>>The Employee Relations Committee (ERC) has submitted the following summary
>>report of an ERC Retreat  held the afternoon of January 29, 1999.  The
>committee
>>wishes to express its appreciation to Dr. Bill Stacy for his sponsorship of
>>this retreat. Please direct any questions or comments  to Teresa Adcox
>>([log in to unmask]) or Dan Webb ([log in to unmask]).  The report follows:
>>
>>
>>THE UNIVERSITY OF TENNESSEE AT CHATTANOOGA
>>Employee Relations Committee Retreat 
>>January 29, 1999
>>
>>
>>Twenty-eight representatives and alternates of the UTC Employee Relations
>>Committee participated in a retreat the afternoon of Friday, January 29,
>>1999, at the 535 Chestnut Street Building.  ERC representatives/alternates
>>participating were Phyllis Adams, Teresa Adcox, Elizabeth Bailey, Sherry
>>Bonnington, Twyler Boykin, Sue Carroll, Sharron Clemmer, Linda Gehron,
>>Nancy Geren, Anthony Hollis, Nilene Hopkins, Pat Jackson, Sandra Jones,
>>Michaele Kennedy, Yvonne Kilpatrick, David King, Paula Klintworth, Beverly
>>McGowan, Nancy Neal, Judy Short, Cynthia Stanley, Ita Thompson, Barbara
>>Verhine,  Redeitha Weiss, Terry Zimmer. Dan Webb served as retreat
>>facilitator.
>>
>>Dr. Stacy addressed the ERC regarding five principal institutional
>>objectives for UTC,  summarized as follows: 
>>
>>1. To claim the assets of technology
>>2. To recruit, retain, and celebrate the diversity of  faculty, staff, and
>>students
>>3. To develop collaborative relationships and partnerships among entities
>>within the University community, as well as between the University and
>>individuals and organizations outside of our walls
>>4. To demonstrate accountability through data-driven planning and decision
>>making
>>5. To enhance the physical environment of the University
>>
>>Dr. Stacy challenged the ERC to contribute to the advancement of those
>>principal institutional goals. Following some discussion of the overall
>>purpose of the ERC and a "brainstorming" exercise to suggest goals which
>>might appropriately be pursued by the ERC consistent with its
>>communication/advisory role, the ERC concluded it should focus its
>>attention on promoting the five institutional objectives elaborated by the
>>Chancellor.
>>
>>
>>The following summarizes some of the suggestions proposed for promotion of
>>each of the five principal objectives:
>>
>>I. Claim Assets of Technology:
>>
>>A. Upgrade obsolete and inadequate equipment.
>>B. Increase technical support staff.  (Some anxiety was expressed regarding
>>our ability to keep up with technological change, particularly with the
>>advent of Banner 2000 and other new systems. Current computer support
>>staff, though competent, is inadequate to meet the growing technical needs
>>of faculty, staff, and students.)
>>C. Provide not only for high tech equipment, but also basic tools and
>>supplies to enable employees to do their work. [Vehicles (trucks, carts,
>>etc.), adequate brooms, mops, cleaning supplies, as well as computers, fax
>>machines, and copiers.]
>>D. Conduct comprehensive employee survey regarding specific equipment needs.
>>
>>II. Retain, recruit, and celebrate the diversity of our faculty, staff, and
>>students.
>>
>>A. Staff recruitment/retention
>>1. Inadequate salaries must be addressed. (This issue was raised by all
>>groups, representing an issue of considerable concern with respect to UTC's
>>ability to recruit, retain, and motivate faculty and staff. Sensitivity to
>>this issue among non-exempt staff is particularly acute in view of recent
>>equity adjustments for faculty and exempt staff. Salary considerations
>>should include consideration of such issues as wage compression, work load,
>>longevity, experience, and pay equity within the area.)
>>2. Training should provide employees with the tools to excel and advance in
>>their work.
>>3. Mutual respect must be promoted and modeled among all in our community,
>>particularly those in supervisory roles.
>>4. Work environment/culture should be enhanced to promote a high level of
>>commitment among staff.
>>5. Staff mentoring program (provide for mentoring of new employees by more
>>experienced)
>>6. Promote sense of ownership in work.  
>>7. Find effective ways to recognize and celebrate employee achievement
>>(monetary and non-monetary).
>>
>>B. Student Retention
>>1. Develop student resource fact sheet as a tool not only for students but
>>to be introduced to all staff as part of their initial orientation to
>>enable them to better direct students to appropriate sources of assistance. 
>>2. Promote a "grass roots" campaign to encourage all employees to exercise
>>particular hospitality to all students ("speak and smile" campaign).
