Rate My Administrator 2022 Published

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UHPA members can now download the “2021 UHPA Rate My Administrator Surveys” PDF. Nearly 700 faculty members participated system-wide across all campuses. 

Summary of Findings

Market Trends Pacific – the company hired to conduct the survey now in its second year, summarized the results of the 2022 report thusly: 

“In this second year of fielding the Rate My Administrator survey, overall scores generally declined slightly, with larger changes (both positive and negative) at the campus level. In some cases, campus scores decreased substantially, which may merit further attention and/or monitoring over time.”

The summary report contains:

  • Highest and lowest scoring statements
  • Average score for each statement
  • Average scores by campus
  • Both overall satisfaction by average by campus
  • Likely to recommend
  • Profile of respondents

The results of this survey will be shared with the UH Administration. We intend to annually repeat this process and publish trends over time.

UHPA’s long-term goal is to use these trendlines on faculty feedback to identify where administrative performance has been demonstrated as well as where it requires attention and improvement.

For UHPA Members only:

Download the 2022 Rate My Administrator Summary PDF

 

Not a member yet? Join now via this instant membership online form.. Are you already a member but can’t access the content? Click here to troubleshoot or just call our office.

 

Last Call for UHPA Professional Excellence Award Nominations

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Nominations Close on December 7

The UHPA Board of Directors proudly announce the establishment of an annual Professional Excellence Award open to all UHPA faculty members that recognizes the outstanding and superior performance of University of Hawaiʻi faculty that significantly contribute their dedicated service and commitment to the UH system and its respective campuses.  The award proclaims and bestows the Boardʻs respect and appreciation for the accomplishment by its faculty members that is purely member driven as all nominations and selections are determined by their peers.

A Formal Recognition of UH Faculty Excellence

The award recognizes the key and essential role that all UH faculty fulfill in advancing the mission of the UH system in the areas of instruction, research, service and extension.  It also recognizes the service and commitment that all UH faculty provide to the UH system in serving its students, staff, community and citizens of the State of Hawaiʻi.

All Classifications To Be Recognized

The Board will recognize one faculty member for each faculty classification in instructional, research, specialist, extension agent, librarian, and lecturer.  There will be one awardee per each faculty classification for the entire UH system.

Submit Your Nominations Now Before the 12/7 Deadline

The call for nominations begins today Monday, October 31, 2022 and runs through Wednesday, December 7, 2022 at 4:30 p.m. Use this online form to submit your nominations.

Evaluations Conducted by Our Board

A committee of faculty of the Board will review the nominees for instructional, research, specialist, extension agent, librarian, and lecturer, as applicable, and will make its recommendations to the Boardʻs Executive Committee for final confirmation.

Awardees Announced in Spring ‘23

At the April 2023 UHPA Annual Board Meeting all nominees will be announced and the Board will formally announce the awardees of the UHPA BOD Professional Excellence Award during its “Celebrating Excellence” event.

The Board looks forward to recognizing its outstanding faculty members and thank all of you for your heartfelt support of our member driven organization.

Unraveling UHM’s Debacle on Specialists

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Unraveling UHM’s Debacle On Specialists

Demystifying The Process

Over the past week, there has been a lot of discussion, confusion, and questioning as to the purpose, intent, and meaning as to why the University of Hawaiʻi at Manoa (UHM) Office of the Vice Provost for Academic Excellence (OVPAE) sent out an email request to the UHM Administration to document a “guesstimate” on percentages in the work faculty Specialist perform under five distinct categories of: 1) % Student Support including Advising; 2) % Academic Support to Departments, Curriculum; 3) % Research and Research Support; 4) % Classroom Instruction as Instructor on Record; and 5) % Other.  The email gave the perception that the SCR 201 Task Force that UHPA was part of was still operational and that they were the genesis behind this request for information from Specialist faculty.

Since then, there has been a lot of speculation, suspicion, perception, and twitchy feelings about this on-going review process by a non-existent Task Force.  Thus, clarification and a full explanation is needed.

