
>> I HAVE A COUPLE QUESTIONS.
UM, ANDY-- >> YES?
>> WHEN YOU TALK ABOUT SLASH DONATE, IF I JUST WENT TO GRCC.EDU--
>> YES? >> CAN I FIGURE THAT OUT?
>> ABSOLUTELY, YOU CAN. >> OKAY.
>> IT’S INTUITIVE, RIGHT AT THE BOTTOM RIGHT HAND CORNER.
>> OKAY, I DON’T HAVE TO KNOW THAT THE SLASH--
>> "GIVE ONLINE." >> OKAY.
AND-AND SECONDLY, DO I UNDERSTAND THIS RIGHT?
THAT IF I HAVE AN OLD COMPUTER OR BATTERIES OR SOMETHING,
I CAN BRING ‘EM THAT NIGHT?
>> YOU ABSOLUTELY HAVE-- >> YOU SET ME UP TO ASK THAT.
>> YES, THAT IS ABSOLUTELY CORRECT.
WE HAVE A VENDOR THAT WE’RE WORKING WITH,
THAT WE’LL HAVE DUMPSTERS AVAILABLE,
SO OLD COMPUTERS, PRINTERS, ELECTRONICS--
>> BRING ‘EM. >> BATTERIES AND SO FORTH, BRING THAT IN.
THAT’S NOT ONLY TO THE CAMPUS COMMUNITY,
BUT TO THE COMMUNITY AT LARGE-- A GREAT PARTNERSHIP
AND WE HOPE THAT WE WILL HAVE LOTS TO RECYCLE...
ACTUALLY SEVERAL DAYS IN ADVANCE.
THE FEW DAYS BEFORE THE EVENT,
AND THE DAY OF THE EVENT, IT’S OPEN TO THE COLLEGE COMMUNITY,
AS WELL AS THE COMMUNITY AT LARGE.
>> GREAT IDEA, 'CAUSE I ALWAYS WONDER,
“WHAT CAN WE DO WITH THIS STUFF THAT’S PILING UP IN THE BASEMENT?”
>> IT-IT REALLY-- >> DO YOU TAKE GOLF CLUBS?
>> PARDON? (all chuckling)
>> SHE SAID, "DO YOU TAKE GOLF CLUBS?"
>> NO, I’M KIDDING. >> NO... REUSE THEM.
>> MIKE’S NOT WATCHING THIS, IS HE?
>> I NEVER FIGURED OUT HOW TO PROGRAM THOSE THINGS!
(woman laughing)
>> NOW, TRUSTEE JAMES? >> DR. BOWNE?
>> YES. >> AND ALSO, TONJA.
I DIDN’T CONNECT IT-- I WAS SITTING HERE
AND DID NOT CONNECT THE TWO BEFORE YOU LEFT THE PODIUM.
BUT THE FACT THAT THE, UM...
YOUR GROUP OF STUDENTS
HAS CONTRIBUTED $10,000 TO THIS EVENT IS WONDERFUL,
BUT IN ADDITION TO THAT, YOU ARE ALSO-- YOU’VE ALSO--
YOU’VE ALSO PLEDGED MONEY AND GIVEN MONEY TO OUR FOUNDATION--
TO OUR CAPITAL-- TO OUR CAPITAL CAMPAIGN,
SO I JUST WANTED TO, YOU KNOW, HOOK THE TWO TOGETHER TO SAY,
CONGRATULATIONS AND THANK YOU SO MUCH.
REALLY APPRECIATE THAT.
THAT WAS REALLY A GOOD HOOKUP.
WE STARTED THAT A COUPLE YEARS AGO,
AND IT HAS BEEN CARRIED ON THROUGH EACH...
EACH STUDENT BODY
THAT HAS COME AFTER THE INITIAL PLEDGE.
>> YES, IN THE LAST-- >> OR-OR COMMITMENT.
>> ABSOLUTELY, AND FOR THIS YEAR, AND LAST YEAR,
TOTAL GIVING WOULD BE $28,000 COMING FROM OUR STUDENTS.
THAT’S PRETTY IMPRESSIVE.
>> IT IS. >> IT’S VERY IMPRESSIVE.
THANK YOU. >> GREAT.
ANY OTHER QUESTIONS?
VERY GOOD, VERY GOOD. >> THANK YOU FOR YOUR SUPPORT.
>> YEAH.
AS FAR AS THE BOARD CHAIR UPDATE, I THINK IT WAS MENTIONED ONCE HERE,
BUT NEXT WEEK, TUESDAY AND WEDNESDAY AND THURSDAY,
GRCC IS HOSTING
THE 17 "ACHIEVING THE DREAM" COMMUNITY COLLEGES
FROM MICHIGAN...
FOR A TRUSTEE INSTITUTE ON STUDENT SUCCESS.
SO, THAT’LL KEEP US BUSY NEXT WEEK, THREE DAYS.
AND I THINK WE’LL MOVE ON TO THE PRESIDENT’S UPDATE.
>> THANK YOU, CHAIRPERSON VERBURG.
FIRST, I’D LIKE TO CALL FORWARD MS. CHRIS ARNOLD.
CHRIS IS GONNA GIVE US AN UPDATE ON THE WOODRICK DIVERSITY CENTER.
ERIC, ARE YOU GONNA BE JOINING HER?
OKAY.
>> GOOD AFTERNOON, CHAIRPERSON VERBURG,
BOARD OF TRUSTEES, AND PRESIDENT ENDER.
THANK YOU FOR HAVING US HERE THIS AFTERNOON TO PRESENT
AND UPDATE ON THE DIVERSITY LEARNING CENTER.
YOU HAVE RECEIVED A PACKET WITH ADDITIONAL INFORMATION,
AND I ALSO HAVE A POWERPOINT HERE THAT I’LL GO THROUGH,
AND AGAIN, I WOULD JUST LIKE
TO ACKNOWLEDGE MR. BOB WOODRICK FOR TAKING TIME TO BE HERE.
SO, THANK YOU.
OKAY, FIRST, WE HAVE THE MISSION OF GRCC,
AND THEN, HOW THE MISSION OF THE DIVERSITY LEARNING CENTER RELATES.
"THE DIVERSITY LEARNING CENTER WILL EMBRACE
"AND PROMOTE THE CELEBRATION AND RESPECT OF HUMAN DIFFERENCES
"THROUGH ITS PROGRAMS AND ACTIVITIES
"IN SUPPORT OF INCREASED SOCIAL JUSTICE AND EQUITY AMONG ALL PEOPLE."
AND THE CENTER ALIGNS WITH THE CURRENT COMMUNITY OUTREACH END--
GRCC ENRICHES THE COMMUNITY THROUGH EDUCATIONAL AND CIVIC PROGRAMMING
AND PARTNERSHIPS.
SO, A LITTLE BIT ABOUT THE HISTORY.
IN 1994, THE DIVERSITY COUNCIL WAS FIRST ESTABLISHED
TO ENCOURAGE STAFF TO A DEEPER LEARNING
ON ISSUES OF EQUITY, UNDERSTANDING, AND RESPECT.
IN THE FOLLOWING YEAR, THE GRCC BOARD OF TRUSTEES ADOPTED GR--
DIVERSITY AS ONE OF THE COLLEGE’S ENDS.
AND THEN, IN DECEMBER OF 2006,
THE CENTER OFFICIALLY BECAME THE BOB AND ALEICIA WOODRICK
DIVERSITY LEARNING CENTER.
AGAIN, WE HAVE A WONDERFUL HISTORY OF GROWTH AND FULFILLMENT, SINCE 1994.
AND I’VE BEEN FORTUNATE TO HAVE BEEN HERE SINCE THE BEGINNING OF THAT TIME,
UNDER THE LEADERSHIP OF, THEN, DEAN ELIAS LUMPKINS, WHO IS OUR--
ONE OF OUR CITY COMMISSIONERS.
AS WE SOUGHT TO CRYSTALLIZE WHAT DIVERSITY MEANS
TO BOTH PUBLIC EDUCATIONAL INSTITUTION
AND HOW IT IMPACTS OUR SURROUNDING COMMUNITY.
SO, RESEARCH SUPPORTS THE PREMISE THAT EXPOSURE AND INTERACTION
WITH DIVERSE PEERS INCREASES SOCIAL AWARENESS...
