Tag: Jobs

  • Mott’s former president commuted from Virginia to Michigan

    Mott’s former president commuted from Virginia to Michigan

    Travel receipts from Mott Community College show the institution paid tens of thousands of dollars for former president Beverly Walker-Griffea to travel back and forth between her home in Virginia and the campus in Michigan, MLive Media Group reported.

    The college spent more than $78,000 on Walker-Griffea’s travel between the two states in 2022 and 2023, including on her stays in Michigan hotels, car rentals and per diems for meals, the publication found. Her contract required her to live within 20 miles of the “nearest college district boundary.”

    Anne Figueroa, former chair of the Board of Trustees in 2021 and 2022, told MLive the president’s residence in Michigan was undergoing a renovation and Walker-Griffea was attending to health concerns with doctors on the East Coast. (Walker-Griffea owned a home in Virginia from her time working at Thomas Hampton Community College.) Figueroa said there was “no decline in her performance” during that period.

    Board members expressed mixed feelings about the unusual arrangement in her last years at the college.

    “One of the key roles the president does is to be the representative of the college in the community,” trustee John Daly told MLive, “and, from my perspective, that’s difficult to do if you’re gone a significant amount of the time.”

    Walker-Griffea, who left Mott in spring 2024, now directs the Michigan Department of Lifelong Education, Advancement and Potential, launched by Governor Gretchen Whitmer in December 2023. A department official told MLive that Walker-Griffea was living in Michigan again by the time she left the college.

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  • DOGE fails to accurately disclose contract and program cuts

    DOGE fails to accurately disclose contract and program cuts

    As part of his administration’s broad push for government transparency, on Feb. 18 President Donald Trump ordered all federal agencies to publicize “to the maximum extent permitted by law” the complete details of every program, contract or grant they terminated.

    “The American people have seen their tax dollars used to fund the passion projects of unelected bureaucrats rather than to advance the national interest,” Trump wrote in the memo, tilted “Radical Transparency About Wasteful Spending.” “[They] have a right to see how the Federal Government has wasted their hard-earned wages.”

    Immediately after receiving a copy of the order, Inside Higher Ed reached out to the Department of Education and requested a comprehensive list of any and all such cuts, as well as explanations for why each contract was terminated. But two weeks later, the Education Department has yet to respond, and neither the department nor the staff it has partnered with from Elon Musk’s Department of Government Efficiency have publicly released any more information about the terminated contracts and grants.

    In fact, DOGE—the agency leading the crusade of cuts—has continuously made edits to the “Wall of Receipts,” where it was supposedly outlining the cuts that have been made. Late Sunday night, the group deleted hundreds of contracts it had previously claimed to cancel, The New York Times first reported and Inside Higher Ed confirmed.

    “It’s absolutely hypocrisy,” said Antoinette Flores, director of higher education accountability and quality at New America, a left-leaning think tank. “It feels like we’re all being gaslit. I don’t know why they are saying they want to be transparent without being transparent.”

    For weeks, higher education leaders, policy experts and advocates have raised concerns as the department terminated more than 100 assorted grants and research contracts. Combined, the cuts are purportedly valued at nearly $1.9 billion, according to the department, and will affect a swath of institutions, including the department’s largest research arm as well as regional labs and external nonprofits that collaborated with local officials to improve learner outcomes. Combined, the cuts will dramatically impact the data available to researchers and policymakers focused on improving teaching and learning strategies, experts say.

    Education scholars are worried that the cuts will leave state officials and college administrators with little evidence on which to base their strategies for student success and academic return on investment. One professor went as far as to say that the cuts are “an assault on the U.S.’s education data infrastructure.”

    And though the Trump administration has flaunted its transparency and glorified DOGE’s website as a prime example of their success in providing public records, policy experts on both sides of the political aisle say the collective contract value displayed is an overestimate. Calculating savings is more nuanced than just listing a contract’s maximum potential value, they say—and even if they saved money, some of the terminated programs were congressionally mandated.

    Over all, the sudden nature of the cuts, combined with the questionable accuracy of reported savings and a lack of further transparency, have left higher education advocacy groups deeply concerned.

    “The cuts that happened recently are going to have far-reaching impacts, and those impacts could really be long term unless some rapid action is taken,” said Mamie Voight, president of the Institute for Higher Education Policy, a national nonprofit that campaigns for college access and student success. “This information is useful and essential to help policymakers steward taxpayer dollars responsibly.”

    “To eliminate data, evidence and research is working in opposition to efficiency,” she later added.

    The department did not respond to requests for comment on Voight’s and Flores’s criticisms.

    A Data ‘Mismatch’

    For many in higher ed, the executive actions Trump has taken since January raise questions about executive overreach and government transparency. But Nat Malkus, deputy director of education policy studies at the American Enterprise Institute, a right-leaning think tank, said, “It’s not a matter of deception” or even simply a question of transparency.

    Instead, he said, “The question is, what’s the quality of the transparency? And what can we make of it?”

    In a recent analysis, titled “Running Down DOGE’s Department of Education Receipts,” Malkus compared a leaked list of the 89 terminated Institute of Education Sciences contracts, along with detailed data from USASpending.gov, to those DOGE had posted on its website. He said he found major inconsistencies, or a “mismatch” in how they defined the purported contract value.

    He also noted that though the “Wall of Receipts” has two separate tabs, one listing a contract’s value and another listing its savings, it displays the overall contract value first. The agency also declines to explain the difference between value and savings or how it calculates either.

