May 14, 2021

Ch-Ch-Ch-Ch-Changes

As a faculty member who, during the tenure of four administrations, has served at various times as a department chair, a representative on many campus and college-wide committees, including Faculty Council and Academic Assembly (RIP), and a member of the Executive Committee of AAUP, I have some thoughts on not only the actual changes that have occurred and are continuing to occur at lightning speed, but also on the current culture of change that now reigns at our institution.  If one were to examine the evolution of Montgomery College over the course of our history, one would discover that the college certainly did not remain stagnant; changes occurred in vision, guiding philosophy, mission statement, staffing/administrative organization and infrastructure.  And most often, these changes occurred after careful consideration, analysis and collaborative discussion among faculty, staff and administrators.  Never before, however, has almost every aspect of the institution been so dramatically altered – and each change accomplished in a matter months, sometimes weeks, regardless of the importance of the issue or area.  One has to wonder how the college managed to survive, albeit flourish, for so many years. 

The mechanism for change in most of the areas of the institution that are being upended seems to be recommending committees, consisting of forty to seventy people, including individuals who have little to no experience in, or knowledge of, the particular area or issue(s).  Similarly alarming is the lack of knowledge about the history and context of the areas and operations that these committees are so cavalierly changing, as well as the reticence to consult with those who have the experience and background knowledge.  In this age of information bombardment, it is difficult to keep current even in one’s own field.  Moreover, the recommendations of these committees frequently have little to do with the ultimate decisions that are made at the upper levels.

We seem to have abandoned the notion of relevance (as in: “Do the folks involved in making decisions about an issue or over an area have experience and knowledge relevant to the issue/area?”) for the sake of inclusion.  Wholesale inclusion simply does not work.  Programming within academic and counseling areas needs to be accomplished by faculty and deans who are educated and experienced in the specific area(s).  One has to wonder what has happened to beginning change with meaningful conversations among those individuals and groups of individuals who have some meaningful knowledge of the particular issue/area to ascertain a history and understand what currently exists (what is working and what is not working) in order to conduct a meaningful evaluation on which to base a meaningful discussion of what needs to change, what the end result might look like, and whether/how that change would promote meaningful benefits and opportunities to students.

This lack of interest in expertise and knowledge, particularly that belonging to the faculty, goes well beyond the myriad of the deconstruction/reconstruction committees; it seems to permeate most every undertaking of the institution.  I have served on several of these giant and time-consuming committees.  I have been asked to weigh in on topics about which I know little, if anything at all.  I am a chair in a department that has only ever had one chair, college-wide.  I have designed, implemented and operated a program that is nationally recognized for excellence and best practices.  I have not once been invited by any senior administrator to engage in so much as a five-minute conversation about the discipline I lead or the program about which I am regularly asked to speak outside of the institution.  I am certainly not unique.  Many of our faculty and staff members are recognized authorities in their respective fields.  We serve as officers in state and national academic organizations and consortiums; we are invited speakers and panel participants at seminars and conferences; we are members of advisory boards and think tanks.  And yet, at our own institution, we have become invisible.  This relatively new practice of ignoring the expertise of our faculty and staff diminishes the morale of the entire institution; perhaps more importantly, it seems a tragic and irresponsible waste of resources and often results in changes that fail to serve the needs and best interests of the college and, most importantly, our students.

In addition to the mega restructuring committees, we are gearing up for the new governance structure, one in which there will exist not one single entity comprised only of full-time faculty members.  Many of us felt that our governance structure needed to be examined and reorganized; In fact, faculty members with a great deal of experience in governance had already begun that process.  This faculty-driven initiative was terminated and a different group altogether was charged with creating a new system of governance.  Although the chairs of that committee have made every effort to explain the new structure, I must say that the epic proportions are such that I simply cannot get my mind around it.  Moreover, considering the sheer numbers involved, let alone the complexity of the parts, one is hard pressed to image how anything might be accomplished.  I hope that is not the goal.  Of course, given the fact that each so-called “decision-making group” is actually advisory to the senior administration, the body that, we have been told, will actually make all of the decisions — the issue of accomplishment may well be moot.  Nevertheless, one would hope that we are all keeping an open mind regarding our new structure of governance.

The Employee Engagement Advisory Group (EEAG), while having put forth a valiant effort for several years to enhance and track the engagement of our employees, may be heading towards obsolescence, or hiatus at the very least, during this current era; most everyone at the institution seems to be at some level of furious regarding the elevation in status and appointment of what is in the minds of many an overabundance of vice presidents, none of them academic and with no discussion or input from the college community.  Possible exceptions to this rather widespread irritation may be the newly anointed vice presidents themselves. 