SCR 201 Task Force Has Concluded

There seems to be a speculation and connection that this current UH Faculty Classification Review is being driven and/or directed by the Senate Concurrent Resolution No. 201 that was adopted by the Legislature during the 2021 Legislative Session.  As noted in SCR 201, the task force was requested to submit a report of its findings and recommendations, including any proposed legislation, to the Legislature no later than twenty days prior to the convening of the Regular Session of 2022.  On Friday, January 28, 2022, the SCR 201 Task Force submitted its report to the Legislature which can be found here.  Though the Senate Committee on Higher Education (HRE), through its Chair Senator Donna Mercado Kim, initially claimed that they were unaware of the report, and therefore, were supportive of the recommendations of the Tenure PIG, which was the basis for SB 3269.  SB 3269 was supported by former Board of Regent (BOR) Jan Sullivan and former BOR Chair Ben Kudo.  Regardless of whether the Senate agreed or disagreed with the SCR 201 Task Force Findings and recommendations, the report was submitted and the SCR 201 Task Force was dissolved.

Board Of Regents Moved Forward

Based on the SCR 201 Task Force Report, the Board of Regents at the February 17, 2022 meeting passed a motion on what they wanted to see as the next steps.  This includes but was not limited to, establishing a four-member steering committee that includes the Executive Director of UHPA and the President of the University to address the recommendations noted in the SCR 201 report; actively engage in determining whether the effective resolution of each task will necessitate changes to various policies, agreements, or campus guidelines; and agree to co-manage the consultative process for each change as necessary.  The steering committee was requested to meet on a weekly basis to ensure that work progresses in a timely manner.

Steering Committee Established

The BOR Chair Randolph Moore established the Steering Committee and set forth the charge and deliverables to the Steering Committee based on the BORʻs motion in which the BOR set its expectations and desired outcomes.  The Steering Committeeʻs charge and deliverables based on the BOR mandate are:

  1. Develop written processes for addressing the few instances when the productivity of a tenured faculty member has declined and s/he is unable to perform faculty duties satisfactorily, including following a periodic review and professional development plan.
  2. Clearly define “faculty” and develop (a process involving the administration, the faculty, and the University of Hawai‘i Professional Assembly) 
    • Classification system for the faculty more aligned with its benchmark institutions. 
    • Determine criteria for reclassifying positions currently classified Specialist (S) to a tenurable general faculty position, a non-tenurable faculty position, a non-instructional faculty position, or a non-faculty staff position. 
    • Examine each Specialist (S) position and determine once the position becomes vacant how it should be classified. 
    • Develop a process whereunder an incumbent in a Researcher (R) or Specialist (S) position could apply to have that position reclassified while the incumbent is still in it.
  3. Develop policy relating to job security and periodic evaluation for Specialist (S) positions that upon becoming vacant are reclassified as non-instructional faculty.
  4. Develop guidelines for general faculty “buy-out” of teaching assignments with extramural or other sources of funding in a manner that is consistent with the new work assignment template for faculty.

The Steering Committee (SC) believed that the research, data, and work done by the SCR 201 Task Force would be helpful to review and analyze to ensure that the committee wouldnʻt replicate or perform tasks already performed, as well as, to be used as a foundation for determining what further research and data needed to be obtained before the Steering Committee engaged in their work.  

Therefore, the Steering Committee began by identifying and determining what the different faculty-composed working groups that would be required to be developed to meet the four (4) areas as outlined in the report adopted by the BOR.  It was determined that Charge 2. above would require more than one working group to accomplish the work efficiently and effectively.  

Thereafter, the Steering Committee began reviewing what information, data, metrics, etc. would be or might be needed by any of the considered working groups.  The Steering Committee discussed the information that had been received by both the BORʻs Permitted Interaction Group and the SCR 201 Task Force in determining what information, data, and metrics might be useful and whether further fact gathering was necessary if such material was determined by the Steering Committee to be incomplete.

