UO to announce Wednesday that all Fall classes will be on-line only.

(Except a few lab and performance classes). That’s the rumor down at the faculty club. Apparently the dorms will stay open.

Here’s hoping JH’s well-paid strategic communicators have the good sense not to blame this on our students. Or the faculty. Or the staff. Or the unions.

On Thursday, the Board of Trustees will meet to rubber-stamp the “UO Health and Safety Operational Plan re COVID-19” as required by Go’v Brown’s executive order:

Full plan and meeting info here. I know nothing about these issues, but here are a few snippets from the plan which will presumably guided UO’s decision on this, and will guide the decision about restarting classroom teaching in Winter:

Johnson Hall breaks freeze to hire yet another administrator

https://careers.uoregon.edu/cw/en-us/job/525560/senior-institutional-research-analyst-for-financial-systems

Most universities have a strong Institutional Research department that produces unbiased, data-based reports on basic issues like budgeting, enrollment, student/employee satisfaction, ROI and efficiency stuff. The IR Director is in the room for every important decision.

For various reasons, UO’s IR office does not do these things. This means that when a tough issue comes up there is no respected semi-independent voice giving advice. Instead the Pres, Provost, and Angela Wilhelms get numbers from offices like the VPFA and VPBP and IR, and have their staff massage them in whatever way suits their particular goals.

UO would certainly be better off with a strong, centralized IR department – but that would be a challenge to JH’s various special interests. So while this mid-level hire might make sense, if it doesn’t lead to a reorganization it’s not going to make much of a difference.

CAS searching for $100K PR flack to communicate with $278K VP for Communication

So far as I can tell this is a new job. [See comments. It wasn’t on the CAS leadership page when I looked.] The Deans have been complaining about Henley for years, apparently it’s now so bad that CAS needs to hire a Director of Communications to communicate with JH’s VP for Communication Kyle Henley:

“Moreover, the Director of Communications is the primary communications liaison between the College of Arts and Sciences and University Communications. In this role, the director is responsible for ensuring that the school’s priorities, communications strategy, and objectives are shared with University Communications leadership, working to identify opportunities for coordination, collaboration and amplification.”

Director of Communications

Job no: 525593
Work type: Officer of Administration
Location: Eugene, OR
Categories: Communications/Public Relations/Marketing, Executive/Management/Director

Department: CAS Administration
Appointment Type and Duration: Regular, Ongoing
Salary: $90,000 to $110,000 per year
Compensation Band: OS-OA10-Fiscal Year 2020-2021
FTE: 1.0

Position Summary
The Director of Communications works with the deans to plan, develop, and implement communications efforts designed to promote the liberal arts mission of the College and engage its major constituencies: students, faculty, staff, parents, alumni, and donors. The Director of Communications provides counsel to the CAS deans regarding both internal and external communications and provides communications advice to the 40+ academic departments and programs in CAS. Moreover, the Director of Communications is the primary communications liaison between the College of Arts and Sciences and University Communications. In this role, the director is responsible for ensuring that the school’s priorities, communications strategy, and objectives are shared with University Communications leadership, working to identify opportunities for coordination, collaboration and amplification. The Director of Communications will also work with a CAS communications team to ensure compliance with University of Oregon brand standards and consistent messaging on UO-wide initiatives.

In addition, the Director of Communications works closely with partners in Enrollment Management, University Advancement, and other central units on campus on specific university-wide marketing and communications goals.

Minimum Requirements
• Bachelor’s degree in a relevant field OR an equivalent combination of skills, experience, and education
• Five years of proven experience with communications, public relations, marketing strategies, and social media with successively high levels of achievement
• Understanding of and experience with executive communications support
• Two years of experience with direct supervision of communications staff

Professional Competencies
• Excellent written and oral communication skills, with the ability to craft clear messages for broad audiences from a variety of academic source content
• Ability to establish and maintain cooperative working relationships with university staff, faculty, and others
• Ability to collaborate with colleagues from different departments and units to deliver successful projects
• Commitment to promoting and enhancing diversity, equity, and inclusion
• Proficiency in the use of personal computers with computer software including Excel, design, web applications, page layout, email marketing tools
• Ability to work with print, digital and social media strategies, tools and platforms and knowledge of current and emerging best practices
• Ability to work in a fast-paced environment managing a variety of projects at once while simultaneously always searching for operational efficiencies
• Strong project and intake management skills, with the ability to take creative ideas from conception to execution
• Ability to think and act strategically, understanding the needs of different constituents, and the ability to think creatively to address those needs
• Demonstrated abilities in and a strong commitment to using data analytics as part of strategy formulation
• Demonstrated ability to apply an entrepreneurial, problem-solver mindset

Preferred Qualifications
• Master’s degree in strategic communications, marketing, public relations or journalism
• Demonstrated experience developing and implementing successful communications strategies
• Experience working in a higher education or arts non-profit organization environment
• Strong understanding of a research university

Comments are working again

Update: I switched themes which fixed the comments but broke some other things.

