Friday, November 30, 2012

Pricing Out the Humanities


Pricing Out the Humanities

November 26, 2012 - 3:00am

By

History professors at the University of Florida think their courses are plenty valuable, but they don't want them to be among the most expensive. And they are organizing to protest a gubernatorial task force's recommendation to charge more for majors without an immediate job payoff -- a recommendation that the historians fear could discourage enrollments.
History professors have organized a petition against one of the more controversial recommendations of the Blue Ribbon Task Force on State Higher Education Reform: differential tuition that could be punitive to the humanities. They've garnered more than 1,300 names in a week, including those from places far beyond the Sunshine State.
"We, the undersigned faculty, have dedicated our careers to the common good of the State of Florida," the petition reads. "We believe that the institutional goals of our universities are not in conflict with state goals. We also know a great deal about the vital connection between higher education and a responsible and productive citizenry; in fact, this connection is at the very center of our profession. We trust that Governor Scott will recognize the pressing need for meaningful faculty input into future deliberations concerning the future of higher education in the State of Florida."
Quoting the task force's language on differential tuition, petition co-creator Norman Goda said, “The theory is that students in ‘non-strategic majors,’ by paying higher tuition, will help subsidize students in the ‘strategic’ majors, thus creating a greater demand for the targeted programs and more graduates from these programs, as well.”
Established in May by Governor Rick Scott, a Republican who has said he wants to run Florida’s education system more like a business, the task force includes legislators, businesspeople and educators appointed by various parties. It finalized its recommendations earlier this month. The governor is now reviewing the report, which divides reform into three different but interlinked areas: accountability, funding and governance.
Recommendations for accountability include a call for more metrics to determine university success and performance, while those for governance include allowing the state university system’s Board of Governors more control over funding (currently the state legislature holds much of that control). Funding recommendations call for non-uniform tuition among the state’s 12 universities and a further look into differential tuition among degree programs.
Although several models for differential tuition exist in higher education, the model endorsed by the task force would aim to hold in-state tuition rates for “high-skill, high-wage, high-demand (market determined strategic demand) degree programs” steady for at least three years, making them potentially more attractive to students than other majors. Although the task force report doesn’t officially recommend strategic majors, it names several possible categories previously identified by the Florida university system’s Board of Governors, including 111 in science, technology, engineering and math (STEM); 28 programs in globalization; and 21 in the health professions. (Such degree programs currently account for 37 percent of degrees granted within the system, with a 21 percent increase during the past four years). Core humanities disciplines did not make the list.
Task force chairman Dale Brill, Florida Chamber Foundation president and Scott’s appointee to the group, said the recommendations were based on “logic,” rather than research into which degree programs have proven to be the most beneficial to individual students and state economies. Defining “strategic” and “non-strategic” programs ultimately will be the work of the state legislature, he said.
“The task force tried to identify innovative approaches to spreading limited resources to drive maximum benefit to the system,” Brill said. “Up until now, in that system, that money is invested evenly across the board with very little attention paid toward getting maximum return on that investment” for the 104 million taxpayers contributing to it.
Brill said he wondered why humanities professors felt targeted by a plan to improve the university funding system, which would improve the university system overall.
“If you improve the system without worrying about the professors in the system, in the end the system has more resources to invest,” he said.
But Lillian Guerra, one of Goda’s history colleagues at the University of Florida and a petition co-creator, said the task force plan lays the foundation for second-class degrees. Departments receive funding based on how many students enroll in courses, she said, so decreased humanities enrollment would lead to less funding for the department.
Damage to the department would damage the university overall, she added. “In the short term, I think we run the risk of demolishing our prestige as an institution, when so much of the institution’s prestige has been anchored in liberal arts.”
Goda said that in the long run, differential tuition could mean a less “richly educated” workforce. Students in strategic majors also could suffer from lack of a well-rounded education – something he said makes them “truly adaptable and employable over the course of their lives.”
Robert Townsend, deputy director of the American Historical Association, said the professional association was making its members aware of the Florida professors’ petition.
“I think there’s general agreement that it would not be helpful or positive for the history discipline,” he said of differential tuition, adding that Wisconsin Gov. Scott Walker recently announced he’s making similar forays into reforming state higher education.
In his Nov. 16 announcement, Walker said funding for technical technical colleges and the University of Wisconsin System must be linked to performance. "In higher education, that means not only degrees, but are young people getting degrees in jobs that are open and needed today, not just the jobs that the universities want to give us, or degrees that people want to give us?"
Townsend said despite the recent trend toward more seemingly job-oriented degrees, which isn’t uncommon during slow economic periods, a history degree holds enduring value.
“There’s plenty of evidence that history as a major sets people up for a lot of different careers,” he said, including business. “You’re trained to think critically and use evidence and write about it. There are [bosses] who prefer that to those who are trained to do that narrowly, to think only about numbers, rather than about numbers in wider aspects and making use of them.”
According to a Georgetown University study based on 2010 Census data, recent history majors (ages 22-26) have a 10.2 percent unemployment rate, while more experienced history graduates without an advanced degree fare better at 5.8 percent unemployment. Overall, 9.4 percent of recent humanities and liberal arts graduates and 6.1 percent of their more experienced counterparts are unemployed. By comparison, 7.7 percent of recent life and physical science graduates are unemployed, as are 4.7 percent of older grads; in computers and mathematics, the rates were 8.2 percent and 5.6 percent, respectively.
While the study does show a link between STEM and other strategic degrees and lower unemployment, it cautions that "occupations that are closely aligned with occupations can misfire." Because of the decline in construction, for example, recent architecture graduates have the highest rate of unemployment, 13.9 percent. By contrast, education, business, health care and the professional services have been relatively stable employers of recent graduates with related majors.
Science advocates also have opposed the Blue Ribbon proposal. Shirley Malcom, head of the American Association for the Advancement of Science’s Directorate for Education and Human Resources Programs, called differential tuition “a difficult call.” But ultimately, she said, it pits different areas of an institution against each other, “where we as STEM people need the rest of the knowledge that is resident in the rest of the institution.”
Malcom argued for other ways to promote STEM, such as direct scholarships.
Student groups also have opposed the recommendation. José R. Soto, co-president of University of Florida Graduate Assistants United, helped organize a recent joint-press conference on the recommendations, along with the Gainesville Area Students for a Democratic Society, and is helping plan a rally before the university’s Board of Trustees meeting next week.
The doctoral candidate, who recently defended his dissertation in applied economics, said differential tuition could create a kind of brain drain away from Florida higher education, in which the state’s “best and brightest” qualifying for scholarships out of state leave to ensure a top-notch education. Additionally, Soto said, trying to forecast the job market to determine which degrees will be most lucrative in the future is misguided. “Any economist will tell you one of the hardest things you can do is predict the market; if you take it farther than a [certain period of time] in unknown territory.”
It’s unclear exactly when the recommendations could be considered by the Florida legislature, or which, if any, Scott will endorse. A spokeswoman said Scott “has made it clear he thinks Florida’s colleges and universities need to be affordable for the families of our state.” But the governor -- in-much discussed remarks last year about anthropology -- has seemed skeptical of the value of a number of liberal arts disciplines.
William Proctor, a task force and departing state House member who serves as chancellor of Flagler College in St. Augustine, said, “It may be premature to try to size that up. It won’t even get into committee hearings until [next year].” He also noted that while there was interest in differential tuition among his former colleagues, changes to higher education funding remain controversial in Florida. In April, Scott vetoed a bill that would have allowed the school’s top research institutions – Florida State University and the University of Florida – to raise tuition.
Proctor also noted that the task force’s final report only recommends holding strategic degree tuition steady for a period of at least three years, while other differential tuition models could be adapted later. Even within the task force, he said, there was discussion as to whether to charge more for STEM and other strategic degrees because they can be more expensive for the university. (Schools throughout the country already have adopted that model, especially for degrees in engineering and business).
Still, Guerra, who specializes in Latin American history, said the proposals are disturbing seen through the lens of history.  “The Cuban state in the [1960s and 1970s] began to promote technical fields and the hard sciences because those are the fields believed to generate wealth for the collective aspiration, as opposed to an individual meditation on ideas.”