    As is the case with contract values, DOGE has been inconsistent in how it calculates savings. But what the agency most often displays to the public is how much a contract could theoretically cost if all options and add-ons are utilized—known as the potential total—minus the amount the government had currently agreed to spend by the end of the contract, or the total obligation. So in other words, Malkus said, DOGE is sharing how much the government could save if it were to continue the contract and receive the promised deliverables without adding any extra bells and whistles.

    But that’s not what DOGE has done. Instead, it has terminated the contracts, and the Education Department won’t receive the final product it was paying for.

    To best represent savings in that scenario, Malkus said, DOGE would calculate the difference between how much the government had agreed to spend by the end of the contract—the total obligation—and how much the government has already spent, or the total outlay.

    “It’s weird because DOGE is publishing one set of savings that I don’t think actually makes sense to anybody, and they’re ignoring savings that they actually are conceivably getting,” Malkus said. “There are some good reasons that they might choose to do that. But DOGE would do well to explain what these dollars are, because right now, no one can tell.”

    Malkus first spoke with Inside Higher Ed on Friday. But since then, the DOGE database has changed. Malkus said Tuesday that some of the initial trends in the way DOGE appeared to be calculating savings are no longer present and he has yet to find a new, even semiconsistent formula for how DOGE is calculating savings.

    “The pace of change on DOGE’s numbers is dizzying even for someone like me who works at analyzing these receipts,” Malkus said. “Each week there have been changes to the number of contracts and within contracts the values and savings that DOGE is publishing. It’s hard to know if they are trying to get this right, because it’s impossible to find a consistent trail.”

    I don’t attribute it to a desire to falsely advertise transparency and not deliver on it. I just think they need to do a much better job in the execution.”

    —Nat Malkus

    And even if there were a consistent, uniform formula for how DOGE officials are calculating efficiency, in some cases they still choose to highlight overall contract value rather than the direct savings. For example, a DOGE social media post about the Institute of Education Sciences cuts noted the contracts were worth $881 million in total.

    “So are the actual savings equal to that implied? No, they are not,” Malkus said. “They are far, far less than that amount, somewhere around 25 percent of the total.”

    The agency’s website doesn’t detail the team’s methodology or offer any explanation about why the cuts were made. Malkus believes this lack of clarification reflects the Trump administration’s effort to make notable cuts quickly. He added that while he doesn’t agree with every cut made, he understands and supports the “aggressiveness” of Trump and Musk’s approach.

    “If they don’t move quickly, then there’s commissions, and then you have to go to the secretary, and they have interminable meetings and everything gets slowed down,” he said. “So one of their priorities is to move fast, and they don’t mind breaking things in the process.”

    From Malkus’s perspective, the inconsistencies in how each cut is documented, the many edits that have been made to the DOGE database and the lack of explanation for each cut isn’t a matter of “malice or dishonesty,” but rather “mistakes.”

    “I don’t think their savings are a clear estimation of what taxpayers are actually saving. But I don’t attribute it to a desire to falsely advertise transparency and not deliver on it. I just think they need to do a much better job in the execution,” he said.

    A ‘Disregard for the Law’

    Flores from New America conducted similar research and, like Malkus, found that the DOGE data doesn’t add up and exaggerates the savings. However, she had different views on the cause and effects of the agency’s aggressive, mistake-riddled approach.

    “It’s like taking a wrecking ball to important government services,” she said. “If you’re trying to be efficient, you should take into consideration how far along is a contract? How much have we spent on this? Are we getting anything for the investment we’ve made?”

    The Trump administration has broadly explained its cuts as a response to the “liberal ideology” of diversity, equity and inclusion and an effort to increase efficiency. But to Flores, they target anything but “waste, fraud and abuse.”

    “The reason why the Trump administration says it wants to eliminate the Department of Education is because you don’t see improvement in student performance,” she said. “But if you want to improve student performance, you need to understand what is happening on the ground with students and evidence-based research on how to help students improve.”

    And many of the studies affected by the contract cuts were nearly completed, she said. They were projects on which the agency had already spent hundreds of millions of dollars. So by cutting them now, the department loses the data and wastes taxpayer funds.

    It’s absolutely hypocrisy. It feels like we’re all being gaslit.”

    —Antoinette Flores

    “I’ve talked to some researchers who worked at one of the organizations that had their contracts cut, and they said all work has to stop,” she said. “No matter how close it was to being finished, it just has to stop.”

    Flores also noted that some of the studies terminated via contract cuts—particularly the National Postsecondary Student Aid Study—are congressionally mandated, so ending them is unconstitutional.

    “The people making these cuts don’t necessarily understand the math. They don’t necessarily understand the contracts or the purpose of them, and there’s a disregard for the law,” she said.

    Voight from IHEP agreed, describing projects like NPSAS as “core data sets that the field relies upon.”

    “Lawmakers often turn to these types of longitudinal and sample studies to answer questions that they have as they’re trying to build policies. And states turn to this type of information to help them benchmark how they’re faring against national numbers,” she said. “So these studies themselves are a really, really devastating loss.”

    Even some contracts that weren’t cut will suffer consequences, Voight noted. For example, though the Statewide Longitudinal Data Systems grant program has so far been shielded from outright termination, she said, it didn’t come away entirely unscathed. The data systems rely on key information from a program called Common Education Data Standards, which was slashed; without CEDS, the grant program won’t be nearly as effective.

    “The cuts have actually been misunderstanding the interrelationships between many of these different products,” Voight said.

