SenEx Minutes November 16, 2021

University Senate Executive Committee – November 16, 2021
December 7, 2021


Hossein Saiedian, Rémy Lequesne, Nick Syrett, Corey Maley, Ani Kokobobo, Kyle Velte, Nate Brunsell, Tim Spencer, Teri Chambers, Camden Baxter, Mary Morrison, Ethan Roark, Hollie Hall


Visitors: Alyssa Wingo, UDK


Also Present: Tessa Maclean, Kathy Reed


Motion to approve the November 2, 2021 Minutes made by Roark, seconded by Syrett.

Minutes approved unanimously


Student Senate Vice President: Ethan Roark

  1. We have had a meeting with the Provost to discuss housing
  2. We also discussed sexual assault town hall, there is a gap in student knowledge of resources, and we believe a town hall could help share awareness of the resources available to students.


Comment Hall:

We have an issue with the insurance, the voluntary plan that we voted on; we were not made aware that the graduate students with .4 FTE are automatically put into the voluntary plan, which is increasing significantly in premium costs. Dr. Roberts believes she has a way to handle this, although we are not sure what this is at this time.


Staff Senate President: Tim Spencer (see below)

  1. We met with UPS & USS councils this morning; some of their senates are directly involved with the budget process for their universities. Maybe this is something we can work towards with our open CFO.


Lequesne: My impression is that P&R is informed of budget issues but not really involved. I agree that Governance should have more of a voice in big-picture priorities.


Faculty Senate President Report: Rémy Lequesne (see below)

  1. Nothing else to add


University Senate President: Hossein Saiedian

  1. Nothing to add


Review of amendment to USRR 1.3.2 (see below)



Does this mean that students can be given final papers and quizzes the last week of class as long as they are not considered to be the final?



A quiz or paper can be given in the finals week if it is in lieu of a final exam.



As it is now, some professors believe they can give a quiz in addition to a final during the week of finals.  This would work to protect the student from being given quizzes in finals week.


Comment: Reading of USRR 1.3.2…
The above does not apply to assignments such as projects, performances, or papers. These may be due or take place during the last week of regular classes. Projects, performances, paper, and other coursework may be due during finals week only in lieu of a final exam. This rule does not apply to coursework for which the student has received an extension.


Motion to enforce the rules made by Roark: people are speaking over each other, which makes it hard to hear everyone and follow along with subtitles.


The amendment clarifies what may be done during the last week of classes and what may be done during the week of final exams.


After much discussion, the committee came to a mutual understanding of how students would benefit from the amendment of limiting quizzes during finals week to only in lieu of a final exam.


Motion to forward the amendment to University Senate made by Hall, seconded by Syrett.

Motion approved unanimously



Establish meeting procedures for University Senate Meeting, December 2, 2021



Can we define an inactive program? Are there 0 students in these programs?



Yes, [a program that] hasn't had any students for at least two years.



What does it mean if the Humanities are not being recommended to be removed? If they do vote to remove it, what will happen to the students currently enrolled?


Reply Kokobobo:

There is usually a four-year phase-out period if they are discontinued.


Reply Lequesne:

Usually, the Administration makes a recommendation for discontinuance, and then AP&P discusses and makes a recommendation to the Provost. That didn't happen this year, the Humanities were affectively discontinued before Governance got to be involved, and now, we are doing this retroactively.



If a program is in-active, why do we have to get rid of it?

Does this mean that the humanities would get to stay? Can we still be overridden by the Provost? Why invest the time and effort if we could be overridden?


Reply Lequesne:

There is no reason to keep something on the books that we don't use.

We are doing this because we should have a say [as Governance]. In the past, the Provost voted in agreement with University Senate.


Comment Kokobobo:

The policy is outdated and needs to be updated so it can guide us through the process.


Reply Syrett:

[In-active] courses are still in the catalog, and given they are in-active, they are a misrepresentation of the available courses for students.


After much discussion, it was decided to change to wording from not discontinue to continue.

Motion to approve process document with a friendly amendment of wording, made by Kokobobo, seconded by Hall.