AND RACIAL UNDERSTANDING AND COMPREHENSIVENESS
OF COMPLEX SOCIAL ISSUES.
AND THESE ARE JUST A FEW REPORTS
THAT HAVE BEEN CITED AND WHICH COULD--
THE LIST COULD GO ON AND ON.
AND WE, ALSO, ARE MINDFUL OF THE HIGHER EDUCATION LEARNING COMMISSION WORK
THAT STATES TWO OF THE COMMISSION CORE VALUES AS PROPOSED CRITERIA
FOR ACCREDITATION ARE "EDUCATION AS A PUBLIC PURPOSE,"
AND "EDUCATION FOR A DIVERSE, THEOLOGICAL, GLOBALLY-CONNECTED WORLD."
AND THE COMMISSION USES TERMS SUCH AS "SOCIAL OBLIGATIONS,"
AND A CONTEMPORARY EDUCATION MUST RECOGNIZE CONTEMPORARY CIRCUMSTANCES,
THE DIVERSITY OF AMERICAN SOCIETY,
AND THE DIVERSITY OF THE WORLD IN WHICH WE LIVE IN.
AND AS CATHY MENTIONED EARLIER, THE STATISTICS OF OUR STUDENT POPULATION--
THE DIVERSITY OF OUR STUDENT POPULATION CONTINUES TO GROW AT 24-- 23 PERCENT.
SO, WE AS AN INSTITUTE OF HIGHER EDUCATION
NEED TO PREPARE-- BE PREPARED FOR THAT.
SO, WE HAVE FIVE PILLARS OF THE DIVERSITY LEARNING CENTER.
OUR EDUCATIONAL PROGRAMS, OUR RECOGNITION AND SCHOLARSHIPS,
WOMEN’S INITIATIVES AND PARTNERSHIPS, BUILDING OUR COMMUNITY PARTNERSHIPS,
AND OUR INSTITUTES ON HEALING RACISM, OUR CUSTOMIZED TRAINING.
YOU’RE GOING TO HEAR A LITTLE BIT ABOUT MORE ABOUT EACH OF THE THOSE AREAS,
BUT WE BELIEVE THAT THE CREATION OF A TRULY INCLUSIVE ENVIRONMENT
REQUIRES A COMMON UNDERSTANDING THAT IS NOT INCLUSIVE TO STUDENTS
BUT MUST INCLUDE FACULTY AND STAFF, AND IS NOT EXCLUSIVE TO THE CAMPUS
BUT BENEFITS FROM AN INCLUSIVE COMMUNITY AS WELL.
SO, A LITTLE BIT ABOUT OUR EDUCATIONAL PROGRAMS...
OUR GOAL IS TO HAVE A SAFE LEARNING ENVIRONMENT, WHERE EVERYONE IS WELCOME.
AND I’LL JUST HIGHLIGHT A FEW OF OUR PROGRAMS.
WE’RE REALLY EXCITED ABOUT OUR ACADEMIC AND STUDENT CONNECTIONS,
AND THIS PAST YEAR, THE DIVERSITY LEARNING CENTER HAS BEEN INVITED
TO SPEAK AT MANY OF THE CLS-100 CLASS SECTIONS.
THERE WERE 22 CLASSES THAT WE PARTICIPATED IN,
AND IMPACTED ABOUT 450 STUDENTS WHICH ARE--
THE CLS-100 CLASSES ARE OUR INCOMING FRESHMEN STUDENTS.
WE’VE ALSO BEEN PARTICIPATING IN OUR NEW STUDENT ORIENTATION--
OH, I’M SORRY, OUR NEW EMPLOYEE ORIENTATION
WHERE WE HAVE A SEGMENT THAT WE PROVIDE ON CULTURAL COMPETENCY,
THE PROGRAMS AND TRAININGS OF THIS CENTER IN A WAY THAT--
IN WAYS THAT OUR NEW EMPLOYEES CAN GET CONNECTED TO THE CENTER,
AND ALSO, THE EXPECTATIONS AS AN EMPLOYEE.
AND THEN, OUR DIVERSITY LECTURE SERIES, WHICH WE’RE REALLY EXCITED,
WE’RE ENTERING OUR 17th YEAR.
(whispering) GO BACK, YEAH.
AND OUR FACULTY AND STUDENT CONNECTION CONTINUES TO GROW,
AND WE’RE REALLY EXCITED ABOUT THAT.
WE-- LAST YEAR, WE COLLABORATED WITH PEACE STUDIES CONFERENCE
ON THE FIRST SPEAKER THAT WE BROUGHT IN, AVRAHAM BURG,
AND THIS YEAR, WE’RE WORKING WITH A SOCIAL SCIENCE FACULTY
ON NICHOLAS KRISTOF.
AND JUST-- I WANTED TO MENTION THE DIVERSITY LECTURE SERIES,
IT-- THERE’S SO MUCH THAT HAPPENS BEYOND THE NIGHT OF THE LECTURE SERIES.
WE HAVE OUR MEDIA DEPARTMENT, THAT AIRS THE MAJORITY OF THE LECTURES
ON THE COLLEGE CHANNEL,
AND ONE OF THE THINGS THAT WE FOUND OUT LAST WEEK
IS THAT WHEN AVRAHAM BURG WAS HERE, HE RECEIVED 53,000 HITS
ON THE-- FOR HIS LECTURE, AND HIS, UM...
ALSO, HIS INTERVIEW WITH A FACULTY MEMBER.
WHEN WE HAVE THE SPEAKERS HERE,
WE ALWAYS TRY TO ARRANGE A INTERVIEW HERE ON CAMPUS
THAT ONE OF OUR FACULTY INTERVIEWS ONE OF THE SPEAKERS.
AND THEN, WHEN WE HAD BRIGITTE AND JOSEPH HERE,
THEY TALKED ABOUT CHILD SEX TRAFFICKING IN NEPAL,
NAN, FROM THE LIBRARY, SHARED WITH ME THAT SHE WAS JUST AMAZED
THE FOLLOWING WEEK AT HOW MANY STUDENTS HAD STOPPED INTO THE LIBRARY,
AND THEY WERE RESEARCHING THAT ISSUE, AND SO SHE WAS PRETTY EXCITED TO SHARE THAT.
SO, OUR STUDENTS ARE REALLY LEARNING AND THEY’RE TAKING IT BEYOND THE NIGHT OF.
THEY WANT TO-- THEY REALLY WANT TO BECOME
ACTIVELY INVOLVED IN SOME OF THESE GLOBAL ISSUES.
AND THEN, OF COURSE, WE EVALUATE ALL OUR PROGRAMS--
AND JUST WANTED TO ACKNOWLEDGE OUR INSTITUTIONAL RESEARCH DEPARTMENT
FOR HELPING US GATHER SOME OF THAT DATA.
AND THIS DOESN’T CAPTURE, TOO ALL THE, YOU KNOW, STUDENTS
THAT COME INTO THE CENTER AND VISIT.
IN FACT, WE HAVE TWO CLASSES COMING IN NEXT WEEK,
JUST TO LEARN ABOUT THE CENTER AND SO FORTH.
SO, THAT’S JUST KIND OF A HIGHLIGHT OF SOME OF THE THINGS THAT WE’RE DOING.
SO, THESE ARE THE NUMBERS OF STAFF AND STUDENTS
SERVED BY OUR INTERNAL TRAININGS FOR THE LAST FIVE YEARS...
AND AS YOU CAN SEE, THERE’S BEEN A DRAMATIC INCREASE
IN THE INTERNAL TRAININGS.
AND SOME OF THOSE-- SOME OF THOSE THOSE TRAININGS
WERE FEATURED IN THE PREVIOUS SLIDE.
WHETHER IT’S THE INSTITUTES ON HEALING RACISM,
OR DOING SOME WORKSHOP SPECIFICALLY FOR FACULTY,
AND THEN AGAIN, ON THE CLS-100 CLASSES.
WE’VE DONE SOME WORKSHOPS ON BULLYING AND BODY IMAGE
AND DIFFERENT THINGS THAT ARE RELEVANT
TO WHAT’S GOING ON IN OUR SOCIETY.