Update: I haven’t had much time to fix the comments yet. Will get to it as soon as I get the Caballero steering working. I got it all back together but did something wrong with the ignition switch and have to start over. 

Dear readers – My ISP updated WordPress last night, and this broke the comments feature. Nothing has been deleted, and I expect the old comments will reappear in a day or two – other sites are reporting the same problem. Strangely, you can still post comments, and see the first part of them in the “recent comments” bar on the right.

UNC evacuates dorms, goes all-online

InsideHigherEd, here:

Aug. 17, 4:05 p.m. The University of North Carolina at Chapel Hill has announced that all of its undergraduate instruction will be remote, effective Aug. 19 — nine days after the university held its first in-person classes for the fall term.

The university cited a “spate of COVID-19 infection clusters” in making the decision. Three announced clusters last week were in student housing, with the fourth linked to a fraternity. UNC on its COVID-19 dashboard reported 130 new positive student cases reported in the last week, and five positive cases among employees.

In addition to shifting its instruction to remote learning, the university said it would continue to “greatly reduce residence hall occupancy.”

Barbara K. Rimer, dean of UNC’s Gillings School of Global Public Health, on Monday wrote on her blog that the university should “take an off-ramp and return to remote operations for teaching and learning.”

UNC Chapel Hill Faculty Call Emergency Meeting After Fourth COVID Cluster

Aug. 16, 4:41 p.m. The Faculty Executive Committee at University of North Carolina at Chapel Hill will hold a meeting Monday to discuss the growing number of coronavirus cases after the university reported a fourth cluster of cases on Sunday, the Raleigh News & Observer reported. A cluster is defined as five or more cases in close proximity.

Three of the announced clusters were in student housing complexes, and the fourth was linked to a fraternity.

The chair of the faculty, Mimi Chapman, wrote to the UNC System Board of Governors over the weekend urging it to give UNC Chapel Hill’s chancellor authority to make decisions in response to the pandemic.

VPEI releases Survey on Faculty Research Productivity and Creative Practice

Thanks to a reader for the link to the survey results. Surprisingly few faculty mentioned wage cuts as an example of a helpful Admin response.

https://oregon.ca1.qualtrics.com/reports/RC/public/b3JlZ29uLTVlZGU1MTkxZjNmYTcyMDAwZjk3MzFlNi1VUl84N1ZIQ2FCTkh5eGswS00=

Response email from Provost:

Dear Colleagues,
It is our sincere hope that you and your respective families are experiencing some of the respite that summer usually provides.
We are writing to share with you some of the action we have taken in addressing concerns identified in the Survey on Faculty Research and Creative Practice, which we launched during the last few weeks of our spring 2020 term, as well as issues identified by the Center for the Study of Women in Society. We received 329 valid responses from our UO faculty, and we are very grateful to everyone who took the time to provide input.
The survey inquired about the extent to which COVID-19 is having an impact on the research and creative activities among faculty across all ranks. Additionally, it inquired about the specific stressors and impacts, as well as direct internal and external support strategies meant to provide relief. The results of the survey are accessible here, while we provide below a summary narrative of the major findings in the “Survey Highlights.”