Wednesday, November 28, 2012

Liberal arts skills a good fit for jobs


Liberal arts skills a good fit for jobs
By Donal O'Shea, special to the Times
Donal O'SheaTampa Bay Times In Print: Sunday, November 25, 2012
What skills do employers value most in judging their new hires? Strong verbal communication, a solid work ethic, teamwork, analytical ability and initiative, according to a report from the National Association of Colleges and Employers. This nearly exactly matches the skill set of students with degrees in the liberal arts.
This fact is worth keeping top of mind when judging the value of a college degree — and, in particular, a college major — in this tough economic environment. The New York Times has documented how over the past five years the weak U.S. economy has brought jobless and underemployment rates for recent college graduates across the country to an all-time high. And the Tampa Bay Times recently concluded a series on the difficulties faced by three New College of Florida students as they searched for jobs in the first six months after graduation. While no college president likes to see students from his or her institution struggling as they begin their careers, the challenges faced by those three students are not unique to New College, and I want to thank Times staffer Lane DeGregory for raising an important issue facing our society.
Some argue that the high rate of unemployment among recent graduates results from the types of degrees being offered at the undergraduate level both by large research institutions and by small liberal arts colleges like New College. According to this thinking, if more students pursued degrees in job-ready fields like education, accounting and engineering, they would be able to find work more easily.
While there is some evidence to support the notion that graduates with vocationally oriented degrees have an easier time than their peers in finding employment directly out of college, the unemployment numbers among those groups are still too high. Furthermore, there is little evidence to suggest that such degrees retain their economic advantage over time. The highest wage earning fields in the country — medicine, law, scientific and business management and computer technology — generally require advanced degrees.
Given the reality of the current economy, helping students find employment after graduation requires plenty of hard work, not only on the part of the students seeking jobs but on the part of our colleges and universities and the business community as well. At New College, we are attempting to do our part by placing greater emphasis on career counseling services and better aligning those services with student and academic life on campus. We also are redoubling our efforts to reach out to the business community to bring more recruiters to campus and to develop internships for students while they are in school so they can gain workplace skills that will be to their advantage after graduation. In talking with college presidents from around the state and across the country, I know that we are not alone in these efforts targeted at helping our students achieve employment success, regardless of the career paths they choose.
But we need to work harder with the business community to get them to take a chance on hiring these bright young men and women who can help build their businesses for years to come. Acclaimed marketing consultant Robert Goldfarb, author of What's Stopping Me from Getting Ahead?, put it well in a New York Times article headlined "How to Bridge the Hiring Gap": "At one time employers recruited liberal arts graduates whose broad education shaped an inquiring mind and the ability to evaluate conflicting points of view." The merit of such hiring practices is on display in many Fortune 500 board rooms today, where liberal arts graduates make up more than 15 percent of all CEOs. Yet, in recent years, companies have drifted away from this practice, turning instead to hiring only graduates who have immediately accessible skills. While such practices may make sense on the surface, Goldfarb thinks they are a mistake. "I've found many broadly educated employees to be quicker than technical staff members to develop the intuition that's crucial on a work floor where gray — not black or white — is the dominant color," he states.
Because of the recent articles in the Tampa Bay Times, we were immediately contacted by a high-tech firm in the state that was excited to learn about the quality and skills of our graduates. They opened their door for interviews. It was a hopeful sign and one that we hope to interest other businesses in as well. Such partnerships and opportunities are an essential component in determining the long-term success of our young college graduates.
Donal O'Shea is president of New College of Florida. He wrote this exclusively for the Tampa Bay Times.

Monday, November 26, 2012

Tuition plan is a major mistake


Tuition plan is a major mistake

Steering college students toward a degree based on their bankbook is not only wrong, but also would further separate post-secondary institutions from delivering top quality programs, no matter what the major might be.
Another education task force, which was put into motion by Florida Gov. Rick Scott, is proposing a tuition freeze for students majoring in high-demand fields, such as engineering and biology, while those whose passions might be tied to a different profession, let’s say journalism, will pay more for their education. The reasoning, according to state officials, is the lower cost should provide a greater incentive for students to enter the fields where there is need.
This is backward-thinking. If the state wants to look at differential tuition, then the premium fields should demand the highest price tag because the future financial reward will be greater.
The task force also is sending a very disturbing message. Are officials saying that an engineer or doctor is more important to a productive society than an elementary school teacher? We hope not. It becomes even more irrational to think that an education task force wants to financially penalize someone whose interest is to build the educational foundation of a young child who may one day become the engineer benefiting from a discounted college degree.
We understand the importance of directing students to jobs that are in demand based on the science, technology, engineering and math profile. We know companies are searching for top-quality men and women who race out of college well-prepared to take over these highly skilled positions. Good doctors, engineers, technology experts will always be in high demand and command the biggest bucks because of the preciseness of the work they need to perform.
Education experts at the recent The News-Press education summit highlighted the importance of universities working with the business community, both locally and globally, to develop students ready to drive the workforce to new heights, and nothing should deter that mission.

The point was made that two students could be sitting in the same classroom, elbow to elbow, one paying less for their education and the other more, based on their major. Is one more important than the other based on a career path that may bring them more money? No. Career accomplishments are not always measured by the size of one’s paycheck, but in the value of the work produced and the skills acquired that enables that person to make a difference. The elementary school teacher who fights to keep pace with changing economic conditions, but manages to positively influence a young student’s life, leaves a far greater mark than one who manages to put in time at a high-paying job, but has little to show for that big paycheck at the end of the day.
There also is the issue of changing demand. What if these high-demand fields fill up and other fields that may not make the list of premium majors now, but may one day have an employment shortage. Will universities adjust tuition to meet those needs?
There are schools, such as Cornell University, who take the more understandable approach, by charging higher tuition in fields that typically offer higher pay. It just makes sense. If you want the premium job, you should be willing to pay the premium price for that education.
Every student deserves a premium education at a cost that does not discriminate or keep someone from following their heart and choosing a lower-paying field because they do not want to pay higher tuition. It is an unbalanced educational philosophy.
Universities should be more focused on making sure a student is prepared for the workforce and ready for life, not on a price chart.
There is growing concern over escalating tuition costs, and we understand how important it is to make sure any student who wants to continue their educational studies can do so without going bankrupt.
Statewide, there are 188 baccalaureate programs offered in the high-demand fields, or approximately 37 percent of all majors. That means a majority of the students want to follow another career path. They should be able to do so without facing higher tuition payments.
Let’s get back to educating students, not picking favorites.

