2022-2023
2022-2023
Approved 49-3 on September 13, 2022
Whereas, The Code of Ethics for the Trustees of Michigan State University state that they will “properly elect, support, and evaluate the President; and avoid involvement in administrative matters not subject to the direct authority of the Board” and that they will “support open communication, transparency, and the free expression of ideas and will not condone any form of deceit, incivility, intimidation, silencing, or retaliation”; and,
Whereas, Recent actions of the Board of Trustees—including inappropriate involvement in academic management, unbecoming statements to the press, and a general lack of transparency—violate best practices for good governance;1 therefore be it,
Resolved, The Faculty Senate has been disappointed with the lack of transparency and prior actions noted. In order to maintain full confidence in its Board of Trustees, and in the spirit of working together as Spartans will and can to uphold the success of the entire MSU community, the Faculty Senate requests that the Board of Trustees hire a professional governance firm within the next 60 days and undergo professional development, which shall include the President of the University.
1 See, e.g., John W. Nason, The Nature of Trusteeship: The Role and Responsibilities of College and University Boards, 22, 86–87 (1982) (“Alert and conscientious boards provide quiet counseling of a kind to enhance the president’s effectiveness. . . . A rapid turnover of presidents is a sure sign of a weak, uncertain or divided board. An effective board is one that delegates responsibility for administration to the president and is prepared to concentrate its attention on policy issues.”); J. Victor Baldridge, Academic Governance: Research on Institutional Politics and Decision Making, 112 (1971) (“Boards sometimes claim the prerogative of identifying and appointing [top-level administrative] officers. Such actions are inconsistent with the policy of acting through a single executive officer.”); “The governing board of an institution of higher education, while maintaining a general overview, entrusts the conduct of administration to the administrative officers—the president and the deans—and the conduct of teaching and research to the faculty. The board should undertake appropriate self-limitation.”; Barbara R. Snyder, AAU President Expresses Deep Concern About Michigan State University Trustees’ Interference in School Operations (September 12, 2022) (“As president of AAU, which represents Michigan State University and our country’s other leading research universities, I am appalled at reports of interference in MSU’s day-to-day operations by the university’s trustees, who are elected officials. If the reports are accurate, then this is inappropriate meddling by a board charged with governance, not management.”); AAUP et. al, Statement on Government of Colleges and Universities (1966) (“The governing board of an institution of higher education, while maintaining a general overview, entrusts the conduct of administration to the administrative officers—the president and the deans—and the conduct of teaching and research to the faculty. The board should undertake appropriate self-limitation.”)
Approved 40-14 on September 13, 2022
Whereas, Members of the Michigan State University Board of Trustees have continued to destabilize the university since the MSU Faculty Senate expressed its concern[1] on September 13; and
Whereas, Members of the Michigan State University Board of Trustees have compounded their intransigence, intimidating faculty administrators through a retained law firm investigating the resignation of Sanjay Gupta which is both outside of the Board’s administrative purview and a violation of their Code of Ethics; and
Whereas, The Associated Students of Michigan State University voted no confidence in the Board of Trustees on October 6 by a vote of 21–0 (with four abstentions)[2]; therefore be it,
Resolved, The Faculty Senate has no confidence in the Michigan State University Board of Trustees.
[1] See Michigan State University Faculty Senate, Resolution FS2223R01, September 13, 2022 (https://acadgov.msu.edu/-/media/assets/academicgovernance/docs/faculty-senate/2022-2023/fsresolutions/fs2223r01.pdf) and Faculty Senate Resolution FS2223R02, September 13, 2022 (https://acadgov.msu.edu/-/media/assets/academicgovernance/docs/faculty-senate/2022-2023/fsresolutions/fs2223r02.pdf).
[2] See Associated Students of Michigan State University, Bill 59-21: No Confidence in the Board of Trustees, October 6, 2022 (https://acadgov.msu.edu/-/media/assets/academicgovernance/docs/faculty-senate/2022-2023/fs-2022-10-11/asmsu-resolution-59-21-no-confidence-in-board-of-trustees.pdf).