Motion approved unanimously


Unfinished Business

Update: Program Discontinuation Policy: Kokobobo

  1. The ad-hoc committee decided to update the policy.



Are you going to meet with General Counsel before the draft goes to the committee?



No, the only thing I am going to do before it goes to the committee is to meet with the Provost to discuss the general ideas (not the policy itself) to see if she has ideas/anything she would like to add. The policy is still in preliminary draft form.


New Business

Sexual Violence Policy: Kokobobo

  • The training we have talked about will it be new/in addition to what we already do?

    • I heard that the training for staff and faculty is still an open question. There is a possibility to do something in the spring.
  • I attended a group Culture of Respect, organized through Safe Pac. I told them that Governance wants to collaborate with them.
  • I have heard from students that they aren't receiving the accommodations that they should have regarding the impacts of sexual violence on a student's life. It might be helpful to have a policy for students for accommodation for these situations.
  • I encouraged the Culture of Respect group to include some more faculty senators in that group.



In what ways do we want students to report these accommodations? Do we want it to be an institutionalized vs. individualized approach?



This could be a question for a working group to consider.



I agree it is important to have it codified because then people can't say no, and it protects these accommodations for students.



Training is able to be opted out [other than attending], so a policy seems more appropriate.



I agree; I have heard students say they have been declined accommodations.


CLACS Resolution: Hall

We passed the resolution to support the Center for Latin American & Caribbean Studies (CLACS) for the centers of CLACS in the Student Senate. Are we able to discuss bringing it up at the next University Senate meeting? For all of the Centers, but particularly CLACS. If they support this, it would be ideal for the University Senate to create an overarching resolution for all of the centers.


Reply Reed:

The agenda for the 12/2 meeting (the last meeting for the semester) is set to just discuss Program Discontinuance. There is no new or old business, with the possibility to meet on the last day of classes to finish up.


Reply Kokobobo:

We could take it up in January when we have the results of the Program Discontinuance.



Could we do a vote via email in the meantime (for SenEx)?



Could go into Committee of the Whole to bring that issue up?



I would support having Senex consider it, and I agree that we should consider all centers. Is there a time sensitivity?


Reply Kokobobo:

Yes, there is a distinction when it comes to the Title VI grants, which is an urgent piece. I would be happy to look at it via email.



I am fully supportive of this, but is it the College that will fund this, or would it be the University?


Reply Hall:

The students were asking for general institutional support. While they are housed in the College, it is made up of faculty from multiple disciplines.



We should know the facts before we get too deep into it. If it's funding, it might not be something for us to get involved in. If it's general support, then yes. Is there is agreement; that email would work?


Question Reed:

What do you want to do?


Reply Hall:

Send it out, send questions in an email thread. Then approve and add University Senate to the Student Senate resolution.


After much discussion, it was decided that Hall will send to Reed, Reed will add to Teams, and then committee members can report within a set period and then decide if they want to vote.


Kokobobo (on next steps of accommodations relating to sexual violence):

I will reach out to the policy office and then Chris Brown and work with Syrett and Roark and a staff member. It would be good to be in the Governance Code.




No further new business.


Meeting adjourned



University of Kansas – Staff Senate President Report – November 2021

October 8, Policy Office meeting

  • Overview of the policy process at KU

  • Office recommends being involved as early as possible in the process, units are responsible for contacting
    • Clarifying scope, timeline, impacted parties, more art than science, policy office helps navigates
  • Two‐week comment periods seek feedback from the campus community, governance presidents copied
  • Some policies may not have comment periods based on technical edit, Chancellor authority, etc.
    • The unit creating/modifying the policy should be responding to comments
    • Approval process discussed, finalized policy is published in the Policy Library
  • Unit should be communicating policy creation/changes out to the campus community once approved
  • USRR, FSRR, and Code changes go through Governance office, while policies go through the Policy office
    • Start with SENEX on policy revisions, will make determinations and then how to proceed from there
    • Can use Policy Office for strategy/advice behind the scenes


October 8, KU Unified Command Situation Report from Andrew Foster

  • Regional Updates

    • Positivity numbers/percentage in DGCO and on campus have continued to decline consistently.
    • Hospitalizations are still staying up a little, but it is almost entirely unvaccinated people that are filling hospitals in all local hospitals.
    • Some unknowns could disrupt progress (more indoor events, travel for breaks, less masking, etc.).
    • Overall in a good place as long as we don't get another variant that causes more issues.
  • New Developments
    • Pfizer could be approved for 5–11‐year‐olds with the next week or two.