Thursday, November 22, 2012

FSCJ's Wallace isn't only state college president with lucrative contract


FSCJ's Wallace isn't only state college president with lucrative contract
One Florida college president will get free health care — premiums, deductibles and co-pays — for life.
Another might, at the board’s discretion, get the college-issued car he’s been driving when he leaves the college.
And the president of the largest state college has been promised a yearlong paid sabbatical and tenured teaching spot when he’s ready to step down.
All likely at taxpayers’ expense.
Some higher education observers say perks like that are egregious for public institutions, while others call them necessary measures to retain top talent. But one thing these and all 28 Division of Florida Colleges system presidents have in common: the Office of the Inspector General is reviewing their contracts and compensation at Gov. Rick Scott’s request.
Florida State College at Jacksonville President Steve Wallace announced his plan to step down last month, following concerns about $4.7 million in wrongly issued Pell Grants and reviews of his expenses. Wallace recently negotiated a $1.2 million exit agreement that prompted the governor to ask for the state investigation.
READ: Florida community college presidents' contracts
But that contract didn’t award him fringe benefits as high-dollar as a select few Florida community and state college presidents are entitled to, a Times-Union review shows.
Seminole State College of Florida’s board has guaranteed that all the health costs for its long-serving president, E. Ann McGee, are paid for life. Lake-Sumter Community College in Leesburg has included a provision to sell or give to President Charles Mojock the car he drives when he leaves, although the value would be deducted out of his severance package. And Miami Dade College President Eduardo Padron will get health premiums covered for life, be allowed to keep his car, and be guaranteed a tenured spot on the faculty with six-figure pay after a paid sabbatical.
But the items that pushed Wallace’s exit into seven figures were not benefits. They were lump sums: the unlimited accrual of vacation time gave him $336,000. A “benefit day” account ­— which awarded Wallace one day’s pay per month until 2010, when it was increased to 1.5 days per month — will give him more than $250,000 at payout.
Five of the other presidents have similar provisions.
Some other colleges could have benefit day programs that are not specified in their president’s contracts; several also allow annual payouts of extra vacation even when they don’t offer unlimited accrual.
Randy Hanna, chancellor of the Division of Florida Colleges, declined to speak about the contracts at FSCJ and other colleges, saying the power to hire, fire and decide compensation lies solely with local trustees. But if the inspector general recommends changes after its governor-ordered investigations, Hanna said he would be listening.
“To the extent the inspector general shows a need for legislative change,” Hanna said, “the division will be directly involved in proposing a change that is best for our students.”
Scott said on Friday that he wants to see the costs of the benefits calculated when the Inspector General’s review is complete. More than half of Floridians make less than $50,000 a year, Scott said, and he will rely on the trustees to understand that this is “somebody’s money.”
“Think about, ‘If that was my money, if that was my company, would I spend money like that?’ ” Scott said. “I think we have to look at how taxpayer money is being spent. … Everyone ought to know.”
‘THERE SHOULD BE TRANSPARENCY’
Contracts don’t give calculations of the value of payout benefits. But the Times-Union reviewed records and college policies that show four other colleges would allow a president to accrue unlimited vacation days for a terminal payout like the one Wallace has. Two others are guaranteed a job at their respective colleges after their departures. The Times-Union reviewed only FSCJ’s peer state and community colleges; it did not include Florida’s university system.
“Add-ons,” as college president compensation expert Jim Finkelstein calls the extra benefits, make it difficult to get a handle on how much these academic leaders actually make.
“Being a public executive, they hold the public trust and should view themselves in the same way as any elected or appointed official of a public institution,” said Finkelstein, a George Mason University professor. “There should be transparency in everything they do — whether it be their expenses or their compensation.”
In Florida’s college system, benefits such as annuities, deferred compensation or “additional pay” boost the total compensation by 28 percent on average. At South Florida State College, only 8 percent of the president’s total compensation comes from sources outside his base salary. On the flip side is Palm Beach State College, where 48 percent of President Dennis Gallon’s income is from deferred compensation and additional pay.
Two other presidents in Florida’s state college system negotiated decidedly lucrative perks.
Padron, the president of Miami Dade College, is guaranteed a year-long sabbatical at his $600,000-plus compensation level, plus a tenured position with just a 10 percent reduction in pay and the “additional pay” he’s given at 31 percent of his base.
Miami Dade College board chairwoman Helen Aguirre Ferre did not return a call seeking comment. College spokesman Juan Mendieta said Padron’s compensation should be compared to his national peers who head public and private institutions.
