Nominate Now: 2014-2015 PAT Nomination Survey

Below is the link to the PAT nomination form for committee representation in 2014-15. Please consider nominating yourself or one of your colleagues to serve on a PAT committee. Simply click on the link below and submit your nominations.

 

Submit your nominations here: Take the Survey

Or copy and paste the URL below into your internet browser:
https://plymouthstate.co1.qualtrics.com/WRQualtricsSurveyEngine/?Q_SS=5ALR2xq3qxAXkDH_2sDDXC1L81XSsL3&_=1

 

For your convenience, a list of current PATs is included as a link at the top of the survey. Visit the PAT blog to view the schedule for this year's nominating and balloting process. All nominations must be received by April 23, 2014, at midnight.

 

Thank you,

 

The Nominating and Balloting Committee

Phil Atkinson

Kimberly Gammons

Lisa Ladd

Joyce Larson

Heidi Pettigrew

Campus Communication Strategic Plan

Dear Colleagues,

As you heard in the President’s recent State of the University Address, the PBLG, a group that represents all constituents of our faculty and staff, has been working on a new Strategic Plan (Focus 2020) that will guide the University through the next six years.  PSU has been engaged in a detailed and thoughtful strategic planning process for nearly two years, as the previous 5 year plan came to its end in 2012.

 

Focus 2020 emerged from a series of campus-inclusive activities that took place during Academic Years 2011-2013. These activities included a SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis conducted during spring 2012 and open campus forums held during fall 2012. The members of the Cabinet were consulted, information was provided to Department Chairs for feedback, and members of the Planning and Budgeting Leadership Group gathered, organized and refined all of the recommendations and worked together through the fall and early winter of 2013-2014 to generate the attached document.

 

We need your feedback, so please read and reflect on this document (please click here to review). You have several opportunities to respond.  The first is to comment directly on the document (please use Track Changes) and return it via email to Joyce Larson (jlarson@plymouth.edu ), the second is by attending one of two scheduled campus forums:

  • Thursday, April 24th from 8-9AM in the Newfound Room of Prospect Hall
  • Monday, April 28th from 3-4PM in the Newfound Room of Prospect Hall

On April 29, after the forums have concluded, you will receive a survey via email requesting your feedback on the Plan which will be due by May 5.  The final version of Focus 2020 will be available publicly before Commencement.

 

Feel free to use one or all of these feedback mechanisms – we want to hear from you.

 

Thank you,

Kathleen Norris

Chair, PBLG

Feedback Wanted: Revised PSU Complaint Policy

 Policy changes indicated in red type

D. Employee Relations

12.  EmployeeComplaint and Grievance Procedures

12.1       Authority

12.1.1       The Chancellor, in consultation with the Administrative Board, is authorized by BOT V.C.2.1, 3.1, and 3.2 to adopt employment policies which will maximize the efficient and effective use of USNH Human Resources, ensure compliance with all applicable federal and state laws, and provide for a well-coordinated system of public higher education.

12.2       Delegation

12.2.1       Each component institution shall establish a procedure for the resolution of employee grievances that shall be consistent with the requirements of this policy. The initial adoption and any subsequent amendment of an institutional grievance procedure shall be effective only after review and approval by the USNH General Counsel and USNH Director of Human Resources.

12.2.2       Each component institution shall establish a mechanism for considering employee complaints. Complaint procedures may not be used to address termination of employment. The definition of issues to be considered under the complaint mechanism may be broader than that of a grievance complaint. Such non-grievance complaint resolution mechanisms shall not, and shall not be construed to, provide employees any rights other than the right to have a complaint heard and considered. They also shall not bind the institution to a particular outcome or course of action or in any other way limit the institution's discretion to determine an appropriate outcome or course of action.

12.2.2.1       A complaint may be filed to address inappropriate workplace behavior, whether by verbal or physical behavior or electronic means, which  is conducted by one or more persons against another or others that is harmful or inhibits their accomplishment of work or inclusion as members of the college/university community. It may include abuse of power. These behaviors may result in disciplinary actions, including termination. Examples of such conduct which may, if continued or repeated, constitute inappropriate workplace behavior may include, but are not limited to:

  • Spreading rumors, hurtful gossip or innuendo
  • Yelling, public reprimands, name-calling, mocking, insulting or ridiculing
  • Unwanted physical contact or physical gestures that intimidate or threaten
  • Stealing or taking credit for another’s work
  • Withholding information essential to perform one’s job
  • Ignoring a coworker such that the coworker is unable to perform her/his job
  • Ostracism, isolation, humiliation, dissociation or exclusion from others


