President Einolf: Good afternoon.
Audience: Good afternoon.
President Einolf: Yeah, that was really nice.
So, what a wonderful lunch we had.
I noticed uh, some of you are hitting some Starbucks, right before we started.
Hopefully you won't need it.
I uh, think that this will be an exc- uh, what I think will be an exciting presentation.
I've had this date circled on my calendar for- for quite a while because it's an opportunity
to uh, come together as a community and talk about where we've been and where
we're going and I'm really excited about this opportunity.
So let's just get started.
(laughter) Go Warriors!
Audience: (laughter) Yeah!
President Einolf: So when I came to Indiana Tech and when I started to really look at who we are
as a, uh, uh, community, a community of educators, I was very much impressed with
our mission statement and our mission statement is- is a good one.
It's a good one because it's short and sweet, but yet talks about what we do and why we
do it.
And I think it's really important for us to- to- to know this and to look at our mission
statement and see that it's a reflection of who we are.
We are providing learners a professional education.
We're preparing them for active participation, career advancement and leadership in the global
21st century society.
That's what we do, but why do we do what we do?
I think that's what really motivates us, right?
We're motivating our students toward a life of significance and worth and I think if I
asked everyone in this room, why are you here, you would tell me you're here for
our students, regardless of what your specific role here is at Indiana Tech.
You're here for our, our students and helping them to transform their lives and I don't
think there's any greater mission than- than that.
And as I've been going around and talking to people, I've been, I've been challenged
on this, right?
Someone said to me, "Well you know what?
We could be at any college or university and we would have that very same purpose,
that very same why."
And, that's, that's true, but I think there's something, there's something in the water
here, something very orange, uh- Audience: (laughing)
President Einolf: ... That just brings us together and this is a really amazing community and I want
to talk about that as we go through the- the-the presentation today.
What makes this such a special place?
So we have a number of new faces and I know this has been a tradition for us
to welcome our new faces and so what we'll do, is what we've always done is I'll introduce
a- a- group of new folks and then each of our Vice Presidents will also come up and
do the same.
And so I'm excited, I'm a new face here myself, and uh, so welcome to me.
Uh ... (laughs) Audience: (laughing)
President Einolf: ... And let's uh, let's also meet some new faces.
So hold your applause until we get uh, until we get through this.
Julie Hendryx, Director of Human Resources, came to us on January 26th.
Cynthia Geders came to us, again in Human Resources, on March 6th.
Shayla Rivera, Executive Administrative Assistant, uh, in an office I know well.
Uh, she came May 15th.
Rachel Pease, Rachel you may have seen her.
She's with us uh, today but she starts on Monday, uh, August 21st as our new Vice President
for Institutional Advancement, and Kate Watland, she is sort of my newbie buddy.
She and I both started on July 1st.
She is the Dean of our College of Business and she is going to introduce uh, new people
in her area.
So, Dr. Watland.
President Einolf: inaudible Dr. Watland: Thank you very much.
(silence) Speaker 4: I get to introduce a
couple of new people as well.
Uh, first we have Dr. Tyler Counsil.
He's a new Associate Professor in Criminal Justice, who started uh, this past Monday,
and Dr. Vicki Davis, Assistant Professor of English, uh, who also started this last Monday,
so let's welcome them.
Audience: Whoo!
Dave: I introduce three new faces.
Shuxin James Hua.
He's, he's actually been here since February and New Instructional Reference Librarian,
here in the McMillen Library.
Next, Kevin Davis Smith, he's an Academic Coordinator working for Academic Affairs in
Indianapolis at the Pyramid Buildings.
Third is Amy Shank, an Assistant Professor of Biology in the College of Engineering.
She's just started this week.
Next I'd like to introduce Steve Herendeen, Vice President for Enrollment Management.
Steve: I'm gonna move this just a little.
Audience: (laughing) Steve: Uh,
no, I'm not, I- I do want to thank Dave and I love Dave cause Dave is the only person
that compliments my haircuts, every time it happens.
Where's Steve Dusseau at?
He was talking about that earlier.
I have a number of new faces as I normally do and so, we'll start down in the Louisville
office.
Louisville, I'm getting that down.
Gotcha.
Back in February we hired Aria Brewer and she joined us as an Enrollment Assistant,
so if you've visited that campus, she'll be the face you see, uh, very uh, warm
person to work with.
And at the same time, we hired Diane Dorian, as an Admissions Representative in the Louisville
area.
Also in February, Jacob Nicoletti joined us in the Fort Wayne office.
He pretty much is the caretaker for that office in keeping Yani and his team in line.
Pamela Coy, she joined us in Elkhart as an Enrollment Assistant uh, back in March as
well.
Lindsey Pettyjohn, she's an Admissions Counselor for our Day Program.
Um, she joined us in March.
And Kathleen Hinkle also joined us right at the beginning of April in the Day Admissions
Office and she's the Administrative Assistant.
She's the one I keep signing POs for all the time, so-
Audience: (laughing) Steve: I know her well.
Shomari McCoy joined us in April up in the Detroit office and so, uh, if you're ever
up in Detroit, we do have a recruiting office up there with um, Shomari and Pat.
And then another great haircut, is Jason Taylor.
Audience: (laughing) Steve: He- he's really gonna get me for this
one, trust me.
Um, Jason is in our, actually in our Munster office, but he's focused on the Chicago areas,
especially the DuPage County in South uh, Chicago land as an Admissions Representative.
Adam Macciomei.
Um, Adam most people ... I- I ask him how to say his last name and there's about five
different interpretations, but I think Macciomei is correct.