Six U.S. presidents have appointed Padron to education panels, Mendieta said, and he has elevated the reputation of the college, which has nearly 60,000 full-time equivalent students. That is taken into account when he is compensated, Mendieta said.
“At the end of the day we have a very transparent process here, like many of our peer institutions,” Mendieta said. “Whatever reviews come, if any improvements or innovations can result, we have no issues with that.”
Seminole County’s McGee, whose total compensation is more than $420,000, is the only president in the state system whose college has offered to pay her co-pays and deductibles until her death.
Her contract also says she can keep the home office equipment she’s borrowing and that the college car she drives will be transferred to her ownership when she leaves.
When asked about her perks, McGee said in an email that the college, where about 15,000 full-time equivalent students are enrolled, now grants four-year degrees and is a major economic driver.
“We are without question a major organization that provides affordable educational opportunities that contribute to the growing trained workforce in Central Florida, which is more important than ever,” McGee said. “I have always felt the Seminole State College Board of Trustees has treated me equitably among my peers.”
Seminole State College board chairman Scott Howat said he wasn’t involved in the contracts that gave McGee the benefits but he feels her compensation is fair and appropriate.
“She has a competitive contract that meets her needs and the needs of the college,” he said.
McGee, president since 1996, also gets 10 paid days off per year by the college to do outside consulting work. Howat said he again wasn’t on the board when that perk was negotiated but he supports it because McGee is a recognized expert in high demand for her skills. He said she rarely uses all the days anyway.
“Trustees felt it was good to further our reach and brag on our leader by taking our practices around,” Howat said.
Gallon, who has been president of Palm Beach State College since he left his job as a campus president at FSCJ in 1996, is guaranteed 20 years of health care coverage and premiums. Gallon’s total compensation is nearly $451,000, and the college enrolls about 21,000 full-time equivalent students annually.
Dave Talley, chairman of the Palm Beach State College board, said the provision has been in Gallon’s contract “for a long time” and he doesn’t see anything wrong with continuing his benefits.
“I don’t think this is totally uncommon with other businesses,” Talley said.
Raymond D. Cotton, a Washington-based attorney who specializes in presidential compensation and contracts, said agreements between boards and their presidents must be examined in context. Benefits included in contracts often evolve over years to keep presidents from looking for jobs that offer more.
“I’ve never met a board that’s interested in giving away the institution’s money,” Cotton said. “If they struck a deal like that, there was a reason for it.”
CONTRACTS NOT ALWAYS GUARANTEES
Wallace, who has been president at FSCJ since 1997, was guaranteed a payout worth up to $851,000 by the contract he had in place before October.
But contracts sometimes are cast aside when it comes to a president’s exit.
FSCJ staff came up with four scenarios showing potential payouts for Wallace’s departure. They ranged from $362,000, for accrued benefits if he were fired with cause, to $851,000, including severance, if he were fired without cause.
Ultimately the board agreed to award him a new agreement valued at $1.2 million, which grew $477,000 above the previous calculations because it gave him a consulting role through June 2014.
A similar package was also contracted for the former president of Edison State College in Fort Myers, which has about 12,000 full-time students. Kenneth Walker’s total compensation was more than $800,000 and the highest in the system in the year before he was fired by the board. His most recent contract gave him a yearlong paid sabbatical with access to an office and all equipment, and a teaching position after he left.
An Edison spokeswoman said the college did not end up honoring the provisions.
“All of Dr. Walker’s rights in reference to his contract were terminated with the settlement agreement,” spokeswoman Teresa Morgenstern said.
In a mediated agreement, Walker left with a settlement valued at $540,000 and agreed not to sue.
Last week, negotiations brought the payout down from the most expensive scenario in the president’s contract at the State College of Florida, Manatee-Sarasota.
Lars Hafner, president of the college since 2008, had almost four years left in his five-year contract when the board voted to offer a $363,000 exit package. The contract specified the college should pay him for his entire contract term.
Eric Robinson, who the governor appointed last month to the board at State College of Florida, Manatee-Sarasota, said he was asked during the interview process how he felt about the severance given to Wallace. He said that kind of big payout wouldn’t happen at his college and he’s largely happy with their settlement — but only because automatic renewal and salary provisions forced their hand and they needed to avoid litigation.
“You think this is bad, wait until you see what we could’ve been liable for … because of the contract,” Robinson said. When the board of trustees abdicates certain responsibilities and duties so they don’t have to make those tough decisions, so they have an acrimonious relationship, this is the result. You don’t want to … end up giving up the farm. …”
At FSCJ, the payout is still not final. Though the board agreed to Wallace’s payment request, as of Friday board chairwoman Gwen Yates still had not signed it. She said the board could discuss it again at its meeting on Tuesday.