    Over all, she believes the Department of Education, and specifically IES, are not the best places for efficiency cuts. The $807.6 million budget for the Institute of Education Sciences in fiscal year 2024 is just “a drop in the bucket” compared with the amount spent on other research and development groups, like the $4.1 billion given to the Defense Advanced Research Projects Agency the same year.

    “To think about how to build efficiencies is certainly not a bad question to ask. But IES is already such a lean operation, and the way that they are trying to build evidence is critical,” she said. “So we should really be focusing on investment in our education research infrastructure and taking a strategic approach to any changes that are going to be made.”

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  • Not all campus cuts last month were driven by Trump

    Not all campus cuts last month were driven by Trump

    February was a tumultuous month for higher education as President Donald Trump’s agenda began to take shape. His barrage of executive actions threatened federal funding and created uncertainty for colleges, prompting some to freeze hiring and others to pause graduate school admissions.

    Even wealthy institutions like the Massachusetts Institute of Technology and Stanford University enacted hiring freezes last month, while Northwestern University paused both hiring and compensation increases, in addition to other moves.

    Some institutions were more severely affected by the Trump cuts than others. Federally run tribal colleges like Haskell Indian Nations University and Southwestern Indian Polytechnic Institute lost multiple staff members as the Office of Personnel Management laid off many probationary employees.

    But the cuts below are not tied to Trump—at least not directly.

    The latest installment of Inside Higher Ed’s monthly roundup of personnel and program cuts at colleges finds those changes largely propelled by financial issues tied to the usual suspects: declining enrollment and rising operational costs.

    Catholic University of America

    Facing a $30 million structural deficit, the Washington, D.C.-based institution has eliminated 16 positions in the Center for Academic and Career Success and is transitioning to a faculty advising model.

    The position of vice president for student affairs was also cut, and CUA has launched a voluntary faculty separation program for full-time faculty with 10 or more years of service, according to an email from President Peter Kilpatrick that was obtained by Inside Higher Ed.

    A reorganization of CUA’s colleges is also planned.

    “While the specific form of these changes continues to evolve through consultation, the need for substantive reorganization and consolidation is certain,” Kilpatrick wrote in an email to campus.

    One former employee, speaking on condition of anonymity, questioned the rationale behind cuts to advising. They told Inside Higher Ed that faculty are already overworked and underpaid and expressed concern about advising responsibilities, which they believe were better left to the ousted advisers.

    CUA confirmed 16 job cuts within the Center for Academic and Career Success to Inside Higher Ed but did not address other personnel reductions.

    Western Washington University

    Officials at the public four-year institution in Bellingham have expanded a plan to lay off employees.

    Initially, the university planned to cut 55 jobs, but that has now grown to 74, Cascadia Daily reported. Three dozen of those 74 positions targeted for elimination are currently vacant.

    The cuts are in response to an $18 million budget deficit. WWU has thus far shaved off $13 million, but the remaining $5 million means that even more cuts could be on the horizon.

    “At this time, we are still working to identify reductions for the remaining $5 million gap. While we are making significant reductions now, our financial position will continue to evolve based on state funding and enrollment trends. More changes may be necessary, and we will provide updates as soon as decisions are made,” officials wrote on a frequently asked questions page.

    Columbia-Greene Community College

    Grappling with financial challenges, the college in Hudson, N.Y., laid off 17 employees late last month as part of a sustainability plan, The Daily Gazette reported.

    Additionally, 11 tenured faculty members accepted retirement incentives.

    A college spokesperson declined to provide specifics, calling the layoffs a human resources matter, but told the newspaper that affected positions include faculty, staff and administrators.

    Spring Hill College

    Six majors and nine faculty members are on the way out at the private, Catholic college in Alabama, which dropped academic programs and cut jobs as part of budget cuts, WKRG reported.

    The TV station reported that enrollment dropped by almost 25 percent in recent years, from 1,200 before the coronavirus pandemic to 920 currently, though numbers are trending up for this fall.

    The majors cut were biochemistry, chemistry, history, philosophy, secondary education and studio art. A studio art minor was also eliminated.

    Tuskegee University

    An unspecified number of employees have been laid off at Tuskegee University, WSFA reported.

    The private, historically Black university in Alabama declined to specify the number of layoffs, but the TV station reported that employees told them the job cuts arrived abruptly—giving them little time to clean out their desks—and affected personnel in the university’s veterinary program.

    “Tuskegee University is always exploring opportunities to provide a stellar academic experience for our students,” university officials said in a statement. “Staffing adjustments are part of that process. These adjustments did not include academic leadership and are minimal in number.”

    Our Lady of the Lake University

    Amid a “realignment” process, the private, Catholic institution in San Antonio plans to cut academic programs and faculty jobs, though specific details have not been released, Texas Public Radio reported.

    “As part of the realignment process, some academic programs will be discontinued and we will modify some academic programs,” university officials wrote on a frequently asked questions page about the coming changes. “We will also reduce some full-time and part-time faculty positions. Some programs have had dwindling interest from students, to the point where they are no longer viable as stand-alone degree plans. Others are trending in that direction.”

    The university cited the need to boost enrollment, following recent declines. Though not mentioned on the FAQ page, OLLU has also faced significant legal expenses in recent years due to a 2022 data breach that affected nearly 42,000 employees and resulted in a settlement.

    Franklin & Marshall College

    Cuts are coming this spring to the private liberal arts college in Pennsylvania, LancasterOnline reported.