Less than a year ago, the college employed nine vice presidents, including two senior vice presidents, two permanent special assistants at the salary of a vice president, and a scattering of other high level administrators at that same grade/salary.  At that time, all of the employees of the college, with the exception of part-time faculty were being furloughed.  This year, a third senior vice president has been added in addition to an associate senior vice president.  Because of the economy, currently and for the past several academic years, no salary enhancements have been negotiated, the college has labored under a hiring freeze and very limited travel funds have been available, which clearly affects professional development for faculty.  And yet – the administration has, during the last few months alone, added a Chief Compliance Officer, along with a project manager and an administrative aide (all new positions), and a Deputy Chief of Staff and Strategy (new position).  Less than one week later, despite the fact that no other employees were reclassified (a result of the abandonment and reconstitution of the Reclassification Study), eight high level positions have been reclassified to the status of seven vice presidents and one to associate senior vice president (a new position altogether).  The juxtaposition of an institutional imperative to create a less bureaucratic and more welcoming environment by changing the very name Central Administration to Central Services, as well as the entire reconstruction of the Central Services’ Building (nee Mannakee) in order to make the facility more friendly, at any cost — and the addition and/or status elevation of a surplus of high level positions, resulting in approximately twenty vice presidents, seems ironic, at best.

Change is necessary to the health of our institution.  My concern is that the urgency to change every aspect of our institution precludes the opportunity for relevant input from the college community and shared decision making.  My hope is that we will engage faculty and staff in meaningful dialogues, respect and rely on our collective and individual expertise, evaluate the merits of each decision in terms of direct benefits to students and use our history as the foundation for change.  The many initiatives and wide-range reconfiguring of our institution within this current culture of change are confusing, frustrating and in many ways destabilizing.  Experience tells us that over time top-down initiatives and restructuring come and go; faculty, on the other hand, tends to remain fairly constant.  We continue to teach our classes, we continue to advise and counsel our students – although it is becoming more difficult to find time to actually interact with students, given the growing number of nonacademic, non-student-focused committees and meetings we are expected to attend – we continue to impact our students in positive ways and to serve as catalysts in their changing lives.  For the faculty and staff, students really are the center of our universe.  And in the end, while we may be distracted by and speculate on such trivia as the need for a new Montgomery College-wide mascot, the real question is: where is the Board?

I have written this post as an individual faculty member, not as a representative of or for any group.  I have been guided by the notion of Martin Luther King, Jr that “Our lives begin to end the day we become silent about things that matter.”  I believe that Montgomery College matters and that the things about which I have written matter.  Moreover, I have written this post within the context of Mahatma Gandhi’s perspective on dissention and whose contention it was that “Honest disagreement is often a good sign of progress.”  My hope is that what I have written is viewed in the spirit in which I have written it, as a step towards thoughtful conversations and meaningful progress.

Rose Sachs
Chair, Disability Support Services
Coordinator, Combat2College
Immediate Past President and Governance Liaison, AAUP

 

Comments

  1. Unbelievably well said. How does one get this information out to all in the faculty in the trenches? How does one go about reassuring faculty that if they speak out, their jobs will not be in jeopardy- thus no need to feel intimidated? What can AAUP do to rally support and encourage its members to have a voice?

    • In response to your questions, most often, information gets to the faculty via our faculty leaders, members of our campus councils, Academic Assembly, AAUP Executive Committee and our department chairs. It is certainly the hope of the Executive Committee that the redesigned, easier-to-access AAUP website will be used by faculty to share information, concerns and ideas. Additionally, campus meetings are being planned; an announcement will be coming soon from the AAUP Vice President on your campus.

      That a faculty member is concerned about intimidation or retaliation for speaking out is, needless to say, very troubling. The environment at Montgomery College has long been one that encourages diversity, which includes diversity of perspectives. There is no reason to think that this particular value has been abandoned. Moreover, our Contract has very specific language regarding Discipline and Discharge (Article 4, Section 4.5), thus protecting us from any form of discipline that is inappropriate; intimidation is never appropriate. I hope this begins to answer your questions.

  2. A Speech Faculty Member says

    It would be a gross understatement to say forty to seventy people on a committee is too many. As every graduate of Speech 108 can tell you, group theory experts suggest five to seven is the ideal range for a productive group. Seven is the absolute maximum allowed for projects in our own small group communication course. Every time you add a member to a committee, you increase the potential for new ideas but also for difficulties in coordination and maintaining motivation.

  3. Under the new governance structure, it is proposed that one college Faculty Council will replace the current set-up of three campus faculty councils. Over the past year and a half, no one has come to the Rockville Faculty Council to consult with it regarding the constitution of a college-wide Faculty Council, nor to tell it directly that it will no longer exist after the spring semester of 2012 ends, though that is the intent of the new governance structure.