Survey Highlights
Consistent with the research findings nationwide, faculty research and creative activity have been adversely impacted by COVID-19. More than half of the survey respondents reported being impacted by heightened stress or worry, while a little under half indicated that their research was impacted by caretaking pressures.
The faculty also reported being significantly impacted by a lack of access to space and their usual research tools, inadequate work environments, increased household responsibilities and increased teaching/mentoring burdens. At least a third of survey respondents (roughly the size of the percentage of faculty of color who also completed the survey) indicated being negatively impacted by racial trauma, which experts describe as mental anguish and/or emotional injury caused by encounters with racial bias and discrimination.
Also, faculty respondents identified the following areas of needed support: assistance with childcare; ease of academic time pressures (tenure and promotion clock, temporary relief from service load or increase in research leave time); and access to campus labs, offices, creative spaces, and research subjects. Faculty respondents also expressed concern about vulnerability of non-tenure-track faculty, as well as the additional time and energy spent caring for and mentoring students.
The survey results reflect a great sense of urgency in the midst of the trying times facing all of us. We appreciate the dedication of faculty, staff, and students as we put our minds and energy together to move forward. Below are details on some important next steps. We will also be utilizing input from campus leadership and a nimble group of diverse faculty to guide the next phases of action.

Equity, Anti-racism, and Faculty Support
As part of a larger campus plan to nurture faculty and ameliorate racialized trauma, we have taken the following immediate steps:
Partnering with vice presidents and deans during summer 2020 to identify specific action steps and plans toward building equitable, anti-racist departments as the foundation for retaining existing Black, Indigenous, Latinx, and Asian faculty, staff, and students
Piloting a one-year, trauma-informed coaching resource for faculty to be launched in fall 2020
Establishing an Active Retention Research Group focused on identifying and putting into place factors that promote faculty retention
Developing cultural competency and anti-racism education/professional development for students, staff, and faculty, with a process to be finalized by December 2020
Harnessing the best practices, innovation, and transformative work of existing diversity committees into a university-wide community of practice focused on equity and anti-racism (winter 2021)
Within a month, the Office of the Provost will announce more information on key initiatives involving diversity, hiring, and equity

Caregiver support
A small team comprised of employees from Student Life, Human Resources, and the Office of the Vice President of Finance and Administration has been working on several caregiver support initiatives and has seen significant progress and momentum. The group is mindful that caregiving includes everything from childcare to eldercare. These initiatives focus on near-term actions to assist the caregivers in our community, and the team is operating and pursuing their work with a sense of urgency, understanding that action is needed now versus in months. Initiatives include:
A UO hosted and created electronic platform that will (1) assist those in the UO community seeking care in being able to search and identify interested providers; and (2) allow interested providers from within the UO community (e.g. students) to submit their information so it is visible to those seeking care. Initial development is complete with further legal review and refinement is underway.

A UO hosted and created electronic platform that allows families to post and search information related to how they may be able to partner or assist each other with meeting specific care needs. This will be a way for those in the UO community to network and find collaborations and facilitate building connections, particularly as we continue in a more remote stance than usual both on campus and in the community (e.g., k-12). Initial development is underway with further legal review and refinement forthcoming.

A single, centralized UO website for all caregiver resources. Currently, caregiving resources can be found on several existing university department webpages (Human Resources, Student Life, etc.). By combining all resources on a single website, users will have one location to go to and gain assistance. Communications is assisting the team with a 3- to 4-week development schedule.

A local childcare provider is engaged with team members in determining whether there is on-campus space available for them to use for providing additional onsite school age childcare this fall. Some limited space that may meet the provider’s basic requirements for childcare has been identified. Further review of the space and this opportunity will be required to determine the safety and efficacy of this approach, given the pandemic and the responsibility to manage safety for our entire campus community.

“Parenting During the Pandemic” discussion session – This open discussion session is an opportunity for UO employees with children to connect with other parents. The focus of the session is to provide parents a space to share ideas, strategies, and resources for working from home with children. The sessions will be hosted by UO colleagues who will be there to listen, help prompt discussion, and to offer suggestions for related resources available to employees. Sign up is required in order to manage the size of the groups in order to facilitate dialogue. Forums for student parents are currently being planned.

Register on the MyTrack Learning module and Zoom details will be sent out to all participants who sign up prior to the session.
Session Dates are:
Thursday, August 20, 2020 – 10 a.m. to 11 a.m.
Tuesday, August 25, 2020 – 3 p.m. to 4 p.m.
Wednesday, Sept. 2 – 8 p.m. to 9 p.m.

A new Employee Relief Fund was announced and resources are available to eligible employees with qualifying events or expenses which include childcare/eldercare needs during COVID-19. The fund will continue as long as resources remain available.

ASUO childcare subsidies continue to be available for student parents, including graduate students (and GEs). Federal CARES Act Grants applications will be available again in September through the Office of Student Financial Aid and Scholarships for students who are dealing with serious financial disruptions related to COVID. The Students in Crisis Fund through the Office of the Dean of Students is also available for students who are ineligible for the CARES ACT Grant and dealing with a financial crisis.