    Franklin & Marshall president Barbara Altmann wrote in a message to employees that the move was “one piece of a strategic financial sustainability plan.” She added that the college has already made various efforts to trim expenses, including by eliminating vacant positions.

    Job cuts are expected in April, though an exact number has not been specified publicly.

    “Although the plan is not yet finalized, we are evaluating potential cuts to provide more stability for the entire community going forward. This plan will need to include a reduction in workforce, meaning the strategic elimination of some employee positions, rather than relying on attrition,” Altmann wrote in an email published by LancasterOnline.

    Southern Illinois University–Edwardsville

    Due to a budget deficit of more than $10 million, cuts are expected to both academic programs and jobs at Southern Illinois University–Edwardsville, The St. Louis-Post Dispatch reported.

    In an email to campus, Chancellor James Minor wrote that the university “is not in a financial crisis” but has “long-standing structural imbalances in our budget that must be addressed.”

    That plan will include possible changes to academic programs, early retirement incentives and the “consolidation, reduction or elimination of some positions,” according to Minor’s email. Early retirement incentives will be rolled out this spring.

    Minor did not specify a timeline for job and program cuts or a target number of reductions.

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  • OpenAI invests $50M in higher ed research

    OpenAI invests $50M in higher ed research

    OpenAI announced Tuesday that it’s investing $50 million to start up NextGenAI, a new research consortium of 15 institutions that will be “dedicated to using AI to accelerate research breakthroughs and transform education.”

    The consortium, which includes 13 universities, is designed to “catalyze progress at a rate faster than any one institution would alone,” the company said in a news release.

    “The field of AI wouldn’t be where it is today without decades of work in the academic community. Continued collaboration is essential to build AI that benefits everyone,” Brad Lightcap, chief operating officer of OpenAI, said in the news release. “NextGenAI will accelerate research progress and catalyze a new generation of institutions equipped to harness the transformative power of AI.”

    The company, which launched ChatGPT in late 2022, will give each of the consortium’s 15 institutions—including Boston Children’s Hospital and the Boston Public Library—millions in funding for research and access to computational resources as part of an effort “to support students, educators, and researchers advancing the frontiers of knowledge.” 

    Institutional initiatives supported by NextGenAI vary widely but will include projects focused on AI literacy, advancing medical research, expanding access to scholarly resources and enhancing teaching and learning. 

    The universities in the NextGenAI consortium are: 

    • California Institute of Technology
    • California State University system
    • Duke University
    • University of Georgia
    • Harvard University
    • Howard University
    • Massachusetts Institute of Technology
    • University of Michigan
    • University of Mississippi
    • Ohio State University
    • University of Oxford (U.K.)
    • Sciences Po (France)
    • Texas A&M University

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  • CSUDH announces alternate funding sources for Work-Study

    CSUDH announces alternate funding sources for Work-Study

    On Feb. 25, California State University, Dominguez Hills, communicated to campus employers that the university had utilized nearly all of its Federal Work-Study (FWS) funds for the current school year. The notice was amplified by this article, which incorrectly stated that the campus was terminating student employees.

    CSUDH is fully committed to ensuring our FWS students receive the amount they expected to be awarded. Administrators have identified alternate funding sources to compensate these students, including university scholarship and grant funds for those who qualify, as well as discretionary funding where needed.

    This will be a complex task, due to the different situations each student employee and department are in. For now, the university is asking that departments postpone any employment-related decisions for affected student workers until financial aid staff provide further details.

    Going forward, CSUDH is implementing new internal controls over FWS hiring and tracking to address anticipated high demand for FWS. We will also be hosting FWS trainings to support employers and timekeepers who will be hiring and managing FWS.

    CSUDH deeply appreciates the patience and collaboration of our campus community while we work to resolve this matter quickly and equitably for all impacted students.

    Sincerely,

    Lilly McKibbin
    Media Relations Specialist
    California State University, Dominguez Hills

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  • ensure college grads gain higher incomes

    ensure college grads gain higher incomes

    Seventeen years ago, the Lumina Foundation set out to try to raise the percentage of working-age U.S. adults with a college credential from 38 percent to 60 percent by 2025.

    It didn’t reach that goal, though it was only short a few percentage points; today, 55 percent of individuals between the ages of 25 and 64 have a college degree or short-term credential, an increase that Lumina CEO Jamie Merisotis called “one of the most significant but least recognized success stories of the past decade and a half.” 

    But times have changed since 2008, Lumina’s leaders said during a news briefing Monday, and in developing a new goal for the coming 15 years, they chose to focus not only on college attainment, but also on making sure that people’s college degrees help them find success and prosperity in their careers.

    That’s why the foundation’s new goal aims to increase the number of adults in the labor force who have a “credential of value”—meaning they have earned a college credential and now make an income at least 15 percent more than the national average for high school graduates—to 75 percent by 2040. That number lines up with various labor projections, such as a Georgetown University Center on Education and the Workforce report, released earlier this year, that anticipated that 72 percent of jobs will require postsecondary education or training by the year 2031.

    Lumina’s leaders decided to focus on earnings in large part because of Americans’ lack of confidence in the value of higher education. Polls by Gallup and Lumina have shown that a major reason people don’t think a degree is worth the high cost of attending college is because they don’t believe higher education sets people up well to be successful in the workforce.

    “Our view is that we’ve got to do more to transform higher education workforce systems in order to meet human talent needs, in order to expand economic prosperity for individuals and for families and for communities,” said Merisotis. “Today, we have to make sure higher education literally serves more people better.”

