Division/Unit Acronyms
- AA = Division of Academic Affairs
- A&F = Division of Administration & Finance
- AUC = Division of Advancement & University Communications
- EM = Division of Enrollment Management
- OEDI = Office of Equity, Diversity, and Inclusion
- President = Office of the President
- REOC = Rochester Educational Opportunity Center
- SA = Division of Student Affairs
Feedback from All Groups
| Recommendations | Cabinet’s Response |
|---|---|
| Offer regular campus climate forums to continue to provide a space for feedback to be shared and acted upon. | OEDI will offer ongoing campus climate forums moving forward. |
| Recommend that each school/division/department evaluate their recognition programs and identify opportunities to bolster efforts to recognize faculty, staff, and students. | We will ask each school/division/department to evaluate their recognition programs and look for additional ways to acknowledge people outside of what is already being done This will be part of the EDI Strategic Plan |
| Utilize campuswide recognition committee(s) to compile opportunities for recognition into one central spot on the website. Enhance opportunities to recognize EDI-related contributions. Regularly promote opportunities to recognize one another. Recognize months that celebrate professions and cultures. | The campus-wide recognition efforts will be tasked to Employee Success Center, and the EDI Strategic Plan will reinvigorate the EDI awards. |
| A written overview or webpage that highlights a divisional overview of “who does what” at the university. There seems to be a lot of confusion and/or misunderstanding about roles and how we work together to support students. | The new website supports this recommendation by making divisional information clearer, along with information in the Divisional Newsletters. |
|
Consider adopting a trauma-informed approach to our work. Trauma informed care is an approach and philosophy that includes the values of safety, trustworthiness and transparency, peer support, collaboration and mutuality, empowerment (voice and choice) and attention to cultural/historical and gender-based trauma. Explore training for the campus community on this approach. |
Student Affairs has recently finished doing trauma-informed training. We will work with CELT and/or the Employee Success Center to provide programming and training. |
| Create guidelines/checklist for building community through meetings (humanity check-ins, highlight individual accomplishments or co-worker appreciation). | We will ask Employee Success Center to work on guidelines and checklist as a resource. |
Divisional Updates
-
OEDI:
- Held several sessions throughout the year on campus climate and overall EDI Initiatives.
- Fall 2025 will begin revival process for EDI Awards.
-
EM:
- Added a DEI award to the annual awards and recognition program. We also started a monthly recognition where staff members from each department are recognized for their contributions and receive a Jitterbugs voucher.
- Enrollment Management is providing a workshop in May focused on trauma- informed practices and leadership, offered by Coordinated Care Services, Inc.
-
AUC:
- Continually do this in terms of regular recognition based on accomplishments.
- Post Divisional newsletters every month.
- AA: Ongoing. New events included recognition of Dean’s and President’s list recipients.
-
REOC:
- Revised the annual REOC Staff Appreciation Day to monthly to ensure that we acknowledge more faculty and staff. I am a member of the SUNY Brockport Employee Success Center Committee. We meet every other month. The Employee Success Center was created to foster a sense of belonging and community, and to facilitate the thriving of all SUNY Brockport employees by promoting employee engagement and prioritizing workplace satisfaction. Being a member allowed me to know about the resources available to our staff.
- We created an REOC Civil Rights Compliance Plan which indicates that REOC will complete the following:
- Non-Discrimination notices included on REOC’s website and printed materials
- Identification of and training for a Civil Rights Compliance Officer
- Ensure policy is available to the visually impaired and other languages
- Linkage of SUNY Brockport diversity and equity web pages to REOC’s website
- Provide links to disability related forms within REOC’s Admission process
- REOC: We revised our website to be more inclusive and user friendly.
- President: Post Divisional newsletters every month.
- SA: Trauma Illness and Grief (TIG) & Mental Health 1st Aid, (MHFA); University Police (UP) MHFA and Critical Incident Training (CIT)
- SA: Title IX professionals complete a SUNY Student Conduct Institute module on Trauma informed practices.
