Determining Our Vision for the Next Decade
Update session set for Oct. 26
A 20/20 Campus Community update will take place Wednesday, Oct. 26, in the Memorial Student Center, room BE5. Please note: Time has been changed to noon. President Gilbert will be providing lunch to those who reserve a seat by Friday, Oct. 21. To reserve your spot, e-mail Rhonda Mullins at email@example.com or call 304-696-3958.
During this meeting the steering committee will provide updates on the implementation plans and share information regarding savings captured from last fiscal year as well as projections through 2020.
Please reserve your seat by e-mailing Rhonda Mullins at firstname.lastname@example.org or by calling 304-696-3958.
University to offer severance plan to faculty and classified staff
On Sept. 20, 2016, the West Virginia Legislature’s Joint Standing Committee on Pensions and Retirement approved a Faculty/Classified Employee Severance Plan for Marshall University.
The severance plan is part of the unversity’s ongoing effort to be fiscally responsible and will be funded through reserves, which will be replenished after six months with savings realized from retirements and resignations. The net result will be additional, ongoing funds that will be available to help balance the university’s budget.
The program was drafted over the summer and the Board of Governors approved the proposed plan in executive session at its Aug. 24, 2016, meeting.
To be eligible to participate in the plan, faculty and classified employees must meet the following criteria:
- Be at least sixty-five (65) years of age;
- Have completed ten (10) years of service at Marshall University; and
- Be a participant in an eligible retirement plan (TIAA or Empower Retirement Services).
The plan provides for a lump sum payment of fifty percent (50%) of an employee’s base salary upon retirement or resignation. Faculty of the School of Medicine are not eligible.
Eligible employees must indicate their intention to take advantage of the severance plan between Nov. 1, 2016, and Jan. 30, 2017, and must retire or resign between May 17, 2017, and Aug. 16, 2017. This is an offer for select current employees and it is not anticipated that it will become a regular or recurring program.
Human Resource Services will be offering informational sessions regarding the plan in the coming weeks. Please watch the “We Are Marshall” newsletter for details.
University Communications continues rollout of new procedures (August 10, 2016)
Marshall’s Office of University Communications has introduced an online form that will automatically connect client departments with their designated representatives, who will assist them with printing, advertising and promotional items. The form should be used to request communications-related services, said Ginny Painter, senior vice president for communications and marketing. It is available on the University Communications website at www.marshall.edu/ucomm/start-a-project.
University Communications to rework printing, promotional item, advertising procedures (July 27, 2016)
In keeping with the Marshall 20/20 goal of streamlining the communication and promotion processes of the university and making them more efficient, the Office of University Communications is instituting an online request form for its services. The form will be available soon on the UComm website.
Office Space Inventory (July 6, 2016)
As part of a Marshall 20/20 initiative, Operations is currently conducting a space utilization inventory on the Huntington campus.
Budget Agenda Item for the April 27 Board of Governors Meeting (April 22, 2016)
As the State of West Virginia has not yet finalized a budget for Fiscal Year 2016-2017, approval of the Fiscal Year 2016-2017 Budget and the Academic Year 2016-2017 Tuition and Fees will be delayed until the State Budget is finalized. To enable planning for 2016-2017 to continue, a Draft Operating Budget and three options for Contingent Tuition Increases will be proposed for approval.
White Paper: Intercollegiate Athletics at Marshall University (April 13, 2016)
This document is intended to start a discussion with the campus community by: 1) establishing transparency regarding the university’s budget for athletic programs; 2) comparing the level of institutional support for athletic programs at Marshall with peer institutions; and 3) answering some of the most-frequently asked questions about funding intercollegiate athletics at Marshall University.
Budget Work Group (April 12, 2016)
The Budget Work Group met Tuesday, April 12. First, the group reviewed state budget scenarios that had been reported in the Charleston Gazette-Mail that day. The governor’s office emphasized that those scenarios were not recommendations, but examples to start discussion.
Academic Portfolio Review (April 11, 2016)
The deans’ final portfolio review updates and a summary of results from the program viability review, with background information as context, is now available.
Budget Work Group (March 29, 2016)
Members of the Budget Work Group met again on Friday, March 29.
Energy Savings Update (February 2, 2016)
Several recent operational changes have been made on the Huntington campus with the goal of utility cost savings and more efficient space utilization. These changes were recommended by Marshall20/20 workgroups.
Salary Increases Effective Jan. 1, 2016
The Marshall University Board of Governors at its Dec. 9, 2015, meeting approved salary increases for some university employees. The salary increases were made possible by the savings realized through the Marshall 20/20 process.
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We are taking charge of our destiny. We recognize as a university community that we need to make changes now to the way we operate or we risk being in a financial situation that requires sudden, unplanned adjustments.
We are making a strategic shift from spending to investing in university priorities.
We will use the talents and knowledge of people from across the university to help evaluate the university’s services, make recommendations for improvements and implement solutions.
We will thoroughly examine every opportunity to improve needed services, eliminate outmoded services, cut costs and increase revenues.
We will find $7-10 million in cost savings/revenue enhancements.
We agree that some reorganization and re-training will be necessary to improve efficiencies and increase revenue.
We will strive to ensure that—as much as feasible within budgetary and administrative constraints—organizational changes will honor a social contract that rejects involuntary transfers and layoffs. Emphasis will be placed on reorganizing staff and consolidating positions opened through attrition.
We pledge that our most valuable resource—our people—will be treated with dignity and respect throughout this process.