    Currently, only 44.1 percent of the U.S. labor force—which includes members of the military and those who are looking for work—has a college degree or certificate and earns at least 15 percent more than those with just a high school diploma, according to the foundation’s analysis of Census data. Those rates are significantly lower for Native American, Hispanic and Black people, and higher for white and Asian people.

    The foundation laid out four pillars it plans to prioritize to reach that 75 percent goal: continuing to expand access to college, promoting student success and retention, redesigning college and workforce readiness to better support today’s students, and ensuring the credentials students receive do, in fact, pay off.

    Wil Del Pilar, senior vice president at the education equity nonprofit EdTrust, lauded the foundation for turning its focus to college value—and for providing a definition of what a valuable credential actually is.

    “The return-on-investment piece is under serious scrutiny nationally,” he said. “Including a metric that measures outcome—that measures income as an outcome—pushes folks to think about the return on investment of higher education that I think is a much-needed data point”—though he noted that earning 15 percent more than high school graduates, who made an average of about $38,000 in 2023, seems like “a low bar.”

    (Courtney Brown, Lumina’s vice president of impact and planning, said at the media briefing that the 15 percent figure was determined in consultation with multiple labor economists.)

    Lumina’s quest to increase credentials of value will be a boon not only to graduates, but also to employers seeking to recruit talent they can trust will have the job skills to succeed in their role, according to Shawn VanDerziel, president and CEO of the National Association of Colleges and Employers. In an email to Inside Higher Ed, he called the project a “worthy goal” and a “win-win” for graduates and employers.

    “The education landscape is changing and how adults are consuming education is changing,” he wrote in an emailed statement to Inside Higher Ed. “With Lumina’s assistance, I hope we can expand the speed at which our educational institutions can evolve to meet the changing needs of employers and their focus on skills-based hiring.”

    Charles Ansell, vice president for research, policy and advocacy at Complete College America, noted that while he appreciated the foundation’s focus on the value of credentials, he was also happy Lumina hadn’t shifted its focus away from attainment entirely.

    “College attainment is still the best predictor of the higher wage outcomes,” he said. “If you have full-time-student graduation rates hovering in the 20s at best in the community college space … it’s hard to get economic mobility. It’s still extremely important to put that attainment goal itself first and not to lose sight of quantifying that college completion.”

    As for whether the 75 percent goal seems achievable? That’s irrelevant, Ansel argued, because it’s simply what needs to happen to keep the country’s economy and democracy healthy.

    “We should never lie to ourselves about what we need to do,” he said. “I don’t find it unrealistic—it’s what we need to do.”

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  • Higher ed botched response to anti-DEI guidance (opinion)

    Higher ed botched response to anti-DEI guidance (opinion)

    While much of the now-infamous Valentine’s Day Dear Colleague letter from the Department of Education’s Office for Civil Rights was vague and void of specific information, the following sentence was crystal clear:

    “The Department intends to take appropriate measures to assess compliance with the applicable statutes and regulations based on the understanding embodied in this letter beginning no later than 14 days from today’s date, including antidiscrimination requirements that are a condition of receiving federal funding.”

    Despite the letter’s clear language to the contrary, higher education leaders and the media (including the higher ed press) did the math and declared Feb. 28 “deadline day” for diversity, equity and inclusion programs in higher education. “Deadline day,” read one story. “The clock is running out,” claimed another. An Associated Press story ran with the lead “Schools and colleges across the U.S. face a Friday deadline to end diversity programs or risk having their federal money pulled.” What ensued was a self-made crisis characterized by spirited debates and ill-advised anticipatory compliance with the yet-to-be-announced changes to enforcement of Title VI of the federal Civil Rights Act of 1964.

    Seasoned veterans knew better. The most likely “next step” indicated by the department was presumed to be further communication from OCR about the “measures to assess compliance” that were promised in the letter.

    And that is exactly what happened. On March 1, the department issued a press release and FAQ document elaborating on the Dear Colleague letter. The FAQ elaborates on the new administration’s intention to use a novel and expansive interpretation of the 2023 Supreme Court decision in SFFA v. Harvard, an admissions case in which Chief Justice John Roberts opined that diversity-related goals within higher education can be “commendable” and “plainly worthy.” It answers questions about how the department will receive complaints. In short, the department did exactly what it stated it would do within the 14-day timeline. The so-called deadline was a chimera, an artifact of the confusion and fear created by the letter’s politically charged context and lack of specificity.

    While it leaves many key questions unanswered, the FAQ does favorably settle several unclear points raised by the Dear Colleague letter.

    Question 8 asks, “Are Diversity, Equity and Inclusion (DEI) programs unlawful under SFFA?” The answer is no. Only if those programs discriminate on the basis of race, color or national origin do they violate the law. The answer further clarifies what we have known all along: “Whether a policy or program violates Title VI does not depend on the use of specific terminology such as ‘diversity,’ ‘equity,’ or ‘inclusion.’” The department declares in unambiguous language that it cannot deem certain words “illegal,” nor are phrases such as “diversity,” “equity,” “inclusion” or “belonging” a violation of nondiscrimination obligations.

    Question 9 asks, “Does this mean that students, teachers, and school employees may not discuss topics related to race or DEI under Title VI?” Again, the answer is no. Only if those classroom discussions create “hostile environments through race-based policies and stereotypes” do they violate the law. The answer makes clear, “Nothing in Title VI, its implementing regulations, or the Dear Colleague Letter requires or authorizes a school to restrict any rights otherwise protected by the First Amendment.”