Approved 55–4 on October 11, 2022
2021-2022
Approved - March 15, 2022
Approved - November 16, 2021
FACULTY SENATE RESOLUTION TO: Advocate for the Hiring of a Full-Time Employee for Undocumented Student Affairs
WHEREAS, In Michigan there is estimated to be around 102,000 undocumented immigrants, approximately 9,000 of which are college-aged and are currently enrolled in postsecondary education; and,
WHEREAS, Undocumented students in Michigan are not eligible for federal or state financial aid, and often cannot apply for private loans; and,
WHEREAS, During the COVID-19 pandemic undocumented students have experienced additional economic, psychological, and academic stresses, including increased concerns about on-time graduation and legal status, aggravating existing inequalities; and,
WHEREAS, Michigan State University was given the lowest “least accessible” ranking in a 2017 study in regards to admissions, financial aid and general support for undocumented and DACA students, and a “somewhat accessible” ranking in relation to tuition; other schools, like Grand Valley State University, Oakland University, and the University of Michigan received the highest ranking of “most accessible” across all areas4; and,
WHEREAS, Both Grand Valley State University5 and the University of Michigan6 have a designated employee to support and advise undocumented students; and,
WHEREAS, The Michigan State University Diversity Equity and Inclusion Report and Strategic Plan acknowledges that it is “highly difficult to navigate” financial aid and residency status for undocumented students; recommends “more inclusive student support services;” and, includes “formalized services offered through an identified central office to support DACA and undocumented students” as a metric of success; and,
WHEREAS, DreaMSU, a student organization advocating for more inclusive policies for immigrant and undocumented communities at Michigan State University, has been advocating for an employee to be hired for undocumented students since 2019; and,
WHEREAS, The Associated Students of Michigan State University passed Bill 57-78 in March 2021, “A BILL TO: Advocate for the Hiring of a Full-Time Employee for Undocumented Student Affairs;” therefore be it,
RESOLVED, The Faculty Senate supports Michigan State University hiring a full-time employee specifically for undocumented, DACA and vulnerable immigrant student affairs; and,
RESOLVED, The Faculty Senate urges Michigan State University to hire this employee by the conclusion of the 2021-2022 academic year in order to expand recruitment of and support for undocumented, DACA and vulnerable immigrant students; and,
RESOLVED, The hiring of this employee shall be decided by a committee that includes students affected by the current lack of resources and representation for undocumented, DACA and vulnerable immigrant students, as well as staff and faculty knowledgeable in the issues facing undocumented, DACA and vulnerable immigrant student populations; and,
RESOLVED, This employee shall have a designated workplace to create a safer space for undocumented, DACA and vulnerable immigrant students to seek support and advice.
Approved - November 16, 2021
Approved - November 16, 2021
Approved - September 21, 2021
Approved - September 21, 2021
2020-2021
Approved - June 15, 2021
Resolution on Policies and Practices Related to Creating a Safe, Inclusive Campus Environment
OVERVIEW:
This proposal has its origins in multiple and extensive Faculty Senate discussions about the Office of Civil Rights report and MSU’s subsequent response. Given recent articulations of codes of behavior for faculty and advising staff, these resolutions aim to address the need for such standards for higher level administrators as well. In face of the past failure of the administration to recognize and act effectively to address egregious transgressive behavior within their ranks, we also see the need to surface and state the values we share and adhere and to establish policies and practices that will hold administrators accountable. As a body, the Faculty Senate supports the following changes to practice, policy, training, and review procedures that may help to prevent such failures in the future.
VALUES:
POLICY and PRACTICES
Approved - April 20, 2021
Resolved, That Faculty Senate endorsed ASMSU Bill 57-84, titled “A BILL TO: Release a letter addressing the concerns from students in regards to the lack of support given in remote learning courses during the COVID-19 pandemic.” Letter is stated as:
Associated Students of Michigan State University
DATE: February 24, 2021TO: College Deans, Michigan State University
FROM: 57th Session General Assembly, Associated Students of Michigan State University
SUBJECT: Addressing student concerns regarding instruction and assignments
Dear Dean [NAME], [COLLEGE NAME],
On March 11, 2021, Michigan State University will complete a full year of online instruction. This has been a dramatic change to both students and faculty. While many faculty members have been accommodating surrounding the shift of instruction and assignments, others have been less cooperative. Many students are under the impression that more assignments and assessments are being administered this academic year than in previous years. Additionally, students feel a lack of support and flexibility from faculty regarding unique, individual circumstances. This has not only negatively impacted student’s academic performance but also impacted mental and physical health.
Recently, the Broad Student Senate completed a survey from members of the Broad College of Business. This survey covered a range of topics including mental health. 50% of respondents said they are struggling or unwell regarding their mental health. Compared to a World Health Organization survey of 14,000 students where 35% of respondents reported they are struggling or unwell regarding mental health. This 15% increase is concerning. Furthermore, 79% of Broad College of Business respondents reported their academic performance has been impacted due to their mental health. Paired with other responsibilities, work, internships, and cocurricular activities, students are experiencing excessive and constant burnout.
In response to concerns, we are asking you to take the following measures to protect the mental health of students:
We must address the concerns of students to create a campus that prioritizes both academic success and mental health.
In Green and White,
57th Session General Assembly, Associated Students of Michigan State University
Adopted - March 16, 2021
Resolution on Administrator, Faculty, and Staff Training to Create a Safe, Inclusive Campus Environment
OVERVIEW:
This proposal has its origins in multiple and extensive Faculty Senate discussions about the Office of Civil Rights report and MSU’s subsequent response. Given recent articulations of codes of behavior for faculty and advising staff, these resolutions aim to address the need for such standards for higher level administrators as well. In face of the past failure of the administration to recognize and act effectively to address egregious transgressive behavior within their ranks, we also see the need to surface and state the values we share and adhere and to establish policies and practices that will hold administrators accountable. As a body, the Faculty Senate supports the following changes to practice, policy, training, and review procedures that may help to prevent such failures in the future.