      • They have submitted all the required documentation to the FDA and we're just waiting on a ruling.
      • We've been working with school districts, LDC Public Health, Watkins, and the State to make sure we're able to administer the shots ASAP after it's approved for kids.
    • Anyone that received Pfizer is now eligible to receive their booster shot (if it's been at least 6 months since your second shot). You can call Watkins and get scheduled for a booster or do the drive through at LMH.
    • Moderna will likely be approved for boosters soon, but I'm not sure what is going to happen with J&J boosters.


October 11, Staff Senate Visioning Process

  • Modified current mission/vision of Staff Senate to read "Staff Senate provides all staff with a voice, a forum, and avenues for growth."
  • Brainstormed topics that would fall under these three vision points, to assist in outlining 3‐5 bold steps (actionable items) for Staff Senate to focus on for the remainder of the academic year
  • A voice
    • Represent staff with University Governance
    • Promote Work‐Life Balance
    • Official statements out to the whole campus community
    • Diversity Equity Inclusion – relaying hopes and concerns from marginalized communities to other channels
    • Represent KU staff with the Kansas Board of Regents
    • Represent staff with internal KU leadership
    • Better benefits like tuition assistance for spouse and dependents
  • A forum
    • Recruit and retain DEI representation
    • Newsletter and social media
    • Seek feedback
    • Identifying shared opportunities
    • Identifying shared challenges
    • Engagement with central support offices
    • Committee involvement
    • Communicating with the broader KU community on current initiatives
  • Avenues for growth
    • Onboarding
    • Diversity Equity Inclusion training
    • Support the mission of the University
    • Retention
    • Anything in our regular communications – identifying opportunities for taking part
    • Professional development fund
    • Adequate resourcing for services provided
    • Professional growth


October 12, Ombuds Review

  • Q. Staffing?

    • A. To fully support all at KU, would need 3 FTE. When DA came in numbers bumped up, our cases haven't decreased overall, faculty increase with staff decrease (UPS decrease and USS low use), some Ombuds at other universities have specific to the types (faculty, staff, students) while some have individuals that serve all. Provost has signaled and understands that they are understaffed, currently at

1.5 FTE, currently contracting while DA is working with DEIB. Mostly in person or phone calls prior to pandemic, now have more flexibility in engaging and connecting with people, even outside standard office hours.

  • Q. Diversity?

    • A. Staff are the majority, but demographically don't have good data (must self ID) and BIPOC and LGBTQ+ make up a small %. Need to connect with those from marginalized communities and build working relationships with those offices that support those individuals.
  • Q. Marketing/promoting?
    • A. Have to do more, have their approach compliment other parts of campus services, Tim brought up onboarding, KU Today, use of Chancellor's weekly message, working with HR workshops that support those, co‐sponsoring events, how to maintain/nurture/grow these active relationships while still not having access to lists. Could have Ombuds provide a quick bio that can be provided to Senates for distribution.
  • Q. Mediation?
    • A. Continuum, there are processes both formal (HR, Title IX) and informal (facilitated dialogue, no formal written agreement), idea of having more formal mediation available in the Ombuds office, somewhere in the middle where individuals sit down and discuss, several contacts in this area, would like to have some trainers visit and create a cohort with a two‐year cycle (possible fellows with a certificate), need to identify gaps across the University and what offices need to bring in or together.

