Learning Resources

Abstract: In 2009 the Arizona University System (supporting over 130,000 enrollments) through its Board of Regents directed its board president and the presidents of Arizona State University, University of Arizona, and Northern Arizona University to create an operational plan that reflected the board’s vision, goals, and strategic directions. A primary objective was to transform the system (or enterprise) vision into concrete goals and outcomes that would directly connect to financial decision making at the system and university level. The backdrop for higher education planning and budgeting expectations included the continuation of severe reductions in state funding, rapidly increasing student tuition and fees, and a call for greater accountability. The planning processes were characterized by the integration of board and presidential discussions, inclusion of constituent debate, identification of strategic choices, and approval of outcomes focused on measuring performance. The integration ran across and within three organizations or levels that included the Arizona Board of Regents, its system administration, and the three universities.

Abstract: Colleges and universities typically do not gather routine feedback from community stakeholders, despite the fact that various organizations dedicated to the advancement of higher education continually have clamored for campus representatives to be more responsive to members of host communities. Recent petitions for “deep culture” change within academia—in combination with recent methodological advances in efforts to understand town-gown relationships—provide a comprehensible set of motives and details for institutions to become more fully engaged in the process of collecting systematic information from community members. A review of recent efforts to conceptualize and measure town-gown relationships using a tool known as the Optimal College Town Assessment (OCTA) is provided. After reviewing results from a previous study that piloted the OCTA tool, qualitative data gathered from a subset of community stakeholders in that original sample are presented and analyzed. The resulting themes are described and discussed in the context of enhancing evidence-based campus planning efforts that meet the call for greater higher education responsiveness.

Abstract: If faculty senates are to maintain a place in the modern university, then they must be both effective and viewed as such by faculty, administrators, and other campus stakeholders. One way to shape faculty senate efforts is to create and exploit a clearly defined mission statement. In this article, we offer a four-step, committee-driven, technology-assisted process to develop a mission/vision statement that is anchored in the theory. The proposed process is efficient and easy to administer and can be used at other universities. We also discuss our experience with the process and offer recommendations for other university faculty senates.

Abstract: Too often, Boards of Trustees feel that final approval of the institution's Strategic Plan is sufficient. However, most Plans will only be successfully implemented if the Board has complete ownership and a commitment to be actively involved in many areas of the institution (not only fund raising). This article describes a successful process and key strategies to develop Board engagement and ownership of the Strategic Plan and ongoing involvement in the successful implementation of the Plan.

Abstract: Public discussion of higher education costs frequently confuses price with expenditure. This article examines factors associated with increases in the sticker price of a college education and the expenditures incurred by institutions in delivering that education. The discussion suggests that while growth in college tuition is real, access to higher education has not been reduced. Moreover, data indicate that colleges and universities have been responsible fiscal stewards in containing costs over which they have control.

Abstract: Few presidents leave under "normal" expected circumstances. Quite often this void left must be filled with an interim appointment. What the interim is expected to do, length of service, and ramification of the choice of interim are issues a governing body must consider before the need becomes reality.