2012 - 2013 Action Plan

UMBC Professional Staff Senate

2012-2013 Action Plan 

1. Enhance communication with professional staff

• Continue communication with staff through our listserve and myUMBC group page
• Explore dissemination of PSS newsletter
• Invite professional staff members to attend PSS meetings to increase exposure and encourage engagement with shared governance
• Promote PSS at our sponsored events to increase visibility
• Encourage better two-way communication by broadly and quickly sharing information with staff as well as bringing their concerns to the senate
• Continue to work with campus leaders to strengthen communication with professional staff

 2. Direct attention to professional development, job satisfaction, and the working environment for professional staff

• Continue to advocate flexible schedule and telecommuting policies and opportunities
• Promote a campus culture that encourages and supports existing training and development opportunities for professional staff
• Advocate for management and leadership training for senior administrators and supervisors
• Examine first year of PSS mentoring program and explore ways to expand the program and partner with other departments on campus
• Work with campus leaders to address the issue of an increased workload
• Ensure our Personnel Review Committee meets regularly with Human Resources regarding ideas and concerns (online timesheets, staff knowledge of their exempt/non-exempt status, etc)

 3. Support University efforts to create a healthier campus community

• Identify and develop complementary avenues to support the HR Wellness Initiative
• Promote and educate staff about healthy lifestyles, including choices that may not be obvious,  via PSS events and other campus events/initiatives
• Assist in the dissemination and implementation of forthcoming non-smoking policy

4. Continue to advocate for merit and COLA increases and address disparities in compensation packages

• Work with campus and CUSS leaders to advocate for merit and COLA increases and how they will be distributed
• Maintain communication with administration related to salary inequity, compensation and promotion

 5. Assess results from the Spring 2012 questionnaire and determine how results are utilized

 

• Attached Document for 2012 - 2013 Action Plan