After further review and analysis, the Steering Committee realized that for items 2. b. and c., as listed above, the data was incomplete.  The SCR 201 Task Force noted at its October 22, 2021 meeting that “Faculty specialists remain a challenging category because of the range of different job descriptions included in the category. During this meeting the TF also discussed what kinds of faculty positions are actually in policy and where they can be hired. And the history of why some of the classifications were created was considered in the context of relevant HLRB decisions. It may be useful to do additional investigation into how specialists are divided by type of work assigned. It was noted that generally there appear to be four categories into which the percentage of workload for specialists fall: classroom, research, student support, and academic support. To acquire data on Specialists, supervisors will have to be surveyed because there is no consistency across this category. There are non-instructional CC faculty as well and so identifying their job descriptions will also be relevant.”  While the UH Community Colleges, UH Hilo, and UH West Oahu performed their due diligence in gathering this information from their respective campus supervisors when the initial request was made by the SCR 201 Task Force last year, UH Manoa unfortunately did not.  

The Steering Committee determined that when such working groups are established such information would be beneficial to these committee members as generalized data, information, and metrics to start their review and evaluation process.  Therefore, Debora Halbert (Vice President for Academic Planning and Policy) under the direction of President David Lassner sent another request to the UHM Campus to provide the information that was requested previously for the SCR 201 Task Force for the Steering Committeeʻs review and information.

Misdirected And Misguided Message From OVPAE

Unfortunately, this is where all the confusion began.  If the process was followed and adhered to pursuant to the Presidentʻs first directive to the UHM administration under the initial SCR 201 Task Force request this debacle and perplexity wouldʻve been avoided and the resulting anxiety and confusion – non-existent.  UHPA can only make its assumption that President Lassnerʻs second request for information to the UHM campus was taken as a message that this needs to be addressed and resolved ASAP since it was the second request by the President.  Unfortunately, it was treated and handled without regard to how the process should be driven and the impact it would have on Specialist faculty at UHM.  Moreover, rather than requiring faculty supervisors to complete the survey as intended, the message sent on Thursday, April 14, 2022, was unclear about the directive that the Steering Committee planned.  Therefore, it was conveyed incorrectly that Specialist faculty rather than their supervisors were required to individually complete the survey within a quick turnaround time being the close of business, Tuesday, April 19, 2022.  Adding to more confusion and anxiety was the message that Researchers, Librarians, and Extension Agents werenʻt being requested to provide such information at this time without further information and context.

While we are not surprised by the recent events that have transpired, we are disappointed since this is not the first time UHPAʻs name and reputation has incorrectly been put forth as the justification and means for managementʻs actions.  While we cannot control, dictate, or direct how information is provided by the UH Administration to the campuses, we do believe that in some instances and cases UHPA is justified in providing the clarification and relevant and pertinent information to our faculty so that they understand the intent and purpose of managementʻs actions.

Clear And Unambiguous Facts

The information that had been requested by the SCR 201 Task Force on the survey of Specialist and Community College Non-Instructional Faculty work assignments has not been used, referenced, or noted in the report to either the Legislature or the BOR.

The SCR 201 Task Force is now dissolved.  No further action by this task force has been taken since it completed its report to the Legislature.

The information the UHM Administration was seeking was originally a request from the SCR 201 Task Force.  However, the information is now being requested by the Steering Committee as general data and information gathering for the sole purpose of providing this information to working groups that the Steering Committee will develop that will be composed of faculty members in the Specialist classification.

Matters dealing with the review of teaching equivalencies, buy-outs, 5-year review, faculty productivity, and faculty classification are all part of this new charge to the Steering Committee who will then formulate various working groups composed with faculty members to begin this process of review and analysis.  

Moving Forward

The recent debacle and confusion has brought awareness that UHPA cannot rely on the communication, information, and management of the Steering Committeeʻs work and UHPAʻs involvement on the Steering Committee.  UHPA recognizes and appreciates the numerous emails, phone calls, and messages we have received from the membership expressing its concerns and confusion over this matter.  UHPA respects and welcomes faculty to address any and all concerns directly with UHPA in that we can be apprised of matters and situations that we are unaware of, and in that we can respond, take action, and address accordingly.  Moreover, we do acknowledge that these matters are dear and close to faculty interests and that we cannot rely on either the BOR or the UH Administration to convey accurate and complete reports on this BOR agenda and directive.  Therefore, UHPA is committed to provide the membership with its own organizational updates on this subject matter as this process moves forward.