-
A&F:
- Full Divisional Meetings held each semester for day shift and night shift workers. Breakfast/dinner, games, raffles, divisional and university updates, opportunity for to provide feedback and suggestions.
- Vice President holding brown bag lunches with first line teams.
- Updated Divisional newsletter to include more recognition: expanded green and gold award winner names with reasons why they were recognized, birthdays, work anniversary, spotlight employee each month with “getting to know you” section, kudos to teams and individuals.
- AF Division Leaders have $5 dining services gift cards to use to recognize their employees.
- Wednesday Staff day for discounted meals at dining hall.
- Divisional leaders working on Help Us Help You campaign in an effort to get feedback and make supportive changes.
- Inviting staff to present at VP Direct reports meeting on department initiative.
- Participated in the Great Colleges to Work For Survey in March 2025, results will be shared in the fall.
| Recommendations | Cabinet’s Response |
|---|---|
| Improve communication practices among leaders, including visibility, rationale for decisions, clear communication across divisions, communication beyond email, practice compassionate communication, and provide regular access to engage with leadership. Foster an ethos of communication and engagement. |
Cabinet recognizes that communication is a cornerstone of a functioning university. Cabinet will make a concerted effort to review upcoming events and where possible ensure there is proper representation. They will utilize communication vehicles appropriate to each division to a greater extent, continue campuswide communication efforts, and they will continue to be present and visible on campus and at events and meetings. |
| Continue weekly messages from the President. Evaluate opportunities to share divisional updates across the university. | Weekly communication from the President will continue. |
| Embody a customer service approach when communicating with students. Consider training opportunities for the campus regarding inclusive excellence, civility, cultural sensitivity, and customer service. | Division leaders will discuss this recommendation with their leadership teams for action. |
| Consider adding headshots to the email signature; it is humanizing. |
Employees are encouraged to have their headshots on their Divisional/Office webpage and Cabinet will ask for a Daily Eagle message to communicate with people about how to add their photos to email signatures if desired. |
Divisional Updates
-
EM:
- Enrollment Management has led Random Acts of Kindness on a monthly basis, consisting of giving golfcart rides to students, handing out treats and Brockport gear, etc.
- Every month, the VP for EM and an EM Director participate. In the fall semester, we offered brown bag lunch sessions for the division, too.
- Weekly enrollment updates are provided by the Director of Admissions, from the first Monday in November through early September, in an effort to provide transparency in our recruitment efforts.
- Enrollment Management held an EDI workshop offered by the CDO of Rochester Regional Health, Dr. Ebony Caldwell, in August. In October, Dr. Erin Halligan-Avery facilitated an emotional intelligence workshop, and in December, Brian Wallenhorst offered a customer service workshop. Enrollment Management departments engage in trainings offered by their professional organizations.
- UGA adds Advisor headshots to the “Meet the Staff” website and in student portals.
- AUC: On-going
-
President:
- Cabinet has included all upcoming events to meeting agenda to ensure the presence of leadership at events.
- President implemented and is committed to continuing the weekly messages.
-
REOC:
- The REOC Dean/Executive Director provides updates to staff and students regularly via emails and students and staff meetings.
- Staff and students are provided opportunities to attend events, such as the Black and Puerto Rican Caucus, Washington DC Educational Trip, and the Ghana Educational and Cultural Experience, to name a few with the REOC Dean/executive Director.
| Recommendations | Cabinet’s Response |
|---|---|
| Enhance the diversity of the workforce and student body through recruitment and retention efforts aligned with the EDI Strategic Plan. | Work on increasing the diversity of the workforce is ongoing. This is part of the EDI Strategic Plan. |
| Offer more robust EDI programming, including social media content and energy around EDI events. More promotion of EDI-related events so more students, faculty, and staff, can take advantage of the activities. Offer more trips to Rochester and other areas for students to explore the area. |
OEDI and Student Union & Leadership Activities will take this recommendation for action. Cabinet will convene a group to review transport options. |
| Consider relaunching the Community Conversations program that was offered previously. | OEDI will reconvene community conversations programming series. |
Divisional Updates
-
EM:
- Talon Academy Programs: Participation has increased, with over 40 students attending programs and meetings. There have been 7 large student engagement programs offered this year, and regular student meetings. A new Women’s Empowerment Program is set to launch in April 2025, which is a cross divisional effort to support student persistence Took students off campus to meet other student leaders on different campuses.