    The 14-day window between the Dear Colleague letter and the FAQ did not pass without some productive and inspirational advocacy. Notably, Paulette Granberry Russell and the National Association of Diversity Officers in Higher Education won a significant legal victory in federal district court, achieving a preliminary injunction blocking enforcement activities and the withdrawal of funding based on anti-DEI executive orders.

    The American Council on Education submitted a persuasive letter to OCR—signed by 71 national higher education organizations—requesting that the Dear Colleague letter be rescinded and that the department engage with the higher education community to ensure a clear understanding of the legal obligations of colleges and universities—a rare example of higher education speaking with one voice on this topic.

    The rest of the frenetic activity in this two-week time span was less productive. Despite many thoughtful suggestions to the contrary, some colleges and universities hastily undertook “audits” and website “scrubbing” of programming they thought might possibly be covered in the OCR’s forthcoming communications. A careful review of the FAQ document is likely to reveal that much of this was an unnecessary overreaction.

    From my perspective, the most harmful occurrence was an unproductive debate over institutional responses to the letter. Most of these took the shape of a false dichotomy between courage and cowardice. In my estimation, the institutions that stayed the course and waited for guidance from OCR were not courageous, but rather prudent. Conversely, the institutions that moved to action were not universally motivated by fear or cowardice, but rather by institution-specific realities of board governance, state and local politics, and individual risk assessments. At the end of the day, it was context and not courage or cowardice that motivated institutions.

    With a published methodology for compliance assessment now communicated, the department has answered a few of the lingering questions outlined on Valentine’s Day. Most notably, the FAQ provides a clear statement on how the Dear Colleague letter will be enforced.

    The answer to Question 14 clarifies that the department will use existing case-processing procedure—which includes due process for institutions and the possibility of a voluntary resolution agreement—and links to a newly revised Case Processing Manual. It is now the job of institutions that are committed to building “inclusive and diverse campus communities”—as the ACE letter penned by Ted Mitchell so eloquently states—to prepare a spirited defense of their programming by demonstrating that their efforts do not violate federal civil rights law.

    Steve Robinson is president of Lansing Community College.

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  • Findlay, Bluffton merger called off

    Findlay, Bluffton merger called off

    Almost a year after the University of Findlay and Bluffton University publicly shared plans to merge, the deal is off, both institutions announced last week, citing various challenges.

    The University of Findlay, the larger and financially stronger of the two private, religiously affiliated institutions in northwest Ohio, was the one to call off the merger. Its Board of Trustees voted last week not to move forward with the plan, according to a statement from the university.

    “Some higher education organizations may find mergers the best path forward,” University of Findlay president Katherine Fell said in the statement announcing the decision. “For us, due diligence in this case has demonstrated that partnering in key ways is a better solution.”

    A Sudden Change of Plans

    Sticking points on the deal were college athletics and, relatedly, financial aid.

    When the merger plan was initially announced, both institutions intended to combine operations but maintain certain elements of their identities. For example, Findlay would remain affiliated with the Churches of God, General Conference, and Bluffton would stay with Mennonite Church U.S. Athletics would also stay separate; Findlay planned to compete as the Oilers at the NCAA Division II level, while Bluffton would continue in the NCAA’s Division III under the Beavers moniker.

    But that proved difficult, according to Findlay’s statement, which noted that regulations require a separate process for financial aid distribution “and prohibit the sharing of resources and sports facilities, resulting in fewer synergies in those areas than originally anticipated.”

    The statement said that Findlay will continue to seek strategic partnerships. Asked for more information, Fell told Inside Higher Ed by email that “while Findlay is open to continuing these types of collaborations with Bluffton, we extend that potential for collaboration to other higher education institutions that are looking for creative ways to engage and serve students, employees, and stakeholders.”

    A Bluffton spokesperson said by email that the two universities “do not have any type of formal partnership in the works at this time.”

    In their own statement on the deal being called off, Bluffton officials noted that the due diligence process was beneficial in helping the university move forward, even though the merger did not come to fruition despite a year of work.

    “While the outcome of this vote was not within Bluffton University’s control, we remain confident, optimistic and steadfast in our commitment to the future of our institution,” Cheryl Hacker, chair of the Bluffton University Board of Trustees, said in a statement issued last week.

    Though she acknowledged feeling “a moment of disappointment” in the failed merger, Hacker added that Bluffton “continues to be financially stable, strategically independent, and well-prepared for the future.”

    The move to drop the merger was unexpected; a frequently asked questions page on Bluffton’s website said that the university was “shocked and disappointed by this change in direction.”

    The FAQ page also noted that “Bluffton University is not privy of [sic] the reasoning behind the decision.”

    As Bluffton moves forward in the aftermath of the aborted plan, it will do so without President Jane Wood: she resigned Wednesday, the same day Findlay’s board voted down the merger.

    Financial Imbalance

    On paper, Findlay is the stronger of the two institutions.

    Its endowment was valued at $67.8 million in the latest publicly available audit. Findlay has also stayed in the black, operating with positive revenues generated during its last 10 fiscal years.

    Bluffton’s endowment was valued at $29.3 million in the latest publicly available audit, down from $37.6 million in the previous fiscal year. It has operated at a loss in six of the last 10 fiscal years.

    In terms of enrollment, Findlay is much larger, reporting a head count of 5,057 students in fall 2023, compared to 678 for Bluffton, federal data shows.

    What’s Next?