Adam- Adam's a great guy to work with.
He joined our Day Admissions as a Counselor up in the North part of Indiana and Michigan
uh, back in May.
Norma Galvan, our second Norma in Munster.
She joined us as an Enrollment Assistant in May as well.
Nicole Whitmer is in our Day Admissions.
She's focused more on Southern Indiana and down through the South, joining us in June.
Traci Abrams, she joined us at the Pyramids in July along with Carol Gilliam
and Ken Leeds from Northern Kentucky.
So Carol and Tracy are at the Pyramid's office um, as Admissions Representative and Ken Leeds
is in the Northern Kentucky outside of Cincinnati as Admissions Representative, all starting
on the same time.
So, many of your offices seen them as threesomes walking around as you helped them out.
Alyssa Hunt is also in our Northern Kentucky office.
She joined us at the end of July.
She's the Enrollment Assistant there and another Enrollment Assistant who
just started is Amanda Smith at the Pyramids office.
Jamie Gregory, she joined us as an Academic Records Specialist in the Registrar's office.
So many of you, when you go in, you'll see her sitting up front because she's the newbie,
so they keep throwing her up front, but that's probably not where she'll be permanently.
And last on mine is Carrie Vachon, Associate Admissions Counselor, just starting with us
in the Day office.
So from here we're gonna have a short presentation by Brian Engelhart-
Audience: (laughing) Steve: ... our Vice President for Marketing
and Communications.
Brian: Well, thank you Steve.
Audience: (laughing) Brian: And uh, I have two people to introduce.
Both of them have better haircuts than Steve.
Uh- Audience: (laughing)
Brian: Well, first we have Lauren Zuber who joined us in January as the Director
of Alumni Relations and uh, seconds we have Megan Drake who joined us in March as our
Administrative Assistant and Gift Processor.
So she makes sure all of the uh, gifts that are donated to Indiana Tech get to the right
place, and the right account and uh, she also helps keep all of us in line, so ... except
for Steve.
So.
Uh, and with that, I will turn it over to someone whose height I can respect much more,
Judy Roy.
Audience: (laughing) Judy: Okay, in case you missed
the email from Scott uh, Financial Aid and the Business Office have combined to be Student
Financial Services, so I've got two new people to introduce from that area.
First is Jake Layne.
Jake joined on the first workday, after the last inservice.
So he is the oldest new person we have.
Audience: (laughing) Judy: And the second was is Brittney
Gregory.
Brittney is the third Brittney in that department.
So it's a little bit confusing, 20 percent Brittneys in Student Financial Services.
Audience: (laughing) Judy: (laughs) And now I'd like to welcome
Dr. Dan Stoker, Vice President of Student Affairs.
Dan: And to wrap it up, there's one new face in the Student Affairs Division and we welcome
Ted Albert, who's our new Head Men's Basketball Coach.
Audience: Go Warriors!
Dan: Go Warriors!
Audience: (laughing) Dan: Uh, we expect really good things to be
coming from him, uh, come uh, this year.
So, uh, he started with us in June.
So at this time, it's my pleasure in order to turn the podium and the stage back over
to President Einolf.
President Einolf: So welcome to all our new uh, new faces and you know, I also uh,
want to uh, welcome my family to Indiana and to Indiana Tech and would like to introduce
them to you.
Uh, my lovely wife Maria is here with us today.
Maria, why don't you come on up and say, "Hello." to everybody.
[inaudible 00:13:27] So, yeah.
Maria and I've been married for, will be 27 years in- in October.
Uh, we've known each other for, for over 30 years.
I couldn't have asked for a better life partner and friend, and she's been uh, just a delight
in- in this entire process.
I mean she just retired from a 28 year career as a 7th Grade Science Teacher, uh.
And is, is just really happy to uh, just be part of this journey with us and
so, and you know, if there's any doubt we met sitting down.
(laughs) Audience: (laughing)
President Einolf: Love you.
Uh, we have two sons, Nicholas and Thomas.
Uh, N- Nick is the young man in the picture with his hat on backwards.
He's been working as a Camp Counselor at a YMCA Camp in the Laurel Highlands, which
is where this picture is ... in- in Pennsylvania, which is where this picture was taken.
Uh, so he has actually been from off the grid for all- all summer long.
Um, and he is a student at- at Mount St. Mary's University, where- where I came from.
Uh, he had actually started at Penn State and uh, although he had a good experience
in- in the Fall ... you know it's funny how my entire prof- professional career has been
in a small environment, relationship based type of educational environment, but
you know as many of you know, teenagers need to find their own way, right?
So he uh, you know, at- at Penn State, decided that it was just too big for him and wanted
a- a smaller school.
So came to Mount St. Mary's uh, last January.
My thinking was maybe he would take advantage of some free tuition for a semester and then
move on, but you know, things have a way of uh, just working out on their own.
So he's still at Mount St. Mary's and is enjoying the experience there.
Our other son Thomas will be a Senior in high school.
He is uh, gonna finish his senior in Pennsylvania.
We just thought that, that was the best thing for him.
So Thomas and I are actually, my joke is, we're sharing custody of Maria.
Uh- Audience: (laughing)
President Einolf: ... So uh, Maria actually will fly back to Pennsylvania tomorrow.
Uh, and will just continue for this year, supporting Thomas and this next picture sort
of sums up why we did this for Thomas.
So Thomas was the l- leading goal scorer on ... I'm bragging, but it's the truth-
Audience: (laughing) President Einolf: ... on his uh, Audience: (laughing)
President Einolf: ... on his high school team last year and so this was the Media Day picture.
