Standard II – Ethics and Integrity

As a state operated institution, Geneseo adheres to all New York State public laws regarding ethics and integrity. At the state level, a number of public ethics laws prevent both actual and apparent conflicts between official duties and private interests. Some relevant ethics laws and regulations applicable to Geneseo include:

• SUNY Policies of the Board of Trustees (BoT Policies hereafter).^[1] These policies govern the rights and responsibilities of all Geneseo staff, including faculty and administrators, and provide core guidance on academic freedom and intellectual property.
• New York State Public Officers Law.^[2] The public officers law governs outside employment and professional activities; restricts political activities, nepotism, gifts, honorarium, travel, and negotiations on future employment; and imposes post-employment restrictions.
• The Agreement Between the State of New York and United University Professions. (UUP Agreement hereafter).^[3] This agreement addresses issues of freedom of expression and grievance procedures.
• SUNY Conflict of Interest Policy, Document Number 6001.^[4] This policy calls on SUNY faculty and staff to foster an atmosphere of academic freedom by promoting the open and timely exchange of scholarly knowledge, independent of personal interests.

The above legal and contractual obligations are implemented in Geneseo-specific policies and procedures^[5] and the Student Code of Conduct.^[6]

Academic integrity is central to Geneseo’s mission and goals. Academic integrity includes several components, including academic honesty and meeting standards of ethical research across various disciplines. The Office of Sponsored Research actively works with faculty, staff, and students to ensure that all research conducted at Geneseo or by Geneseo faculty, staff, and students complies with the highest standards of ethical research practice and with applicable federal and state guidelines. Specific policies and procedures include:

• Policy and Procedures on Research Involving Human Participants^[7]
• Responsible Conduct of Research (RCR) Training^[8]
• Radioactive Materials and Biohazards^[9]
• Research Misconduct Policy^[10]
• Conflict of Interest Policies^[11]
• Volunteer Policy^[12]

Regarding student academic integrity, the Academic Dishonesty Policy^[13] addresses cases of cheating, knowingly providing false information, plagiarizing, and any other form of academic misrepresentation. The Student Conduct Board actively adjudicates cases of academic integrity, and provides a clear set of processes and procedures to be followed when academic dishonesty is alleged or suspected. (See Academic Dishonesty Flowchart.)^[14]

1: Academic freedom

A commitment to academic freedom, intellectual freedom, freedom of expression, and respect for intellectual property rights. A climate that fosters respect among students, faculty, staff, and administration from a range of diverse backgrounds, ideas, and perspectives. (SII.C1, C2)

Geneseo is a staunch defender of academic and intellectual freedom, freedom of expression, and respect for intellectual property rights. These principles form the cornerstone of the Geneseo culture of inquiry and contribute to the college’s goal of excellence in teaching, learning. and research.

Policies

Both state and campus policies provide guidance on academic freedom and freedom of expression, and the commitment to academic freedom is protected in both policy and practice.

The college’s starting point is full compliance with BoT Policies, Title I §1, which holds that “It is the policy of the University to maintain and encourage full freedom, within the law, of inquiry, teaching and research. In the exercise of this freedom faculty members may, without limitation, discuss their own subject in the classroom; they may not, however, claim as their right the privilege of discussing in their classroom controversial matter which has no relation to their subject. The principle of academic freedom shall be accompanied by a corresponding principle of responsibility.”

This position is reiterated, word for word, in Article 9 of UUP Agreement. The agreement lays out grievance procedures for faculty who believe their right of free expression has been violated. UUP representatives at Geneseo take the issue seriously and have been proactive not only in addressing claims related to infringement on free speech, but also in fostering dialogue and deliberation regarding emerging issues, especially issues related to digital and online speech.

At the campus level, there are a number of policies and procedures related to academic freedom. The Geneseo Policy on Promoting a Respectful Workplace^[15] holds that “[the College] is committed to creating and maintaining a positive work and learning environment built on mutual respect. While it is understood that disagreement will occur in a collegiate setting, open communication, mutual respect for diverse opinions, freedom of expression, and a climate of civility are important principles that we embrace.”

The Geneseo Student Code of Conduct addresses issues of free speech, academic freedom, and freedom of inquiry with respect to Geneseo students. Article IV.B holds that “engaging in speech or expression protected by the First Amendment is not a violation of College policy.” Further, Article IV.B.4 prohibits “obstruction or disruption of regular College activities, including teaching, research, administration, campus services, student conduct proceedings, and organized events; deliberate interference with the free speech, expression or movement of members of the College community, including guests or visitors engaged in permissible use of College facilities….”