Service and time limitations
During the emergency of the spring term and the need to pivot quickly to remote instruction, the Office of the Provost asked that units relieve or reduce service obligations for faculty. As we recognize the ongoing impact of the COVID crisis, we need to carefully evaluate how to navigate essential service while postponing or eliminating activities that are deemed non-essential or critically time-bound until there is some resumption of more normal functioning on campus. The provost is asking that all non-essential service be postponed over the coming academic year. We have taken the following steps thus far to relieve service loads and continue to look for ways to reduce service demands on faculty time.
Instruction to departments to determine essential and non-essential service:
Recognizing that what is essential is often a local decision, all departments have been asked to convene and to discuss as a faculty essential service for the coming year and to address equitable principles of allocating, including considerations of those faculty with increased caregiver responsibilities, faculty rank, and other professional responsibilities. We have identified three overarching principles to guide department conversations about what is essential and non-essential service:
the importance of shared governance;
building community/support within departments; and
advancement of diversity, equity, and inclusion.
With those principles set as foundational, each department head has been asked to convene a faculty meeting to discuss essential service and provide the outcome of the discussion to their dean. It will also be shared with the Office of the Provost.

Teaching evaluations:
In the spring term, the Office of the Provost waived student and peer evaluations for all faculty. During the summer, that review process was also modified with an opt-in approach for faculty wishing to have student feedback. The CIET has been asked to develop recommendations for teaching evaluations for fall. Those recommendations will be discussed with Senate and United Academics leadership.

University-wide committees:
We have suspended a number of review processes, including Core Education course reviews, and initiation of planned program self-studies and reviews. Senate leadership is also addressing the work of senate committees to reduce non-essential work or work than can be postponed for a year.

Defining and quantifying service for equitable allocation:
Longer term, a joint administration/UA committee convened in winter 2020 focused on service, and how it is defined and distributed across our faculty with the goal of making sure service obligations are clearly defined and equitably distributed. That committee has been on hold since the COVID crisis began but will resume meetings shortly. At the time of resumption, it will increase senate representation to the committee. Moving forward, we need to continue to work through this committee and with academic leaders to define and equitably distribute service among our faculty.

Impacts on promotion and tenure
These are clearly extraordinary times in terms of what expectations for normal productivity might entail. We have already implemented a process for tenure-track faculty to “stop the tenure clock” and delay reviews for one year due to the impacts of COVID. This tenure review delay is in addition to those delays already available to faculty, including those due to approved leaves, childbirth or adoption, or other extraordinary circumstances.
We are in the process of developing approaches to other review periods, including all post-tenure reviews that are responsive to challenges that the COVID pandemic presents to faculty. We will be working with our faculty groups to determine if a delay, per se, is most supportive or simply regular review with appropriate acknowledgement of the circumstances will work best. Clearly, future reviews will also be affected by this disruption, as they will for all faculty on a national level. Future tenure and promotion procedures will need to take this disruption into account. Specific plans on these actions will be released in the fall following input from appropriate faculty and administrative units.

Access to campus spaces
Faculty who need to gain access to campus for space that is more conducive to productive research and teaching have two options available:
If your department or research lab has developed a resumption plan that has been approved, you should be able to access the spaces (e.g., offices, labs) as articulated in the plan. Your department head can provide clarity on whether a plan is approved and what allowances it includes for accessing campus.

If your department has not yet developed a resumption plan, or it has not yet been approved, please continue to use the campus access form. The forms can be found at:
Instructors: https://app.smartsheet.com/b/form/f20186e0a5fb4a168573545db41fee04
Researchers: https://app.smartsheet.com/b/form/f368f9bfdbdd44569ff1ff1c3f226ecd

Please keep in mind the requirements to wear face coverings indoors, except when alone in an enclosed room with an office, and to conduct a symptom self-check prior to coming to campus. Do not come to campus if you are having COVID symptoms.
We are committed to supporting faculty, and all members of the UO community, as we collectively continue to navigate the challenges of the pandemic. We are appreciative of the time faculty took in completing the survey and to the leaders of CSWS for raising vital issues. We are hopeful that the steps we have already taken will have a positive impact, and look forward to sharing more with you throughout fall as we continue to address them.
Sincerely,
Patrick Phillips
Provost and Senior Vice President
Yvette M. Alex-Assensoh
Vice President for the Division of Equity and Inclusion

Prov Phillips appoints HC’s Gabe Paquette to replace Ellen Herman as VPAA:

From the Provost:
 
Dear Colleagues,
 
I am excited to announce that I have selected Clark Honors College Dean Gabe Paquette to be the next vice provost for academic affairs.
 