Um, he's on the right in the picture and uh, and you know, we just couldn't take that away
from him, right?
So he's gonna have a- a wonderful year and we're hoping he comes West for uh, for College.
Fingers crossed.
And you know, Nicholas is sort of off and running, when he went to uh, when
he went to Mount St. Mary's, this was him after about a week, so-
Audience: (laughing) President Einolf: ... we knew that uh, he would be just, just fine.
So- Audience: (laughing)
President Einolf: ... But you know one thing I want to say is that we ... As- as a family, and
the boys have been out here this- this Spring.
You know, we've just been, just very touched with the warm welcome that we have and- and
you know, Darius interestingly asked me to just pick some tunes uh, to play
beforehand and you might have heard uh, The Philip- Philip Song, "Home", um, and there's
a line in that song that maybe Darius will uh, queue on the- on the way out.
Uh, he'll play the song and so you'll- you'll hear this lyric, but this is how I've felt
by all of you.
Kind of the- the words that you've, that you've given to me and that is, "Hold on to me as
we go, as we roll down this unfamiliar road.
Just know you're not alone, cause I'm gonna make this place your home."
So- Now, that being said (laughs)-
Audience: (laughing) President Einolf: ... Indiana's a bit of an interesting place.
Audience: (laughing) President Einolf: You know, so I just thought I should just share some [00:18:00] observations, right?
I've been no where else ... I've never in my life-
Audience: (laughing) President Einolf: ... seen a strip mall diner.
Audience: (laughing) President Einolf: Just saying.
And you know, I- I come from Pennsylvania and Pennsylvania's pretty hilly, I mean not
as hilly as Colorado, but it's pretty hilly.
So, you know- Audience: (laughing)
President Einolf: ... When Maria's been gone and not around, you know, in the evening,
I'm kind of looking for things to do, so I thought I'd go look for the highest hill in
Indiana ... Audience: (laughing)
President Einolf: ... and I think I've found it.
Audience: (laughing) President Einolf: What's up with this?
Audience: (laughing) President Einolf: And so, so I asked her, how come there's not a sign that tells me I can't buy wine
on Sunday?
She goes, "Well everybody knows that you can't buy wine on Sunday."
Audience: (laughing) President Einolf: And I don't know, I mean if you take a look at me, with this big smile
and these big teeth, alright?
It was pretty hard not to smile at my driver's license picture.
I did my best.
Audience: (laughing) President Einolf: It took three tries.
That's not a joke.
Audience: (laughing) President Einolf: He kept saying, "There's a tooth showing."
Audience: (laughing) President Einolf: So why live here?
Well I think the answer's obvious.
It's because of all of you.
Audience: Aww.
President Einolf: Okay, so let's get serious.
How are we doing?
Um, so what I'd like to do is- is take you through how we're doing here at Indiana Tech.
Some um, things that um, you should- you should- you should know about us and I'm- I'm sure
a lot of this is uh, data that you've seen in the past.
One thing that I- I wanted to do is every one of you is ... you know, on your seats
you have a uh, it's funny ... at- at first this was gonna be a card, and then
it became a pamphlet and now it became kind of a mini novel, but-
Audience: (laughing) President Einolf: ... Uh, the booklet that's in front of you, you know, it- it has some things that
are familiar.
Our mission statement, our vision and values um, and then it- it outlines our uh, strategic
planning process and it uh, indicates to you, some goals and objectives for the year and
these are things I'm gonna go through in this, in this presentation.
At the end, I ask the- the- the team of Vice Presidents and- and- and- and
our management team to identify for us some key performance indicators.
Uh, data that we should be keeping an eye on and so I ask that you keep this booklet
by your desk throughout the year and if you're ever thinking, "You know?
Um, what should I do next?", or- or, "How is what I'm doing connected to
how we're improving as an institution?"
I want you to pick it up and- and look at those things and think about how you're contributing
to our, to our important mission.
So financially, Indiana Tech is doing extremely well.
Uh, and this is something you know and it's a point of pride and it ought to be a point
of pride.
Um, we are in a great position as an institution.
It gives us a chance to um, to do things that simply other institutions can't
because they're just doing their best to survive.
So this is something that we should be proud of.
Our endowment is growing.
Um, our endowment as it grows, will be able to help us in times of um, you know for a
low enrollment cycle, uh, or as we- uh, progress further, it'll give us opportunities to provide
scholarships for students who couldn't otherwise afford to come here.
And so, you know this is, this is a really good thing.
Our Day enrollment, these are uh, new starts and we've been bringing in around 5, uh, 500
students uh, every year.
Uh, we have a similar goal this- this coming year and now you might ask, "Why isn't that
goal 600 or even greater?"
Well, you know the- the reality is, uh, y- y- you know there's uncertainty
in the international market in terms of students that we can bring here um, and I think we
ought to as an institution look at our admissions standards and it's something I'll talk about
uh, in- in a little bit.
Um, I don't want to ... I think it's important that we as ... So I need to say this, as an
institution, we are a place of opportunity for students that may not have other opportunities,
and- and that's something that I think is important uh, about who we are.
So that will never change, but I- I would like us to look at this process
and uh, and- and think about uh those students that we know are gonna come here and be successful
an- and admit those students and make sure that we provide support for those students.
So with those things in mind, I- I think the goal of 525 is a reasonable one for the, for
the upcoming uh, so that's for next Fall of 2018.
So our total Day enrollment uh, I'm hoping that we hit 1600 over the course
of uh, or by this time next year.