As in all public spaces, on campus the protection of free speech requires striking a balance between the interests of public order and the right to individual expression. Geneseo’s Assembly Policy^[16] holds that “Free speech and peaceful assembly are fundamental to the purpose of a college as a center for open inquiry in the search for knowledge and insight. Geneseo is strongly committed to the protection of these rights. However, these rights bring with them a concurrent obligation to maintain a campus atmosphere conducive to scholarly pursuits and respect for the rights of all individuals.” Furthermore, “No student, faculty member or other staff member or authorized visitor shall be subject to any limitation or penalty for expressing his or her views or for assembling with others for such purpose; peaceful picketing and other orderly demonstrations in public areas of campus grounds and buildings are not subject to interference provided there are no violations of the rules in section I.A. of the Rules for the Maintenance of Public Order. Assemblies, demonstrations, and similar expressions of First Amendment rights may not infringe on the rights of others or disrupt essential operations of the College.”

To strike a balance between upholding free expression and establishing a diverse, welcoming, and inclusive environment requires deliberate effort, institutional support, and self-reflection. Promoting genuine debate and discourse while avoiding bigoted, racist, misogynistic, or hurtful speech requires sustained dialogue among campus stakeholders. While Geneseo staunchly defends freedom of inquiry and expression, it also has demonstrated a strong institutional commitment to facilitating open dialogue based on principles of respect and inclusivity. We say more about this commitment under Criterion 2, below.

Student expression

Geneseo students have many opportunities for free inquiry and expression through a wide variety of media, campus clubs, activities, events, and colloquia. The student-run newspaper The Lamron regularly features student editorials and opinions on campus policies, local and New York State news, and national issues.^[17] Similarly, the student radio station, WGSU, features a mix of music and conversation, including Geneseo Today,^[18] an original, weekly public-affairs program focused on community and campus newsmakers and important issues affecting the local community.

A particular strength of Geneseo is students’ extensive engagement with community groups and activities. Through both administration and the Student Association (SA), the College supports more than 180 student clubs and organizations.^[19] Many of these are expressly political or advocacy-oriented, with commitments across the political spectrum. Examples include campus chapters of the College Democrats and Republicans, as well as issue-specific organizations such as Amnesty International, the Green Environmental Organization, and Students for Life. These groups evince a strong commitment to dialogue between competing viewpoints; clubs often organize panels and debates giving voice to strongly divergent opinions in a climate of mutual respect and dialogue. For example, every election year the Political Affairs Club works with the College Republicans and Democrats clubs to organize panels on political issues and events.

Geneseo students also have numerous opportunities to make their voices heard in college governance. SA, in particular, provides a platform for the advancement and development of undergraduate student life.^[20] SA represents student interests in college governance through the College Senate: 20 percent of all voting members of the Senate are students. In addition, SA is responsible for the allocation of funds, resources, and personnel to some college-wide, student-centered services and programs.

Below are a few of the entities, in addition to College Senate, that provide a voice for students to communicate interests and concerns to the wider college community:

• The Academic Affairs Committee^[21] (AAC) is the academic branch of student government. Student organizations may receive funds from AAC to hold academically oriented activities. In addition, AAC brings together students to discuss college academic issues and policies.
• Geneseo Speaks^[22] is an online petitioning system to which students, faculty, and staff can post in an effort to influence the Geneseo community. Petitions focus on such topics as the residence halls, CAS, academics, facilities, student life, and athletics.
• Cultivating Community^[23] is a series that uses mindful dialogue and creative thinking to promote learning, understanding, connection, and growth. The initiative affirms Geneseo’s value of inclusivity, which we define as “fostering a diverse campus community marked by mutual respect for the unique talents and contributions of each individual.”

Beyond formal clubs and programs, Geneseo students have organized and participated in numerous campus demonstrations and events on issues such as Black Lives Matter, sexual assault, and peace action. College administration and faculty encourage these events, at the same time promoting adherence to the policies articulated in the Student Code of Conduct and the Geneseo Assembly Policy.

The 2018 SUNY Student Opinion Survey (the most recent year from which data are available) makes it clear that most Geneseo students see the College as committed to students’ freedom of speech and inquiry.^[24]

Faculty expression

Under the BoT Policies and UUP Agreement, faculty are free to pursue scholarly inquiry and publish their findings and views. Geneseo’s sponsored research office provides extensive support for funded research, and adheres to high standards of ethical research practice and federal and state guidelines.^[25]

Tenure—or, as it is called within SUNY, continuing appointment—is a critical guarantor of academic freedom, enabling faculty to pursue research and express their views without fear of retribution or termination. Geneseo’s tenure review process is governed by the BoT Policies and UUP Agreement.

