The President’s Committee on Campus Climate shared several themes and recommendations with the Cabinet following the administration of the 2022 Campus Climate Survey and a series of listening sessions that followed it. Below is a list of the themes and some of the specific actions that have been taken in response to the recommendations.
More connections with administrators, staff, and faculty outside of the classroom.
A need for enhanced diversity efforts.
Desire for more community-building across campus.
The provost included recognition of Dean’s and President’s list recipients.
Enrollment Management added a DEI award to the annual awards and recognition program.
Administration &Finance increased staff recognition in divisional newsletter.
Enrollment Management offered workshops focused on emotional intelligence, trauma-informed practices, customer service, etc. and started a monthly recognition program. Random Acts of Kindness was offered as anew monthly program to brighten the days of students, faculty, and staff.
Monthly divisional newsletters were sent by each VP/Cabinet Member and archived on the website by University Communications.
SUNY Brockport participated in the Great Colleges to Work for Survey to gain more insight on the experience of faculty and staff.
The President implemented and will continue to provide weekly messages.
The OEDI re-introduced Community Conversations; and SULA continued Deliberative Dialogues.
Increased programs were offered in the Center for Gender and Sexual Diversity and the Joey Jackson Intercultural Center.
The President charged three separate committees to examine the recommendations made related to food (Food Task Force), transportation (Transportation Task Force), and campus appearance (SPARC Committee).
Student Affairs established 40+ active partnerships with community and campus organizations, implemented 42 distinct EDI initiatives, and staff development efforts achieved 100% compliance across departments for monthly EDI training, with several departments reaching 100% participation rates.
SULA re-introduced the Trash to Treasure Program which increase campus and community partnerships.
SULA Deliberative Dialogue program trained 21 faculty and staff, hosted 24 Deliberative Dialogues, engaging approximately 528 community members and Collaborated with Academic Affairs to integrate dialogues into 20 freshman seminar courses (approximately half).
Student Sentiments
A need for stronger relationships with faculty.
A need for enhanced student life.
There is a sense that student concerns are often ignored.
The Division of Student Affairs established a monthly learning series addressing a variety of topics; basic needs, student conduct, training on dialogue and best ways to support students.
The VP for Student Affairs hosted 4 “Tea with the VP” conversations with students.
Brockport Student Government sponsored several trips and hosted several programs including Eastview Mall, Dave and Busters, Museum of Science, IndyKart Raceway,
The Campus Wellbeing Committee hosted the Health & Wellness Fair.
Ask Ellsworth Chatbot was launched in Summer ’25. Fall launch will begin August 18. The chatbot provides students with 24/7 access to answer questions related to university life. In addition, the chatbot will conducts proactive check-ins in the following areas: Wellness, Financial, Student Engagement, and Academic Engagement.
Advancement and University Communications set up walk in hours for the Foundation Scholarship Office and conducted tabling in the Union.
Enrollment management increased student programming and communication with transfer students, military affiliated students, first generation students, and Talon Academy students.
The REOC maintains their open-door policy and key programs. REOC also crossed trained staff to address student needs.
CELT offered professional development opportunities for faculty and training for department chairs.
BASC expanded dining hours based on student feedback.
OEDI increased awareness of the office by tabling in the Union.
Faculty Sentiments
Desire for increased trust in administration.
Feeling stretched thin and at capacity, hindering opportunities for professional growth.
Unsure of how to navigate and resolve concerns without fear, and with accountability.
The President held open forums by division each semester.
The provost created new communication methods highlighting professional accomplishments across the division.
Academic Affairs conducted a systems audit and drafted a report.
Human Resources implemented new Employee Assistance Program (EAP).
The Chief Diversity Officer (CDO) held open forums and gave presentations about the bias incident reporting process/Title VI.
Staff Sentiments
Feeling a lack of appreciation and respect for their work and expertise.
Feeling stretched thin and at capacity.
The University operates in silos.
There is a sense that staff feedback is ignored; some are too intimidated to give feedback.
Student Affairs-established a recognition & Awards Committee. The division has an Employee Spotlight initiative.
The REOC cross trained staff to remove silos.
Enrollment Management researched automation services to enhance efficiencies and introduced a monthly recognition program for staff going above and beyond in each department.
Administration & Finance, staff can provide feedback and suggestions to the vice president directly. The staff are also included in the decision making process related to supply orders/equipment needs.
The Cabinet is developing “We Heard You” Campaign based upon the results of the Great Colleges to Work Survey.
The Cabinet participated in yearlong professional development.