Gabe joins the Office of the Provost team where he will help us in strengthening the academic mission of the University of Oregon. Specifically, Gabe will focus his efforts on ensuring the academic success of UO faculty. This includes overseeing personnel actions such as tenure, promotion, faculty performance reviews, post-tenure review, development plans, and sabbaticals, as well as the training and development of faculty members across their careers. He will report directly to Executive Vice Provost Janet Woodruff-Borden.
Selected in a national search in 2018, Gabe joined the UO as dean of the Clark Honors College and immediately set to work. In his Honors College role, he was responsible for all academic, budgetary, operational, and philanthropic activities. Gabe also oversaw a comprehensive reform of the college’s interdisciplinary curriculum that will begin in Fall 2020.
 
During his tenure at CHC, Gabe increased the size of the entering first-year cohort by 25 percent. He also designed and led a unit-wide strategic planning process for the college. And he was instrumental in bringing the renowned “Calderwood Seminars in Public Writing” to the UO through a foundation grant, making the institution one of three public universities to host the prestigious seminar program.
 
In Gabe, we have an exceptionally capable person who has a clear and polished track record of digging into the work to find creative solutions. He is accustomed to working closely with faculty in a way that harnesses excellent teaching and connects to positive outcomes when it comes to student experience. He spent seven years at The Johns Hopkins University as a professor of history. He also served in the provost’s office, helping to convene and guide a 30-person Commission on Undergraduate Education. He was director for the Latin American Studies program. He previously held positions at Harvard, the University of Cambridge’s Trinity College, and Wesleyan University.
 
Gabe will start his new assignment as vice provost for academic affairs on Sept. 1. I look forward to having him in the Office of the Provost and to all he will do to help our faculty thrive.
 
I will spend the next few weeks working with my leadership team and meeting with faculty in the honors college, and academic and senate leadership to gather input before selecting an interim dean.
 
Finally, I’d like to thank the 10-member search committee, led by Chair Jane Gordon, vice provost for UO Portland. The committee included members of the faculty, staff, academic leadership, and the University Senate.
 
Please join me in congratulating Gabe, and I hope you and your families are healthy and safe.
 
Patrick Phillips
Provost and Senior Vice President
 
 
This was an 0.5 FTE job under Herman, when she was appointed 2 years ago:

 

VPAA Announcement

Dear Academic and Administrative Leaders:

It is with great enthusiasm that the provost’s office announces that Ellen Herman, professor of history, has agreed to join the provost’s office as the permanent (no longer interim) vice provost for academic affairs. Ellen will join the office at a 0.5 FTE and focus on promotion and tenure as well as other faculty-specific matters. Many of you will be glad to hear that Ellen is already thinking through process and system improvements!

The office still has a need for the other 0.5 FTE and will launch a search shortly for a 0.5 associate vice provost position. This position will focus on program review, oversee a few of the provost’s office direct reporting units, and work with Ellen and executive vice provost Scott Pratt on other areas of tenure-related faculty matters. We are excited about this position as an opportunity for associate or full professors, particularly those who want administrative experience while not relinquishing their teaching and research efforts. If you know of good candidates, please share the position outline, which is available at this link. The posting will be live as soon as possible with updates at the same link.

An Around the O story is available here.

Please let Ellen, Scott or me know if you have any questions.

Sincerely, Angela

Angela Wilhelms

Old Org Chart:

 

Faculty Union votes 461 to 34 to extend $20M line of credit to improvident UO Administration

From United Academics, Johnson Hall’s new creditors. Full text here.

Dear Colleague,

We are pleased to inform you that the membership has ratified the Memorandum of Understanding to restore Career faculty FTE, institute a payroll reduction plan, and allow faculty to resubmit requests for promotion by a vote of 461 to 34. The negotiations over this agreement were not easy, and UA leadership appreciates everyone who watched the bargaining and lent their support.

We still have work to do to change the Career contract system. We will keep you informed of the progress we are making. We anticipate asking membership to ratify an agreement on a new system in fall.