Faculty participate in shared governance primarily through the College Senate. The Senate is empowered by the Faculty Constitution,^[26] Article II, Section 3, to address any matter of general faculty concern not within the purview of one of the standing committees of the faculty^[27] and to make recommendations to the president, the College Council, the university chancellor, the SUNY board of trustees, the University Faculty Senate, or any other appropriate individual or body.

Geneseo faculty actively promote engaged dialogue and debate on campus, as demonstrated by numerous faculty-organized symposia and events on the issue of speech. For example,

• The Geneseo Forum on Constitutionalism and Democracy has organized public discussions on topics such as “The Civic Constitution”^[28] and “Conspiracy and Democracy: Misinformation, Anti-Liberalism, and Our Constitutional Future.”^[29]
• Each year, Geneseo actively participates in the federally mandated “Constitution Day,” hosting events such as “Deliberation on Voting in the United States”^[30] and “Political Fix—How Should We Get American Politics Back on Track?”^[31]
• The Geneseo chapter of United University Professions (UUP) not only monitors and supports faculty rights to free speech, but has also organized workshops such as the 2017 Workshop on “Free Speech on Campus: Building a Path to Civil Discourse.”^[32]

Intellectual property

Title J of BoT Policies specifies that “[i]t is the policy of SUNY…to take appropriate steps to aid Creators and ensure that the public receives the benefit of such innovation in accordance with its public service mission. Appropriate steps include securing research support, identifying and encouraging disclosure of Intellectual Property, securing appropriate protections, marketing Intellectual Property through licensing and other arrangements, and managing royalties and other related income, such as litigation proceeds.” In addition, “All net proceeds realized from the commercialization or other monetization of SUNY Intellectual Property, after payment of the Creator’s share as defined in subpart (e) of this Policy and other appropriate costs associated with the evaluation, marketing, development, protection, maintenance, or enforcement of Intellectual Property, shall be used for the support of SUNY research programs in a manner consistent with the Bayh-Dole Act and its implementing regulations.”

Accordingly, Geneseo’s copyright policy provides that “Generally the members of the staff of the university shall retain all rights to copyright and publish written works produced by them. However, in cases where persons are employed or directed within the scope of their employment to produce specific work subject to copyright, the University shall have the right to publish such work without copyright or to copyright it in its own name.”

One issue that Geneseo addressed in 2017–2018 was the growth of private online companies that permit students to share course materials, including syllabi, exams, study guides, and slide presentations. When faculty hold copyright in these materials, this is a clear infringement of intellectual property law. The College Senate addressed the issue by calling for the student Code of Conduct to prohibit the “sale or distribution, without permission, of tests or other material prepared or presented by a member of the college faculty….”^[33] In addition, the campus chapter of UUP convened a special state-wide session to bring the matter to SUNY’s attention at a state-level labor-management meeting.

2: A climate of respect

A climate that fosters respect among students, faculty, staff, and administration from a range of diverse backgrounds, ideas, and perspectives. (SII, C2)

Geneseo is committed to cultivating a climate of respect among students, faculty, staff, and administration, and a caring and supportive learning and employment environment that contributes to individual and collective achievement. As expressed in our Community Commitment to Diversity, Equity, and Inclusion, crafted by a committee of students, faculty, and staff, endorsed by the College Senate, and approved by the president in October 2018, “We are here to listen, to learn, to teach, to debate, to change, to grow. We should all be safe to pursue these goals at SUNY Geneseo while being who we are. Together, we commit ourselves to pluralism, cultivating a community that respects difference and promotes a sense of inclusion and belonging.”^[34]

The Office of Diversity and Equity (ODE)^[35] serves as a central resource for diversity, equity, inclusion, equal opportunity, affirmative action, and Title IX efforts. ODE collaborates closely with the President’s Commission on Diversity and Community, the Department of Human Resources, collective bargaining unions, and all departments and divisions to promote a climate of respect. Progress toward cultivating this climate is evident in the college’s progress on its diversity plan.^[36]

Examples of our effort to create a respectful and inclusive environment include the following:

• Policy: In January 2019, the college established a respectful workplace policy^[37] that provides a clear expectation and set of grievance procedures for workplace climate. Other policies that share a similar aim include the college’s equal employment opportunity, gender-inclusive language, and sexual harassment policies. (These can be found under SII.C8, College Policies.)
• Training and Programs: Training and programs at Geneseo aimed at supporting a climate of respect include Safe Zone training,^[38] on issues affecting LGBTQ+ people, Teaching and Learning Center^[39] professional development offerings, Diversity and Inclusion Community Educators (DICE) workshops,^[40] the Advancing Cultural Competency Certificate (ACCC) program,^[41] events organized by residence hall staff and hall councils,^[42] and mandatory sessions for new students and new employees. There are also a number of celebratory programs throughout the year, including those affiliated with cultural heritage months and the Martin Luther King Day of Leadership and Service.^[43]
• Student Clubs and Organizations: Several student organizations promote a climate of respect. Some are organized around a shared passion for a social issue (e.g., Peace Action Geneseo and Voices Uncovered), others around shared cultural identity or interest (e.g., Alliance for Community Enrichment).^[44]
• Physical space: In order to ensure that the campus is a safe and supportive home for everyone, Geneseo provides space for groups with specific needs. Although campus construction projects have disrupted some spaces, the College has allocated a space for LGBTQ+ students and their allies; a Prayer, Meditation and Reflection room most commonly used by Muslim students; and MOSAIC (Multicultural Organization Space for Activities, Inclusion and Collaboration). As the College prepares for a major renovation of two central buildings, Sturges and Fraser, there is careful attention to incorporating spaces like these into the renovation design.^[45]
• Services: The Office of Diversity and Equity, the Office of Multicultural Affairs and Services,^[46] the Geneseo Points of Support (GPS) guides,^[47] and the President’s Commission on Diversity and Community all offer services that foster Geneseo’s climate of respect.^[48]

Geneseo communicates its commitment to equal opportunity and affirmative action through Policy #6-600, Affirmative Action—Equal Employment Opportunity^[49] and its web page on affirmative action for applicants, students, employees.^[50] The College follows all affirmative action regulations expected of federal contractors, including the creation of annual affirmative action plans and the posting of required informational materials. Geneseo utilizes SUNY’s discrimination and sexual harassment complaint procedure^[51] for investigating official complaints of discrimination, and the Title IX Grievance Policy^[52] and Sexual Violence Response Policy^[53] to investigate allegations of sexual harassment.

To educate the Geneseo community on respect as it relates to consent, healthy relationships, and addressing and preventing sexual harassment, the Title IX coordinator and associated office provide the following programs:

• SPARC (Sexual and interpersonal violence Prevention And Response Course), a mandatory online educational program for all new students;
• Knights are Aware and Care, a mandatory in-person program for new students during their first weekend on campus;
• Annual (fall semester) mandatory training for employees on sexual harassment prevention and response;
• Programming during new student orientation, including Knight Life Live, which uses theater to raise awareness;
• Mandatory orientation for new employees introducing them to the Title IX Office and related concepts and responsibilities;
• A biennial campus climate survey administered by SUNY on all campuses to help clarify progress and inform future initiatives related to Title IX.

The president, in tandem with the chief of police, issues an annual security report that provides an overview of activities related to discrimination and harassment and incorporates the past three years of crime statistics for the College.^[54]

3: Fair and impartial policies and procedures

A grievance policy that is documented and disseminated to address complaints or grievances raised by students, faculty, or staff. The institution’s policies and procedures are fair and impartial, and assure that grievances are addressed promptly, appropriately, and equitably. (SII.C3)

The Office of Accessibility has procedures^[55] for students who wish to grieve accommodation decisions, including a complaint process through the Office of Civil Rights. Students who need to report inaccessible electronic documents can seek a remedy using a “learning barriers” form.^[56] A form for identifying physical accessibility barriers is available to students who need to report physical barriers impeding their access to educational resources.^[57]

Students have the right to appeal any decision made by the student conduct board regarding academic dishonesty, as a right specified in the Student Handbook.^[58]

Students who fail to meet Geneseo’s minimum standards for continuing matriculation have access to an appeals process managed by the dean of academic planning and advisement. Twice yearly, the academic standards committee meets to consider appeals from students who have been dismissed from the College. Each appeal is carefully considered by the committee, which is composed of both faculty and representatives of the dean’s office, the financial aid office, and the access opportunity program.^[59]

The Grade Appeal policy is publicly available in the Academic Policies portion of the Bulletin.^[60] The Dean for Academic Planning and Advising will assist students and faculty navigating grade appeals. The Associate Provost for Academic Success oversees the grade appeal process. Instructors are responsible for assigning grades to student work. Responsibility for resolving grading disputes is shared among the instructor, the student, the department chair and the Provost’s Office.

Geneseo’s Title IX grievance policy^[61] outlines the process for reporting, investigating, and adjudicating allegations of discrimination under Title IX of the Education Amendments of 1972. A separate sexual violence response policy^[62] addresses offenses that fall outside the purview of Title IX.