- Transfer Programs: Increase in transfer student communication and engagement programming, including weekly tabling and 4 large scale events to build community among transfer students and commuters.
- Military Affiliated Engagement: Orientation and communication plans were enhanced in 24-25. The lounge has been updated with new furniture and technology, and weekly tabling events and regular student engagement programs are offered.
-
REOC:
- Below is one of our goals for 2024-25.
Strengthen Equity, Diversity, and Inclusion (EDI)
a. Include EDI in performance programs for all staff
b. Implement one workshop for EDI training at each professional development day
c. Encourage attendance at community sponsored social justice initiatives
d. Update REOC Advisory Board and staff on EDI initiatives
e. Thread EDI in all curriculum
f. Celebrate Multicultural Day
g. Improve ADA compliance
- Below is one of our goals for 2024-25.
- A&F: HR Recruitment and Retention team focusing on diversity efforts during the hiring process.
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OEDI:
- OEDI continued to provide its signature events, increasing the number of safe zone trainings and collaboration with other units.
- OEDI held several Community Conversations throughout the academic year.
- President: A transportation task force was established to review transportation options. The committee drafted a report with recommendations to Cabinet, will be reviewed and discussion in May.
| Recommendations | Cabinet’s Response |
|---|---|
| Offer World Cafe experiences focused on community building and connecting folks who generally don’t get to spend time together. | Cabinet will ask the Employee Success Center and OEDI to focus on community building through World Cafes or other similar programs. |
| Review report drafted in 2013 (?) regarding a university common hour. Determine if there are viable options that can be implemented. Consider a cross-divisional committee that includes students over the next year to be considered for 26-27. | Cabinet will advise University Senate of the desire to revisit instituting a common hour as this was a request that came from the community in both of the most recent climate surveys that have been conducted. We will convene cross divisional group in the fall with Registrar, Associate Deans, Student Government leader, and University Senate representative. |
| Create more space for community building and collision space (i.e. comfortable lounges, outdoor workspace, etc.). Ensure spaces prioritize accessibility. |
This is part of the overall Facilities Master Plan. We will look at our end of year financials to determine if any smaller investments can be made this summer (i.e., Adirondack chairs throughout campus, additional picnic tables with power, etc.). |
| Offer more campuswide events, luncheons and other regular opportunities for staff, faculty, and students to gather. For example, BASC used to offer more luncheons for faculty and staff to participate in, like administrative assistant’s day lunch. | Cabinet will work with new BASC leadership on opportunities to reestablish luncheon events for employees. |
| Consider adjusting when First Fridays; Fridays are not feasible for many. |
Advancement and Communications will take this feedback to determine whether there are other opportunities to support employee connections. Various start times for First Fridays have been tried in the past, with the current start time offering the most engagement and largest numbers of attendees. |
Divisional Updates
- OEDI: Community Conversations, Brown Bag Lunch and Learn Series
-
A&F:
- Employee Success Center, pending common areas for gathering/connecting.
- Employee Appreciation Day Picnic
- Employee Recognition Dinner
- Divisional department events, i.e. super bowl party
- BASC Food services – “You Asked, Dining Delivered”
- BASC – Different national cuisine’s celebrated in the dining halls
- Funds made available to replace signage from College of Brockport to University of Brockport.
