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DemandsDeadline to be completed to satisfactionAction StatusCompleted?
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Enrollment Management: Implement anti-racist structure in the recruiting, review, and admission process
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Omit GPA and test scores in admissions decisions.September 10thGeneral recruitment reform requested August 15th from 1st meeting
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Eliminate "selectivity" as a recruitment goal.September 10th
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Restructure merit review process to omit GPA, test scores, AP/IB courses, and early college programs.October 9th
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Adopt new merit rubric and portfolio review rubric developed by counseling staff.October 9th
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Strongly encourage an interview in a student's application process.September 10th
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Required training for Admissions Counselors to discuss merit award letters, FYC worksheets, and basic financial aid information.September 10th
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More in depth conversations and personalized case management around Financial Literacy for prospective students.September 10th
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Increase transparency re: tuition and fees costs throughout the recrutiment process (presentations, materials, and 1:1 meetings)September 10th
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Better support for students in all departments within the institution
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Create a Student Ambassador Support Network focusing on career mentorship, financial literacy, and an emergency relief fund.October 9th
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Institute a Student Ambassador advocate position (Fallon and another TBD) August, 24th
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Update campus-wide protocol to remove CPD as a point of contact for mental health and other emergencies.October 9th
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Create a researched list of vetted alternative LGBTQ affirming and anti-racist mental health emergency resources by working with students.October 9th
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Audit the promotional budget and unnecessary expenditures, and reallocate towards student financial support.October 9th
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More scholarships for BIPOC for non-Chicago students, reviewed by staff who have a relationship with the student .October 9th
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Hire external experts on anti-racism, education reform, etc. to work with counselor committees to empower staff to create institutional change.October 9thSent 2 counselors to GWI conference (not enough! Need more thorough options - not just Bridge training)
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Rename Columbus Day event and Columbus building.September 10thDemand acnkowledged, NASAS has chosen new name, need to confirm new name
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Restructure the SAIC website to make it more accessible per counselors' recommendations.Spring 2021
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Workplace Culture
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Leadership must consider the resignation or termination of individuals within the leadership team who are actively contributing negativelty to the workplace culture or creating harmIMMEDIATELY HR investigation ongoing
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Establish and adhere to boundaries around work hours (7 work hours per day plus a one hour lunch break).Immediatlety and Ongoing
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When exceeded or violated, provide 1:1 compensation (ie. comp days or extra pay) without exception.Immediatlety and Ongoing
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Supervisors cannot assign office projects outside of work hours (during staff personal time).Immediatlety and Ongoing
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Create and implement preventative measures for burnout.Immediatlety and Ongoing
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Consider reality of feasibility in completing office projects when travelling, and provide transparency around the reasoning of the project.Immediatlety and Ongoing
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Create an annual, transparent recruitment plan that includes travel, events, outreach, and communication efforts that is adhered to by both leadership and staff. The creation of the plan will include input from staff, and will be distributed by June 1st (Fall) and January 1 (Spring) annually. This plan will be discussed at every staff meeting and any updates or changes must be communicated at that time. Immediately and then again on January 1st and June 1stFALSE
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Safety & Security
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Commit to 100% virtual recruitment model until a vaccine is available and accessible. August 17th (according to 1st meeting goals)Meetings with AD & Leadership, they asked for a Virtual Calendar proposal (currently in progress). First delegate meeting: Rose stated she wants to hear "all the ideas" Jackson metioned, RM has still not verbally comitted. HR stated RM still want to travel after October 2020
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Set a Fall planning/Return-to-work meeting between Rose and Admissions staff where Rose addresses all submitted questions directly and candidly, followed by a group dialogue for expressing concerns and offering feedback.August 17th Associate Directors have been included in upcoming meeting with Leadership. Several staff have met with HR and KP wrote letter directly addressing concerns to Rose and Asia August 4th. Still no specific answers to admissions specific concerns.
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Establish new structure/procedure for public-facing front desk reception employees (in Admiss & SFS).August 17th Anna & Katie discussing front-facing calendar scheduler, Denise will bring this up to Salesforce & Marketing team
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Develop an emergency preparedness plan for travel and event safety (health, natural disasters, violence). October 9th
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Leadership
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Allow staff to submit questions ahead of staff meetings addressing specific concerns (ie COVID/travel, COVID/return to work, Work Culture, and in Anti-Racist initiatives/Recruitment Reform). Ongoing meetings are too general and many questions go unanswered. Additionally, staff, faculty, and students will be able to contribute to meeting agendas and create parameters for how meetings are conducted. Immediatlety and Ongoing
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When a meeting with leadership is requested by staff or student then leadership must schedule a meeting withing 1 weekImmediatlety and Ongoing
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All division leadership and staff will complete mandatory in-person training (once deemed safe) led by outside consultants, not driven by learning capsules in Bridge or internal HR. The organizations/facilitarors will be approved collectively, not appointed by leadership who may have pre-existing relationships with specific individuals/organizations. Trainings will include: Anti-Racism, Microaggression, Unconscious Bias, Ethics: Behavior in the Workplace, as well as Managerial Training for any staff members who act as supervisorsSpring 2021
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Agree with staff, faculty, and students on specific goals and revisit these goals every 3 months for the first year.Immediatlety and Ongoing
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Evaluate progress through the dissemination of an anonymous survey completed voluntarily by staff, faculty, and students.October 9th
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Operational
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In collaboration with current staff, leadership will build an effective, position-specific training program to support staff at time of on-boarding and throughout employment. This training will include full, operational understanding of all necessary platforms (presentations, Slideroom, Concur, Salesforce, PeopleSoft, etc). October 9th
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Counselors will be provided with classroom visit survey results in a timely manner.Spring 2021
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Training will be completed by new staff on campus before solo travel can be required. Immediatlety and Ongoing
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Develop transition policies for promotions and transitions so that staff coverage is in-place in times of leadership changes. Individual staff should not be working two jobs simultaneously. October 9th
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Appoint an Ombudsperson in admissions to support students and staff.September 10th
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Restructure the physical layout of the Admissions office based on inclusivity and staff needs, not seniority. This includes the relocation of Processing staff to a more appropriate and ethical space, and the creation or designation of a dedicated workspace for Student Ambasadors.When it is safe to return to campus
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Jonathan Korotko has absolved three employee's responsibilities. Create a plan that returns Jonathan to only his on-campus territory in-line with the original terms of his employment.September 10th
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Fudiciary
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Audit the admissions budget and prioritize cutting spending to increase scholarship support. For immediate audit consideration: marketing and promotional materials, physical travel.October 9th
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Reimagine current scholarship distribution methods in collaboration with staff and students to find ways to better support diverse enrollment at SAIC. This includes adopting the new merit awarding process outlined above, but will also include counselor suggestions for school and organization outreach, etc. October 9th
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Provide housing and on campus living financial aid support through a need-based process offered to both incoming and current students.October 9th
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Clearly list additional departmental financial support resources that are available to current and incoming students in a central online location. October 9th
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