Uh, our- on the CPS side, uh, if we exhibit this in terms of session counts, uh, CPS continues
to grow.
I have had the opportunity to go out and visit our uh, CPS locations, as many of you know,
and I have just been incredibly impressed with the work that our Admissions Reps do
in a, in all of our locations.
You know, we have an incredible model here.
One where we provide support for that s- for- for our CPS students.
Um, we- we work with those students and help them sort of deal with the um, you know, it's
not a huge bureaucracy here, but, come on admit it.
It's a little bit of a bureaucracy, right?
But you know, our- our students get the support they need from those Reps. You
know, it's not like we're passing them from person to person and I think that's a really
impressive thing, to a person and- and I- I- I- I think this is just so impressive.
Our, our Admissions Reps share their cell phone number and our students are texting
them 24, 7.
I mean that is, you know, you don't see that at other, at other institutions and it's,
and it's because of that model that we are so successful in the markets that, that we
serve and I- I expect this to continue and it will, it will grow.
So if you're wondering you know, how many students are at Indiana Tech, we're pushing
10,000 and I would expect us ... so that's total CPS and ... so number of students, total
CPS and uh, Day.
So that's really something impressive and something to, to celebrate.
So those are all really, really good things.
Okay?
But let's look at some things that, that we need to work on.
You're aware of this.
This is uh, Day- Day retention.
So this is Fall to Fall uh, Freshman how many of them come back for their, for their Sophomore
year, traditional Day.
And you know we're getting there.
You can make a chart do almost anything.
So it uh, you know, it's, it's coming on the upswing, right?
Um, but you know the- the national average for private uh, colleges and universities
is about 75%, okay?
We need to be better than 75% and we are gonna be better than 75%.
But it's not something that we're gonna just do overnight.
You know, this- this year we're estimated to be just shy of uh, 63%, so not an incredible
improvement over the previous year, but you know, we've- we've started doing the right
things, so I mean that's a great sign.
But we need to continue and do even more things to ensure that our students uh, stay here
and that they are, that they are successful.
So over the course of our uh, coming years and throughout our strategic plan, retention
is going to be an important issue for us.
It just doesn't end at the Sophomore year, right?
We've gotta graduate our students too.
These numbers, I mean, frankly are not very good, okay?
We can do better.
Uh, the five year graduation rate for ... So you know these are in terms of
four and six years, but the average five year graduation rate for private colleges and universities
is about 59, well not about, it's 59.7%, okay?
So, (laughs), uh, so just shy of 60%.
Um, and so my goal is that our four year rate uh, for this incoming class okay?
That's how this number ... that's what this number represents, for our incoming class,
uh, we want 35% of them, which would be greater than we've ever done to graduate
within four years.
We want 50% of them to graduate within six years and we can do this, but this number
needs to get even better.
So this is gonna be a long term, a long term strategy and- and something we're going to,
uh, we're gonna work toward.
Now retention doesn't simply ... it's not simply just Day.
It's also a CPS issue.
Um, and I'm working with Steve [00:29:00] and his- his team to identify appropriate
metrics to measure CPS retention.
It's different than Day.
We can't just simply go Fall to Fall.
Um, you know it doesn't make sense for a lot of, a lot of our students and so this is something
we'll talk about and- and deal with and- and- and work through together in terms of how
we measure retention within our CPS population.
Resident's hall occupancy is something I want to uh, I want us to look at as well.
So these are the students that are leaving us.
Uh, uh Fall to Spring, er, Spring to Fall, but uh, so our goal for this year is actually
less than 10%.
I'd probably ... uh, I'd like to see us do better than we, you know than we've ever done
and get better than this, this 8%.
Uh, and I've- I've charged Dr. Stoker and his team to uh, you know, really make a difference
this year and- and you know, I've- I've talked to the RAs as well and what a fantastic
and energized group and- and I've said to them, "Look, let's come up with some ideas.
Let's work together to figure out how we can best support our, our students that are living
on this campus."
So in our Advancement area uh, here- here are the dollars that we've raised over the
course of the years.
Now what I want to say here is that um, when we look at Advancement, we're gonna
start looking at other metrics too.
Uh, I'd like us to look at you know, number of engagements with uh, or- or number of meetings
with- with outside uh, folks, be it alumni, or business people or, and we have so many
different groups on campus.
We have CPS Reps, we have our C3, we have um, we have our Career Center,
uh, you know, we have our Advancement Team, I mean ... and you know, and- and faculty
who are working with um, uh with business people and people in the quotes "real world",
and we're engaging those people with our campus.
Well we need to coordinate that.
I mean the way you raise, the way you raise funds is by raising friends first.
Uh, it's friend raising before fundraising.
Uh, and so this is something that as you know, I've communicated this already,
uh, something that- that we're gonna do more of here.
Uh, so our initial goal, you know you may look at this and say, "Why isn't it four million?"
Well, it- it over time, it- it will be, okay?
Uh, but we wanted to start with a goal and this is, you know we're- we're looking at
fiscal year here, right?
So, it's already August um, so we're gonna start making a difference and- and- and essentially
what we're doing is we're raising money to make a difference in our students
lives.
Uh, which is as an important thing as- as I can, as I can think of.
So that being said, how many of you gave to Indiana Tech last year?
You don't have to raise your hand, okay?
Uh- Audience: (laughing)
President Einolf: ... Well 87% of you did, alright?
I want that to be 100%.
Even if it's 20 bucks okay?
Uh, and you know why that's important?
Because if I go to ... on a meeting uh, with ... you know uh- uh- an alum and
I say- and I can say, 100% of the employees at our institution have given to uh, Indiana
Tech, even if it's just a small amount, um, that will make a huge difference because what
it says is this community is ... Bless you ... Is behind us, right?