- Facilities team supported the Provost with a number of office moves and space utilization initiatives
- REOC: We had our Multicultural Celebration Day, which is an event to showcase the diversity and cultural aspects that is inherent in the REOC. Creation of awareness to different cultures and the promotion of pride in diversity, race and culture underlie the planning and events. This is a day-long event that incorporates presentations, demonstrations, hands-on activities, and cultural food tastings.
-
AUC:
- SPARC committee had A&C reps and was chaired by Darcy Porter of our Division.
- Seems the 4:00-5:30 pm timeframe for FF is working well (good attendance from across the Divisions).
- President: BASC is drafting a new strategic plan to address this recommendation.
Feedback from Students
| Recommendations | Cabinet’s Response |
|---|---|
| Promote best practices and expectations on responding to student emails and outreach. Explore the use of multiple communication channels (i.e. responding in Brightspace, email responses, connections in-person, teams, office hour availability with door open, etc.). Students are frustrated with office hours “by appointment only” or “virtual only” and honoring office hours as if it’s class time. | Cabinet encourages faculty to use multiple ways to offer office hours, including in person. We will continue to use chairs’ training through CELT to promote the effective faculty activity, and we encourage PTEA winners to work with CELT to share their expertise. |
| Offer, promote and/or expand tools and training on how to be approachable and empathetic to students. Highlight and recognize individuals who do this exceptionally well. | Academic Affairs and Student Affairs will work to better promote resources to faculty about ways to support students. |
|
Consider adopting a trauma-informed approach to our work. Trauma informed care is an approach and philosophy that includes the values of safety, trustworthiness and transparency, peer support, collaboration and mutuality, empowerment (voice and choice) and attention to cultural/historical and gender-based |
Student Affairs has recently finished providing trauma-informed training. There is an opportunity to work with CELT and/or the Employee Success Center to provide additional programming and training. |
| Communicate resources and events more regularly to students. Promote help-seeking behaviors and how to get help; normalize the growing pains that come with asking for help. Reinforcing that it’s ok to struggle and faculty/staff are here to help. |
The weekly newsletter to students, Things to Know, may be one vehicle to help with this concern. Student Affairs will take this recommendation for action and faculty and advisors are encouraged to help students see the transition to college as a journey with bumps along the way. |
Divisional Updates
-
EM:
- Talon Academy Programs: Participation has increased, with over 40 students attending programs and meetings. There have been 7 large student engagement programs offered this year, and regular student meetings. A new Women’s Empowerment Program is set to launch in April 2025, which is a cross divisional effort to support student persistence. Took students off campus to meet other student leaders on different campuses.
- Transfer Programs: Increase in transfer student communication and engagement programming, including weekly tabling and 4 large scale events to build community among transfer students and commuters.
- Military Affiliated Engagement: Orientation and communication plans were enhanced in 24-25. The lounge has been updated with new furniture and technology, and weekly tabling events and regular student engagement programs are offered.
- AUC: We have walk-in access to the Foundation Scholarship Office and do tabling in the union for student questions on scholarships.
-
SA:
- Division of Student Affairs Learning Series Fall 2024.
- September’s Session: Dialogue Training Brockport’s Civic Engagement Team is setting up a team of staff, faculty, and graduate students to lead deliberative dialogues for students.
- October’s Session: Hazen staff will present updates on the Basic Needs Team, informing them on the newly centralized student basic needs intake process, case management and updates on The Pantry.
- November’s Session: The Student Conduct Director will introduce student conduct, covering the Code of Student Conduct, students’ rights and responsibilities and the student conduct procedures.
- Student Behavioral Consultant Team (SBCT) members present on best practices for supporting students in CELT workshops and also present at New Employee Support Training (NEST) and new faculty orientation providing information on campus resources including the student of concern folders.
- Residential Life, Learning Communities (RRLC) hosted a Resident Assistant (RA) Inservice on Active Listening & Empathy
- UP met with Deans on collaboration a( (See above)
- Departments within Student Affairs use the following communication channels are regularly promote student programs and events effectively:
- CORQ App
- myBrockport
- Fliers
- Social media
- Reach TV (digital signs)
- dorm storm
- Campus Rec App (1000+ subscribers).