In its efforts to resolve grievances, Geneseo adheres to state, SUNY, and campus policies as well as provisions in the collective bargaining agreements. These policies and agreements establish grievance procedures and provide information and appropriate resources for resolution.

4: Avoidance of conflict of interest

The avoidance of conflict of interest or the appearance of such conflict in all activities and among all constituents. (SII.C4, C9)

New York State public officers law provides a regulatory framework for a code of ethics^[63] by which all SUNY employees must abide; it is supplemented by SUNY’s own conflict of interest policy.^[64] The latter defines conflict of interest, provides clear examples, and documents the auditing process requiring employees to acknowledge that they both understand and are following the policy.

New York State requires all policy-making employees or employees whose salary surpasses a threshold to file an annual financial disclosure statement^[65] with the Joint Commission on Public Ethics (JCOPE)^[66] to affirm that private pursuits or investments are not in conflict with official duties. Anyone required to file a financial disclosure statement must also complete online training related to state ethics law within three months of being hired, and must complete a two-hour training on state ethics law^[67] either through JCOPE or the college’s ethics officer. In addition, faculty and staff who are considered to be “employees” of the SUNY’s Research Foundation (RF)^[68] are subject to its conflict of interest policy.^[69] Geneseo faculty or staff with external funding administered through the RF, or who act on behalf of the RF, are subject to this policy and, if applicable, the SUNY/RF policy on conflicts of interest in public health service sponsored programs.^[70] The Department of Procurement and Property Control Services is responsible for purchasing all goods and services needed by the College using State and RF funds. It is also responsible for facilitating and maintaining compliance with SUNY and New York State policies, procedures, rules, and regulations.^[71] The department ensures adherence to New York State and RF procurement guidelines. It also ensures that New York State Certified Minority and Women Owned Businesses^[72] and Preferred Source suppliers are used to the greatest extent possible.

5: Fair and impartial employee practices

Fair and impartial practices in the hiring, evaluation, promotion, discipline, and separation of employees. (SII.C5)

An affirmative action and equal opportunity employer, Geneseo is committed to fostering a diverse community of outstanding students, faculty, staff, and administrators. The College recruits, hires, trains, and promotes individuals in all positions and ensures that all personnel actions are conducted without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity and/or expression, age, veteran status, disability, genetic information, or any other protected characteristic. Moreover, the College reviews all personnel activity, including but not limited to demotions, transfers, recruitment, job advertising, termination, rates of pay or other forms of compensation, and selection for training. Implementation policies and protocols are directed by the college’s Office of Diversity and Equity, overseen by the assistant director/affirmative action officer, who reports to the chief diversity officer.

All searches for full-time positions are conducted by a search committee and begin with a meeting of the talent acquisition manager, hiring manager, and search committee to confirm legal and compliance requirements stated in SUNY’s Policy on Equal Opportunity: Access, Employment and Fair Treatment in the State University of New York.^[73] At least fifty percent of search committee members must have completed an equity-minded search practices session within the last two years; the session includes strategies for reducing implicit bias, methods for recruiting diverse candidates, and a procedure for making reasonable accommodations available to applicants. The talent acquisition manager and affirmative action officer explain how to conduct the search, prepare for interviews, evaluate candidates, use implicit bias training, and make a final selection in compliance with SUNY policies. Committee members may contact the Office of Diversity and Equity for assistance in creating effective language for postings and interviews.

Postings stipulate a commitment to diversity and inclusion as a required qualification, in language specific to the position. DEI-focused evaluative criteria and interview questions are included in every search. For civil service positions and other positions that determine eligibility based on an exam or other certification, search committees include an interview question for finalists to assess their commitment.

A number of resources outline employees’ rights and the college’s responsibility to ensure fair and non-discriminatory treatment. On SUNY’s employment opportunities website, job candidates can find affirmative action resources^[74] and federal regulations and enforcement agencies^[75] on equal opportunity and non-discrimination.^[76] Applicants, students, employees, and other members of the college community (including vendors, visitors, and guests) have access to the college’s affirmative action policies and are protected from illegal forms of harassment or retaliation based upon a protected characteristic.^[77] The college’s policies are designed to prevent retaliation for participating in a complaint of unlawful harassment and discrimination, and to provide a safe space for affected individuals to come forward without fear of penalty.