Again, thank you for your participation and activism; we will need to continue to stand and work together in the coming months. Bargaining resumes in January with additional challenges coming our way. Please feel free to reach out with any questions as we approach fall term.

Oregon’s flagship university goes online

OPB has the news here:

Oregon State University announced Tuesday that it will move most fall classes online.

President F. King Alexander wrote in a letter to faculty and staff that more than 90% of courses will be offered remotely to “limit the density of activity on-campus and help minimize the possible spread of COVID-19 among students and employees.”

From Alexander’s email:

Choice: To the greatest extent practicable, we are providing students with the ability to decide the location that works best for them to pursue their OSU studies. If a student feels safest living at home or off-campus and taking OSU courses remotely, almost all of our instruction will support that choice. If they choose to live on campus while they pursue their studies (mostly remotely and online), they are welcome at OSU.

Easy for OSU to do, since they didn’t sell a shit-load of bonds to finance Uncle Phil’s Track & Field Championships Athlete Village, and now need students to live on campus to pay his mortgage.

UO hiding how many Duck athletes have tested positive so far

8/11/2020 update:

UO still hasn’t responded to the July 2nd request from Bloomberg News, but they’ve finally told the Oregonian this:

“UO also said it “does not possess documents” regarding the number of positive COVID-19 test results for football players, coaches or team support staff, but that if they did, they too would be exempt from disclosure.

Which fits with previous reports I’ve heard that UO is attempting to maintain plausible deniability by keeping its testing records with the Lane County Health Authority. So all we know at the moment is somewhere between 0 and 43 Duck athletes have tested positive so far.

[Post heading changed to reflect strategic miscommunication from UO].

8/10/2020 updates II:

II.I: “The University of Oregon will no longer report new cases of COVID-19 in the UO community in the Updates. Information on new cases and total cases to date is always available on the UO Case page, which is updated immediately when cases are reported to the UO and confirmed by local health authorities”

II.II: Kevin Reed’s PRO still won’t tell the Oregonian how many athletes have tested positive. Maybe it was 9, maybe not:

II.III: Mario Cristobal has been claiming it’s zero, which presumably helps him recruit unpaid players.

8/10/2020 update: Sort of makes you wonder what else GC Reed and Pres Schill would hide:

More in the Oregonian here.

In other news UO has now started releasing just a bit more data on positive cases, here.

7/21/2020: UO PR flack Kay Jarvis caught lying about Covid secrecy

Ken Goe of the Oregonian has a long report on UO’s continued failure to report aggregate data on the characteristics of students who have tested positive, here, and the various excuses they’ve used – which he’s checked up on. Some snippets:

The University of Oregon’s refusal to reveal the number of on-campus Ducks athletes testing positive for the novel coronavirus is raising questions about the school’s transparency and willingness to protect the university community.

While some Pac-12 rivals, including Oregon State and Washington, have divulged an aggregate number of positive tests for athletes, Oregon and others have not. Oregon reports only a total number of students overall who test positive.

As articulated by UO spokeswoman Kay Jarvis, the university’s shifting rationales for this have ranged from contending the release of an aggregate number of athletes to test positive would violate “state and federal privacy laws” to saying the decision was made in consultation with the “local public authority.”

The first contention, according to an attorney familiar with such privacy laws, is false. As for the second, a Lane County health official said it is up to the university to determine what to release.

“There is no trust. Zero,” said Stephanie Prentiss, who represents Oregon’s classified employees as president of the school’s chapter of the Service Employees International Union.

Prentiss said university employees have been given conflicting information from administrators about athletes who have tested positive for the coronavirus and are being quarantined on campus.

She said workers cleaning areas on campus where infected people are being isolated are inadequately trained and equipped to do that job in the midst of the pandemic. The lack of transparency and specificity, she said, has led to uneasiness and fear among university workers.

The school has designated Jarvis, Oregon’s director of public affairs and issues management, to answer questions about this policy and has declined to make others available, including UO’s general counsel.

When first asked why Oregon was refusing to release the number of positive tests among its athletes, Jarvis responded in a June 23 email by saying she could not release that information because of state and federal privacy laws.

Attorney Gunita Singh, legal fellow with the Reporters Committee for Freedom of the Press, called that rationale “absurd. It’s a classic over application of privacy laws.”

On July 10, Jarvis wrote the school is consulting closely with Lane County Health & Human Services to slow the spread of the virus and in contact tracing.