    Despite the abrupt change of plans, Bluffton officials have sought to dispel speculation that closure is imminent, noting on the FAQ page that it has “a solid foundation, and is well-prepared for future growth and success.”

    Not long ago, both institutions seemed fully on board with the merger.

    In a FutureU podcast interview recorded in January and published last week, the presidents of both universities appeared committed to moving forward, but they noted various frustrations with the effort—particularly the glacial process, which both leaders said they wanted to speed up.

    “We believe in this merger,” Fell said at the time. She noted in the podcast that the two universities were “already setting up shared services, which are going to benefit us tremendously.”

    In her email to Inside Higher Ed, Fell wrote that the two universities “have collaborated to share guest speakers, cover sabbatical leave, offer additional course options for students, fill low-enrolled course sections, host events for our local communities and provide students with joint cross-cultural experiences.” At the same time, she noted, the two institutions have “explored cost sharing of administrative services but have not yet implemented those.”

    On the podcast, Fell expressed impatience with the change of control required for a merger, noting “frustrations embedded in the process,” which could take from 18 months to three years to complete, limiting what the two institutions could achieve before approval. She added the process “will certainly cost us a few hundred thousand [dollars]” but “we have had good fortune in having internal grants and funding sources” to aid with merger costs.

    “There is reason for frustration—not blame,” Fell said on the podcast.

    The proposed merger between Findlay and Bluffton isn’t the only partnership to fall apart in recent years—even in the state of Ohio.

    Last year Notre Dame College, a private Catholic institution, announced it was closing after the strategic partnership it sought with the much larger, public Cleveland State University never materialized.

    Elsewhere, in 2023, Trocaire College scuttled its planned acquisition of nearby Medaille University, in Buffalo, N.Y., leading Medaille to announce its closure the very next week.

    Some colleges have managed to survive independently after reversing course, including the Portland, Ore.-based National University of Natural Medicine and Seattle’s Bastyr University, which called off merger plans in late 2023.

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  • AGB leader resigns abruptly after six months

    AGB leader resigns abruptly after six months

    Less than a year into the job, Framroze Virjee is out as president and CEO of the Association of Governing Boards of Universities and Colleges.

    Virjee retired, a decision that was effective Saturday, according to an email from Ross Mugler, chair of AGB’s Board of Directors, who has been tapped as acting president and CEO.

    “Fram shared that after working diligently to further the organization’s mission, he determined that the president/CEO role at AGB did not align operationally with his personal and professional goals, and he decided to step down from the organization. The AGB Board of Directors accepted his resignation and offered its appreciation for his accomplishments during his tenure,” Mugler wrote in a Monday email.

    In a message to AGB staff, Virjee wrote, “This was a difficult decision and not one that I made casually, but instead only after careful consideration and thought. As I leave AGB, I remain committed to its mission of supporting excellence in board governance and leadership and remain dedicated to the value of higher education in the lives of students, our communities, and our nation.”

    Virjee, president emeritus of California State University, Fullerton, formally started in mid-August after his predecessor, former AGB president and CEO Henry Stoever, resigned amid plagiarism allegations in late 2023.

    AGB did not respond to a request for comment from Inside Higher Ed on Monday about Virjee’s sudden exit, but the organization’s website has been updated to reflect the leadership change.

    “As a result of this announcement, I have agreed to serve as acting president and CEO while the AGB Board of Directors finalizes details regarding new leadership,” Mugler wrote Monday.

    Mugler recently retired as commissioner of the revenue for Hampton, Va., a post he held for more than three decades. Mugler has been on AGB’s board since 2018 and was appointed five times to Old Dominion University’s Board of Visitors.

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  • Shaping the future before it shapes us

    Shaping the future before it shapes us

    I’ve worked closely with colleagues in Silicon Valley throughout my career. Through these interaction, there are always new ideas, and the level of confidence in predictions typically starts strong and only gets stronger. This time felt different. Last week during a visit to Silicon Valley, I repeatedly heard the following as a preface to a prediction, and I can’t say I’ve ever heard it before when engaging with my most techno-optimistic colleagues: “I could be wrong, but …”

    A few innocent words, but a rhetorical hedge that suggests even the most confident among us understand that the AI era is pretty, pretty complicated.

    I was there to attend the Annual AI+Education Summit 2025, hosted by Stanford’s Institute for Human-Centered Artificial Intelligence (HAI) and the Stanford Accelerator for Learning. The theme—Human-Centered AI for a Thriving Learning Ecosystem—framed discussions that were both urgent and inspiring. AI is not just on the horizon; it is actively reshaping the educational landscape. Our responsibility is to ensure this transformation augments human potential rather than diminishes it.

    The summit brought together leading researchers, educators and policymakers to explore AI’s role in personalizing learning, empowering educators and bridging educational divides. The pace of change is staggering—today, half of students use AI tools at least weekly, both inside and outside the classroom. Institutions must act now to shape AI’s role in education intentionally rather than reactively.

    The Power of Collective Action in Higher Education

    One of the key messages from the summit was that no single institution, company, innovator or researcher can tackle this challenge alone. A coordinated effort across higher education is essential to ensure AI serves students, faculty and society in equitable and effective ways.

    At the University of Michigan, we have seen firsthand how faculty innovators are experimenting with generative AI to enhance teaching and learning. Our most recent call for proposals at the Center for Academic Innovation resulted in a diverse set of AI-enhanced teaching and learning projects designed to explore AI’s potential across disciplines, from medical education to humanities. These projects demonstrate not only how AI can enrich classroom experiences but also how it can deepen engagement, personalize learning and extend human creativity. We are helping faculty translate emerging technologies into meaningful applications, creating impactful learning experiences on campus and beyond.