UHPA wants to reinforce that our goal, intent, and purpose is to manage and control the process through providing meaningful input through open dialogue and communication in that the collective bargaining rights and processes are followed; that the classification process, review, and evaluations are followed; and to ensure that matters are determined and decided with objectivity, consistency and equity.

In Solidarity And Unity

Rate My Administrator Summary Report Published

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UHPA members can now download the “2021 UHPA Rate My Administrator Surveys” PDF. Nearly 700 faculty members participated system-wide across all campuses.  The summary report contains:

  • Highest and lowest scoring statements
  • Average score for each statement
  • Average scores by campus
  • Both overall satisfaction by average by campus
  • Likely to recommend
  • Profile of respondents

The results of this survey will be shared with the UH Administration over the week of 1/17/22. We intend to annually repeat this process and publish trends over time.

UHPA’s long-term goal is to use these trendlines on faculty feedback to identify where administrative performance has been demonstrated as well as where it requires attention and improvement.

For UHPA Members only:

Download the 2021 Rate My Administrator Summary PDF

Not a member yet? Join now via this instant membership online form.. Are you already a member but can’t access the content? Click here to troubleshoot or just call our office.

New UH Telework Policy Published

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UHPA & UH Reach Agreement 

UH and the UHPA Negotiations Team have reached an agreement on a new Telework Policy that will go into effect on January 3, 2022 and runs through June 30, 2023.  The existing COVID-19 Voluntary Telework Policy will be expiring on December 31, 2021.  

Similar to What We Have Today

The new Telework Policy will essentially maintain the current requirements and exemptions for Faculty from: 1) exemption from the submission of work plans; 2) the completion of Online Leave Entry depending on job; and 3) the completion of WFH/Telework Form depending on job.  Please follow this link to UH Office of Human Resources  for details.  If you are currently teleworking under the COVID-19 Voluntary Telework Policy you will need to submit a new request pursuant to this policy if you are intending to telework from January 3, 2022.

A Viable Option to Minimize Risk

The new Telework Policy is intended to provide the UH with a viable alternative work option that they may utilize to improve program effectiveness and employee productivity, as well as, improve morale; reduce traffic congestion; and to effectively continue operations in times of an emergency and/or natural disasters.  While we all recognize that we are still in the COVID-19 pandemic, telework also provides a viable alternative work option for employees to maintain social distance between themselves and others in hopes of minimizing the risks of exposure to infections or illness.

The Opportunity For Faculty To Participate In Telework Is Still A Management Prerogative

However, the policy encourages the campuses to approve any telework request where: 1) job functions are suitable to be performed remotely; 2) the employee can be and demonstrates they are as functional and productive as when they are in the workplace and records are kept to document this; and 3) telework is consistent with the Universityʻs strategic direction and vision.

Faculty interested in participating in telework should consult their Department Chair or respective Dean, Director or Supervisor.

UH Publishes Tenure Task Force Website

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SCR 201 Tenure Task Force Meeting Notes Published

In response to a common element in the tenure PIG testimony of many faculty at the last Board of Regents meeting, UH has now published a SCR 201 Tenure Task Force website.  Of particular interest are the published notes of 3 meetings (at the time of this post).    

We Are in that Task Force

You can expect UHPA to keep you apprised of important developments, especially since you’ll note that two of the task force members are UHPA executives. That said, we urge all concerned faculty to review published meeting notes and reach out to the designated UH contact on the page. Of course you can always contact UHPA with any concerns.

Tenure PIG Quick-Reference Guide

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Background

University of Hawaii Board of Regents Immediate Past Chair Ben Kudo established a Permitted Interaction Group (PIG) on February 18, 2021 and charged it with looking into three specific areas of tenure:

  1. Overview, history and purpose of tenure;
  2. Evolution, current views and developments on tenure (outside of the University of Hawai‘i); and
  3. The current process, criteria, and decision making on tenure at UH.