- Division of Student Affairs Learning Series Fall 2024.
-
A&F:
- CELT continues to expand professional development opportunities for faculty.
- Took an inventory of all Committee Work our AF employees are engaged in. Multiple areas where relationships with faculty and staff will be developed through the shared work.
- REOC: We have an open-door policy at REOC.
| Recommendations | Cabinet’s Response |
|---|---|
| Build upon EDI-related events for students that are appealing to different cultural groups, ensure there is a diversity of offerings, an increase in offerings, including social media campaigns. | Cabinet recognizes the importance of a full student life and asks Student Affairs to reflect on this feedback. Student Affairs will continue to expand offerings to meet the needs of our students. |
| Getting a student app to promote student events and resources is a request among students. They want easier access to find out about events and activities. | Student Affairs and University Communications will work together with students to assess and identify appropriate applications (a student app). |
| Students want more fun things to do to get to know others and build community. They want more transportation to explore the area and go on day trips facilitated by the campus (i.e. Darien Lake trip). | The Parking and Transportation Task Force will take this on as part of their charge for next year and report back to Cabinet before the Fall 2024 semester. |
| Charge a full-scale taskforce exploring our opportunities to improve food quality, availability, and options, inclusive of diverse cultural foods. | Upon hiring of new Executive Director of BASC, we will work with them to convene a task force to do this work. |
| Require all student events to be on the events calendar. | Campus Student Engagement Committee is working on the Engaged Eagle Program which includes calendaring. Further discussions about the University Events Calendar will be had between Student Affairs and University Communications. |
Divisional Updates
-
SA:
- RLLC Eagle to Eagle Series: Resident Directors have actively engaged with students by tabling on a diverse range of community-building and awareness topics.
- These sessions have covered essential themes such as effective communication, conduct, upcoming academic breaks, mediation, conflict resolution, and student governance through BSG. Additionally, they have highlighted important observances including Women’s History Month, Neurodiversity, Housing, and Black History Month. These initiatives aim to foster a more inclusive, informed, and connected campus community.
- Center for Gender and Sexual Diversity (CGSD) and Joey Jackson Intercultural Center (JJIC) have increased the number of programs aimed at appealing to different cultural groups related to each Center’s focus.
- Initial meeting occurred on 4/15
- Meeting is scheduled with Pathify for demo of platform.
- Planning focus group with students to understand their needs and wants related to a University app
- Continuous improvements to process for promoting student events is ongoing
- Recently acquired API add-on for Anthology that will allow more seamless process of reservation and calendar listing
- Sub-committee established between Experiential Learning and First Six Weeks/Engagement committees to work on institutionalizing the EAGLE program, which includes tagging events for EAGLE program and incentivizing and recognizing engagement in a wide variety of campus events.
-
REOC:
- Our Barbershop Talk Initiative continues to be a success. The Barbershop Talk support group is offered as a space where students can come together to share their stories, experiences, and lives in a way that helps reduce isolation, loneliness, stress, and anger. This initiative is offered at the REOC every second Tuesday of the month.
- Case management is provided to students by their program counselors. Counselors assist students with transportation, food, childcare, housing, and mental health issues.
- Rev. Dr. Martin Luther King, Jr. Celebration is an event where we celebrate the life of Reverend Dr. Martin Luther King. We encourage our students to get involved and volunteer to improve their communities.
-
A&F:
- Food Task Force
- BASC expanded their hours in some locations to support students.
- Jitterbugs re-opened
- You Asked, Dining Delivered
- Enhanced menus, frozen yogurt, bubble tea.
- Facilities team work and the support they provide to our students is daily.
- AUC: A group – consisting of reps from Student Affairs, BITS, Academic Affairs and University Communications – is examining options and exploring vendors for the creation of a SUNY Brockport app and/or portal.