D. Employee Relations

3.  Safety

3.1      A safe and secure environment is a fundamental prerequisite for fulfilling the University System of New Hampshire's mission of teaching, research and public service. Every employee is a member of the University System community and an integral participant in the mission of teaching and research. As such, each staff member is expected to exhibit a high degree of professionalism and personal integrity at all times.  No member of the University System community may discriminate against any employee or student (see USY.V.B.5) or engage in conduct that is harmful or inhibits an employee from performing job responsibilities or fully participating in the campus/workplace. The role of prevention is to be proactive so employees feel safe. Various components of prevention include hiring practices, interpersonal relations, safety training, and training in issues and recognition of safety, the workplace environment, workplace violence, effective policies and disciplinary procedures. (See USY V.C.8.2 and USY V.C.9.11.1). Employees have a right to work in safe surroundings, and the institutions of the University System of New Hampshire are strongly committed to providing a safe work environment. Institutional responsibilities include the following:

3.1.1       Communicate safety policy, programs and reporting structure to all employees.

3.1.2       Encourage employee awareness of safety and health risks.

3.1.3       Encourage employees to report observed hazards, violations of policy or risks of potential workplace violence or harmful work environment they observe.

3.1.4       Comply with N.H. Workers' Compensation Law, RSA 281-A.

3.1.5       Comply with N.H. Public Employee Health and Safety Regulations RSA 277

If you are not comfortable posting replies online, please email Phil Atkinson at phila@plymouth.edu

Feedback Wanted: Administrator Selection Task Force (Policy)

Administrator Selection Task Forces

 

A. Composition:

 
Per PSU policy, elected faculty members should comprise the majority of most Administrator Selection Task Forces. The Faculty Steering Committee shall consult with the administration, as well as representatives of the Student Senate, PAT Senate, and O.S. Senate, to determine the appropriate composition for each task force.

Two PAT representatives to any potential Task Force will be elected by the PAT Senate annually. A first and second representative will fill the first two positions on any new Task Force created during their annual term of election barring any special Task Force requirements such as representation from a specific division, department or office. In cases where there is a special Task Force requirement for specific representation, a special election shall be held for the needed representation given sufficient time (minimum two weeks’ notice) otherwise the PAT Speaker may solicit volunteers to appoint as representatives to meet the Task Force’s special requirements.

PAT representatives who start serving on a given Task Force shall serve for the duration of the Task Force as specified by the Faculty Steering Committee even if the Task Force functions beyond the expected annual term of the elected representatives.
 

B. Function:

 
The Steering Committee shall call a special election to create a Task Force to search for each of the following positions as needed:

(1) Provost & Vice President for Academic Affairs

(2) Vice President for Financial Affairs

(3) Vice President for Student Affairs

(4) Executive Director of University Relations

(5) Associate Vice President for Undergraduate Studies

(6) Associate Vice President for Graduate Studies

(7) Dean of Students

(8) Senior Associate Director of Admissions

(9) Chief Information Officer

(10) Academic Deans (such as the Dean of the Frost School, the Dean of Undergraduate Studies, the Dean of the Academic Experience)

Each Task Force shall follow Human Resources guidelines for searches.

For Presidential searches, the USNH Trustees shall consult with the Steering Committee to elect faculty members to the search committee.

 

If you are not comfortable posting replies online, please email Phil Atkinson at phila@plymouth.edu

 

2014-15 PAT Nominating & Balloting Schedule

Hello PATs,

Below is the schedule for the 2014-15 Nominating and Balloting Process. 

April
o   April 2 – E-mail to all PATs with nominating and balloting process timeline
o   April 15 – Launch the nominating survey
o   April 17 – Send nomination reminder e-mail
o   April 22 – Send second nomination reminder e-mail
o   April 23 – Close nomination survey at midnight
o   April 24 – Nominating and Balloting Committee meets to compile all nominations
o   April 25–May 9 – Committee members call nominees, e-mail statement of interest form if nomination is accepted

May
o   May 12-14 – Prepare ballot, post statements of interest, and current list of PATs to the PAT blog
o   May 15 – Begin election process. Send first e-mail to PATs with link to ballot and statements of interests.
o   May 19 – Send voting reminder e-mail
o   May 22 – Send second voting reminder e-mail
o   May 23 – Voting closes at midnight
o   May 27 – Nominating and Balloting Committee meets to determine election results
o   May 28 – Election results announced via e-mail to PAT list-serv and posted on PAT blog

Please consider running for an open position or nominating a colleague.

Thank you,

The Nominating and Balloting Committee
Phil Atkinson
Kimberly Gammons
Lisa Ladd
Joyce Larson
Heidi Pettigrew