Report_of_the_HR_Working_Group_09122011
September 21, 2011
Dear Campus Community:
Between February 9, 2011 and March 15, 2011, the University received three anonymous letters questioning a variety of personnel related matters in Facilities Management. The letters made specific allegations about particular managers, supervisors and events in separate departments. They raised common themes of alleged unfair treatment, disrespect, and inequity in the application of employment rules and processes. There were also concerns about how employee complaints in the Division were managed and how grievances in the Department of Residential Facilities were administered. Additional feedback was received from a variety of sources, including the Black Faculty and Staff Association’s forums and “Workers Rights Report,” and a letter describing nonexempt employee concerns prepared by the Staff Affairs Committee of the University Senate.
A Human Resources Working Group was commissioned by Provost Ann Wylie to conduct a confidential and thorough review of these matters. The HR Working Group completed its report and made nine recommendations on September 12, 2011. Dr. Wylie accepted the report and shared it with President Wallace D. Loh and the Vice Presidents. President Loh met with the Vice Presidents and sought their judgment on the recommendations. You may find the full report at http://www.uhr.umd.edu .
The President and Vice Presidents unanimously agree that it is essential to have a safe and respectful work and learning environment for all faculty, staff, and students. They also agree that implementation of the recommendations in the report will be important steps in addressing this priority. There follows a summary of each of the nine recommendations and the action to be taken by the University.
Recommendation 1. It is recommended that systemic training be provided to supervisors and managers in communication and interaction with staff.
ACTION: Accept the recommendation of systemic training of supervisors and managers. Begin with piloting the “Pillars” program, a comprehensive supervisory training program, as mandatory for all nonexempt and exempt staff supervisors and managers in Facilities Management and Residential Facilities. Evaluate success of “Pillars,” and revise if necessary, before phasing in training across the campus.
Recommendation 2. It is recommended that work-related English as a Second Language (ESL) Program be expanded.
ACTION: Accept the recommendation to expand the work-related ESL program. University Human Resources (UHR) should dedicate resources to expand the program for campus staff and identify barriers that need to be eliminated in order to expand utilization.
Recommendation 3. It is recommended that a facilitator be hired for non-English speakers in Facilities Management.
ACTION: Accept the recommendation to identify a facilitator in FM and expand it to include identifying a facilitator for non-English speakers in Residential Facilities (RF) as well. Because staff speak a diversity of languages, these facilitators are not to be seen as translators. They will facilitate access to necessary support for non-English speakers.
Recommendation 4. It is recommended that access to promotional opportunities for Facilities Management staff be enhanced. ACTION: Accept the recommendation with the caveat that this will not be a required PRD performance objective. The Vice President for Administrative Affairs should consider whether or not to make it a requirement.
Recommendation 5. It is recommended that the Facilities Management Fair Treatment Guidelines be modified or eliminated. ACTION: Accepted. The University will negotiate this, as required, through collective bargaining.
Recommendation 6. It is recommended that there be a training course to build computer skills for employees who do not use computers in their daily work.
ACTION: Accepted. Refer to UHR to study, in concert with FM and RF, how such a course should be implemented. Computer literacy is an important basic skill and does affect the way in which staff are able to access the breadth of information and opportunity available at the University.
Recommendation 7. It is recommended that different persons represent the Department of Residential Facilities in some grievance hearings to eliminate any appearance of conflict of interest. ACTION: Accepted.
Recommendation 8. It is recommended that a Labor-Management Problem Solving Committee, established under collective bargaining, be used more effectively to resolve broad labor issues. ACTION: Accepted.
Recommendation 9. It is recommended that the Facilities Management Division’s internal personnel office be restructured. ACTION: Accept the recommendation to restructure FM HR. Refer to Rob Specter, new Vice President for Administrative Affairs, to review the current structure and determine what changes are necessary to achieve success and create positive culture change.
The President and Vice Presidents also unanimously agree that maintaining a working and learning environment where students, staff and faculty are free from intimidation, fear, coercion and reprisal is critical to the vitality of the institution. Sexual harassment and sexual assault threaten these legitimate expectations of the Campus community.
Sexual harassment can and must be reported to either the Campus Compliance Officer (x52839) or the President’s Legal Office (x54945). Sexual assault can also be reported to the University Police (x53555).
Complaints will be fully investigated. Appropriate disciplinary action has been taken in the past, and will continue to be taken in the future, in cases where the allegations have been reported and substantiated. Retaliation against those who bring issues forward will not be tolerated.
In accepting the recommendations of the HR Working Group, we are confident that the University is taking significant steps towards assuring a more positive workplace.
Most sincerely,
Ann G. Wylie
Senior Vice President and Provost
Robert M. Specter
Vice President for Administrative Affairs and Chief Financial Officer
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This note was authorized for distribution to
University of Maryland Staff by: Office of the Provost