For faculty, criteria for appointment, term renewal, continuing appointment (tenure), and promotion have been adopted by the College Senate and are articulated in a discipline-specific manner by each academic department. Faculty apply for promotion when they believe they have met the requirements stipulated in Article XII, of BoT Policies, Evaluation and Promotion of Academic and Professional Employees.^[78] Within the academic affairs division, the Personnel Evaluation Report (PER) assists the deans, department chairs, and personnel committees to present evidence for or against renewal, continuing appointment, or promotion of faculty. The PER addresses contributions to teaching, the discipline, and service. Recommendations are supported by written comments, including both commendation for excellence and suggestions for improvement.

The rate of pay and other terms and conditions of employment are set forth in the collective bargaining agreements.^[79] All employees included in a collective bargaining agreement have the right to a due process disciplinary procedure. These policies and procedures are outlined in the various employee handbooks, as well as the policies and procedures set forth by New York State. Groups that do not have disciplinary procedures embedded in their agreement have the right to a due process meeting as part of SUNY rules and regulations.

For classified staff, the promotion process varies depending on the jurisdiction class of the position. Candidates for competitive positions sit for the New York State civil service exam; a list of eligible applicants is developed based on exam scores. When filling a higher-level position, Geneseo canvasses the eligible list and interviews and hires from the respondents following state civil service rules. A “promotional” section of the list generally gives internal candidates an advantage over outside candidates. In the case of non-competitive positions, the Civil Service Employees Association (CSEA) contract requires the hiring of the most senior applicant who meets the minimum qualifications and, based on an interview, meets the department’s operational needs.

All positions are posted or canvassed for a period of time determined by bargaining unit contracts. When the posting period closes, a search committee reviews the eligible candidates based on committee-developed criteria. After interviewing candidates, the search committee submits its notes to the human resources office, which reviews both the notes and the candidates’ references.

Professionals can be promoted at the formal request of the employee^[80] or after a supervisor completes the Internal Career Advancement Request Form^[81] following established policy.^[82] A request for promotion may be granted when a significant and permanent increase in duties and responsibilities is appropriate.

BoT Policies determines the process whereby UUP professionals can obtain “permanent appointment.”^[83] The process requires recommendations from the candidate’s immediate supervisor and divisional unit head, and final approval by the president.

Management/Confidential (M/C) employees serve at the pleasure of the president and are not eligible for permanent appointment.

Under the Public Employees Fair Employment Act (Taylor Law),^[84] the Public Employee Relations Board (PERB) separates SUNY employees into different bargaining units for collective bargaining.^[85] PERB adjudicates disputes between the state and the unions representing public employees and decides claims of improper practice and representation. Each bargaining unit shares, in the board’s view, a “community of interest” with respect to terms and conditions of employment. In the classified service (CSEA, PEF, NYSCOPBA, APSU), the unions represent employees both within SUNY and throughout state government.

UUP represents SUNY employees exclusively. Its membership consists of faculty, librarians, and non-teaching professionals (other than M/C) whose functions support instruction or academic administration.^[86] UUP is affiliated with New York State United Teachers (NYSUT) and the American Federation of Teachers (AFT/AFL-CIO) on the state and national levels, respectively.

CSEA represents classified employees in all state agencies.^[87] CSEA comprises three statewide bargaining units. The Administrative Services Unit (ASU),^[88] the Operational Services Unit (OSU),^[89] and the Institutional Services Unit (ISU). Although each unit negotiates its own collective agreement, the agreements are in many respects identical, with differences usually related to significantly different job functions and needs.

The Public Employees Federation (PEF)^[90] represents the Professional, Scientific and Technical (PS&T) statewide bargaining unit. The New York State Law Enforcement Officers Union (APSU)^[91] represents a statewide unit including sworn police officers, while the Security Services Unit (NYSCOPBA)^[92] represents security and communications officers from SUNY. The Graduate Student Employee Union (GSNU)^[93] represents graduate and teaching assistants.

The law establishing the bargaining rights of New York State public employees provides an exclusion for positions with significant managerial responsibilities or duties of a confidential nature that relate to management, finance, or collective bargaining administration, and an exclusion for positions where an employer-employee relationship does not exist. There are M/C positions in the classified service and the professional service. These positions include presidents, vice presidents, associate deans, human resources and budget officers, and secretarial positions in a confidential relationship to policy-making positions.