October 12, Governance leadership meeting with CFO Jeff DeWitt

  • Governance concerns raised

    • Biggest need is human capital; salaries, FTE, resources for faculty and staff
    • Need to measure and address below market salaries for hiring and current employees
    • Need to measure and address staffing levels, including increased responsibilities and workload due to attrition, and not rehiring
    • Need visibility into the five‐year plan and how that is integrated with Jayhawks Rising strategic plan
    • Need insight in how to effectively advocate for KU with KBoR


October 13, Staff Senate

  • Reference report from Jena Gunter, Staff Senate Secretary
  • Standard monthly reports provided by President, committee chairs and ex‐officio reps
  • Significant time used to discuss faculty and staff attrition and workload, wages, and benefits


October 15, Senate Leaders Meeting

  • Primarily focused on how students, faculty and staff will prepare to speak with KBoR representatives the following week


October 19, UPS/USS Council Joint Meeting

  • Reference report from Brian Moss, UPS rep
  • Standard monthly reports provided by Presidents
  • Significant time used to discuss winter break closures, satisfaction survey, COVID and remote work policies, inclement weather policies, staff attrition and workload


October 19, SENEX Meeting

  • Reference report from Kathy Reed, Governance office
  • Standard monthly reports provided by Presidents
  • Significant time used to discuss medical and compassionate withdrawal petitions, and membership to the University Senate Retirees Rights and Benefits committee


October 20, KBOR Meeting

  • Over the past 20 months, staff at the University of Kansas have witnessed tremendous change. These changes have included:

    • navigating a balance of work with the added COVID responsibilities of childcare, eldercare, and safeguarding family members with compromised immune systems;
    • navigating fluctuating work locations (remote, in‐person or hybrid) due to the various needs of the students, faculty, and fellow staff they serve;
    • navigating increased workloads due to pandemic‐expedited retirements, loss of colleagues to COVID, and subsequent labor market shortages;
    • navigating increased output and growth goals for student recruitment due to in‐person and online market competition, as well as increasingly smaller pool of students;
    • and navigating increased costs of living due to COVID supply chain disruptions, compounded by years of stagnant wages and salary compression


  • Staff have adapted to these changes by:

    • using masks in the workplace, receiving vaccinations, and following CDC and KDHE recommended guidelines for mitigating COVID spread;
    • remaining agile and flexible to support themselves and the students and faculty they serve, which have been an even heavier lift for Facilities & Operations, IT, and department administrative staff who have remaining fully in‐person;
    • working harder and smarter to maintain pre‐COVID customer service levels and COVID‐increased workloads;
    • and stretching household incomes to meet family needs while balancing the costs of education.
  • Although staff have adapted and persevered, these changes are taking their toll, specifically:
    • fatigue from the unknown of how long COVID will be around, when vaccines will be available for all children, and the long‐term effects of COVID;
    • burnout from a constant state of readiness and need for greater flexibility to support students, faculty, and fellow staff, falling the heaviest on those staff who have implemented campus operation changes;
    • increased attrition and turnover, struggles to retain and recruit quality staff due to below‐market wages, salary compression and unsustainable workloads;
    • and balancing the cost of higher education with basics needs, putting staff with families in an increasingly difficult financial bind, and forcing staff to prioritize short‐term survival over long‐term economic growth through education.
  • All of these changes have amplified inequities that existed prior to COVID, and all negatively impact staff morale.
  • Where staff at the University of Kansas see an opportunity for Kansas Board of Regents to advocate for and support is the area of recruiting and retaining quality staff. We humbly submit two requests of the Kansas Board of Regents:
    • to support a broad market study comparing current university employee wages against those in the private and other public sectors, identifying gaps for both current employees and those being recruited;
    • and to support a broad tuition assistance study comparing current university employee tuition assistance programs (including spouse and dependents) against other peer and state institutions, including the identification of gaps in support.
  • By addressing these two items, this will send a clear message to staff that they are a priority. Implementation of these requests, through additional financial support from the state, would improve morale, keep the University of Kansas competitive in the public and private sectors, and ultimately improve the quality of work and customer service levels provided to students and faculty.
  • Staff are dedicated to their institutions, our universities would not function without the hard work and dedication our staff put forth every day, and we are here for the long‐haul. While our Governance works to address these challenges directly with our Administration, support from the Kansas Board of Regents would add additional weight to these needed changes.