AND THESE ARE PARTICIPANTS SERVED BY INTERNAL AND EXTERNAL TRAINING,
SO WE JUST DID A COMPARISON OF THAT.
>> CHRIS, BEFORE I MOVE ON-- WHERE, THEN, IS THE EXTERNAL?
>> THE EXTERNAL IS IN BLUE AND THE INTERNAL IS IN RED.
>> OH, I SEE-- I WAS LOOKING AT THE WHITE AT THE TOP.
OKAY, THANK YOU.
>> RECOGNITION AND SCHOLARSHIPS THAT ARE FACILITATED
THROUGH THE DIVERSITY LEARNING CENTER,
ALONG WITH OUR FOUNDATION, OUR SCHOLARSHIP AMOUNTS
RANGE ANYWHERE FROM $500 TO $1,000,
AND I WANTED TO JUST MENTION THE PARTNERSHIP WITH MARTIN LUTHER KING,
OUR 28th YEAR, AND THAT PARTNERSHIP IS ALONG WITH GRAND VALLEY.
AND THEN RECENTLY, LAST YEAR,
WE WERE REALLY EXCITED THAT DAVENPORT UNIVERSITY
WANTED TO BECOME A PART OF THAT PARTNERSHIP,
SO THEY ALSO AWARD SCHOLARSHIPS
TO STUDENTS ATTENDING THEIR UNIVERSITY AS WELL.
AND THEN, GIANTS ON THE SCHOLARSHIP THAT IS AFFILIATED WITH GIANTS
IS THE MILO BROWN SCHOLARSHIP.
AND YOU CAN SEE THE NUMBERS THERE THAT HAVE BEEN AWARDED.
AND THEN, ALSO, I WANTED TO JUST TOUCH THAT WE’RE--
TOUCH ON THAT WE’RE ENTERING OUR 30th YEAR OF THE GIANTS AWARD BANQUET,
AND WE’RE REALLY EXCITED ABOUT THAT.
IT’S GROWN TREMENDOUSLY AND--
FOR TWO YEARS NOW, WE’VE HELD THE BANQUET
AT THE DEVOS PLACE, DUE TO A MANAGEMENT--
ER, OR PARTNERSHIP WITH S.M.G. AND DEVOS PLACE.
SO, WE’RE REALLY EXCITED TO BE ABLE TO HOST THE EVENT THERE.
AND THEN, THE LATINO YOUTH CONFERENCE,
I’M GONNA SHARE JUST A LITTLE BIT MORE DETAIL ABOUT THAT
ON THE NEXT SLIDE.
SO, THIS IS-- THIS IS JUST KIND OF A SNAPSHOT OF, AGAIN, OUR--
THIS IS ONE OF OUR CONNECTIONS WITH OUT K-12, AND HOW WE--
HOW WE’RE IMPACTING OUR STUDENTS IN K-12.
AND WE ALSO SEE IT AS A FORM OF RECRUITMENT FOR OUR COLLEGE AS WELL.
WE HAD 71 SCHOLARSHIPS AWARDED SINCE 1983,
AND 21 OF THOSE STUDENTS WERE GRAND RAPIDS PUBLIC SCHOOL STUDENTS,
AND WE HAVE, OF THOSE RECIPIENTS, WE HAVE 13 THAT HAVE ATTENDED GRCC,
AND THIS CONFERENCE IS ALL STUDENT-LED,
AND ALL OF OUR PRESENTERS ARE VOLUNTEERS THAT DAY.
AND IT’S, AGAIN, IT’S OUR 13th YEAR-- AND LAST YEAR,
WE HAD 663 STUDENTS THAT HAD REGISTERED FOR THAT.
AND THEN, YOU CAN SEE A COMPLETE LIST OF ALL THE SCHOOLS
BEYOND GRAND RAPIDS THAT WE’RE REACHING OUT TO,
SO WE’RE REALLY EXCITED, 'CAUSE EVERY YEAR, WE HAVE NEW SCHOOLS
THAT WANT TO PARTICIPATE IN IT.
SOUTH HAVEN, BANGOR FENNVILLE, AND OTHERS,
SO WE’RE REALLY REACHING BEYOND GRAND RAPIDS WITH THE CONFERENCE.
SO, OUR WOMEN’S INITIATIVES AND PARTNERSHIPS--
AND WE HAVE OPPORTUNITIES TO SERVE ON BOARDS AND COMMITTEES,
WHICH, OBVIOUSLY, RESULT IN MANY COLLABORATIONS.
WE’VE HAD SOME REALLY GREAT OPPORTUNITIES LOCALLY,
AND ONE OF THOSE IS WITH THE NOKOMIS FOUNDATION,
AND HOSTED ABBY DISNEY WHEN SHE WAS HERE,
AND THIS IS, AGAIN, LED TO A REALLY GOOD PARTNERSHIP WITH THE NOKOMIS FOUNDATION,
WHO’S BEEN ONE OF OUR VERY GENEROUS SUPPORTERS OF OUR PROGRAM...
AND PARTICULARLY WITH THE NICHOLAS KRISTOF LECTURE COMING UP.
SO, OUR COMMUNITY PARTNERSHIPS-- AGAIN, I HAVE THE PRIVILEGE
OF SERVING ON MANY BOARDS AND COMMITTEES
THAT ADDRESS A VARIETY OF LOCAL CONCERNS,
AND IT REALLY HELPS THE CENTER
TO UNDERSTAND THE CONNECTIONS WITHIN THE COMMUNITY
AND THE COMPLEX NEEDS IN THE COMMUNITY,
SUCH AS THE CHAMBER OF COMMERCE, CITY OF GRAND RAPIDS,
COMMUNITY RELATIONS COUNCIL... MORE RECENTLY,
THE CONVENTION ARENA AUTHORITY, A GROUP ON COMMUNITY INCLUSION.
LAST WEEK, WITH A PARTNERSHIP WITH THE CIVIC THEATER,
WE HOSTED A TALK-BACK AFTER “TWELVE ANGRY MEN”
AND WE ALSO HOSTED A TALK-BACK WITH “HAIRSPRAY” EVENT.
AND, OF COURSE, GRAND RAPIDS PUBLIC SCHOOLS,
AND THE KENT INTERMEDIATE SCHOOL DISTRICT,
I SERVE ON THEIR DIVERSITY LEADERSHIP COUNCIL.
AND THEN, THE UNITED WAY, AND THE WOMEN’S RESOURCE CENTER,
SO THAT’S JUST AN EXAMPLE OF SOME OF THE CONNECTIONS THAT WE HAVE IN THE COMMUNITY.
THIS IS OF PROGRAM PARTICIPATION, IN PARTICULAR,
THE MARTIN LUTHER KING PROGRAM, GIANTS, DIVERSITY LECTURE SERIES,
AND THE LATINO YOUTH CONFERENCE...
FOR THE LAST YEAR.
AND THEN, OUR INSTITUTES FOR HEALING RACISM,
AND OUR CUSTOMIZED TRAINING.
AND THIS INCLUDES THE FEE FOR SERVICE WORK THAT THE CENTER PROVIDES.
SO, IT’S JUST REALLY, AGAIN, A SNAPSHOT OF THE TRAININGS OFFERED.
AND ONE OF OUR STRENGTHS IS OUR ABILITY
TO BUILD PROGRAMS AND TO RESPONSE--
IN RESPONSE FROM REQUESTS FROM OUR CLIENTS.
AND WORKSHOPS RANGING FROM BULLYING AND GENERATIONAL CHALLENGES
ARE EXAMPLES OF NEW WORK ASSOCIATED WITH CONTEMPORARY NEEDS.
THESE TRAININGS ARE OFFERED EXTERNALLY,
BUT WE’RE ALSO OFFERING SOME OF THESE TRAININGS INTERNAL, AS WELL.
AND ANOTHER ONE I JUST KIND OF WANTED TO HIGHLIGHT
IS OUR GLOBAL LEADERSHIP PROGRAM,
AND THAT’S WORKING WITH YOUTH AND HIGH SCHOOL, AND IT’S A TRAINER--
TRAIN THE TRAINER MODEL, WHERE THE STUDENTS LEARN,
AND THEN, THEY BECOME FACILITATORS IN TURN--
TRAIN OTHER STUDENTS, SO IT’S A REAL SUSTAINABLE PROGRAM,
AND IT’S ALL STUDENT-LED.