And I think the 13% you know, it was just uh, you know, you just forgot or
whatever, okay?
Audience: (laughing) President Einolf: ... So I don't think it was, I don't think it was intentional in any way.
Uh, so you're not gonna forget this year, okay?
Audience: (laughing) President Einolf: Uh, 100%.
Now if you look at our alumni rate, you know you might look at that and think, uh, maybe
it's- it's coming down a little bit.
The thing to keep in mind is the denominator is getting so much bigger, right?
Every year, we're graduating more and more students.
Um, so you know we will increase this percentage.
We've decided to just go with a goal of 8.5% for this coming year.
Uh, but that- that will increase, but understand that, you know, as we are more successful
graduating students, it makes uh, this number or this needle even harder to uh, to push
up.
But- but we will do it.
So those are the ... you know, I d- d- didn't want to overwhelm you with- with so many uh,
with so many metrics and numbers, but those are key things that- that we need
to be keeping track of.
Um, certainly financial results are important.
Certainly obviously enrollment is important.
Uh, but we're also gonna look at retention, graduation rates and uh, and giving over the
coming years.
So that sort of sets the stage in terms of, in terms of data.
You know as I came here and I uh, got to know all of you and got to know uh,
Indiana Tech, I began to think about the ways that we ... that- that- that- that- things
that we need to be focusing on as we move, as we move to the future.
And so, uh, as we move toward developing a strategic plan, I thought it was important
to, for me to come up with some Presidential, if you will, vision and priorities.
Now this is certainly not, and I hope that you've gotten this message already.
Our strategic planning process is gonna be one that is completely inclusive, one that
everybody uh, can be and will be a part of.
In fact, I challenge you on this.
If- if you feel that you have not been included in this process as we move forward, I want
to know about it.
Send me an email.
I'm the only one reading my email, okay?
So, kweinolf@indianatech.edu.
I'm the only one reading that, that email.
So, send me a note, if you think for whatever reason that you haven't been in- included
in any way.
So things that I think.
Now these are broad, broad issues, but as you've heard me say, I think we need to work
on uh, engage, excel and extend.
And I think those words support what I've been saying.
As we engage, I want to enhance the student experience, increase retention.
I want us to develop a world class student life program.
I want us to become a residential destination campus.
In other words, I want students that you know, that- that commute, uh, currently to actually
think about, "You know what, maybe actually living on campus might be, um,
attractive for me.
Right?
And obviously you go through the calculus, is it worth it, right?
I can commute, I can save money by not living here," But I really want to make that decision
difficult for them.
That they can be here with us um, be here with us at all times and one thing you know,
our Admissions folks are doing is that they are looking at that you know, one to three
hour radius and really targeting students in that area that really do want
to come and- and be part of a residential campus.
Um, I think there's again, there's a lot of opportunity there.
Uh, you know we talk about demographics, and certainly the demographics don't necessarily
support us growing our residential campus, but if you also think about the fact that
we really haven't been targeting these students and as we also consider new academic
programs, for traditional Day students, that we haven't offered before, um, you know I
think there- there is a lot of opportunity to- to do this and I'm excited about that,
about that possibility.
We obviously want to increase CPS retention, uh, and I can't not say that uh, too many
dou- ... two negatives there, but we- we must improve our athletic facilities.
Debbie?
Debbie: Go Warriors!
President Einolf: Thank you.
Audience: (laughing) Whoo!
President Einolf: We need to excel.
Uh, I would like to see us raise our academic reputation.
I'd like to see us enough ... I've spoken to the faculty about this.
That- that we need to raise the importance of academics on this campus.
Not to say that it wasn't important before, but we need to raise its importance.
Um, and- and we will.
Uh, part of this will be as we go through the HLC accreditation process,
you've seen that I've communicated with you that, I've asked Tim Allwein to uh, lead this-
this process uh, for us as Special Assistant to the President for uh, quality assurance
and accreditation and he's doing a great job so far, and we are doing our best to prepare
for our visit with HLC in- in January and so we're gonna ask you to be a part of
that and- and help us put our best foot forward.
Now through this process and any time you do any kind of accreditation process, the
reason we do it, is so that we can get feedback from peer institutions and- and- and- and
academic peers who can um, tell us how we can improve and we need to, to really take
that feedback to heart and think about, "Yes, uh, we can improve and we can get
better."
Uh, it's- it's about a- a constant commitment to quality improvement and so I- I want to
make sure that as we move forward, uh, after this accreditation visit that this is part
of what we do on a regular basis.
So that we're always preparing for that next accreditation visit.
It's just a matter of uh, business as usual for us.
Um, we have some very impressive programs that have specialized accreditation.
ABET, uh, IACBE, uh, our Education uh, team is- is going through uh, accreditation with
CAEP and if I've forgotten one, I apologize.
Uh, but we have, we have a number of these- these great associations that basically say
we're delivering quality uh, education and I want us to uh, stay committed with those
and continue.
I've talked about admission standards.
Um, you know I think the numbers about 75 to 80% of our CPS students are taking classes
online.
Uh, I want to ensure that we uh, that those programs continue to be of quality and I'd
like to even uh, raise the bar a bit and improve the quality of those programs.
I want to become recognized by U.S. News and World Report.
Some of it may just be responding to uh, their data request in giving them uh,
giving them more data, but ultimately I think we should be ranked as a comprehensive university.
Um, and finally, we need to extend.