Former UH BOR Jan Sullivan was assigned to serve as the Tenure PIG Chair.

Outcome

The PIG did not carry out its assigned scope of work. The Tenure PIG instead based their discussions on the misconception that tenure provides absolute job security or lifelong employment and that the UH administration has virtually no ability to take action when warranted. The PIG’s recommendations were based on this erroneous understanding and therefore the proposed amendments attempt to dismantle tenure.    

UHPA’s Position

UHPA Executive Director Christian Fern, who served as a member of the Tenure PIG, issued a dissenting letter on the PIG’s recommendations to the UH Board of Regents. Fern, numerous faculty members, and UH administrators testified in strong opposition to the Tenure PIG recommendations at the UH Board of Regents meeting held on Oct. 21, 2021. More than 600 pages of written testimony were submitted to the Board of the Regents.

Key Tenure Issues Raised in Testimony

Tenure safeguards academic freedom

The purpose of tenure is to safeguard a faculty member’s right to academic freedom which is essential to those who teach and conduct research in higher education institutions.  Tenure provides the essential conditions and optimal environment for faculty to educate students, to pursue research and innovation, and to draw upon evidence-based conclusions that are free from undue political interference or corporate pressure.

Ongoing tenure is based on faculty performance

All other peer institutions who grant tenure can terminate a faculty member for cause, substandard performance, or for extraordinary circumstances like fiscal exigency or program discontinuation. The UH is no different. These managerial rights to terminate faculty under those conditions mentioned above are clearly outlined and defined in the UHPA/BOR Unit 7 Agreement.

A solution for a non-existent problem

The PIG’s proposed recommendations offer “solutions” for a problem that does not exist. UH Administration and UHPA have also worked collaboratively with a common goal to ensure that students remained the focus. Dismantling tenure and proposing to overhaul the tenure system is a drastic way to fix any perceived problem.

Faculty classifications are misleading

The PIG especially attacked the practice of providing tenure for “non-instructional” faculty. All faculty are involved in the instruction of students, including those who are teaching in a classroom setting. There was an outpouring of testimonies that provided examples of faculty who teach students in different ways. They should not be not be treated differently.

Five-year reviews subject to management scrutiny

The PIG’s recommends the current system of five-year reviews of tenured faculty be extended beyond a faculty member’s peers and include UH administration, who would have the latitude to decide whether a faculty receives tenure based on market conditions. This capriciousness undermines the academic freedom and the purpose of tenure and makes the UH subject to commercial forces.

Impact on quality standards

The PIG’s recommendations adversely impact the UH’s ability to attract and retain faculty. This ultimately will impact the quality of the UH as a R-1 research institution, and this will affect the ability to secure extramural research funding and maintain and grow student enrollment.

Next Steps:

Fortunately, the testimonies gave the Board of Regents pause and the Tenure PIG’s recommendations were not implemented. However, the Board of Regents voted to defer these recommendations to an ad hoc committee for review. UHPA and faculty must continue to monitor the status of these recommendations.

To defend their recommendations, the PIG leaders publicly mentioned the intention of the amendments was to encourage dialogue with faculty. Faculty had not been consulted for the PIG recommendations and have accepted this as an invitation for further discussion.

Additional Reading

These related articles (listed in descending chronological order) are published on the UHPA website under the Academic category:

Faculty Taking Charge of UH’s Future

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Mahalo to all of the faculty who took the time and effort to share their concerns and perspectives regarding the findings and recommendations of the Tenure Permitted Interaction Group (PIG) at the University of Hawai‘i Board of Regents meeting held last Thursday, Oct. 21st.  

Don’t Mess with Tenure

There were 634 pages of lengthy and meaningful testimony and those testifying virtually overwhelmingly opposed the Tenure PIG recommendations. This sent a very strong and powerful message and point to the BOR: Faculty need to be actively engaged in building and strengthening the University of Hawai‘i as a land grant R-1 research institution. The ill-advised dismantling of UHʻs existing tenure system, as recommended by the Tenure PIG, would be ruinous and destructive, and start the downfall of the quality of Hawai‘i’s public higher education system.