>>3. Publicize the student mentoring program to engage more employees in the
>>support of freshmen students.
>>
>>III. Develop partnerships internal as well as external to campus community,
>>to improve communications on campus.
>>
>>A. Develop ERC web page 
>>B. Encourage regular and participatory staff meetings in all departments.
>>C. Encourage interdepartmental meetings to enhance cooperation and mutual
>>understanding and to reduce isolation.
>>D. Broader assignment of ERC representative to various administrative
>>committees (e.g., Parking, Facilities Use, etc.)
>>E. Managers over specific areas attend ERC meeting to more directly address
>>issues of concern.
>>F. Develop and regularly publish ERC newsletter
>>G. Encourage volunteerism among all employees.
>>H. Employ ERC more extensively as sounding-board for proposed policy
>>changes and to explain rationale (example, mail codes)
>>
>>
>>IV. Accountability through data-driven planning and decision making
>>
>>A. Develop and implement survey to identify concerns and needs of staff
>>B. Employ relevant and appropriate job market data to compare salaries to
>>those for similar positions at other local and regional organizations
>>C. Greater accountability for supervisors to manage employees effectively
>>and humanely.
>>D. Performance Reviews should include opportunities for employees to
>>evaluate supervisors 
>>
>>
>>V. Enhance physical facilities
>>
>>A. Survey of facilities with concentration on aesthetic enhancements. (This
>>might be done by ERC rep/alt surveying physical facilities of specific
>>areas, reporting back to ERC or subcommittee of ERC and creating master
>>list of opportunities for improvement to be submitted to FP&M.
>>B. Provide custodial and maintenance personnel with adequate equipment,
>>training, and staffing to get job done
>>C. Develop sense of ownership among custodians in building by special
>>recognition (plaque in building to identify assigned custodians)
>>D. Evaluate what is included in routine cleaning to insure departments are
>>adequately served
>>E. FP&M provide schedule of special cleaning
>>F. Improve building signage.
>>· Every entrance door should have a building directory.
>>· Directory kiosks (possibly financed with ads?)
>>· Better directions  from McCallie Ave. to campus
>>G.    Increase funding for replacement of antiquated furniture and equipment.
>>
>>
>>In addition, various suggestions were proposed regarding ways the ERC might
>>enhance its effectiveness:
>>
>>· Improve meeting attendance
>>· Letter of approval from Chancellor to ERC representative/alternate  and
>>employee's supervisor endorsing ERC participation and requesting signatures
>>of ERC representative/alternate and supervisor indicating commitment to
>>support ERC activities.
>>· Enhance positive reputation of ERC (promote visibility)
>>· Publicize contributions of ERC
>>· Limit meeting time
>>· Invite key people to meeting with advance notice
>>· Ease of access (Central location)
>>· Information form for representatives (Web?)
>>· Form subcommittees to address specific issues, plan and implement projects
>>· ERC T-shirt at Faculty/Staff Picnic
>>· ERC Day to promote campus awareness
>>· ERC "open house", open to campus once a year
>>
>>
>>As follow-up to the retreat, it was determined that Elizabeth Bailey and
>>Dan Webb would summarize recommendations and issues of concern discussed
>>for review by the ERC at its February meeting. The ERC would, at that time,
>>prioritize issues and form  subcommittees for further study or to pursue
>>specific objectives as appropriate.  
>>
>>At the February 18 meeting of the ERC, it was recommended that five ERC
>>subcommittees be formed. Representatives and alternates were requested to
>>indicate their interest in the five following proposed subcommittees:
>>
>>1.  Compensation (salary): study the current salary structure for
>>non-exempt employees, review available salary survey data, and communicate
>>concerns and recommendations regarding compensation to the Chancellor's
>>Executive Council. 
>>2.  Equipment Needs: develop and conduct a comprehensive survey of employee
>>equipment needs and present recommendations based upon the derived data.
>>3.  Communication: explore ways to improve communication on campus.
>>4.  Employee Social Events (Picnic): Plan and organize employee social
>>events (primarily annual Employee Picnic) to promote a positive work
>>environment.
>>5.  ERC Effectiveness: explore ways to enhance the effectiveness of the
>>ERC, consistent with its communication and advisory function as defined by
>>UT Policy.]
>>

Suzie Weber
Personnel Services, Dept 3603
University of Tennessee at Chattanooga
615 McCallie Avenue
Chattanooga, TN 37403-2598
Phone: (423) 755-4729
Fax: (423) 755-4574
E-mail: [log in to unmask]