So broadly speaking, we need to increase awareness of Indiana Tech and we need, we need to do
it by connecting with our external constituencies, uh, alumni, donors, business people, uh, organizations,
etc., and connecting them with the campus.
I've talked about this already.
Um, we are talking about an integrated social media strategy.
Maybe they'll teach me how to be a, you know, a good Twitter person, but I uh, (laughs).
That just there shows you that I have no idea about Twitter.
Audience: (laughing) Pres. Einolf: Um, so but I don't know that I want to be Tweeting at 3 A.M. like another President
we know.
Audience: (laughing) President Einolf: Um, you know, but I and I've said this in- in other audiences as well,
but I- I'm really impressed with the news that we have about our athletic teams.
I mean, just you know you Google Indiana Tech and every one of our successes pops up and
it's a long list of successes and- and I'm- I'm really proud of that and- and we all should
be very proud of it.
Uh, I'd like to see us also uh, publish more academic stories.
Okay?
So if you know about students that have done successful things with their careers, if you
are a faculty member and you're doing something innovative in your classroom, speak up.
Don't be shy, right?
I've been there.
I understand, you know as a faculty member you just might not want to uh, share, "Well
this is just something I do."
Um, yeah, but let's get it out there and- and put it on our webpage and- and our Marketing,
Communication folks can only do with what they know about, right?
So please connect with them and help to uh, to share these- these stories,
these great things that are happening, here at Indiana Tech.
And on this- this- this vision if you will, I also want to impress upon you that as we
engage with students, right?
As we admit them, as- after they come here, as we retain them, and then after they graduate,
we want to bring them back and engage them with our current students, you
know, we have an Admissions team.
We have an Office of Student's Success that helps with retention.
We have an Advancement Team, but what I want to challenge you on, is that in every one
of your roles at this university, in every one of your roles, you play a role in each
one of these areas.
You can help us admit students.
You can help us retain students and you can help engage them with us after
they, after they graduate and it's something that I want us all to be part of.
I want you, if you're on this Fort Wayne campus, um, I want you to be late for a meeting and
you heard it here, because you interrupted a tour.
Okay?
I want you to read Bob Confer's email, right?
Audience: (laughing) Pres. Einolf: And when he says, uh, you know, "These students are coming to campus."
And actually you know, make a mental note or a f- or an actual note and as
you're walking around campus, if you see somebody say, "Hello." to them.
It makes uh- uh- those of you that have visited colleges yourself as a parent, I know, it
makes, it makes a big difference.
If you're in a restaurant in Naperville, right?
Okay?
Ask your uh, waiter, "Hey, uh, are you in school?
What's ... you know, what's happening in, what's happening in your life?
Have you considered Indiana Tech?"
Okay?
Uh, "I've got someone that you can talk to."
We need to do that, okay?
It's everybody's job.
So one thing I'm really excited about is, you know, anytime you have a- a change in
leadership, I think it's natural to ... it's- it's time to, to step back.
We're gonna continue to fly the plane and I've, and I'll talk about that, but it's-
it's important to step back and think, "Okay, are we headed where we want to be headed?
You know, uh, are we doing the right things?".
And one thing I think is really, for lack of a better word, cool, is that we're coming
upon a century of excellence here at Indiana Tech.
The year 2030, we celebrate uh, 100 years as an academic institution and I think it
gives us a chance.
Here we are 13 years away, to really think about you know what do we want to be?
Uh, what programs do we want to be offering?
What do we want to look like as a, as a campus?
Um, and you know, I don't have all these answers.
Um, I certainly have ideas about where we should head, but so do all of you.
And I want you to be a part of this- this process.
And so I'm- I'm really excited that we are launching a Strategic Planning Task Force.
It's lead by two very uh, prominent and respected members of our- our community,
chosen by the Cabinet.
Uh, Dr. Steve Dusseau and also uh, Jeri Burkhart.
Um, and Steve and Jeri are going to be uh, selecting a uh, selecting the Task Force.
The Cabinet won't be selecting these people.
I won't be selecting these people.
Um, and we want you to apply and- and be a part of this.
And so, if y- it's- it's- it's in your uh, it's in your booklet but it's
also uh, pretty easy to remember if you go to IndianaTech.Edu, they are good up there,
aren't they?
Uh, if you go to IndianaTech.Edu/strategicplan, you will come to this, you will come to this
page that will describe the Task Force and then uh, then our timeline.
Uh, we're working with a uh, management consultant named uh, Matthew Thibeau, you can read about
Matt.
Uh, but if you, if- if you scroll down this page, at the bottom it says, "Joining
the Task Force" and there are two buttons you can click, you don't have to click, uh,
that- that allow you to either nominate somebody or to apply yourself and I encourage you to
do both.
Uh, and you know, we're- we're looking for people like you, people that are passionate
about Indiana Tech, people that have a great set of skills that can, that can help us.
Uh, and- and help create uh, uh, a vision for the future of Indiana Tech.
Uh, there will be three subcommittees.
Uh, we will have uh, uh, a communications committee.
So the Task Force will be 15 people in addition to uh, Steve and Jeri and those 15 people
will split up into three groups and the groups will govern themselves.
We'll have a communications group that will be responsible mainly for internal and external
communication of what's happening with the Strategic Plan.
Uh, we'll have a data analysis and data gathering group that will oversee that part of the operation
and then we will have a facilities and infrastructure group uh, that will connect with the rest
of us to talk about the future of the physical space, but also the virtual space, if you
will, of who we are uh, at- at Indiana Tech.
So, I'm excited about this.