AND LAST YEAR, WE HOSTED THE MAYOR’S CHAMPIONS OF DIVERSITY--
THE STUDENTS ON CAMPUS-- AND THEN, WE CONCLUDED WITH A SUMMIT,
WITH THE STUDENTS, WHERE THEY BROUGHT TOGETHER--
WE BROUGHT TOGETHER FIVE DIFFERENT HIGH SCHOOLS,
AND THE STUDENTS FACILITATED A VARIETY OF WORKSHOPS,
AND IT WAS REALLY SUCCESSFUL.
SO, THIS JUST REFLECTS A NUMBER OF PARTICIPANTS
SERVED BY EXTERNAL TRAININGS IN THE LAST FIVE YEARS.
>> AND I JUST WANTED TO MENTION-- ON THE PREVIOUS SLIDE,
YOU-YOU CAN SEE THAT THERE’S--
THERE’S A SIGNIFICANT JUMP
IN THE 2008-2009 VERSUS THIS PAST YEAR,
BUT THE KENT INTERMEDIATE SCHOOL DISTRICT HAD RECEIVED A GRANT
FROM THE GRAND RAPIDS FOUNDATION TO PROVIDE TRAINING,
DIVERSITY TRAINING, FOR ALL THE 9th GRADERS IN THE DISTRICT,
AND THAT TRAINING WAS DONE THROUGH-- OVER A TWO YEAR PERIOD,
SO DURING THAT TIME, WE TRAINED OVER 9,000 9th GRADERS
THROUGHOUT THE DISTRICT, DURING THAT TWO YEAR PERIOD.
SO, WE’RE HOPING THAT...
SOMETHING HAPPENS LIKE THAT AGAIN IN THE FUTURE FOR OUR--
FOR OUR STUDENTS IN K-12.
AND THE INSTITUTES-- THE INSTITUTES FOR HEALING RACISM.
THESE ARE OUR INTERNAL PARTICIPANTS AND OUR EXTERNAL PARTICIPANTS.
AND AS YOU CAN SEE, IT’S-- THERE’S BEEN AN INCREASE
IN EMPLOYEE PARTICIPATION IN THE INSTITUTES.
AND THAT’S IN COLLABORATION WITH STAFF DEVELOPMENT...
THAT WE WORK WITH,
TO PROVIDE THE VARIOUS TRAININGS FOR OUR EMPLOYEES.
OKAY, SO YOU MIGHT ASK, “HOW DO WE DO ALL OF THIS?”
AND THE ONLY WAY IS THROUGH OUR SPONSORS, DONORS, AND PARTNERS.
AND THESE ARE OUR MAJOR-- THESE ARE OUR MAJOR PROGRAMMING.
THERE ARE MANY, MANY MORE EXAMPLES OF EVENTS AND SHORT TERM PARTNERSHIPS
THAT WE WORK WITH.
AND THE ONE THING THAT WE REALLY ARE EXCITED ABOUT IS THAT OUR--
THE MAJORITY OF OUR SPONSORS DO NOT JUST SUPPORT US FINANCIALLY,
BUT THEY ALSO SUPPORT US WITH THEIR PRESENCE
BY ATTENDING THE PROGRAMS, AND, YOU KNOW, BEING INVOLVED
IN OUR PROGRAMMING AND THAT, TO US,
IS REALLY IMPORTANT, THAT WE HAVE THEIR SUPPORT AND THEIR PRESENCE.
WELL, WE WANTED TO GIVE YOU A SNAPSHOT OF OUR--
OF OUR FUND-RAISING NUMBERS FOR THE PAST FIVE YEARS, THE CENTER.
AND THIS-- THESE DOLLARS REFLECT THE MONEY THAT’S BEEN RAISED
FOR THE MARTIN LUTHER KING PROGRAM, THE GIANTS BANQUET,
THE DIVERSITY LECTURE SERIES, AND THE LATINO YOUTH CONFERENCE.
THOSE PROGRAMS ARE FUNDED EXTERNALLY,
OTHER THAN THE DIVERSITY LECTURE SERIES
THAT WE DO RECEIVE SOME FUNDING FROM THE COLLEGE FOR, BUT OTHERWISE, ALL OF OUR--
THOSE PROGRAMS ARE FUNDED WITH EXTERNAL DOLLARS BY OUR SPONSORS.
AND WE’RE REALLY PROUD THAT OVER THAT FIVE YEARS,
THAT WE’VE RAISED $454,353.94.
SO THAT’S-- YOU CAN SEE THERE’S BEEN A SIGNIFICANT INCREASE EACH YEAR,
WITH OUR SPONSORSHIPS.
OKAY, ALTHOUGH YOU HAVE ALL THE FIGURES AND NUMBERS,
ALONG WITH ALL THE CHARTS AND GRAPHS,
THESE ARE TWO COMMENTS THAT CERTAINLY CAPTURE WHAT DATA
CAN NEVER CAPTURE.
AND IF WE GO BACK TO THE BEGINNING OF, “WHY DO WE DO THIS WORK?”
THIS WORK IMPACTS INDIVIDUALS IN IMMEASURABLE WAYS,
IT IS THE ESSENCE OF EDUCATION.
WE KNOW THAT EXPOSURE TO AND INTERACTION WITH DIVERSE PEOPLE
INCREASES SOCIAL AWARENESS, RACIAL UNDERSTANDING,
AND COMPREHENSIVE OF COMPLEX SOCIAL ISSUES.
AND THIS IS THE CORNERSTONE OF THOUGHTFUL AND CRITICAL THOUGHT.
SO, HOW DOES THE WORK OF THE DIVERSITY LEARNING CENTER
REFLECT THE VALUES AS DEFINED BY THE BOARD OF TRUSTEES?
THE CENTER STRIVES FOR EXCELLENCE
WITH ITS ARRAY OF INCLUSIVE, INNOVATIVE DIVERSITY PROGRAMMING,
RESPONDING TO AND RESPECTING THE NEEDS OF STUDENTS AND COMMUNITY
WITH INTEGRITY AND CONTINUOUS ACCOUNTABILITY,
SEEKING A SUSTAINABLE FUTURE
THROUGH CAREFUL AND THOUGHTFUL SOCIAL PRACTICES.
SO, SOME OUR NEXT STEPS, AND--
ERIC, DID YOU WANT TO JOIN IN WITH THIS?
OKAY.
OKAY, OUR NEXT STEPS INCLUDE CONTINUING TO WORK
WITH THE FOUNDATION AND COLLEGE ADVANCEMENT OFFICE,
TO FULFILL OUR ENDOWMENT PLEDGE FOR A SUSTAINABLE FUTURE,
TO BROADEN AND INCREASE INTERNAL COLLABORATIONS
WITHIN COLLEGE DEPARTMENTS, AND TO PROVIDE THE COMMUNITY
AND COLLEGE WITH ADDITIONAL SERVICES AND RESOURCES
THROUGH OUR EXPERTISE.
SO AGAIN, WE THANK YOU FOR YOUR CONTINUED SUPPORT,
AND WE ARE NOW-- WE NOW HAVE A FACEBOOK PAGE AS WELL.
SO, WE WELCOME YOU TO JOIN THAT FACEBOOK PAGE,
AND WE KNOW ALL OF OUR STUDENTS IN OUR COMMUNITY
ARE REALLY CONNECTING WITH TECHNOLOGY,
SO WE’RE TRYING TO KEEP UP WITH THAT AS WELL.
IN FACT, I HAD SOMEONE FROM THE COMMUNITY WHO E-MAILED ME
AND SAID “CAN YOU CHECK YOUR FACEBOOK?
“BECAUSE I SENT YOU A COUPLE MESSAGES.”
SO, I-- WE HAVE TO MAKE SURE THAT WE’RE CONNECTING IN ALL THE WAYS
THAT OTHER PEOPLE ARE CONNECTING WITH SOCIAL MEDIA.
>> QUESTIONS?
TRUSTEES?
FOR CHRIS?
>> CHRIS-- "BELIEVE TO BECOME."
ARE THEY JUST A NEW PARTNER?
HOW LONG HAVE THEY BEEN-- I MEAN, I KNOW THEIR EXISTENCE HAS JUST BEEN--
>> UM, "BELIEVE TO BECOME"?