Classified, entry-level competitive class positions require that candidates be reachable on the appropriate New York State Civil Service List of Eligibles.^[94] Appointment to higher-salaried vacant positions in the non-competitive class is made on the basis of seniority, provided the candidate meets the posting requirements and has the ability to perform duties and responsibilities satisfactorily. Seniority for the purpose of the non-competitive selection process depends on the candidate’s length of time in the OSU bargaining unit, not length of time at SUNY Geneseo. Thus, internal and external candidates are encouraged to apply in direct response to the job posting through the Geneseo Online Employment System (GOES).^[95] Labor class positions are classified, CSEA positions filled from a pool of candidates. These candidates apply for employment at the campus in direct response to the posting on GOES or advertisements placed with the local media. Information on when and how to apply can be found on the job posting and in the advertisement.

6: Honesty and truthfulness

Honesty and truthfulness in public relations announcements, advertisements, recruiting and admissions materials and practices, as well as in internal communications. (SII.C6)

Geneseo’s Office of Communications and Marketing, which reports directly to the president, communicates timely and accurate information to external audiences through multiple communication channels including the web, social media (Facebook, Instagram, Twitter, LinkedIn), digital newsletters, press releases, digital advertising, job postings, print material, photographs, and videos. The College also offers a mobile app with shortcuts to course listings, dining menus, events, bus schedules, and other information. Student participation and testimonials (in admissions brochures, videos, and social media) are contributed by uncompensated student volunteers. Appropriate releases permitting the College to use student likenesses and testimonials are secured and can be revoked by students at will. The director of media relations facilitates responses to media inquiries of the College and its leadership. If inaccurate information is reported by an external news outlet, Media Relations requests corrections. The Geneseo website is regularly monitored and updated.

The College disseminates information on academic programs through the Undergraduate Bulletin,^[96] the Office of the Dean of Academic Planning and Advising website, and the Academics at Geneseo site.^[97] Committed to data-driven recruitment, decision-making, and transparency, we also post pertinent information on the website of the Office of Institutional Research (IR)^[98] and the About Geneseo^[99] web page. This information includes but is not limited to the Fact Book^[100]—a compendium of historical and statistical information about SUNY Geneseo for potential students and their families, faculty, staff, and interested others—and the Fast Fact Sheet,^[101] which offers a quick overview of the most-requested information, such as enrollment and student demographics, attendance cost, and retention rates. Admissions marketing material is produced in-house, citing IR’s data. Information on policies, rights, and reported crimes,^[102] together with the Annual Security and Fire Safety Report,^[103] is shared on the university police department’s web page, which provides statistics from the previous three years.^[104]

7: Affordability, accessibility, and informed financial decisions

Services and programs to promote affordability and accessibility and to enable students to understand funding sources and options, value received for cost, and methods to make informed decisions about incurring debt. (SII.C7)

Geneseo students receive a high quality education at a low cost. In the 2018 SUNY Student Opinion Survey, Geneseo ranked first among the comprehensive colleges for good value.^[105] In US News & World Report’s rankings for 2021, Geneseo is second in the category of “best institutions for undergraduate teaching” and third among top public schools in the North. Geneseo students receive generous financial aid through the college’s need-based model, which ensures that assistance flows to low-income and first-generation students, and students who identify as Black, Indigenous, or People of Color (BIPOC). In awarding aid, Geneseo takes a holistic approach, considering environmental as well as academic factors.

Ninety-two percent of the current first-year class filed the Free Application for Federal Student Aid (FAFSA), down from 94 percent in 2016–2017; the slight decrease may be a result of the COVID-19 pandemic. The financial aid office helps students understand their funding options, encourages early submission to maximize total funds received, and provides assistance with the application itself. The office recommends a secondary TAP application, designed specifically for New York State residents who attend school in-state. In Fall 2020, 27.5 percent of enrolled first-year students qualified for New York State’s Excelsior scholarship, which aids families with an adjusted gross income of $125,000 or less. Of the first-year class, 24.8 percent qualified for Pell grants, an increase over 2016, when 21.7 percent qualified.

Geneseo offers financial aid other than what is available from state and federal sources.^[106] In 2018–2019, 65 percent of students received grant/scholarship aid while 63 percent received institutional aid, including various merit scholarships. Because COVID-19 has affected many students, Geneseo has made two need-based award rounds of $2,276,062 from a CARES Act Emergency Grant.^[107] For students receiving work-study funds, the College finds work opportunities that align with students’ interests.

The Office of Accessibility works to ensure that Geneseo’s 400 students who identify as having a disability receive appropriate accommodations and services.^[108] Accessibility advocates work closely with students and serve as a point of contact to financial aid and academic advisors. In addition, the Access Opportunity Programs (AOP), including the Educational Opportunity Program (EOP) and the Transitional Opportunity Program (TOP), look to provide academic support and access to educational opportunities for the students in them.