October 20, Provost Meeting

  • A thank you for approving paid time off from December 26 through January 1. This will help with staff morale and allow for some much‐needed down time.
  • Provost previously advised that Staff Senate leadership email her and cc David Cook to arrange a meeting and discuss options/restrictions on broad, formal communication channel
    • Will have email sent by end of week
  • Provost was to provide an update at our October meeting regarding a discussion on the disconnect between some supervisors and deans on broad decisions with remote/hybrid work arrangements. What update is available?
    • Did have the meeting, deans argued with one another (some fully embraced, some not ready), Provost pushed its inequitable to not have the policy implemented the same across the board, 2‐3 out of 13 apprehensive
    • Planning of the spring semester now, before Thanksgiving if we haven't heard any rumblings then communicate back to Provost for additional pressure
  • Provost was to provide an update at our October meeting regarding Jayhawks Rising team makeup and greater visibility in how they are recruiting and engaging with DEIB voices. What update is available?
    • Just received all recommendations last Friday from objective co‐leads (one dean, one VP), cutting out overlap and then they start creating the team, no team calls out yet
    • Most important thing is that the agreed upon goals, as deans and VP work together to own this, silos are breaking down and deans are seeing opportunities to connect, and VP are seeing the day‐to‐day challenges as deans
    • Next hope is that this becomes their regular job, not just setting aside, one reason why working with them as a leadership before smaller groups, VP have to drive the improvements and deans have to buy in, have to have the shared priorities
    • Jessica reemphasizes the DEIB focus, Provost response is that there's two focused on DEIB (inclusion and international), each unit has an equity advisor as well as the ACE Internationalizing Lab, both will have tasks/activities/metrics under each of the 13 groups
    • Need to have goals and metrics under each 13, not just voices
  • Provost previously mentioned that during the fall semester, campus leadership (including deans/directors) would be looking to identify supervisors who have not completed STEP training and to get them involved. What update is available?
    • Have asked Mike Rounds and Kathleen A‐S on their strategizes, have sent an email to follow up, finding balance with scope and scale in‐person and digital use, bigger transition plan on comprehensive work
  • Provost previously mentioned that during the fall semester, she would be able to provide us with lists/details regarding the Service Experience Councils and staff involved, so that Staff Senate could engage with them. What update is available?
    • Making a webpage that will have everyone listed, councils and members, and some are still formalizing, will be long‐term use, next time ask about the website status
  • Provost was previously provided information from staff regarding the Edwards Campus strategic enrollment management plan, which includes reported quotas for units and leads to unsustainable workloads for staff, and that this would be discussed with Edwards leadership. What update is available?
    • Connected with Stewart Day at Edwards, talking about the navigators, have some transition (Misty and Alex), their ratio is high as is at Lawrence campus, figuring out the right ratio load is on our radar, out of line, need to invest in student enrollment and student success
  • SENEX meets with the Kansas Board of Regents on Thursday morning, October 21, and Staff Senate representatives will request two items of support from KBoR in regard to recruiting and retaining quality staff:


    • to support a broad market study comparing current university employee wages against those in the private and other public sectors, identifying gaps for both current employees and those being recruited;
    • and to support a broad tuition assistance study comparing current university employee tuition assistance programs (including spouse and dependents) against other peer and state institutions, including the identification of gaps in support.
  • KU CFO Jeff DeWitt has hinted at support for a broader market study (last one completed in 2012‐13), and at building in tuition support coverage for dependents into the budget over a 3–5‐year timeframe. What tangible movement can be anticipated to see from university leadership within this current fiscal year and next fiscal year regarding these two items?
    • Support of broad market study, if they don't, we will
    • Developing key initiatives behind Jayhawks Rising, have solved ½ of our challenge, the remainder is growth, duplications, spending across both campuses, not talking about people but processes
    • Told Jeff and Jason that Provost needs between Dec‐Mar a true 3‐year financial plan for investments and savings, what those dollars are to growth and efficiencies, and include wage increase pool and tuition assistance (including dependents), needs to see the margin on net growth
  • What movement is occurring within the state legislature on either mandating vaccines state‐wide, or allowing for flexibility to mandate at a county or university‐level?
    • Letter drafted with WSU, K‐State and KU will move to mandate for all employees, have been told that AG will sue us, have notified KBoR about the financial impact of not having vaccine requirements, KU is going down this path and will see what pushback will be
    • Will be released by end of week to meet December 8 date, so next week is the date for the first vaccine, Chancellor is clear in the message to not jeopardize federal funds, there will be exemptions (medical and religious) and will need guidance from General Council and/or Federal government


