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Executive to seek AGM approval for Officer compensation and accountability

On March 28 & 29, about seventy YUFA members participated in an "Open Space" workshop on the theme of Leading the Association into the Next Years and Beyond. "Open Space" is a facilitated process in which the agenda and the priorities are set by the participants in an emergent and non directed fashion.  Other organizations have found it to be a powerful way of revealing the dynamics embedded in the culture and allowing issues to surface in a way that permits actions to follow.

The outcomes of this two day initiative exceeded our expectations. A number of critical issues and innovative priorities emerged and the central objective to identify priorities and strategies was accomplished. Out of fourteen breakout sessions (see list below), participants identified "compensation for officers and constitutional reform", "moving YUFA beyond whiteness" and "building community" as the top priorities. Details on the sessions and priorities will be available at the AGM.

Prior to the workshop, the YUFA Executive made the commitment to seriously consider for action or referral to the membership all the priorities identified by members in these sessions.  Because of the critical timing of this session  in terms of YUFA's nominations and elections processes, our discussion in Executive began with the priorities identified in the sessions on leadership.  Leadership was the topic of discussion in three breakout sessions. Questions addressed included: how to make the job of Chair more inviting?  Are there alternatives to a single-person full-time chair? What are some other models of leadership? How to increase YUFA's legitimacy vis-à-vis our own membership and the Administration and how to celebrate the "Joys" of leadership?

In the plenary session the open space group debating the topic of leadership put forward two central recommendations: that YUFA explore a model of compensation for officers in addition to the release time currently offered and that YUFA move forward with the constitutional changes which would introduce a university-wide council of YUFA representatives and streamline YUFA's decision making structures. This model was first proposed at YUFA's Annual General meeting 2000. It was suggested that providing generous stipends or research time leaves would increase the legitimacy of leadership and make these positions more attractive to members. In a report to the Executive, James Check, a participant, says " the (open space) group felt...that the main disincentive to leadership was not the lack of interesting and rewarding aspects to the jobs, but rather the negatives associated with the jobs, including for many the difficulty in getting back on track after one's term is over. As a result the group had a strong desire to characterize the leadership stipends as compensation rather than rewards or monetary incentives."

Following the open space sessions the YUFA Executive met to consider recommending stipends so as to  encourage nominations. At a meeting on April 11, the Executive Committee approved the idea in principle and charged a subcommittee with the task of making recommendations regarding the details of amounts, timing and issues of accountability. On May 2nd, the Executive Committee received the subcommittee's report. The subcommittee wrote:

"YUFA is facing a serious challenge in finding members prepared to step up to the jobs of Chairperson and Vice Chairpersons. One recommendation coming out of the Open Space was to significantly increase compensation for individuals who take on key roles . Such jobs are extremely demanding; making it very difficult to fulfill other professional commitments, such as research. The changes recommended below reflect the need to be bold and creative in responding to the problems of leadership.”

The subcommittee recommended that the following compensation be provided:

• Chair, 2 courses/or equivalent stipend (in addition to current full release);
• Vice Chairs,1 course/equivalent stipend (in addition to current 1-2 course release);
• Chair, Contract and Grievance 1 course/equivalent stipend (in addition to 1-2 course release);
• Information Officer: 1 course/equivalent stipend (in addition to current 1-2 courses).

The proposed accountability provisions will include:  written election statements, yes/no ballots for positions with only a single candidate; an Executive work plan for these positions and regular progress reports to membership. Extending the right to constitutional recall of Officers and Representatives to Executive.

The Executive approved these recommendations and will seek approval from the membership at the Annual General Meeting of May 29th.In the meantime we invite members  comments / feedback.