    However, the bylaws in P & P for each of the current three campus Faculty Councils state very clearly that any changes to the bylaws can only be suggested by faculty, not administration, and that, in the cases of Takoma Park and Germantown, no changes can be made to their constitution without two-thirds of the voting faculty agreeing and their vote is binding; and, in Rockville’s case (see Attachment A below), no changes can be made to its bylaws without two thirds of the full-time faculty voting “at a faculty meeting or by general ballot” and that vote is binding.

    Therefore, since dissolution of the campus faculty councils would definitely constitute a change to their constitution and/or by-laws, surely the current proposals to change the Faculty councils into a college Faculty council need first of all to be proposed by faculty and then to be voted on by the full-time faculty and any changes would need to be ratified by a two-third majority of the full-time faculty on each campus?

    The response eventually received to this and the points below is that: “all these issues are superseded in the P&P by Chapter 1, number 11004” This part of P&P (amended in P&P in December 2010 and attached below – Attachment B) gives the BOT the right to ask the President to set about revising governance based on several philosophical principles, but it does not include any statement that in the process current bylaws in P&P, which would include the bylaws for the campus Faculty Councils and the Academic Assembly, may be superseded – if any single part of P&P can simply be declared null and void (in this case the by-laws, as the response above stated) then surely, legally, all of P&P is null and void – all parts need to be honored by all parties else what is its use as a policies and procedure document?
    ___________________________

    In addition, in Appendix II 2.68 P&P clearly states the following:

    “Procedures for Changing the Collegewide Governance System

    A. Any member of the College community has the right to recommend to the Academic Assembly changes in the existing collegewide governance system, including changes to the Constitution.

    B. Recommendations for changing the collegewide governance system, including changes to the Constitution, shall be submitted in writing to the Academic Assembly and then distributed for collegewide consideration.

    C. Disposition of a recommendation is decided by a majority of the aye and nay votes cast by faculty either at a collegewide meeting or by ballot.”

    It seems that no such vote is going to take place. The most recent response to this is the same as in the first bullet above (i.e. P&P chapter 1, #11004) and elicits a similar concern: this part of P&P is no less valid than chapter 1

    ___________________________

    Currently the Rockville Faculty Council has 13 full-time faculty members directly voted into office by the full-time faculty; Takoma Park has 7; Germantown has 6. Therefore, at the moment, full-time faculty vote directly for a total of 26 representatives who, over the three councils, represent the interests of the full-time faculty college-wide within their constituent Faculty Councils. Under the new governance proposal for a college Faculty Council, full-time faculty will only be able to vote directly for two full time faculty representative from each campus –full time faculty will, therefore, be going from 26 directly elected representatives on three campus faculty councils to 6 directly voted for representatives on a single college Faculty Council.

    There will be other members of the college-wide faculty council: three chairs, 4 part-time faculty and 2 representatives (one each from curriculum and academic regs), but none of these will be directly voted on to Faculty Council by the full-time faculty; therefore, the number that full time faculty directly vote for will be reduced by 77% – that is a drastic reduction of the full-time faculty voice and representation on faculty council and, as the Rockville Faculty Council pointed out last week, puts a great deal of pressure on those 6 members to represent full-time faculty voices in a comprehensive way.

    Not only that, those 6 directly elected full-time faculty representatives will constitute only 40% of the new college wide faculty council; therefore, the full-time faculty for each campus will only be represented directly by less than 15% of the voting members (Rockville full-time faculty, with the same 2 directly voted for representatives as the other two campuses being even more under-represented) and this is for our own faculty council – what is there to gain by reducing its direct representation of full-time faculty so drastically? So far, the main response to this has been to concede the college faculty council may appoint campus committees to advise it – that does not seem to be a definite enough nor specific enough response to this concern (who gets to appoint to these committees – how will full-time faculty be represented on them?) – also, what will happen to current full-time campus Faculty Council representatives who in April 2011 were elected for a two-year term?
    ___________________________

    Attachment A: Taken from Policies and Procedures Appendix II, 2.76, Rockville Faculty Council By-laws; 2.9 Takoma Park;2.82 Germantown :

    Process for Amending the Rockville Faculty Council By-laws

    A. All Rockville full-time faculty have the right to propose changes to the By-laws.

    B. Proposed amendments shall be distributed for consideration to full-time faculty at least ten working days prior to a vote.

    Page 7 of 8

    C. The By-laws may be amended by a two-thirds vote of the full-time faculty voting at a faculty meeting or by general ballot.

    D. All amendments to the By-laws will be forwarded to the campus Provost and the President for their information.

    VII. Process for Amending the Takoma Park Faculty Council Constitution

    A. All Takoma Park full-time faculty has the right to propose changes to the Constitution.

    B. Proposed amendments shall be distributed for consideration to full-time faculty at least ten working days prior to a vote.

    C. The Constitution may be amended by a two-thirds vote of the full-time faculty at a faculty meeting or by general ballot.