I BELIEVE THAT THAT’S AN INITIATIVE THAT IS THROUGH, UM...
>> THE DEVOS FOUNDATION. >> THE FOUNDATION AND--
>> (indistinct speaking)
>> OH, THEY WERE-- THEY WERE ONE OF OUR SPONSORS
FOR THE GIANTS-- FOR THE GIANTS BANQUET.
>> OKAY.
>> I DON’T HAVE A QUESTION,
BUT I DO LIKE TO SAY-- YOU KNOW, NOT EVERYBODY IN THIS WORLD IS A VISIONARY.
AND I REMEMBER QUITE A FEW YEARS AGO, WHEN BOB WOODRICK WAS A VISIONARY,
AND, AS A SUCCESSFUL BUSINESSMAN,
HE FIRST STARTED TALKING ABOUT RACISM IN THIS COMMUNITY,
AND THAT UPSET A LOT OF PEOPLE.
AND I TELL YOU, HE STUCK TO HIS GUNS, AND HE--
I THINK BOB, YOU HAVE MADE A HUGE IMPACT ON THIS COMMUNITY.
I JUST WANTED TO TAKE A MOMENT TO THANK YOU,
BECAUSE I REMEMBER WHEN, YOU KNOW, WHEN IT WASN’T SO ROSY EVERY DAY.
AND YOU STUCK RIGHT IN THERE.
AND ALSO, CHRIS, THANK YOU.
I THINK YOU’VE DONE A GREAT JOB AND THIS IS IMPORTANT WORK,
AND SO, THANK YOU TO YOU ALL.
YOU’VE BEEN HANGING IN THERE, TOO.
I KNOW IT’S NOT EASY ALL THE TIME, SO THANK YOU BOTH.
>> YOU’RE WELCOME. >> AND I THINK--
IN ADDITION TO THAT-- BOB AND ALEICIA, IN THEIR FOUNDATION,
IF THAT’S THE CORRECT TERM, HAVE BEEN VERY INSTRUMENTAL
IN THE CENTER AS WELL.
YOU KNOW, THE ACTUAL PHYSICAL, DAY-TO-DAY WORK IN--
AND CHRIS, WOULD YOU JUST TELL US WHO ELSE IS ON YOUR STAFF?
JUST SO WE KNOW. >> YES, ABSOLUTELY.
JENNIFER SMITH IS OUR OFFICE SUPPORT,
AND... TAMBOR MOORE IS OUR MANA--
TAMBOR BUSTANCE, SHE JUST RECENTLY WAS MARRIED,
IS OUR MANAGER FOR DIVERSITY DEVELOPMENT SERVICES.
AND THEN, WE’RE REALLY FORTUNATE TO HAVE KATHLEEN OWENS WITH US,
WHO WORKS WITH US AS A CONSULTANT, ON A PART-TIME BASIS.
>> THAT’S AN INCREDIBLE AMOUNT OF WORK FOR, UM--
>> A FEW PEOPLE. >> TWO AND A HALF,
THREE AND A HALF PEOPLE.
YOU KNOW, IF YOU HAVE KATHLEEN JUST HALF-TIME.
>> TRUSTEE JAMES.
>> I WOULD JUST LIKE TO SAY THANK YOU SO MUCH, CHRIS,
FOR, YOU KNOW, THIS REPORT.
I’VE BEEN WANTING TO HEAR IT FOR A LONG TIME,
BECAUSE I GET IT IN BITS AND PIECES,
AND IT’S MOSTLY THE DIVERSITY LECTURE SERIES,
AND I KNOW THAT YOU’RE OUT THERE,
JUST WORKING REALLY HARD WITHIN THE COMMUNITY,
BUT I DIDN’T REALIZE IT WAS THIS EXTENSIVE.
UM, SO, CONGRATULATIONS TO YOU.
AND ALSO, TO-- I DON’T GET AN OPPORTUNITY TO SAY IT VERY OFTEN--
BOB, THANK YOU SO MUCH-- YOU AND ALEICIA--
BECAUSE BRINGING YOUR PROGRAM
TO OUR COLLEGE...
IT REALLY STEPPED THE DIVERSITY LECTURE--
UH, NOT THE LECTURE-- BUT IT CERTAINLY STEPPED THE DIVERSITY...
DEPARTMENT, YOU KNOW, TO 100 PERCENT ON OUR CAMPUS,
AND I KNOW HOW PERSONALLY INVOLVED YOU AND ALEICIA HAVE BEEN.
SO, I CERTAINLY GIVE MY THANKS TO YOU.
CHRIS, I WANTED TO ASK YOU... HOW WERE YOU SELECTED TO...
TO TRAIN THE STUDENTS AT K.I.S.D.?
I WAS AWARE OF THE PROGRAM-- I KNOW YOU WERE THERE--
BUT HOW WERE--
HOW DID GRCC BECOME INVOLVED IN THAT?
>> WELL, THERE’S, FROM THE BEGINNING
OF WHEN THE WOODRICK CENTER WAS FIRSTLY--
FIRST ESTABLISHED IN 2006, AND WE BEGAN THE VARIOUS TRAININGS FOR OUR COMMUNITY,
WE WERE DOING SOME WORK WITH K-12.
AND THERE WAS A "WORD UP, WORD OUT" PROGRAM
THAT WAS USED THROUGH MANY OF THE SCHOOLS.
AND AS A RESULT OF THAT PROGRAM, WE DEVELOPED THE GLOBAL LEADERS PROGRAM.
SO, IT WAS A COMBINATION OF MEETING TO SEE WHAT THE STUDENTS NEEDED
AND WHAT THE SCHOOLS WANTED.
AND AGAIN, THEY-- I BELIEVE THAT WE ARE SEEN AS AN EXPERT IN THE COMMUNITY
FOR THE WORK THAT WE’RE DOING.
AND SO, WE WERE APPROACHED AND RECEIVED THE CONTRACT TO DO--
TO FACILITATE THAT WORK, BASED ON OUR CURRICULUM
AND HOW WE COULD PROVIDE THAT TRAINING FOR OUR STUDENTS.
>> ALONG THAT SAME LINE-- WERE YOU FINISHED?
OKAY, WHO WOULD OTHER CLIENTS BE,
IF “CLIENT” IS THE RIGHT TERM?
YOU HAVE A LOT OF EXTERNAL?
>> WE DO, AND THERE’S A LIST IN THE PACKET THAT YOU RECEIVED
OF ALL THE VARIOUS CLIENTS.
BUT WE HAVE K-12, WE HAVE NONPROFIT, FOR-PROFIT, LAW FIRMS.
>> OKAY. >> WE’RE REACHING OUT
TO OTHER COLLEGES, AND SO FORTH.
SO, WE’VE DONE INSTITUTES FOR HEALING RACISM
FOR THE MICHIGAN DEPARTMENT OF CIVIL RIGHTS.
IN FACT, WE JUST RECEIVED A CALL LAST WEEK TO CONTINUE THOSE.
WE’VE CUSTOMIZED INSTITUTES FOR GRAND VALLEY,
SOME OF THE OTHER AREA COLLEGES.
SO-- AND WE’VE DONE SOME TRAINING IN TEXAS
AND IN A SCHOOL DISTRICT OUT THERE.
SO, WE’RE REALLY REACHING OUT BEYOND JUST OUR COMMUNITY.
BUT BEYOND GRAND RAPIDS.
>> I HAVE A COUPLE OTHER QUESTIONS WHILE I'M ON THE PLATFORM, BUT ANYWAY.
CHRIS, I’M LOOKING ON YOUR HAND-OUT, ON PAGE TWO.
WHEN YOU TALK ABOUT EDUCATIONAL PROGRAMS AND ACADEMIC CONNECTIONS,
AND YOU GAVE US A LIST OF TOPICS AND THIS IS--
ZERO, I’M SORRY-- WE’D HAVE TO GO BACK.
>> OH, SORRY.
>> BUT YOU PROBABLY HAVE IT IN FRONT OF YOU!
NO, MY EYES AREN’T THAT GOOD.
AND ANYWAY, HOW DO YOU CHOOSE THOSE TOPICS?
DO YOU ASK STAFF?
DO YOU ASK STUDENTS?