The passion of the faculty behind the testimonies, both written and oral, came through loud and clear. It was clear the Tenure PIG was an epic failure. It strayed from its intended purpose and charge and obviously did not include faculty input in its recommendations.

Support from UH Administrators

Faculty concerned about upholding the quality of the UH inspired several UH administrators. Typically, administrators are at odds with the faculty, but on this Tenure PIG issue, they fully supported the viewpoints of the faculty and stepped forward to also voice their concerns during the Board of Regents meeting and in the media.

A Major Victory

The faculty efforts paid off. Faculty set the tone for the meeting, single handedly stopped the recommendations of the Tenure PIG in their tracks, and prevented them from being implemented. This was no small feat and will go down in history as a major victory by the faculty.

Not Out of the Woods Yet

But we cannot celebrate just yet. The policy recommendations in the Tenure PIG remain intact and although implementation has been averted for now, the Board of Regents voted to defer these recommendations to an ad hoc committee of the whole for review. We have come very far and cannot afford to let our guard down. But from the unabashed display of boldness by the faculty last week, we know that faculty are being taken seriously and are a force to be reckoned with.

It’s Time to Take a Stand

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We Stand on the Shoulders of Those Before Us

If you are currently a tenured faculty or a tenured track faculty in instruction, research, extension, specialist, librarian, or other faculty classifications, then you are a direct beneficiary to those retired and more than likely deceased UH faculty who have over the decades fought tirelessly and vigorously to protect and ensure your faculty rights under tenure, academic freedom, collective bargaining, and many other terms and conditions of employment.  These former UH faculty members, who even before the Stateʻs recognition and adoption over collective bargaining rights for public employees in 1970, recognized the value of UHʻs unique classification system and the importance and significance of upholding tenure in order for the UH to continue to grow and prosper into the great research and instructional institution we have today.

The Current Battle is Nothing New

Attacks over UHʻs faculty classification system and faculty tenure by the ever evolving and changing Board of Regents (BOR) is not new nor will it ever cease.  Moreover, significant and detrimental attacks occur after numerous decades have passed when those who were involved, and who can recall and remember, are no longer here with us.  Recorded history will reflect that in 1967 the BOR hired an external consultant (i.e. Public Administration Service or PAS) to review UHʻs faculty classification plan and recommended abolishing the research and specialist classification and to reclassify them as either an APT or faculty but removing the distinction of researcher and/or specialist.  Faculty rose in opposition and testified against the recommendations.  The BOR did not adopt the recommendations and the research and specialist classifications remained intact and remained as faculty.  One of the reasons why the BOR held off on taking action was the impact of individuals in these positions in regards to their loss of tenure and the impact of conversion to the APT classification.

The Benefits You Enjoy Today Were Won By Those Who Came Before You

The previous generation of faculty recognized and appreciated the importance of protecting faculty rights over tenure, academic freedom, collective bargaining, and other terms and conditions of employment, not only for the institution itself but also to help the UH flourish and excel in the areas of research, instruction, and extension.  They put in the time, effort, work, and made the sacrifices necessary to ensure that the institution would continue to grow, thrive, and advance for the next generation and the generations to come by organizing and opposing the forces that threatened the cornerstones of academic institutions.

If It Can Happen To Them, It Can Happen To You

Unfortunately, on Wednesday, October 13, 2021, the University of Georgia Regents approved changes to itʻs boardʻs post tenure review policy against the objections of its faculty and its union, the American Association of University Professors (AAUP), as reported in The Chronicle of Higher Education, which faculty and the AAUP criticized as a hobbling of tenure.  The current threats to tenure across the nation, including public higher education institutions, will continue to be constant and relentless.  It will require more advocacy, engagement, and solidarity of faculty and UHPA with not only the Board of Regents, but also the UH Administration. 

Now it’s Your Turn To Carry The Torch Forward

Today, a significant threat and challenge has again reared itʻs ugly head .  Faculty are again faced with dealing with BOR recommendations that will definitely change and significantly impact all faculty in a very harmful and negative manner, as well as, negatively impact the institution they serve.  