October 22, KU Unified Command Situation Report from Andrew Foster

  • Lower COVID rates in Douglas County

    • Those unvaccinated are still being hospitalized
    • Some breakthroughs
  • Mask compliance
    • Will continue through the fall semester
    • On‐campus and county continue to improve with compliance
  • Mandated vaccines
    • Federal government had the executive order, but didn't relay how to go about it
    • Renewing or starting federal contract have this language, KU received their first from NIH (on Monday)
      • Friday before WSU received their NASA contract
    • Federal executive order supersedes state mandates through the contracts
    • Applies to all KU employees and affiliates
  • Supervisory
    • Supervisor will not review documents, may be notified that employee needs to upload information in HR/Pay
    • Employee will see documents, supervisor will not
    • Once accommodations are brought to the table, ADA fields this and will be largely based on the position (in‐person, hybrid, remote)
  • Using work time to get vaccine (for self or dependents)
    • Can get your vaccine during work time
    • For dependents, not during work time


  • Booster requirements/mandates

    • No mandates for boosters, not anticipated
  • If out sick due to COVID (sick/shot), still be paid
    • Used to have the COVID paid leave, but now sick leave is being used for that
    • Plan accordingly when taking the shot (on a Friday, or take a sick day the next day)
  • Exemptions
    • Medical exemption, provided through doctor
    • Religious exemption, wording still being determined and will be thoroughly reviewed by third‐party blind committee
    • Exemption deadline by mid‐November, outside review board overseen by KU Med as external review
    • Accommodation process will be sought, and will be addressed on a case‐by‐case basis
    • Monday afternoon, Tuesday at latest with answers, all handled through HR/Pay module (upgraded)
    • Those who refuse to follow the process, by December 8 there's a high chance of termination
  • Dismissals
    • Will use the current channels as much as possible


October 25, Staff Senate Visioning Process

  • Brainstormed 3‐5 bold steps (actionable items) for Staff Senate to focus on for the remainder of the academic year
  • Top 5 bold steps
    • 11 votes – advocate for mandatory supervisor training and mandatory DEIB training for all staff
    • 10 votes – create communications plan, specifying types of communications, audiences, and channels, leveraging this plan to communicate more frequently with staff, and a plan to engage various university leaders on a regular cadence
    • 09 votes – develop multiple avenues of communication to collect feedback from constituents
    • 05 votes – advocate that all departments/units are required to incorporate DEIB efforts
    • 03 votes – award at least 60% of professional development funds each academic year


October 28, University Senate

  • Reference report from Kathy Reed, Governance office
  • Provost in attendance, Teri Chambers reemphasized the two topics brought forth at the KBoR meeting


October 29, Staff Senate reading discussion

  • Discussion with Aaron Quisenberry and Jessica Chilcoat (Jui‐Sheng Wang and Robert Waller absent)
  • Topics from Chapter 4 covered and applied to real‐world situations as supervisors and individual units




 Faculty Senate President's Report to SenEx 2021.11.16

The following is a partial list of ongoing issues, with brief status updates on each