DO YOU RUN A PAPER SURVEY,
OR DO YOU JUST USE, YOU KNOW, YOUR VALUABLE JUDGMENT?
>> WELL A LOT OF 'EM ARE-- TRAININGS-- SOME OF THE TRAININGS HAVE BEEN TRAININGS
THAT HAVE BEEN PROVIDED EXTERNALLY.
THE DIVERSITY LECTURE SERIES, AGAIN, CONNECTING,
WE HAVE THE LIBRARY OF RESOURCES IN THE DIVERSITY CENTER.
WE-- A LOT OF OUR FACULTY ARE OFFERING EXTRA CREDIT
TO STUDENTS FOR ATTENDING THE LECTURE, FOR WRITING PAPERS.
>> OKAY, OKAY. >> AND--
>> BUT I MEAN, WHEN YOU BRING TOPICS TO THE CLASSROOM.
>> TOPIC-SPECIFIC?
UM, THEY’RE BASED ON WHAT THEY’RE ASKING FOR.
>> OKAY, THAT’S WHAT I WONDERED.
>> IT MIGHT HAVE BEEN BASED ON SOMETHING THAT HAPPENED IN THE CLASSROOM,
AND THE CALL US AND ASK US, YOU KNOW, "WHAT CAN WE DO?"
SO, SOME OF 'EM HAVE BEEN DEVELOPED SPECIFICALLY FOR FOR CLASSROOMS
BASED ON WHAT THEY’VE ASKED FOR.
>> GOOD, I WAS KIND OF HOPING THAT’S WHAT YOU WERE GOING TO SAY,
AS OPPOSED TO IMPOSING TOPICS ON PEOPLE.
WHICH MAY GIVE YOU GOOD RESULTS,
BUT PROBABLY USUALLY BETTER WHEN THE INSTRUCTOR ASKS FOR THEM.
ON THE RECOGNITION AND SCHOLARSHIPS, ARE THOSE SCHOLARSHIPS JUST TO GRCC?
>> THE MILO BROWN SCHOLARSHIP IS JUST TO GRCC,
AND THE ML KING SCHOLARSHIP IS TO GRCC,
BUT OUR PARTNERS, GRAND VALLEY AND DAVENPORT,
ALSO PROVIDE A SCHOLARSHIP TO STUDENTS ATTENDING THEIR COLLEGES.
AND THEN, THE LATINO YOUTH SCHOLARSHIP--
THAT IS FOR STUDENTS ATTENDING ANY HIGHER EDUCATION INSTITUTE.
>> OKAY, I’M SURE THE POINT OF DIVERSITY IS NOT TO BE EXCLUSIVE,
BUT I DON’T SEE REPRESENTATION SAYING ASIAN, NATIVE AMERICAN--
IF I WAS FROM KOREA AND WANTED TO ACCESS,
DO YOU THINK THEY’D FEEL WELCOMED, OR--
>> UM, ABSOLUTELY.
THE LATINO YOUTH CONFERENCE ACTUALLY IS NOT JUST FOR LATINO STUDENTS.
IT’S OPEN TO ALL STUDENTS. >> OH, OKAY.
>> SO-- AND WE USUALLY DO GET A PRETTY DIVERSE GROUP THERE.
AND, YOU KNOW, AGAIN, IT’S TO HIGHLIGHT AND CELEBRATE LATINO CULTURE.
BUT IT’S OPEN TO ALL STUDENTS,
SO WE’VE NEVER EXCLUDED ANY STUDENTS FROM ANY OF OUR PROGRAMS.
>> OKAY, I WAS THINKING MORE THE SCHOLARSHIPS, THOUGH.
I MEAN, I WOULD HOPE THAT YOU’D BE INCLUSIVE TO--
>> UM, YEAH, THE MARTIN LUTHER KING SCHOLARSHIP
IS FOR AFRICAN AMERICAN, LATINO, AND ASIAN AMERICAN STUDENTS.
THE-- AGAIN, THE MILO BROWN SCHOLARSHIP-- >> OKAY, SO ALL--
>> AND THE LATINO YOUTH CONFERENCE, THOSE ARE PRIVATE SCHOLARSHIPS,
SO THEY’RE SPECIFICALLY LATINO, FOR LATINO STUDENTS,
AND MILO BROWN IS SPECIFICALLY FOR AFRICAN AMERICAN STUDENTS.
>> YEAH, I-- MY CONCERN WAS THAT DIDN’T FEEL LIKE...
IF I WERE ASIAN, WAS I FITTING IN?
AND SO NOW, YOU’VE ANSWERED, “YES,”
BUT HOPEFULLY, YOUR NEXT STEP IS THEY DO FEEL INCLUDED AS WELL.
BECAUSE, YOU KNOW, WE REPRESENT, AS A COLLEGE,
YOU KNOW, THE REPORT WE GOT SHOWED NATIVE AMERICAN AND ASIAN,
AND I JUST WONDERED...
HOW THEY FELT IF THEY WERE TO SEE,
YOU KNOW, THE OPPORTUNITIES.
IS IT INCLUSIVE?
>> RIGHT-- AND WE WOULD LOVE TO, YOU KNOW, TO ESTABLISH A PARTNERSHIP
SO THAT WE CAN BROADEN OUR SCHOLARSHIPS.
>> ‘CAUSE THERE’S QUITE AN ASIAN COMMUNITY ORGANIZED IN GRAND RAPIDS.
SO, THAT MIGHT BE ONE WAY-- >> OH, ABSOLUTELY.
>> I DON’T MEAN JUST PEOPLE LIVING HERE.
I MEAN A PROFESSIONAL ORGANIZATION.
>> RIGHT, RIGHT.
>> QUESTIONS FROM OTHER TRUSTEES FOR CHRIS?
TRUSTEE RYSKAMP. >> YEAH, I HAVE A COMMENT.
CHRIS, I WANT TO THANK YOU FOR THE EXCELLENT PRESENTATION
AND I WANT TO THANK YOU AND YOUR DEPARTMENT
AND MR. WILLIAMS FOR YOUR FINE WORK.
AND MR. WOODRICK, FOR YOU SUPPORT, AND ALL THE FINE WORK YOU DO,
ESPECIALLY IN THE AREA OF RACISM.
I WOULD LIKE TO ADDRESS WHAT, FOR ME, IS AN ELEPHANT IN THE ROOM.
ALTHOUGH FOR MAYBE SOME OF YOU, IT’S A MUCH SMALLER ANIMAL.
UM, AND THAT IS THAT, IN THE PAST,
I’VE BEEN I’VE EXPRESSED SOME CONCERNS ABOUT SOME, CERTAINLY NOT ALL,
OF THE ACTIVITIES OF AND CONTENT
IN THE DIVERSITY LEARNING CENTER PROGRAMS.
I WOULD JUST LIKE TO SAY, FIRST OF ALL, THAT’S--
I DON’T THINK ANY REFLECTION OF ANY OF THE STAFF,
BECAUSE I DON’T THINK THAT ANYTHING
IS INCONSISTENT WITH POLICIES
THAT THE BOARD HAS SET.
YOU’RE JUST DOING YOUR JOB.
WE, AS A BOARD, HAVE TALKED IN SMALLER GROUPS
ABOUT SOME OF MY CONCERNS, AND I APPRECIATE THAT.
I THINK...
WE’VE KIND OF AGREED TO AGREE TO DISAGREE, AND MOVE ON.
WE CAN’T SPEND AN INFINITE AMOUNT OF TIME ON ANY ONE AREA.
WE JUST HAVE SOME DIFFERENT PHILOSOPHIES IN SOME AREAS.
AND IT SEEMS TO ME THAT THIS IS PROBABLY NOT THE AREA--
THE TIME TO CONTINUE THE DISCUSSION,
ALTHOUGH I’D BE HAPPY TO, IF...
IF THE BOARD WOULD LIKE TO,
OR IF THE BOARD WOULD LIKE TO DISCUSS IT SOME OTHER TME,
I’M... WELL, I’M OPEN TO DO THAT.
BUT I DO THINK THAT WE WOULD NEED SOME FURTHER DISCUSSION
IF THERE’S GOING TO BE UNANIMOUS SUPPORT
FOR EVERYTHING THAT THE CENTER IS DONG.