It’s Time to Take Action NOW

The BOR is scheduled to hear, discuss, and possibly take action on the Tenure PIGʻs report and recommendations at its next meeting scheduled for this Thursday, October 21, 2021 (insert link here).  Faculty across all ten UH campuses are calling upon each other to organize and take action by submitting written testimony as well as providing oral testimony over the Tenure PIGʻs report and recommendations.  It is time that the BOR hears the voices of faculty across the institution. 

Every generation faces their own unique personal and professional challenges.  One thing is also certain: you have an individual choice and decision to voice your opposition to these recommendations or to remain silent.  As the saying goes, no vote – no grumble.  Your future as a faculty member and the future of other UH faculty will be up for decision.  This is your moment, now, to take action and that means submitting testimony, preferably oral but at least written.  

Submit Your Testimony Now

All written testimony on agenda items received after posting of a meeting’s agenda and up to 24 hours in advance of the meeting will be distributed to the board. Late testimony on agenda items will be distributed to the board within 24 hours of receipt. Written testimony may be submitted via the board’s website at this link, US mail, email to bor.testimony@hawaii.edu, or facsimile at (808) 956-5156. All written testimony submitted are public documents. Therefore, any testimony that is submitted for use in the public meeting process is public information and will be posted on the board’s website.

Those wishing to provide oral testimony for a virtual meeting must register in advance via this  registration link Given constraints with the online format of our meetings, individuals wishing to orally testify must register no later than the registration closing time as noted on the agenda. It is highly recommended that written testimony be submitted in addition to registering to provide oral testimony. Oral testimony will be limited to three (3) minutes per testifier.  You will be provided a (1) minute warning bell to wrap up your testimony.

Individuals providing oral testimony at a virtual meeting will need to connect through the Zoom application. When signing up, please note that the name used upon registration may be included in the meeting minutes. After completing the registration form, registrants will receive an email confirmation with the necessary meeting information and connection instructions.

On the meeting day, individuals registered to provide oral testimony will be placed in a viewing room upon connection to the scheduled meeting. When called upon to begin their testimony, oral testifiers will be unmuted and have the ability to turn their video on. Microphones will be muted and video will be disabled upon conclusion of providing testimony.

For further assistance regarding testimony, please contact the board office at bor.testimony@hawaii.edu or (808) 956-8213.

For disability accommodations, contact the board office at (808) 956-8213 or bor@hawaii.edu. Advance notice requested five (5) days in advance of the meeting.

Time to Imu the PIG

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Missed the mark

It goes without saying further that since the Tenure PIGʻs report and recommendations were released on September 16, 2021, it did not gain any traction, support, or defense worthy of any consideration and action by the BOR in the eyes of faculty and UHPA.  Although the stated intent was to review: (1) the history and purpose of tenure; (2) the evolution of and current views and developments on tenure; and (3) the current criteria and decision making process for tenure, it seems the Tenure PIG was unjustly aiming at harming faculty as their primary target.  

Although former BOR Chair Ben Kudo declared at the February 18, 2021 meeting that the Tenure PIG would be comprised of all major stakeholders including faculty and administrators involved in research and tenure, the Tenure PIG reneged on its promise and lost a tremendous opportunity in fulfilling its original purpose and intent.  The composition of the Tenure PIG as noted in the Report of the Permitted Interaction Group on Tenure dated September 10, 2021 is absent of any faculty and short on full representation of UH administrators with years of knowledge and experience in research and tenure.    

Noted is current BOR Chair Randy Moore who also went on record at the same meeting that he “was encouraged that the Task Group will contain a wide spectrum of members with diverse backgrounds that will allow various perspectives to be brought forward” and “that having rational discussions through the Task Group will allow the board to gain a better understanding of tenure.”

The question to the Regents is whether or not the Board gained a “better understanding of tenure.” It seems impossible to “gain a complete understanding of the concept of tenure” by reading the Report and Resolution offered by the Tenure PIG, let alone be  ready and prepared to make radical and future decisions on this issue?  If so, we are anxiously awaiting to hear from the BOR.