Important recent actions designed to promote affordability and accessibility include the following:

• Geneseo is dedicating $2 million awarded by SUNY in connection with COVID-19 to attracting and recruiting low-income and diverse students.
• Provost Stacey Robertson assembled a cross-divisional team to focus on the “Wildly Important Goal” of increasing retention and promoting student academic success from enrollment through graduation in four years.^[109]
• The admissions office piloted a test-optional policy to promote equity.
• The College is continuing long-term efforts to improve both physical and digital accessibility.
• The College is working to stack more scholarships so that students can draw from multiple funds.

8: Compliance with reporting policies

Compliance with all applicable federal, state, and Commission reporting policies, regulations, and requirements to include reporting regarding full disclosure of institution-wide information, compliance with MSCHE Requirements of Affiliation, substantive changes affect on material issues, and institutional compliance with MSCHE policies. (SII.C8)

The Office of Institutional Research is responsible for SUNY, state, and federal reporting. Each system requires reporting of business rules, error checks, and out-of-range quality assurances. MSCHE’s Requirements of Affiliation are addressed both in a separate report, and, as applicable, in the chapters for each standard. As explained in the Requirements of Affiliation report, Geneseo maintains a consumer information page with facts about retention, graduation, and certification. Geneseo recently filed a substantive change with MSCHE to modify its existing MS in Accounting program to include distance education. This is the only substantive change in recent history.

9: Assessment

Periodic assessment of ethics and integrity as evidenced in institutional policies, processes, practices, and the manner in which these are implemented. (SII.C9)

Geneseo assesses ethics and integrity through a strong internal control program, an annual memorandum to all employees, and the vice president of finance and administration’s role as Internal Control Officer (ICO). At Geneseo, internal control and timely reporting of issues are everyone’s responsibility.

Internal Control processes are shared publicly on the program’s website.^[110] The website outlines all aspects of the control process and links to the college’s policy and procedures manual. The site offers online training, including assessment training affecting over 30 areas on a rotating schedule, ten high-risk areas audited internally and externally, and five risk-management areas annually. In addition to mandatory training, employees are eligible for elective and situation-based training. A concise brochure stating policies and standards is distributed annually and to new hires.^[111]

New York’s Governmental Accountability, Audit and Internal Control Act of 1987 requires that all state-operated campuses maintain a system of internal controls and an ongoing internal control program. Geneseo has adopted SUNY’s internal control guidelines. Management policies and standards with which employees must comply as applicable include policies issued by the BoT,^[112] collective bargaining agreements,^[113] the SUNY Compliance Program,^[114] Geneseo’s college policies^[115] and departmental policies,^[116] and the Public Officers Law.^[117]

Internal controls at Geneseo are organized and managed through an approved and documented Internal Control Program (ICP). The ICP is managed primarily by the Internal Controls Officer (ICO), and Internal Control Coordinator (ICC) and the Internal Control Committee. Several internal control systems define the program, including New York State laws, policies, and regulations; the college’s mission statement,^[118] policy handbooks,^[119] and organizational charts;^[120] and the state fraud reporting system.^[121]

Geneseo’s internal control program incorporates systematic assessment. A committee establishes an assessment rotation and follows up on deficiencies that emerge from regular review. The process helps ensure that daily operating practices and procedures minimize the chance of operational failure, overspending, or other actions that violate either policy or law.

Using a three-year planning cycle, the program incorporates the following processes: segmentation, vulnerability and risk assessment surveys, external and internal control reviews, compliance testing, and follow-up. Documentation and evidence to support these processes can be found in the program’s annual internal control certification.

The program takes advantage of technology to control operations such as opening doors (to safeguard assets), closing out projects (to ensure reliable financial data), scheduling, scholarships, record-filing, and reconciliation (for operational efficiency). Electronic applications enable employees to use updated forms for payroll, personnel, and business purposes. Online registration, ticket sales, purchases, merchant activity, and payments minimize the use of cash on campus. Online risk assessments, employee compliance training, customer surveys, and internal control vulnerability assessments provide both accelerated input and feedback that can be incorporated into future forms.

Conclusion

One advantage of being part of the larger SUNY system is that fair practices are built into the college’s structures, e.g. human resources, student government. Geneseo interprets these practices in a transparent and truthful manner as appropriate to our mission as a public liberal arts college. The college meets the standard.

Suggestions

Many members of our college community, particularly faculty and staff, have been working in more isolated environments (whether on-campus or remotely) during the pandemic. Although we have begun exploring new programmatic ways to foster positive relationships, we suggest that Geneseo continue to reimagine and think critically about the post-pandemic workforce and ways to cultivate and promote a culture of respect.

Recommendations

None.