SO, ANYWAY-- >> YOU LOST ME AS FAR AS THE ELEPHANT.
WHAT IS THE ELEPHANT?
I HAVE NOT--
>> I THINK THE ELEPHANT I WAS REFERRING TO
IS THAT WE’VE HAD THIS PRESENTATION ON THE DIVERSITY LEARNING CENTER.
AND I’VE BEEN A CRITIC OF SOME OF THEIR ACTIVITIES IN THE PAST.
>> RIGHT, ONE PORTION OF IT-- I UNDERSTAND THAT.
>> SO, THAT, FOR ME, SEEMS LIKE AN ELEPHANT IN THE ROOM RIGHT NOW.
ALTHOUGH, EVIDENTLY FOR YOU, AND MAYBE FOR OTHERS,
IT’S A MUCH SMALLER ANIMAL.
>> WELL, THE REFERENCE TO THE ELEPHANT,
I JUST WASN’T HEARING YOU SAY WHAT IT WAS--
YOU JUST KIND OF ASSUMED THAT WE POSSIBLY KNEW.
AND MAYBE THE REST OF US DO,
BUT I THINK POOR CHRIS PROBABLY DOESN’T KNOW TOTALLY WHAT YOU’RE TALKING ABOUT.
DO YOU?
I MEAN, OTHER THAN YOUR “NO” VOTE ON $30,000 OR $60,000?
BUT-- >> THAT’S THE ELEPHANT.
>> OKAY, OKAY... SO, WHAT ARE YOU TELLING US AS A BOARD?
YOU’RE GOING TO NOT ACCEPT THIS REPORT STILL, BECAUSE OF THAT?
>> OH, IT’S A GREAT REPORT.
I SAID THAT. >> OKAY.
NO, I’M JUST CURIOUS.
‘CAUSE I THOUGHT I HEARD YOU SAY THAT!
>> WHAT I’M SAYING IS, I WOULD WELCOME FURTHER DISCUSSION.
>> OKAY. >> BUT I LEAVE THAT IN YOUR COURT.
BECAUSE I DON’T WANT TO BE...
BRINGING UP THINGS...
AT THE INAPPROPRIATE TIMES.
>> I RESPECT THAT.
I JUST WONDERED, THE DISCUSSION HAS TO DO WITH THE SELECTION OF THE SPEAKERS,
OR SOMETHING MORE, OR-- IS IT BIGGER?
I MEAN, AN ELEPHANT’S QUITE BIG, IF YOU’VE EVER RIDDEN ONE.
YOU UNDERSTAND MY CHALLENGE?
>> WELL, IF YOU DON’T-- IF YOU DON’T KNOW WHAT IT--
WHAT THE ELEPHANT IS I’M REFERRING TO,
IT’S JUST AS WELL THAT YOU DON’T, BECAUSE--
>> NO, NO, NO, THAT’S NOT THE POINT.
>> BECAUSE I’D PREFER NOT TO START A DISCUSSION.
>> NO, NO, I KNOW WHAT YOU’RE SAYING. >> I DON’T THINK ANYBODY WANTS THAT.
>> I’M JUST TRYING TO GET A HANDLE ON WHAT IS IT YOU ARE ASKING?
THAT’S ALL.
>> I’M JUST SAYING, IF YOU WANT TO TALK ABOUT IT, I’M OPEN TO TALK ABOUT IT.
>> OKAY... WHATEVER IT IS. >> I DON’T HAVE THE SENSE
THAT THE BOARD WOULD LIKE TO TALK ABOUT IT AT THIS TIME.
>> I THINK THAT’S UNFAIR... AT THIS TIME.
>> TRUSTEE-- TRUSTEE JAMES WOULD LIKE TO SAY SOMETHING.
>> OH, I JUST WANTED US TO MOVE THIS DISCUSSION ALONG.
IN TERMS OF-- >> SEE WHAT I MEAN?
>> CERTAINLY, I, AGAIN, WANT TO SAY THANK YOU TO THE FINE JOB
THAT I THINK THAT YOU’RE DOING WITH THE DIVERSITY LECTURE SERIES.
>> AND I’D LIKE TO OFFER SOME JUST CLOSING COMMENTS,
IF I COULD.
AND DR. ENDER CREATED THE OFFICE OF EQUITY COMMUNITY
AND LEGISLATIVE AFFAIRS NOT TOO LONG AGO,
AND APPOINTED ME AS DIRECTOR OF IT, AND UNDER--
WHEN THAT CHANGE CAME, THE DIVERSITY LEARNING CENTER
SORT OF FELL UNDER MY PURVIEW.
AND YOU KNOW, WHAT I WANT TO SAY IS THAT FOR MANY, MANY YEARS,
LITERALLY, I COULD SAY DECADES,
GRAND RAPIDS COMMUNITY COLLEGE HAS ESTABLISHED ITSELF AS OUR LEADER,
PREMIERE LEADER IN PROVIDING SERVICES AND PROGRAMS
THAT RELATE TO OUR DIVERSE COMMUNITY.
AND WE ARE PROUD TO REPRESENT OUR ENTIRE COMMUNITY.
WE WANT GRCC TO BE A PLACE THAT, REGARDLESS OF WHO YOU ARE,
THAT YOU CAN COME HERE AND FEEL RECEIVED AND WELCOMED
AND WE WILL CONTINUE TO MOVE IN THAT DIRECTION.
OUR NUMBERS OF OUR-- OUR NUMBERS AND TYPE OF PROGRAMMING
CONTINUE TO INCREASE AND EXPAND
AND WE’RE EXCITED ABOUT THAT, AND WE HAVE PEOPLE SUCH AS,
YOU KNOW, AS MR. AND MRS. WOODRICK WHO VALUE THIS WORK
AND YOU SAW A NUMBER OF OTHER OTHER SUPPORTERS
WHO VALUE THE WORK THAT WE’RE DOING.
AND THAT OUR SUPPORTERS CONTINUE TO GROW.
RECENTLY, THE UNIVERSITY OF MICHIGAN, A DEPARTMENT THERE,
SUPPORTED OUR DIVERSITY LEARNING CENTER, AND SO, WE’RE GETTING FUNDING
FROM VERY, VERY DIVERSE GROUPS OF PEOPLE.
SO, WE APPRECIATE THAT.
I, PERSONALLY, WANT TO THANK CHRIS AND TAMBOR AND KATHLEEN AND JENNIFER
FOR THE WORK THAT THEY DO,
AND I THINK THAT YOU’RE RIGHT-- IT’S A SMALL STAFF
THAT PUTS OUT A HECK OF A LOT OF WORK,
AND I’M JUST REALLY, REALLY PROUD AND PLEASED WITH THE WORK THAT THEY DO.
AND FINALLY, I WANT TO THANK OUR BOARD OF TRUSTEES FOR YOUR SUPPORT
AND-- IN THIS WORK.
NOW, IT’S NOT EASY-- IT’S VERY--
WE NEED TO BE INNOVATIVE AND CREATIVE IN HOW WE DO THINGS OFTEN.
BUT WE DO APPRECIATE YOUR SUPPORT
AND WE LOOK FORWARD TO CONTINUING TO SERVE YOU.
THANK YOU VERY MUCH. >> CAN I SAY ONE MORE THING?
>> PLEASE. >> THANK YOU.
>> AND JUST AGAIN, I WANTED TO THANK MR. WOODRICK FOR BEING HERE,
AND THE DIVERSITY LEARNING CENTER IS VERY PROUD
AND HONORED TO HAVE THEIR NAME AFFILIATED WITH THE CENTER AND WITH THE COLLEGE.
SO, THANK YOU, MR. WOODRICK, AND I THANK ALEICIA WOODRICK AS WELL.
(applause)
>> FANTASTIC.
>> MR. WOODRICK, WOULD YOU LIKE TO MAKE A COMMENT?
(pause, then all laughing)
>> WELL, LET ME JUST SAY THIS.
ALEICIA AND I ARE VERY PLEASED ABOUT HOW THE DIVERSITY LEARNING CENTER
AND COMMUNITY COLLEGE, WHAT THEY’VE DONE.
AND VERY IMPRESSED WITH CHRIS, AND HER EFFORTS, AND HER STAFF.