    D. All amendments to the Constitution will be forwarded to the campus Provost and the President for their information.

    2.832 Process for Amending the Germantown Faculty Council Constitution

    A. All Germantown full-time faculty have the right to propose changes to the constitution.
    5 of 6
    ?
    B. Proposed amendments shall be distributed for consideration to full-time faculty at least ten working days before a vote.

    C. The constitution may be amended by two-thirds of the full-time faculty.

    __________________________

    Attachment B: Policies and Procedures on Governance – chapter one #11004 – modified December 2010

    I. The Board of Trustees has the responsibility for governing Montgomery College. The Board of Trustees is committed to the collegial principle of governance that serves as the means and actions by which the Board and the College as a collective entity engage in a participatory decision-making process to decide matters of policy, oversight, operations, and strategy. The Board of Trustees is the ultimate authority in regard to and accountable for an inclusive and effective governance system. The Board may delegate to the President portions of that authority at times deemed appropriate by the Board.

    II. The Board of Trustees believes that effective governance is achieved in the spirit of cooperation, collaboration, civility, respect and collegiality, and involves all levels of the College including students. It promotes inclusiveness and gives opportunity for a unified effort in ensuring the achievement of the College’s vision and mission through sound and current policies and operating procedures. The Board of Trustees further believes that students’ educational experiences are made more lasting and relevant in a collegial environment of communication, collaboration, civility, respect and professionalism that studies have shown can be enhanced by an effective institutional governance structure.

    III. The governance structure at Montgomery College shall be guided by the following general principles:

    1. All decision-making is based on a shared understanding and recognition that Montgomery College exists to support the comprehensive mission of student success at all levels.
    2. All constituent groups within the College have a vested interest and a role in ensuring that the College fulfills the mission under the authority and direction of the Board of Trustees and under the leadership of the President.
    3. Participatory governance is a method of organized and collegial interaction in which faculty, staff, students, and administrators participate in thoughtful deliberation and the decision-making process, leading to recommendations made to the College President, who represents the administration of the College as an agent of the Board of Trustees.
    4. Mutual agreement is the goal to be achieved through active participation and collegial interaction by all constituent groups.
    5. The most effective means of developing policies and procedures is to provide opportunity for involvement by the constituent groups affected by the implementation of these policies and procedures.
    6. Representatives of constituent groups involved in the participatory governance process have the responsibility of keeping their respective groups informed of the proceedings and recommendations of governance groups.
    7. Individuals not serving as representatives have the opportunity to share concerns with the elected representatives of their constituent groups, with the anticipation that their views will be represented in governance councils, committees, and task forces.
    IV. The President is authorized to develop procedures to implement this policy.
    Board Approval: December 13, 2010.

  4. Although I am not currently as involved with governance as I once was, I am very concerned about how changes to our governance structure, and the College in general, are occurring and would like to share the following.

    It appears from this article and the comments posted that we have moved from the beginings of governance changes within a shared governance structure to, after the Constitution and by-laws are basically overthrown, i.e. as in a coup (?), to a governance structure that is participatory without respect to roles and responsiblities of those hired in specific areas of expertise. It seems to me that this bodes very poorly for the processes now in place that are driving the current changes that are being discussed or that are actually occurring as I write.

    For now, I hope we all share, in whatever venue individuals are comfortable with, our concerns at what seems to be an almost total lack of respect for what is in place now, the history and experience of many, and for processes that would allow for indepth discouse with appropriate stakeholders within time frames that respect the seriousness of each issue and the workload of the individuals involved.

  5. I want to share my appreciation for the letter that Rose has written. I can only say that the contents of the letter have put clarity to what I and so many of the faculty and staff that I have spoken to are saying. After all that we went through with our past President, I was hopefull that our administration would re-center it’s priorities and decisions around our students and our central mission of education. However, given what we is happening now, I see faculty and staff morale sinking (can it get much lower?), an increase in apathy (how could this happen to us again?), and a fear of retribution if one speaks thier mind. It just seems that the Administration is doing everything it can to undermine any employee engagement. Maybe it is time for the facutly to come together (strength in numbers) and, yet again, attempt to effect positive changes which are centered on the best interests of our students.

    • I completely agree with you and am also very grateful to Rose for taking the time, thought, and leadership in generating this conversation. Perhaps the current climate can be epitomized by the fact that the majority of us who chose to respond to this posting, also chose to remain anonymous.

  6. Anonymous-2 says

    The current governance structure is incredibly broken and divided. It is ridiculous that to get anything approved or accomplished, you have to go to a myriad of councils/committees, nor is it fair. Our system is archaic. We were also not in compliance with MHEC in terms of our current governance structure. I did not see any mention of that. The new structure allows for better representation of all constituents and cuts down on the bureaucracy.

    It seems that there is a lot of fear of change and of the unknown and not a great argument against it otherwise.

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