Now you know, if- if you don't ... cause ... If I count 15 people, the percentage is small,
right, of this, of this group.
Um, but know that and I said this before, you will all have an opportunity to participate,
whether it's through surveys, whether it's through focus groups, that- that- that will
be conducted, or whether it's through, uh, uh, uh, a larger town hall meeting that we'll
hold to talk about these issues.
Um, so it is something that regardless of who's actually on this Task Force, everyone
will have an opportunity to be a part of.
And so I'm excited about this.
I thank Steve and Jeri for- for stepping up.
Let's give them a round of applause.
And they are really charged up and excited to lead this group.
So I encourage you to nominate someone or apply.
So the year ahead.
Uh, we will do a search for a new Vice President of- of Academic Affairs.
Um, I've already spoken with R.H. Perry.
Are you familiar with R.H. Perry and Associates?
They- they helped us with a search last year, and uh-
Audience: (laughing) President Einolf: ... I don't know, I think it was, successful.
I- I- Audience: (laughing)
President Einolf: I don't want to put words in your mouth, but the search will be led by
Dr. Dan Stoker and I'm ex- uh, I'm excited that- that- that Dan, a member of our Cabinet
will lead this, will lead this search.
It will be important for this new person to uh, connect with the entirety of our campus,
both you know ... the entirety of our campus, Fort Wayne and all of our locations.
Uh, and also this person will be a strong advocate for academics on the, on the Cabinet.
Um, and I'm excited about this and it- it- it comes at a good time because
it allows us to do this search while we're strategic planning too, so that, that can
uh, feed into uh, who this person ends up uh, ends up being.
Um, and in the meanwhile, I'm just uh, really impressed with our- our team of Deans, who
have stepped up frankly, and agreed to serve as you know, a triumvirate, that sounds
really important, right?
A triumvirate VPAA, uh, and- and we've already began uh, working together in that process,
so we are, we are gonna have a successful year.
So I've gone through these before, but uh, when we talked about the specific data, but
I just want to remind you that you know, over the course of this year, we still have
to fly the plane, right?
So even though we're- we're looking ahead, we're gonna do a Strategic Plan and a comprehensive
cac- uh, campus master plan, we will also, um, still have to make this place great uh,
and so in your booklet, uh, you will notice, I decided not to put them all up here on the-
on the PowerPoint uh, but I asked the- the Vice Presidents, to lay out uh, goals and
objectives for the year.
Uh, so the objectives here under engage, excel and extend, these are all objectives
that I've uh, shared with you.
Uh, they are in the booklet, as are a number of other goals and objectives.
And so I'd like you to take a look at this.
As I said before, keep it at your desk, and- and over the course of the year, think about
what you do every day and how it does contribute to these, to these goals and they're
here in writing because we are gonna hold ourselves to these things and we're gonna
do them.
Okay?
So we've got a busy year ahead.
Now, one of my other priorities, if you will, is I want this to be a great place to work.
I know it's already a great place to work, but I want to make it an even better place
to work.
A place where people are basically tripping over themselves to apply to be, to be on this,
to be on this team.
Where uh, we retain our employees as well as we- we possibly can.
And so, the first thing is sort of serious, uh, not that the rest isn't, but- but very
serious.
My expectation is that, and I think this is what makes this a great place to work, is
that we all act ethically and responsibly okay?
And uh, so that's the expectation.
But I also think that it's important and this- this- this was before me, you've always had
this.
Um, but we have an ethics hotline.
So it's an opportunity for you, if you see somebody and um, my- my hope is, that this
is never put to use, it's just there to say that we have it, right?
Um, but if- if you notice that something just doesn't seem quite, quite right, um, and you
think somebody is not acting ethically or responsibly, you have an opportunity to uh,
report it and this is managed by an external company, if you will.
Uh, and when you place a report, those reports will come to uh, Julie Hendryx,
our Director of Human Resources ... Whoops... and to me.
Now, if you're gonna report something about me and I absolutely 100% uh, would expect
you to do so, uh, that report would only go to Julie and then obviously Julie would- would
go talk to our Board of Trustees.
Okay?
So this is something that- that I take very seriously and- and um, just expect
that of each and every one of you and so as you can see, if you use that you know um,
IndianaTech.Edu Ethics hotline, it'll take you right here.
You can also find it on the faculty staff uh, part of our- our webpage.
Okay.
Back to the PowerPoint.
So the other thing that I want to mention too again, a great place to work.
We will not have a place where people are sexually harassed.
We will not have a place where uh, people feel uncomfortable because of uh, you know
locker room talk or- or um, inappropriate discussion in the workplace okay?
Um, we won't be that kind of place and if we are that kind of place, I expect you to-
to report it.
You have a Title Nine card at your, at your seat.
Uh, again a reminder that I want you to have, and not only for yourselves, but
for our, for our students.
Um, you know as, as you know, you are required to uh, report, if a- a student confides in
you that they've been sexually harassed or sexually assaulted.
Um, and so this is something we take, we take absolutely seriously and I expect you to report.
And now these reports go to uh, both Julie Hendryx and Chris Dickson, our Title Nine
Coordinators.
Okay?
So again, the purpose ... it helps this to be a great place to work.
Now uh, you know in terms of, as- as I came in and- and- and you know, J- Julie is our
new Director of Human Resources, one thing we did very uh, early is, uh and in discussions
with- with the Cabinet and the Board, or Members of the Board, we thought that there are a
number of things we can do to help to make this a better place to work.
I think our vacation policy was rather stingy, for lack of a better word, and I- I frankly
think that, that if you have time away, when you're here you're a more productive employee,
frankly.