ntributw � h � @� inuing growth and development.
(a) Periodic review shall occur at least every three (3) years.
(b) Periodic review shall include, but not be limited to, factors as evidence of:
1. quantifiable measurable effectiveness in the particular area of practice;
2. continuing professional development;
3. currency and scope of subject matter knowledge;
4. student and faculty feedback and feedback from employers of students; and
5. service to the department, college, and community.
(7)(5)(a) Each district board of trustees The college may terminate dismiss an full-time faculty employee under continuing contract, or return the employee to an annual contract, for failure to meet post-award performance criteria, or, for cause in accodance with college policies and procedures upon recommendation by the president and approval by the board. The president or designee shall notify the full-time faculty employee in writing of the recommendation, and upon approval by the board, shall afford the full-time faculty employee with the right to formally challenge the action a hearing in accordance with the policies and procedures of the college. As an alternative to the hearing rights provided by college polices and procedures, the employee may elect to request an administrative hearing in accordance with the guidelines of Chapter 120, Florida Statutes, by filing a petition with the board within twenty-one (21) days of receipt of the recommendation of the president.
(b) The board may dismiss a full-time faculty employee under continuing contract upon Upon consolidation, reduction, or elimination of a community college program, insufficient teaching load or restriction of the required duties of a position by the board. The board may determine on the basis of the criteria set forth in subsections (1) and (2) and (3), which full-time faculty employees to retain should be retained on a continuing or annual contract and which shall be dismissed or returned to an annual contract. The decision of the board shall not be controlled by any previous contractual relationship. In the evaluation of these factors, the decision of the board shall be final.
(8) In addition, each college, after receiving input from the faculty, shall develop appropriate criteria to measure student success, which may include but shall not be limited to the following factors, as appropriate: (i) demonstrated or documented learning gains, (ii) course completion rates, (iii) graduation and/or certification rates, (iv) continued success in subsequent and additional courses or educational pursuits and (v) job placements in the appropriate field. Such factors selected by the individual college shall be used, as appropriate, for the particular field of learning and the individual faculty member, as consideration in determining whether to grant a continuing contract pursuant to (3) above. Such factors shall also be used, as appropriate, in the review set forth in (6) above.
(9)(6) Any full-time faculty employee holding a continuing contract who accepts an offer of annual employment in a capacity other than that in which the continuing contract was awarded may be granted an administrative leave of absence pursuant to the college’s administrative rules.
(10) Each Board may award multiple year contracts, annual contracts or contracts less than one year to full-time faculty employees. No multiple year contract may exceed three (3) years. Each board that awards multiple year contracts, annual contracts or contracts less than one year shall establish rules and policies concerning such contracts.
(11)In order to provide for a transition period for full-time faculty in the process for being considered for continuing contracts, each board may provide an exemption from the time requirements set forth in paragraph (2)(a) of this rule for faculty personnel being considered for an award of a continuing contracts during the 2012-13, 2013-14 and the 2014-15 fiscal year. In addition, each board shall provide credit for satisfactory years of service incurred prior for purposes of determining eligibility for a continuing contract.
Specific Authority 1001.02(1), (9). 1012.83, 1012.855 FS. Law Implemented 1012.83 FS. History–Formerly 6A-8.33, Repromulgated 12-19-74, Amended 12-9-75, 2-14-77, 12-26-77, 7-16-79, Formerly 6A-14.411, Amended 7-20-04,