VALUES:
TRAINING
Approved - February 6, 2021
Resolution on Review of Deans and Higher-Level Administrators Related to Creating a Safe, Inclusive Campus Environment
OVERVIEW:
This proposal has its origins in multiple and extensive Faculty Senate discussions about the Office of Civil Rights report and MSU’s subsequent response. Given recent articulations of codes of behavior for faculty and advising staff, these resolutions aim to address the need for such standards for higher level administrators as well. In face of the past failure of the administration to recognize and act effectively to address egregious transgressive behavior within their ranks, we also see the need to surface and state the values we share and adhere and to establish policies and practices that will hold administrators accountable. As a body, the Faculty Senate supports the following changes to practice, policy, training, and review procedures that may help to prevent such failures in the future.
VALUES:
REVIEW OF DEANS & HIGHER-LEVEL ADMINISTRATORS
Approved - February 16, 2021
Adopted - February 16, 2021
Approved - February 16, 2021
Approved - January 19, 2021
Approved - November 17 2022
Approved - November 17, 2020
Approved - October 13, 2020
Resolved, That recent events on our campus require that we, the MSU Faculty Senate, emphasize our position of support for diversity and inclusion. We unequivocally support all students, staff, and faculty of the MSU community, regardless of color, race, gender identity, ability status, country of origin and religious belief. We will continue the work that creates an inclusive, diverse community, one that respects and celebrates our differences, promotes our commonalities and recognizes our unique contributions.
Resolved, We summarily reject any circumstances which alienate, demean or make students feel less than others. We strive for a supportive environment that is free from hate, racism, sexism, misogyny, ableism, religious discrimination, and bullying of any kind. We are working to make a positive difference.
Amendment to November 26, 2019 Faculty Senate Resolution
Adopted - September 15, 2020
2019-2020
Resolved, That we, the Faculty Senate, make a formal resolution to our incoming provost, Dr. Teresa Woodruff, to take the following four specific steps in support of Michigan State University faculty, and particularly faculty of color upon her arrival to MSU.
Number one, we would like to ask that Dr. Woodruff commit to refrain from reducing budgets of any programs which are focused on diverse populations, programs, or initiatives for a period of no less than two years.
Number two, we would like to request a review and possibly increase of budgets whenever possible for programs which impact minorities for the same period. Too often, programs affecting marginalized populations are hit hardest when cuts are made. It is the programs which serve the underserved that are often asked to work on shoestring budgets or are phased out when financial difficulties arise. Sacrifices are sometimes made at the expense of careers and career progress. And invariably, we are moved around, but not up. Just as sometimes less value is often placed on the lives of black men and women, so too go our programs. So, for indigenous peoples, for black, for brown, and Asian Pacific Islander Desi Americans, we ask that you not cut and be consciously aware of the dynamics in play when you do make those necessary reviews.
For the third step, we ask that Provost Woodruff commit to the development, review, and expansion of an even more intensive plan than that which currently exists for the recruitment of faculty of color and faculty members from other marginalized groups, as well as a review of our retention efforts.
Lastly, we respectfully request that Provost Woodruff will commit to the Michigan State University community that the efforts of our new, much-desired and looked-forward-to Provost to work on behalf of diverse or marginalized populations will not be limited, as some have feared, to just women and STEM, but rather will be more broad-based during her tenure at Michigan State University. Included will be members of the LBGT community, ethnic minorities, underrepresented identities, and persons with disabilities.
Approved - June 23, 2020
Resolved, That we, the faculty senators of Michigan State University, wish to express our unwavering support of the Black Faculty, Staff, and Administrators Association; the Coalition of Racial/Ethnic Minorities; and the Chicano/Latino Faculty, Staff, Specialists, and Graduate Student Association in their responses to the outcome of the Provost search. In standing with these communities, the Faculty Senate wishes to share the burden of advocacy, and affirm our commitment to enacting diversity, equity, and inclusion (DEI) at MSU.
If we want to expand on and practice the values of DEI, then we need to hire accordingly. MSU continues to assure its community that DEI are of paramount importance, especially in the face of numerous and egregious racist acts across campus as recently as this academic year. The appointment of a provost with extensive leadership, expertise, and experience in these areas, as two of the three finalists had, would have been a powerful act in demonstrating our commitment to improve. We had a rare opportunity here and we did not act on it.
We recognize President Stanley’s efforts toward transparency in the finalists vetting process, and in compiling a search committee with faculty members that represented different constituencies. These gestures built trust between us, which recent events on this campus, and the long-standing structures that enabled those events, had sorely eroded. And yet at the most crucial moment of the search, the actual selection of our chief academic officer, among such a talented and excellent finalist pool, MSU chose not to act on its commitment to diversity. Our reaction is not personal to Dr. Woodruff, nor do we wish to dispute that she is qualified, in absolute terms, for such a position. But for many, this is a disappointing outcome. For many, it is also deeply hurtful.
Moving forward, we will look to see that the Chief Diversity Officer is a fully-resourced position, both financially, with respect to staffing, and especially in terms of integration across the university community, so that in the future we will enact the broad institutional changes that we say are a priority.
Approved - June 23, 2020