    Organizations like U-M’s Center for Academic Innovation and Stanford’s HAI and the Stanford Accelerator for Learning play a critical role in leading this work—through experimentation, research and convening communities of practice. Without spaces to explore AI’s potential responsibly, without research to test its effectiveness and without convenings to align efforts, the future of AI in education would be left to chance rather than deliberate innovation.

    Michigan’s work is part of a broader movement. Across higher education, institutions are launching AI-driven initiatives to explore the role of AI in teaching, learning and research. One example is the California State University system, which recently announced a partnership with OpenAI to explore AI’s potential across its 23 campuses. This initiative, like many others, underscores the need for systemwide efforts to develop responsible and scalable AI solutions.

    These efforts—faculty-led experiments at Michigan, large-scale system initiatives like CSU’s, and global convenings like Stanford’s AI+Education Summit—demonstrate the range of approaches to AI in education. Stanford’s summit, in particular, highlighted outstanding faculty-led experiments exploring AI’s role in augmenting learning, fostering creativity and addressing challenges in equitable access to technology. These initiatives reinforce the importance of institutional collaboration in shaping the future of AI in education. But the big question remains: How do we shape AI’s role in education to serve our preferred future rather than react to an imposed one?

    5 Key Takeaways From the AI+Education Summit

    1. AI is transforming education, but its role must be purposeful.

    AI is already reshaping how students learn and how educators teach. We must ensure AI serves as a tool for augmentation rather than automation. How do we steer away from optimizing automation and toward optimizing AI’s ability to augment human creativity, problem-solving and collaboration?

    1. Faculty innovation is leading the way—with institutional support.

    Some of the most compelling AI applications in education are emerging from faculty-led experimentation. Universities must create conditions for responsible innovation by investing in faculty training, providing resources for experimentation and developing ethical frameworks that support AI integration while prioritizing student learning. We need to understand what’s working for whom and be ready to quickly invest further in the most impactful efforts.

    1. AI ethics and governance must be at the forefront.

    AI’s potential to amplify biases and exacerbate inequities is well documented. Institutions must focus on governance, transparency and bias mitigation to ensure AI benefits all learners. Without clear institutional leadership, regulation will fill the void. Can we build governance frameworks that protect learners and help them to flourish while also fostering innovation and global competitiveness and security?

    1. AI literacy is urgent—but we lack consensus on what it means.

    There is universal agreement that students, educators and institutions need to accelerate AI literacy. However, what constitutes AI literacy remains unclear. Should AI literacy be about technical proficiency? Ethical responsibility? Practical applications? Probably all of the above—but the right balance is elusive. I could be wrong, but if we don’t actively shape this now, we may find that AI literacy is defined for us in ways that don’t align with our values. Definitions vary, but there is broad consensus that we need highly accessible and scalable opportunities for anyone to acquire AI literacy—and soon.

    1. We need a shared vision for AI in education.

    The AI+Education Summit made it clear that AI’s impact should be shaped by the collective choices of educators, institutions and policymakers. Without a shared vision, the future will be dictated by market forces alone. Speakers at the conference described the future they want to see: one that designs for the widest range of learners to support human flourishing, strengthens the essential relationship between teachers and students, and works for everyone—practically, equitably and responsibly.

    Institutions have taken very different approaches to AI—some choosing to ban it, restricting its use until clearer guidelines emerge, while others have opted to embrace it, fostering a culture of experimentation and innovation. Others have decided to take a wait-and-see approach, uncertain about how AI will ultimately shape higher education. Perhaps all of these strategies have their merits. Or maybe in a few years we’ll look back and realize the most effective approach was something we haven’t even considered yet. I could be wrong—but that’s precisely why we need a wide range of perspectives shaping this conversation now.

    Questions for Our Growing AI-in-Education Community

    As institutions embrace AI, we should ask ourselves:

    • How can we ensure AI enhances equity and access rather than reinforcing existing disparities?
    • How do we ensure AI supports human creativity and critical thinking rather than replacing them?
    • How do we balance experimentation with the need for institutional policies that safeguard students and educators?
    • What models of collaboration—between institutions, industry and policymakers—can accelerate responsible AI adoption in higher education?
    • How can institutions maintain trust with learners and faculty as AI adoption accelerates?
    • What does a thriving, AI-enhanced learning ecosystem look like in five years? How do we get there?

    The AI+Education Summit reinforced that we are not passive observers of AI’s impact on education—we are active participants in shaping its trajectory. The work happening at Stanford, Michigan, CSU and across the broader higher ed community signals a growing recognition that AI is not just another technology to integrate but a transformational force that demands intentionality, collaboration and vision.

    Yet, it would be a collective failure if we simply make it easy for students to offload critical thinking. AI must not become a shortcut that undermines the cognitive skills we seek to develop in our learners and citizens.

    Now is the time for institutions and individuals to come together, share knowledge and create our preferred future for AI in education. We don’t have all the answers, and some of today’s best ideas may prove incomplete or even misguided. It feels like there is little time for passive observation. AI’s role in education will be defined—either by us or for us. Let’s build the future we prefer—because if we don’t, well … I could be wrong, but I doubt we’ll like the alternative.

    James DeVaney is special adviser to the president, associate vice provost for academic innovation and the founding executive director of the Center for Academic Innovation at the University of Michigan.

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