AND I PERSONALLY THINK THEY GIVE THIS COMMUNITY COLLEGE,
THEIR EFFORTS IN THIS AREA, STANDS OUT FOR THE WHOLE COMMUNITY,
BECAUSE THEY’VE REALLY TAKEN THE LEADERSHIP ROLE IN THIS AREA.
NEEDLESS TO SAY... THE WORK THAT THEY’RE DOING,
THEY'RE ARE LONG WAYS OF ACCOMPLISHING
WHAT WE WANT TO ACCOMPLISH FOR OUR SOCIETY.
THERE’S STILL A LOT OF WORK TO BE DONE
IN THE AREAS OF RACISM, SEXISM, AND THE WHOLE WORKS,
SO ANYWAY, VERY, VERY PLEASED TO BE A PART OF THIS ORGANIZATION.
>> THANK YOU. >> THANK YOU.
>> DO YOU HAVE ANYTHING ELSE, FOR PRESIDENT’S UPDATE?
>> WELL, I’D LIKE TO KIND OF WRAP UP THE LAST SEGMENT,
THEN I HAVE ONE ANNOUNCEMENT TO MAKE.
IT STRUCK ME...
WHEN TRUSTEE RYSKAMP SHARED WITH CHRIS
THAT SHE WAS JUST DOING HER JOB,
AND I THINK WHAT STRUCK ME ABOUT THAT,
BECAUSE CHRIS AND HER STAFF-- I’VE SEEN THEIR WORK NOW FOR OVER TWO YEARS.
IT’S NOT A JOB.
I DON’T THINK ANYBODY COULD DO THE WORK THEY DO, IF IT WERE A JOB.
AND I MEAN THAT IN A VERY GRATEFUL WAY,
BECAUSE THIS SMALL STAFF REALLY IMPACTS THOUSANDS OF PEOPLE,
AND THERE’S A COMMITMENT
AND A DRIVE IN THAT DEPARTMENT
THAT REALLY IS MILES AWAY FOR MANY OF US,
AS WE LOOK AT OUR OWN WORK IN OUR OWN AREAS.
SO, I JUST WANT TO CONGRATULATE CHRIS AND TAMBOR AND OTHERS,
BECAUSE I THINK THEY GO WELL BEYOND THE CALL OF DUTY EVERY DAY,
AND WE ARE VERY, VERY FORTUNATE TO HAVE THEIR SERVICES AT THIS INSTITUTION.
THAT WAS A FINE REPORT, AND I AM VERY PROUD OF YOUR WORK.
I’D LIKE TO CONCLUDE MY ANNOUNCEMENTS
WITH SOMETHING THAT I LEARNED JUST TODAY,
OR OVER THE WEEKEND.
GRAND RAPIDS COMMUNITY COLLEGE HAS BEEN SELECTED AS A FINALIST
FOR THE 2011 MICHIGAN MINORITY SUPPLIER DEVELOPMENT COUNCIL
CORPORATION OF THE YEAR.
THIS IS IN THE EDUCATION AND GOVERNMENT ENTITIES CATEGORY.
THIS AWARD IS PRESENTED ANNUALLY TO THE CORPORATIONS
WHO ACTIVELY INCLUDE CERTIFIED MINORITY SUPPLIERS
IN THEIR RECRUITMENT OPPORTUNITIES,
ASSIST IN THE DEVELOPMENT OF MINORITY SUPPLIERS,
PROMOTE SUPPLIER DIVERSITY AND BUSINESS DEVELOPMENT WITHIN THEIR CORPORATION
AND TO THEIR VENDORS,
AS WELL AS TO OTHER BUSINESSES AND ORGANIZATIONS,
AND I’D LIKE ALL OF YOU TO JOIN ME IN THANKING MANSFIELD MATHERSON
FOR HIS WORK AND THE WORK OF OUR ENTIRE SUPPLIER DIVERSITY TEAM.
VERY, VERY NICE JOB.
(applause)
NICE.
THAT CONCLUDES MY REPORT, MR. CHAIRPERSON.
>> NOW’S THE TIME FOR OPEN COMMENTS.
IF YOU HAVE ANY ITEMS YOU’D LIKE TO ADDRESS THE BOARD,
PLEASE COME TO THE PODIUM, STATE YOUR NAME, AND SIGN IN.
I REMIND YOU THAT ALL COMMENTS ARE LIMITED TO THREE MINUTES,
AND THE BOARD WILL NOT RESPOND TO YOUR ITEM AT THIS TIME.
NONE COMING FORWARD.
COMMUNICATIONS TO THE BOARD? >> THERE ARE NONE AT THIS TIME.
>> SECRETARY ANDERSON HAS SAID
NO COMMUNICATIONS TO THE BOARD AT THIS TIME.
NOW’S THE TIME WE’LL MOVE TO THE CONSENT ITEMS.
MAY I HAVE A MOTION TO APPROVE THE CONSENT ITEMS AS PRESENTED?
>> SO MOVE, MR. CHAIR. >> SECOND.
>> ALL THOSE IN FAVOR SAY “AYE.” >> (all) AYE.
>> THOSE OPPOSED?
MOTION CARRIES.
ACTION ITEMS.
PURCHASING ITEMS OVER $100,000.
MAY I HAVE A MOTION TO APPROVE THE PURCHASING ITEMS
OVER $100,000 AS PRESENTED? >> I’LL MOVE.
>> SO MOVED. >> SECOND.
>> IS THERE ANY DISCUSSION?
ALL THOSE IN FAVOR SAY “AYE.” >> (all) AYE.
>> THOSE OPPOSED?
MOTION CARRIES.
NAMING OPPORTUNITY FOR A BUILDING.
PRESIDENT ENDER, WOULD YOU LIKE TO SPEAK TO THIS ACTION ITEM?
>> UH, YES, I’M ASKING TONIGHT FOR YOUR AUTHORIZATION
TO ALLOW ME TO NAME THE WARREN BUILDING ON OUR DEVOS CAMPUS
AS PART OF OUR CAPITAL CAMPAIGN CELEBRATION.
>> IS THERE ANY DISCUSSION?
>> THIS IS JUST-- WE DON’T NEED A MOTION.
>> WE DO NEED A MOTION. >> OKAY, THEN.
I WOULD SO MOVE, MR. CHAIR. >> SECOND.
>> GOOD... ANY DISCUSSION?
>> THAT’S ON THE 29th, DR. ENDER?
>> THAT’S CORRECT, YES.
AT THE FINAL CELEBRATION.
>> SEPTEMBER 29th AT THE GRCC CAMPAIGN,
"GRCC WORKS," YEAH.
OKAY, ALL THOSE IN FAVOR? >> (all) AYE.
>> THOSE OPPOSED?
MOTION CARRIES.
AND I WANT TO THANK EVERYBODY FOR ATTENDING THE MEETING.
>> ONE MORE. >> ONE MORE.
>> LOOK AT THE PROGRAM. >> OH, OKAY.
OKAY, YES.
MAY I HAVE A MOTION TO AUTHORIZE PRESIDENT ENDER
TO MOVE FORWARD WITH THE CONFIDENTIAL NAMING
OF A PROGRAM AS PRESENTED?
>> SO-- SO MOVED.
>> IS THERE ANY DISCUSSION?
>> HOW SOON WILL IT TAKE PLACE? >> THIS COULD BE SEVERAL MONTHS OFF.
>> OKAY.
>> SO, THIS IS DIFFERENT THAN THE NAMING WE JUST TALKED ABOUT, OBVIOUSLY?
>> YES, THIS WILL BE THE ACTUAL NAMING OF ONE OF OUR ACADEMIC PROGRAMS.
>> OH, YEAH, ONE'S A BUILDING AND ONE'S A PROGRAM.
>> MMM-HMM. >> THANK YOU.
>> ALL THOSE IN FAVOR, SAY "AYE." >> (all) AYE.
>> THOSE OPPOSED?
MOTION CARRIES.
NOW-- >> BE CAREFUL!
CAREFUL! >> BE READY.
(all laughing)
>> BRACE YOURSELF.
>> I THANK ALL THE TRUSTEES FOR BEING HERE,
AND THE STAFF, AND I WON'T BANG THE GAVEL AS LOUD THIS TIME.
>> (laughing) YEAH! >> BEAUTIFUL!
>> THAT'S BETTER! (laughing)