sponsored jointly by the Madison Academic Staff Association (MASA) and the Academic Staff Executive Committee (ASEC)
Town Meeting Notes
April 30, 2002 | May 1, 2002
April 30, 2002
4:00 pm
Red Gym
NOTE: Feminine pronouns are used throughout these notes for simplicity.
Between 30-40 attendees
Attendees introduced themselves. Jane Bannerman introduced the moderator, Rosa Garner, Ombuds for the Medical School, and the note taker, Heather Daniels, Madison Academic Staff Association secretary.
Promotional announcements for ASPRO, MASA and UFAS were made.
One attendee asked what ASPRO was. It was explained that it is the lobbying organization for academic staff similar to PROFS except that it is a system-wide organization.
The question was asked how can academic staff become full players in the department?
One attendee commented that academic staff weren't taken seriously or were being marginalized. Academic staff often didn't receive the respect they deserved.
It was pointed out that there are different categories of employees and this created a caste system.
One attendee related a story about being told by a faculty member not to talk to a class because "you might confuse them about your position."
The lack of domestic partner benefits was mentioned as a problem. It was commented that this issue has been out there, but it is a state problem, not an issue the campus can solve by itself.
It was pointed out that emeritus status is very common for faculty and much less common for academic staff. This is an area that could be worked on.
It was mentioned that all schools and colleges could be asked to recognize faculty, academic staff and classified staff with excellence awards.
It was suggested that the issue of climate should be discussed in many different settings. What needs to be changed and how to change it are the things that need to be discussed.
Someone asked what are the problems in academic departments compared to other units. What are the barriers? What makes you uncomfortable?
One attendee gave an example of a laboratory manager yelling at an administrator due to layoff notices that were going out to her employees. When the chair was approached about the problems this behavior causes, she simply responded that the P.I. has always acted this way on occasion.
Someone brought up the idea that this sounded like the case of a workplace bully.
One person mentioned that UW-Madison doesn't do a good job of teaching people how to manage things daily. There is not good supervision. Instead, people wait until the problems are insurmountable and then ask the person to leave.
One attendee mentioned that this was also a horizontal problem as well as vertical. We should think about how we communicate/interact with each other. Lead by example.
Someone talked about a problem employee who made little jokes that were put downs. Instead of dealing with this employee, the supervisor ignored the situation and the employee eventually transferred. This was not a good way to handle this situation. It is your responsibility to communicate with a person who is being disrespectful when you see the situation happening.
One person mentioned that civility isn't enough by itself. We must be broader and become civil through the understanding of diversity.
One person thought that the university should have some core values that address climate and civility. UW-Madison has missed opportunities in the past to develop such values.
One person talked about a new campus committee called the Campus Climate Networking Group that was set up by the Provost. One subgroup of this committee will be working on a statement this summer. She encouraged people and organizations to take a stand or endorse such a statement. In response, a person mentioned that this information including such a statement needs to filter down to the departments.
Someone thought that departments with lots of academic staff should take the lead in developing visible standards for academic staff involvement at the departmental level.
An attendee suggested that there should be meetings of faculty, academic staff and classified employees to discuss climate. In response, one person mentioned that the L&S dean has held listening sessions on climate.
Someone suggested that climate be included as part of the annual report of each school and college. This would make it part of a school or college's accountability.
One person talked about institutional vs. departmental support. She felt that institutional support was lacking in terms of partner benefits, caste system, and lower pay for those in direct contact with students.
One attendee talked about looking for something stronger from the administration besides setting up a committee. This person was greatly concerned about poor administrators. It seemed as if they were difficult to get rid of. Sometimes an entire staff would have to quit before the problem was noticed.
One person mentioned that accountability must come from the top down. Motivation to address things often comes from the bottom.
compiled by Heather Daniels
May 1, 2002
Town Meeting Notes
May 1, 2002
12:00 pm
Union South
NOTE: Feminine pronouns are used throughout these notes for simplicity.