Just a Sham

With due respect, the Tenure PIG was doomed the minute former Regent Chair Kudo failed to uphold his promise and commitment that experienced faculty and administrators involved in research and tenure, who are considered as major stakeholders, must be part of the Tenure PIG.  Rather than seeking dialogue and discussions that are open, honest, informative, and thoughtful to seek common ground in achieving worthwhile goals, the Tenure PIG turned to what is more comfortable – working in a silo to construct a predetermined narrative and agenda.  If there is still honor in oneʻs words, then the BOR should examine its actions, statements, and commitments in determining whether the Tenure PIG fulfilled its due diligence in its report and recommended resolution.  The impact of such radical proposals and decisions will be felt in the years and generations to come.

Call to Unity

The challenge to tenure will always be present and will continue as long as faculty cherish and protect their rights to academic freedom in that they can continue to advance and transmit knowledge; to pursue research and innovation; and draw upon evidence-based conclusions free from corporate or political pressure.

The untimely and without basis Resolution offered by the Tenure PIG will cause a revolution if adopted by the BOR.  The work of the Tenure PIG, in its current form, is not worthy of any action or consideration by the BOR.  Change is inevitable.  However, meaningful change is one that is embraced, supported, and adopted by everyone, especially those who will be impacted by the change.  In this regard, we turn to the preamble of Chapter 89, HRS, or Hawaiiʻs collective bargaining law wherein it states:

“The legislature finds that joint decision-making is the modern way of administering government.  Where public employees have been granted the right to share in the decision-making process affecting wages and working conditions, they have become more responsive and better able to exchange ideas and information on operations with their administrators.  Accordingly, government is made more effective.  The legislature further finds that the enactment of positive legislation establishing guidelines for public employment relations is the best way to harness and direct the energies of public employees eager to have a voice in determining their conditions of work; to provide a rational method for dealing with disputes and work stoppages; and to maintain a favorable political and social environment.”

The Tenure PIG initially was on this path, but clearly deviated beyond not only the ranch but the reservation.  The respectful and honorable action for the BOR to take is to defer any action on the Tenure PIGʻs report and resolution and begin the process again with fulfilling its original purpose and intent.  Itʻs TIME TO IMU THE PIG.

UHPA calls upon all Unit 7 faculty who not only cherish but want to safeguard their rights to academic freedom to let your voices and actions be heard loud and clear by testifying at the upcoming October 21, 2021 BOR meeting.  It’s time that BOR hears the voices of faculty. 

How to submit BOR testimony

All written testimony on agenda items received after posting of a meeting’s agenda and up to 24 hours in advance of the meeting will be distributed to the board. Late testimony on agenda items will be distributed to the board within 24 hours of receipt. Written testimony may be submitted via the board’s website, US mail, email at bor.testimony@hawaii.edu, or facsimile at (808) 956-5156. All written testimony submitted are public documents. Therefore, any testimony that is submitted for use in the public meeting process is public information and will be posted on the board’s website.

Those wishing to provide oral testimony for a virtual meeting must register in advance via the registration link on the meeting agenda. Given constraints with the online format of our meetings, individuals wishing to orally testify must register no later than the registration closing time as noted on the agenda. It is highly recommended that written testimony be submitted in addition to registering to provide oral testimony. Oral testimony will be limited to three (3) minutes per testifier.

Individuals providing oral testimony at a virtual meeting will need to connect through the Zoom application. When signing up, please note that the name used upon registration may be included in the meeting minutes. After completing the registration form, registrants will receive an email confirmation with the necessary meeting information and connection instructions.

On the meeting day, individuals registered to provide oral testimony will be placed in a viewing room upon connection to the scheduled meeting. When called upon to begin their testimony, oral testifiers will be unmuted and have the ability to turn their video on. Microphones will be muted and video will be disabled upon conclusion of providing testimony.

For further assistance regarding testimony, please contact the board office at bor.testimony@hawaii.edu or (808) 956-8213.

For disability accommodations, contact the board office at (808) 956-8213 or bor@hawaii.edu. Advance notice requested five (5) days in advance of the meeting.