Monday, November 19, 2012

Notice of Development of Rulemaking


The Florida Department of Education is once again attempting to change college continuing contracts. Please take notice of the criteria for award of a continuing contract and the three year review and criteria.


Notice of Development of Rulemaking

RULE NO.: RULE TITLE:
6A-14.0411: Issuance of Continuing Contracts
PURPOSE AND EFFECT: The purpose of the rule development is to update the current process of issuing continuing contracts. The effect will be a rule aligned with Florida Statutes.
SUBJECT AREA TO BE ADDRESSED: Continuing Contracts.
RULEMAKING AUTHORITY: 1001.025(1), 1012.855 FS.
LAW IMPLEMENTED: 1012.83 FS.
A RULE DEVELOPMENT WORKSHOP WILL BE HELD AT THE DATE, TIME AND PLACE SHOWN BELOW:
DATE AND TIME: November 29, 2012, 1:00 p.m. - 4:00 p.m.
PLACE: Seminole State College of Florida, Heathrow Campus, 1055 AAA Drive, Heathrow, FL 32746
THE PERSON TO BE CONTACTED REGARDING THE PROPOSED RULE DEVELOPMENT AND A COPY OF THE PRELIMINARY DRAFT, IF AVAILABLE, IS: Ms. Kasongo Butler, Assistant Chancellor, Division of Florida Colleges, Florida Department of Education, 325 W. Gaines Street, Suite 1544, Tallahassee, Florida 32399-0400; 850.245.9455; Kasongo.Butler@fldoe.org

THE PRELIMINARY TEXT OF THE PROPOSED RULE DEVELOPMENT IS:

6A-14.0411 Employment Contracts for Full Time Faculty Issuance of Continuing Contracts. Continuing contracts are to be awarded for service in a full-time faculty capacity as determined by the college consistent with the following rules.
(1) District Boards of Trustees shall develop, maintain and distribute a policy governing the issuance of contnuing contracts and other employment contracts for employees serving in a full time faculty capacity as determined by the college. Such policy shall be consistent with this rule.
(2)(1) In order to be eligible for a continuing contract, full-time faculty shall must meet the following minimum requirements:
(a) Completion Completing of a least five (5) three (3) years of satisfactory service in the same college except as provided below during a period not in excess of seven (7) five (5) years. In all cases, with such service shall be being continuous except for leave duly authorized and granted. The criteria established by the district board of trustees may also provide for including satisfactory service in other institutions of higher learning for purposes of this section.
(b) Receive the rRecommendation of by the president and approval by the board for a continuing contract based on successful performance of duties, and demonstration of professional competence pursuant to criteria establshed by the board and the needs of the college.
(c) Compliance with criteria established by the board pursuant to subsection (3) of this rule.
(3)(2) Each board shall establish criteria which must be met before a contiuing contract may be awarded. Other criteria for a continuing contract colleges may consider including, without limitation, educational qualifications, efficiency, compatibility, character and capacity to meet the educational needs of the community, and the length of time the duties and responsibilities of this position are expected to be needed. Colleges shall provide in writing to faculty a copy of the criteria for a continuing contract.
(a) Such criteria shall at a minimum include the following:
1. quantifiable measurable effectiveness in the particular area of practice.
2. continuing professional development;
3. currency and scope of subject matter knowledge,
4. student and faculty feedback and feedback from employers of students; and
5. service to department, college and community.
(b) Such criteria may include the following:
1. educational qualificiations, efficiency, compatability, learning outcomes, character;
2. capacity to meet the educational needs of the community;
3. the length of time the duties and responsibility of this position are expected to be needed; and
4. such other criteria as shall be included by the board.
(4) Each board may hire full-time faculty positions that are not eligible for continuing contract.
(3) The continuing contract shall be effective at the beginning of the annual college contractual periods.
(5)(4) Each employee issued a continuing contract shall be entitled to continue in their respective full-time a faculty position at the college without the necessity for annual nomination or reappointment until the individual employee resigns from the continuing contract or, except as otherwise provided subsection (7) of in this rule.
(6) Each board shall by policy establish post-award performance criteria for faculty under continuing contract. Periodic review of continuing contract faculty through post-award performance criteria is intended to contribute to their continuing growth and development.
(a) Periodic review shall occur at least every three (3) years.
(b) Periodic review shall include, but not be limited to, factors as evidence of:
1. quantifiable measurable effectiveness in the particular area of practice;
2. continuing professional development;
3. currency and scope of subject matter knowledge;
4. student and faculty feedback and feedback from employers of students; and
5. service to the department, college, and community.
(7)(5)(a) Each district board of trustees The college may terminate dismiss an full-time faculty employee under continuing contract, or return the employee to an annual contract, for failure to meet post-award performance criteria, or, for cause in accodance with college policies and procedures upon recommendation by the president and approval by the board. The president or designee shall notify the full-time faculty employee in writing of the recommendation, and upon approval by the board, shall afford the full-time faculty employee with the right to formally challenge the action a hearing in accordance with the policies and procedures of the college. As an alternative to the hearing rights provided by college polices and procedures, the employee may elect to request an administrative hearing in accordance with the guidelines of Chapter 120, Florida Statutes, by filing a petition with the board within twenty-one (21) days of receipt of the recommendation of the president.
(b) The board may dismiss a full-time faculty employee under continuing contract upon Upon consolidation, reduction, or elimination of a community college program, insufficient teaching load or restriction of the required duties of a position by the board. The board may determine on the basis of the criteria set forth in subsections (1) and (2) and (3), which full-time faculty employees to retain should be retained on a continuing or annual contract and which shall be dismissed or returned to an annual contract. The decision of the board shall not be controlled by any previous contractual relationship. In the evaluation of these factors, the decision of the board shall be final.
(8) In addition, each college, after receiving input from the faculty, shall develop appropriate criteria to measure student success, which may include but shall not be limited to the following factors, as appropriate: (i) demonstrated or documented learning gains, (ii) course completion rates, (iii) graduation and/or certification rates, (iv) continued success in subsequent and additional courses or educational pursuits and (v) job placements in the appropriate field. Such factors selected by the individual college shall be used, as appropriate, for the particular field of learning and the individual faculty member, as consideration in determining whether to grant a continuing contract pursuant to (3) above. Such factors shall also be used, as appropriate, in the review set forth in (6) above.
(9)(6) Any full-time faculty employee holding a continuing contract who accepts an offer of annual employment in a capacity other than that in which the continuing contract was awarded may be granted an administrative leave of absence pursuant to the college’s administrative rules.
(10) Each Board may award multiple year contracts, annual contracts or contracts less than one year to full-time faculty employees. No multiple year contract may exceed three (3) years. Each board that awards multiple year contracts, annual contracts or contracts less than one year shall establish rules and policies concerning such contracts.
(11)In order to provide for a transition period for full-time faculty in the process for being considered for continuing contracts, each board may provide an exemption from the time requirements set forth in paragraph (2)(a) of this rule for faculty personnel being considered for an award of a continuing contracts during the 2012-13, 2013-14 and the 2014-15 fiscal year. In addition, each board shall provide credit for satisfactory years of service incurred prior for purposes of determining eligibility for a continuing contract.
Specific Authority 1001.02(1), (9). 1012.83, 1012.855 FS. Law Implemented 1012.83 FS. History–Formerly 6A-8.33, Repromulgated 12-19-74, Amended 12-9-75, 2-14-77, 12-26-77, 7-16-79, Formerly 6A-14.411, Amended 7-20-04,