  1. Vaccine mandate:

    1. To comply with a federal mandate, the University of Kansas has mandated that all employees be fully vaccinated by 2021.12.08 or receive an approved exemption.
    2. See this page for more info:
  2. Program discontinuance:
    1. AP&P recommendations are finalized and publicly available here:
    2. University Senate will discuss and vote on each recommendation on 2021.12.02. University Senate recommendations will then be sent to the Provost, who will make the final determination.
  3. Email communications from governance leaders
    1. Governance leaders are not free to email constituents without approval from the within the KU Public Affairs Office. This how the (23-year-old) campus email policy is interpreted (
    2. Kokobobo, Maley, and Velte are working to draft proposed revisions to the policy. FacEx seeks to change the policy so we are permitted to send broadcast emails without prior approval. This is important because representative Governance requires open communication. Also, any workarounds that we devise only work if KU leaders accept them. We need clear policy empowerment.
    3. Conversations are ongoing with VC Cook and Provost Bichelmeyer.
  4. KU Libraries beginning negotiations with Elsevier
    1. KU Librarians will present to the Faculty Senate on 2021.11.18 about upcoming negotiations with Elsevier about KU's "Big Deal" contract for journal subscriptions.
    2. These negotiations may result in KU's subscription package being broken up into subscriptions limited to the most used journals.
      1. On 2021.11.09 FacEx voted in favor of a resolution in support of the libraries in these negotiations. The Faculty Senate will be asked to consider the resolution on 2021.11.18.
      2. As background, KU's base collections budget has not increased since 2009 (KU's collections budget has dropped from near the median among members of the Association of Research Libraries in 2009(1) to the bottom quartile in 2018(2).) KU's buying power therefore decreases annually as inflation forces price increases. More background at:
  5. Academic workload:
    1. A revised Academic Workload policy draft will be discussed and voted on at the 2021.11.18 Faculty Senate meeting.
    2. The draft was substantially revised in response to feedback from the Faculty Senate, Deans, Chairs, FRPR, SPPT, and faculty at large.


(1) Kyrillidou, M., and S. Morris, comps. and eds. ARL Statistics 2008–2009. Washington, DC: Association of Research Libraries, 2011.

(2) Morris, S., and G. Roebuck, comps. and eds. ARL Statistics 2017–2018. Washington, DC: Association of Research Libraries, 2019.

  1. Ad-hoc committee: University Senate procedures for program discontinuance

    1. Ad-hoc committee members are drafting revisions and will then negotiate with Provost Office representatives to arrive at a mutually acceptable draft that can be voted on by SenEx and then the University Senate.
  2. Ad-hoc committee: FRB procedures for hearing a challenge to dismissal of tenured faculty
    1. The Ad-hoc committee has finished revising the policy. On 2021.11.09 FacEx empowered Ad-hoc Chair Mulligan and FS President Lequesne to negotiate revisions with the Provost's Office before bringing it to FacEx and then the Faculty Senate for a vote.
  3. Other policy changes in the pipeline
    1. Hearings on Dismissal of Tenured Faculty: FacEx voted on 2021.10.26 to approve a revised version of the amendment rejected by the Provost. The amendment will be discussed at the Faculty Senate on 2021.11.18.
    2. Medical withdrawal policy: A proposal to revise USRR 2.3.3 was received by Governance and discussed by SenEx on 2021.10.19. Syrett, Baxter, and Lequesne then substantially revised the draft and sent it back to VP Klusmeier. SenEx and the University Senate will eventually be asked to vote on the amendment.
    3. Excused absence policy: A proposal to revise USRR 2.1.1 has been reviewed by AP&P and FRPR. FacEx discussed the amendment on 2021.10.26 and will continue the discussion on 2021.11.30.
    4. Proposed new Faculty Right Concerning Curriculum: A proposal to add a 17th right to Article III of the Faculty Code, which is provided below, was approved by the Faculty Senate on 2020.02.20. The Provost's Office rejected the amendment. This was the second attempt by the Faculty Senate to make a similar change, both of which have been rejected by the

Provost's Office. FacEx discussed this on 2021.10.26 and 2021.11.09 and does not see a viable way to gaining approval.


If you are interested in working on this, please let me know. Perhaps there is a way.


17. The faculty sets requirements for degrees offered and determines when requirements have been met, subject to the authority of the Board of Regents. KU abides by the Association of American Universities' "Statement on Academic

Principles," which states that "[t]he faculty holds the primary responsibility for matters related to education and research, such as setting the curriculum"; and by the "Statement on Government of Colleges and Universities," jointly formulated

and approved by the American Association of University Professors, the American Council on Education, and the Association of Governing Boards of Universities and Colleges, which states that "The faculty has primary responsibility for such fundamental areas as curriculum, subject matter and methods of instruction of

student life which relate to the educational process ."