“Again, the university is not the one determining the health benefit of information released,” she wrote. “We work with the local public health authority to determine when and how that information should be released, such as if there is an outbreak or when they are unable to use contact tracing to limit the spread.”

Jason Davis of Lane County Health & Human Services confirmed the university has cooperated fully with the county.

But, he said, Lane County Health does not have a position about what UO should disclose to the greater community unless there would be an instance when “five or more athletes start to get sick, and they all seem to be getting sick from the same source or reservoir. That needs to be addressed in public.”

Otherwise, Davis said, it’s up to the school to decide what it chooses to tell the community. …

Meanwhile, 19 days and UO GC Kevin Reed’s office still can’t figure out what to tell Bloomberg News:

Faculty Union voting on pay-cuts-for-jobs deal with Admin, until midnight Tu.

8/10/2020: Dues paying members should have received this ballot in their email, around noon:

Dear Colleagues,

The United Academics Bargaining Team invites you to vote on an agreement that would restore Career faculty FTE, provide a system for a possible 12-month wage cut, and allow Career faculty who withdrew promotion files in spring to resubmit them.

Before providing the recommendation of the bargaining team, We’d like to provide an assessment of the repercussions of the various outcomes. These are brief, and more details can be found in our previous communications.

If you vote YES:

Career faculty will have their FTE restored to the same level they had in AY19-20;

Career faculty who withdrew their promotion file after it had been forwarded to the Provost may elect to have their file reviewed within two weeks of the parties formalizing this agreement;

A Progressive Pay Reduction (PPR) plan that may be implemented if triggered by a November tuition deficit or in Summer 2021, if the university experiences a deficit in excess of $15M;

The PPR will raise up to $20M over the course of 12 months.

You can read more about the agreement here: http://newsletter.uauoregon.org/we-have-a-deal/

If you vote NO:

Career FTE will not automatically be restored before the beginning of this academic year; and

The administration will have to find other ways to raise money to cover deficits.

Our recommendation:

The bargaining team recommends you vote YES. Our priority is to restore FTE for Career faculty. We recognize that the deal presented is not ideal; we never would choose a salary reduction plan for faculty. The university community is, however, facing the uncertainty of looming budget deficits. The current proposal helps the administration address that uncertainty without cutting the FTE of Career faculty.

Voting closes at midnight on Tuesday, August 11, 2020. You can vote [link removed].

In solidarity,

United Academics Bargaining Team

8/7/2020: Faculty Union will vote Mon on pay-cuts-for-jobs deal with Admin

The Administration started this process with an “ultimatum” offer to the Faculty: Accept up to 4 years of cuts of up to $25M each year for $100M total, or they would start giving career faculty 0.1 FTE renewals with no health insurance. Take it or leave it.

The faculty union negotiated, and the deal now on the table restores those jobs in exchange for a contingent pay-cut of no more than $20M for no more than 1 year.

Thanks Dave Cecil and Chris Sinclair. Details in the links below.

I will be voting yes.

From: United Academics <info@uauoregon.org>
Subject: Ratification Vote on Monday
Date: August 7, 2020 at 3:35:35 PM PDT

As we described last week, we have reached an agreement with the administration that will restore Career faculty FTE, establishes a potential salary reduction plan, and allows Career faculty who withdrew their promotion case this spring to resubmit it for review.

In order for our agreement to be finalized, it must be ratified by a vote of the membership. If you are receiving this email, our records indicate that you are a member of United Academics in good standing. If this information is incorrect, please let us know right away.

As a member in good standing, you will receive an email at noon on Monday, August 10, with a link so you can vote. Your vote will not be tabulated with your name, so your vote will be via secret ballot, as required by the UA bylaws. Polling will close at midnight Tuesday, August 11.

In order to cast a fully informed vote, you can read the text of the agreement, review a bullet point summary, get answers to some frequently asked questions, or watch the Town Hall held earlier this week.

We also have an agreement, in principle, to changes in the Career faculty contract system with the administration, though many details need to be worked out before we will be ready to bring that agreement up for a vote of the membership. We anticipate that vote happening in fall.

The bargaining team recommends a “YES” vote on this agreement. We are very happy to have restored Career FTE, which we know was the primary concern of the membership. The salary reduction deal is not one we would have agreed to in normal circumstances, but we are not in normal circumstances.

Please look for the email with a link to your ballot on Monday. Please vote.