Monday, November 5, 2012

More STEM Majors Won’t Solve Higher Education’s Problems


To UFF Senators

 

More STEM Majors Won’t Solve Higher Education’s Problems

November 1, 2012, 1:44 pm
Charge art-history majors more for their degrees than biology students? Yes, according to the new draft proposal of Gov. Rick Scott’s Florida Blue Ribbon Task Force on State Higher Education Reform. The panel proposes to keep tuition flat for degrees in “strategic areas of emphasis,” which include science, technology, engineering, and math (STEM) fields; health professions; “high demand” education fields; and (oddly) globalization; while raising it in all other areas.
This has a certain logic to it: Why waste taxpayer dollars subsidizing students who study “useless” subjects in college, like philosophy or history? Why not encourage them to go into practical fields, like science and engineering? But this proposal is misguided on multiple levels.
First, the folks pushing STEM degrees clearly haven’t talked to a lot of biology majors.Or chemists. Sure, everyone knows the petroleum engineers are raking it in. But even after Ph.D.’s, many STEM folks are stuck in postdoc hell, and midcareer, the median salary of a biology major is more than $13,000 a year less than her counterpart in political science. Heck, she even comes in almost $4,000 behind the much-maligned film major. Besides, if this is about encouraging students to go into—and I quote—“high-skill, high-demand, high-wage degrees (market determined),” why give the subsidy to STEM? Why not give it to finance majors ($23,500 above the poor biologists) or economists (almost $34,000 above)?
Second, there’s no reason to think this would help Florida economically. If the state wants to align higher education with the needs of business, it should take a look atsurveys of employers, who indicate, year after year, that what they most want from college grads is “the ability to effectively communicate” and “critical thinking and analytical reasoning skills”—classic hallmarks of a liberal arts education. And studies like Academically Adrift show that it’s the humanities and social sciences, as well as the natural sciences, that lead to measurable improvements in critical thinking.
The task force also attempts to make the state higher-education system align more closely with metrics of success identified by Complete College America, whose platform has been embraced by the National Governors Association. As the name suggests, these are heavily tilted toward increasing retention and graduation.
Of course, if you reward an outcome, you do get more of it. And if governments decide they’re rewarding completion, what they’re going to get is completion—colleges shoving students on through, whether they’ve learned anything or not. Having more college graduates with degrees that mean less is hardly going to help Florida or any other state.
If Florida wants to do something that will have returns in the long run, it should be taking a much different approach. It needs to be making college more rigorous, not demanding that more students graduate no matter what. As time-use studies have shown, full-time college students average only 27 hours a week on classes and studying, a 50-percent drop from 40 years before. And grade inflation means that 43 percent of those students will receive A’s, which means they have less incentive to work hard in their classes.
Florida should also ignore the old canard that what we desperately need is more scientists. Sure, a STEM program can provide an outstanding education, and it’s hard not to admire STEM’s reputation for rigor. But students also learn communication and critical thinking through a good old-fashioned liberal-arts education of the sort that has become a bugbear for politicians.
To make rigor possible, Florida needs to provide plenty of remedial support, via community colleges, for students who aren’t ready to handle a challenging curriculum after high school. States like Connecticut are simply declaring that students should enter college ready for college-level work, and ending remedial classes at community colleges. But wishing doesn’t make it so, and declaring that students should complete their associate’s degrees in two years whether or not they arrive at college literate or numerate is the real waste of taxpayer dollars.
Finally, Florida and other states need to support a professoriate with the autonomy and security to keep standards high. As any casual reader of the Chronicle forums knows, all too often administrators pressure faculty to pass students or excuse them from cheating in the name of retention. At least tenured and tenure-track faculty have the job security to resist such inappropriate demands. But in a higher-education system  where two-thirds of faculty are not tenure track and earn a median of $2,700 a class, and where faculty are rewarded based on student evaluations that are significantly correlated with grades, how many are in a position to push back?
But this is not the direction that Florida is going. Governor Scott has argued for greater reliance on student evaluations while cutting $300-million from Florida’s universities this year alone, and has announced that he’s looking to Texas as a model for the future. In an environment like this, giving a discount to STEM majors isn’t going to make one thin dime of difference.
Elizabeth Popp Berman is assistant professor of sociology at the State University of New York at Albany.

Ed Mitchell
Executive Director 
United Faculty of Florida
FEA, NEA, AFT, AFL-CIO 
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