The red-lined version of the Plan and the list of changes should be read in full. But there is clear evidence on the pages as to why a strong pushback at Senate was smart and appropriate. For example:
p. 4 and 41 Mandatory placement of laid off employees has been restored!
p. 42 Right of return has been restored (for up 30 days)!
p.10 A commitment to using HR to achieve excellence in all disciplines and to emphasize learning is now included
p.25 and 26 Internal equity is now explicitly included as a factor continuing to affect compensation (see Strategic Plan Components #1 and the following paragraph on p. 26)
p. 28 Living wage for contracted employees is officially under consideration again
But the language on shared governance is still too weak. This is ironic given tonight's forum (which I'll write about tomorrow!) "Advice and input" was replaced with "engagement," and "participation" and "involvement" and "review" which are still incredibly passive terms (e.g. p. 24, 32). I'd prefer to see "joint decision-making authority" and "approval" used instead. Spoto sets the precedent here-- no changes to faculty compensation should be made without the explicit agreement of BOTH the faculty and the administration.
This is a major improvement on the prior iteration of the plan and it is responsive to nearly all of my recommendations and requests. However, this language, authored by Noah Feinstein, should be added in order to ensure Faculty Senate approval:
"A commitment to shared governance extends to direct participation of governance groups in relevant decision-making. This must include guarantees that any future results and recommendations of the ongoing HR Design process, including especially the title and total compensation study, will be subject to approval by all affected shared governance bodies without which approval they will not proceed."