    1. Proposed amendment to constrain the length of interim/acting appointments for administrators: FacEx discussed the Provost response to the proposed amendment on 2021.10.26 and agreed to not work to revive the effort. There is no clear path to gaining approval.
  1. Sexual assault prevention
    1. The AAU announced new principles to prevent sexual harassment:
    2. Kokobobo is working to understand how KU is going to work to align our work with these principles.
  2. Faculty Rights Board
    1. I met with Provost Bichelmeyer and VP Brown on 2021.10.25 to discuss an issue related to resolution of an FRB case that was discussed at the 2021.09.23 Faculty Senate meeting.
    2. I left the meeting with the understanding that the Provost will work with Governance and the FRB chair in future cases to make sure there is a common understanding of the facts involved with a case before overturning an FRB recommendation.
  3. Faculty data
    1. The switch this semester from PRO to an Academic Analytics platform has raised wide- ranging questions about the use of faculty data on this campus. How are data collected? How are they verified? Who has access to the data? Are the data used for faculty evaluation and retention decisions? Who monitors that data are not used out-of-context or misused? These questions are not limited to Academic Analytics; which other platforms (JayhawkGPS? SLATE? Canvas?) collect data on faculty activities and how are they used?
    2. Preliminary discussions are underway with VP Brown to create a Faculty Data Steering Committee to lead these important conversations. There need to be guidelines for use of data as well as transparency and accountability.
  4. Faculty Senate DEI Committee
    1. FacEx, led by Kokobobo and Gaston, is discussing creating a Faculty Senate DEI committee. This will require a rule change approved by FacEx and the Faculty Senate. Expect more information in early 2022. Please contact me if you have ideas about the mission/charges for this committee.
  5. KBOR redefinition of a baccalaureate degree (so-called "credit cap" issue)
    1. No update until the November KBOR meeting.
  6. KBOR expectations for program review
    1. Governance leaders will meet with VP Roberts on 2021.11.23 to discuss updates.
  7. Extra tenure year for faculty incoming in Fall 2020?
    1. No update until the December KBOR meeting.
  8. KBOR General education policy
    1. No update.
  9. DEIB VP Search
    1. No update. We have been told a search will be announced later this semester.
  10. CLAS Dean Search
    1. No update. We have been told a search will be announced soon.


Calendar Committee:

The Calendar Committee was charged with reviewing the University Senate Rules and Regulations Article I. Section 3.  Should the term quizzes be included in 1.3.2 (see highlighted area.)  The Governance Office is routinely asked if "quizzes" may be due after stop day, or during finals week, along with a final.  

The committee recommends that the USRR be amended to include quizzes in work that may take place the last week of classes, but not during finals. 

Make a recommendation to the University Senate Executive Committee by November 1, 2021.  


Review of amendment to USRR 1.3.2

USRR Article 1
Section 3. Final Examination Schedules

1.3.2 A Comprehensive Final Examination is defined as an examination that tests over class content covering the entire term. A Section Examination is defined as an examination that tests over class content covering a unit, section, topic or part of the term, but does not cover the entire content of the class.

Normally the last examination in a course - whether a comprehensive Final Examination or a Section Exam - is administered at the appointed time during the regularly scheduled final exam period. An exam may be given during the last week of classes ONLY if it is a Section Exam preceding a Comprehensive Final Examination; this Comprehensive Final Examination must be administered at the appointed time during the regularly scheduled final exam period. If neither a Section Examination nor a Comprehensive Final Examination is to be given, the class is not required to meet at its appointed time during the regularly scheduled final examination period.

If a "take home" exam or an online exam is given in a class with a regular meeting time, it may not be due prior to the end of the regularly scheduled final exam period for the class. If a proctored or online exam is given for an online course, the due date shall be noted in the course syllabus. When the final of an online/non-regular course conflicts with a student's obligation to other regularly scheduled university classes, the student will be accorded the opportunity to take the final at a time not in conflict with other regularly scheduled university classes. The above does not apply to assignments such as projects, performances, quizzes or papers. These may be due or take place during the last week of regular classes. Projects, performances, quizzes, papers, and other coursework may be due during finals week only in lieu of a final exam. This rule does not apply to coursework for which the student has received an extension.