Thank you, Employee Relations Committee, for an excellent example of
planning with rather specific implementation suggestions.   Your
recommendations will certainly be considered in the university budget
considerations and the unit planning strategies for l999-2000.  I
appreciate what you mean to UTC.

Bill Stacy



At 02:27 PM 3/17/99 -0500, Suzie Weber wrote:
>>>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]
>
>