Between 20-25 attendees
Attendees introduced themselves. Jane Bannerman introduced the moderator, Rosa Garner, Ombuds for the Medical School, and the note taker, Heather Daniels, Madison Academic Staff Association secretary.
Promotional announcements for ASPRO and MASA were made.
One attendee asked what ASPRO was. It was explained that it is the lobbying organization for academic staff similar to Professional Representation Organization of the Faculty Senate except that it is a system-wide organization.
Someone asked what is going on with climate? What are the issues?
One attendee commented that her unit was a web or network-like structure, with much less of a hierarchy. This kind of structure creates its own problems. Who is in charge? Who makes final decisions etc.?
One person mentioned that it was important that everyone respect co-workers.
Someone mentioned that even if a hierarchy exists, it doesn't matter if everyone is perceived as equal.
One person commented that there were lots of subcultures on this campus and that is a challenge.
It was mentioned that one big difference between academic staff and faculty and classified staff was job security. In the event of a financial crisis where layoffs are necessary, academic staff will be the hardest hit because they have very little job security.
Hierarchies have the benefits of clear-cut responsibilities and decision making.
One attendee said that academic staff can actually benefit from the lack of job security, because it can make them more employable because of flexibility.
It is important that a decision making process is in place in units.
One person didn't like to admit her title/category because of the perceptions associated with it. She felt apprehension from the people she introduced herself to. This person felt that everyone should be proud of what we do and that we are all working for the same goal.
One person felt that the class system was needed for accountability.
Another person related a story about a monthly gathering to welcome and say goodbye to employees in the unit. This event has also become a way to congratulate people for accomplishments. Because not everyone has the same opportunity to be rewarded, this made some employees feel uncomfortable.
We must increase civility through ourselves.
One attendee asked how to advocate for academic staff as an individual. She felt that there were moments to mention it to her faculty colleagues in an emergency type situation.
Someone shared an observation of her experience in an academic department versus working for extension. In the academic department there is a lack of interest in understanding about other people's jobs and what they do. However, there is an expectation that everyone understand faculty.
Someone talked about a problem employee who made little jokes that were put downs. Instead of dealing with this employee, the supervisor ignored the situation and the employee eventually transferred. This was not a good way to handle this situation. It is your responsibility to communicate with a person who is being disrespectful when you see the situation happening.
Another person related a story about an employee who looked up to some people he worked for. These people would consistently put down the place that they were working for in front of this particular employee. In turn, the employee's attitude at work soured. By using the Employee Assistance Office, she learned that she could say she doesn't want to listen to that.
Nay sayers often poison the workplace.
It is important to say "I appreciate what you have done."
One person observed that UW resembles an aristocracy or feudal society. Academic and classified staff do things that faculty don't want to do.
It is important for you to identify yourself as a professional to faculty. Don't accept being treated like a serf.
When telling someone that you don't like something they have done, say "I have this response to what you've done." Don't point out that it is wrong or try to figure out why they said it. This tends to make people defensive.
An audience member asked what the point of this town meeting is? MASA and ASEC reps will take the information with them, but what initiatives can they take?
Someone felt that there was little awareness of campus-wide issues in individual units.
Another person mentioned that DoIT had conducted a survey on climate.
One person said that we should lead by example.
An audience member asked what are the issues surrounding climate? Should strategy workshops be held like how not to act like a serf?
Another member mentioned that there are climate issues with budget cuts, especially because academic staff members do not have the same job security as faculty and classified staff.
Another person pointed out that some people feel isolated and don't even know about other academic staff in their unit. It is important to reach out to these other people.
One person asked if there was an orientation or welcome for new academic staff employees. There is an orientation/welcome session twice a year.
One person mentioned that there were Committees on Academic Staff Issues in every unit and you should seek out the members of your committee.
compiled by Heather Daniels, MASA Secretary