So starting January 1st, 2018, our- our vacation runs on a calendar uh, year, we're gonna change
our vacation policy.
So this is the current policy.
This is the new policy.
Audience: Yeah.
Whoo!
President Einolf: So the- the- the cheers really go to- to all of you and- and- and the Cabinet.
Uh, I know this is well deserved and you all work, you all work really hard and so uh,
these policies that- that we are gonna talk about, the- the- the specifics
will come uh, shortly.
Uh, Julie will send out an email with- with the um, with the specifics.
Now holidays.
Uh, so our holiday policy ... these are the same holidays, except for one uh, the Tuesday
after Mem- Memorial Day is, is not here.
That was added because uh, you know we weren't, we didn't have off on Good Friday
and so uh, you know, school in session, etc.
So it's- it was my understanding that it was given so that you know, sort of a trade off
day that we had to work that, that that day.
My thought is that instead of having that day, you really out to have three personal
days that we'll call them that are, that are days where um, and now obviously you work
with your supervisor, um, but if there's a day, a birthday, or a religious
holiday that you want to celebrate, you have three days during the calendar year, uh to
take whenever you, whenever you would like.
One thing I would ... I- I want to say though, is that uh, please use our new pay comp system
to enter your holidays and your employees' holiday time, okay, so that these things are-
are- are tracked and obviously uh, you know, any vacation and- and- and you
have this time, but you know as a community, and I know we do this, we work together, uh,
work with your supervisor to take those days when, you know, when uh, when it- when it-
when it works for the, for the team.
I do also want to say, our sick days, we still have ten sick days a year.
Um, but what I want to do, s- s-, you know we didn't want to take those away,
because if you're really sick, don't come to work, okay?
Audience: (laughing) President Einolf: Um, but don't abuse them either.
Okay?
Uh, you shouldn't be using sick days as vacation days.
We- we're being extremely generous I think, with both the personal days and the vacation
days.
Now there's another thing that when I, when I, I- I- when I came in and- and as I've been
talking to other folks.
Um, we have this really incredibly generous retirement policy.
I mean it is incredibly generous.
In other words, if you give 2% of your ... if you contribute at least 2% of your salary,
Indiana Tech will uh, contribute 10% of your salary to your retirement, your 403B retirement
plan.
Now if you aren't taking advantage of this, what are you thinking?
Audience: (laughing) President Einolf: [01:01:30] I mean as a, as a business person, okay fine, you're not gonna take advantage,
I mean it cuts down on our cost, right?
But, but if I give you an investment opportunity where you put in $2, you get those $2 back
plus an additional $10- Audience: (laughing)
President Einolf: ... and you don't take it?
Audience: (laughing) President Einolf: Really?
And the 2% is pretax.
So even if you don't contribute, you're not getting that much more in your paycheck.
So, so first of all take advantage of this policy.
Do your families and yourselves a favor and- and uh, work toward retirement.
Now the thing is, you didn't get ... when you came here, uh, you don't get this for
a year, so really we're talking about new employees here because uh, if you were
hired at 16 or earlier, there's really no change, because you already had to wait a
year to start uh, taking advantage of this.
Uh, what we've decided to do though is that, uh, we're gonna remove that one year waiting
period, however there's a- a- there will be a- a- a- vesting period, so let me, let me
just explain.
If you're hired in 2017 though, you're hired under the current system, so um, you will
actually begin to receive a match in January of 18, as long as you're contributing
your 2%.
Um, and you will be immediately vested in that, in that money.
If you are hired, so our new hires, so as Managers, if you're hiring new people, if
you hire somebody January 1, 18 or beyond, uh, the match will begin immediately, but
the employee is only vested in that amount um, after a year of service.
So if they leave before a year, that money, that money comes back to us, essentially.
Okay?
Now the fine print, is that obviously you need to contribute 2%, uh, this is a plan,
uh- uh- uh- a change to our plan document, which requires Board approval.
Uh, the reason I can present this to you today is that it's been endorsed by the Executive
Committee of the Board.
Um, but it does still need to be approved by the F- Finance and Audit Committee and
also the full Board of Trustees.
Okay?
Okay.
Audience: Yeah.
Woo!
President Einolf: Debbie?
Debbie: Go Warriors!
President Einolf: Yeah!
Audience: (laughing) President Einolf: Alright.
So no jeans, you know, no mini skirts, but you know, nice attire.
Uh, Tech wear and I'll do my best, you know, um, we'll- we'll see if we can schedule
me internal meetings on Fridays, so I can take advantage too.
Um- Audience: (laughing)
President Einolf: So, but I think this is exciting and I- I love seeing everybody in their, in their
Tech gear.
So, I think this is a nice thing for us.
So I'm gonna end with this.
Um, how good Lord to be here?
I love stories, as you might have imagined.
Um, and Maria and I were sitting in church, here in Fort Wayne.
It was actually the very first time Maria uh, came to this new church that we joined,
and the uh, the last hymn, in the Mass, was this hymn, "How good Lord to be here?"
Actually took a picture after church- Audience: (laughing)
President Einolf: ... of the uh ... So it's a great, a great hymn, "How good Lord to be here?"
And so even that was just like, "Wow.
This is really something."
You know, Maria's first time at- at our church, but I want you to read the last line in the
hymn- Audience: (laughing)
President Einolf: ... "But since you bid us leave the mount, come with us to the plain."
Audience: (laughing) Whoo!
President Einolf: It is truly an honor and a privilege to be here with you and uh, I'm
really excited about this year ahead and I hope you are too.
So thank you very much.
Thank you
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