-
President:
- A transportation task force was established to review transportation options. The committee drafted a report with recommendations to Cabinet, will be reviewed and discussion in May.
- A food task force was established to review dining options across the university. The committee drafted a report with recommendations and submitted it to Cabinet, to review and discussion in May.
| Recommendations | Cabinet’s Response |
|---|---|
| See trauma-informed practices recommendation above. | See response above. |
| Students expressed concern about how hard it is to schedule a meeting with faculty, staff and administrators, better customer service to students in communication. | We will work to update and better promote the Issues Reporting Center so that students know where to turn when they face difficulties. This Reporting Center will have a more robust section on Academic Affairs flow chart of who to contact. |
| More training and consider dedicating a person to an ombudsperson/advocacy role and/or someone to offer training for students/faculty/staff. Ensure students know how to escalate complaints and concerns, through different avenues to pursue a resolution. Identify how we close the loop better with students. Point out and communicate where student feedback was considered and applied. |
Divisional Leadership will consider a You Said/We Did campaign.
Cabinet continues to review the feasibility of an ombudsperson while reviewing OEDI staffing. Current OEDI staffing plan includes two program coordinators, which is one more than was budgeted for in 2022- |
Divisional Updates
- REOC: Staff, especially our counselors and administrators were asked to adjust their schedules to ensure that the needs of our students are addressed.
- OEDI: OEDI staffing has been restructured. Instead of 2 program coordinators, 1 assistant director was hired. A search will be conducted for a new Title VI coordinator in HR/OEDI to address and investigate reports of bias/discrimination.
Feedback from Faculty
| Recommendations | Cabinet’s Response |
|---|---|
| Embed transparency throughout the entire decision-making process. Share goals, vision and direction while regularly consulting with faculty to gather feedback. For example, clarity on decision making processes, rationale, and how faculty can provide feedback. Provide clarity about non-negotiables (i.e., classes remote only vs in person over the summer). Where can faculty have input and where can they not? Point out and communicate where faculty feedback was considered and applied. |
Cabinet will endeavor to clarify decision making processes as events and issues arise, being mindful of the recently updated Principles of Shared Governance. Specifically, the Provost will work with Deans, Chairs, and Senate on various ways to engage faculty input. In Fall Semester 2024, the provost will convene a group of faculty to work closely with him on reviewing the best ways to offer information and engagement for faculty. |
| Continuing existing weekly communication by the President. | Weekly communication from the President will continue. |
| Consider adopting a trauma-informed approach to working together. Trauma informed care is an approach and philosophy that includes the values of safety, trustworthiness and transparency, peer support, collaboration and mutuality, empowerment (voice and choice) and attention to cultural/historical and gender-based trauma. | See earlier response on this recommendation. |
| Recommend that the provost attend departmental meetings regularly to collect feedback and engage with the different areas. | Provost commits to continuing to meet with each department annually. The scheduling of the 2024-2025 meetings will begin in August/September. |
| Consider internal expertise prior to hiring external consultants. |
We accept this recommendation to continue to look at where our internal experts can offer valuable feedback. Campus Leadership Summit is a good example of where internal experts can and have been utilized regularly. |
Divisional Updates
-
AA:
- I organized an effort with the Full Professor’s forum. There were some discussions but no specific outcomes. We might try again beginning in the fall.
- We did create a new communication highlighting professional accomplishments that is distributed throughout the academic division.
- Provost meetings with departments continue.
-
President:
- President continued to old open forums by division each semester.
- President will continue weekly newsletters.
- For the next Leadership Summit, the president is seeking an internal speaker to present to attendees.
-
REOC:
- We continue to build trust in administration at REOC by being transparent and incorporating feedback that we receive from staff when me make decisions.
- The REOC Dean/Executive Director provides updates to staff regularly via emails and students and staff meetings.
-
A&F:
- Feedback sessions with follow-up to any concerns raised.
- Monthly divisional newsletter to highlight work being done and support of the division.
| Recommendations | Cabinet’s Response |
|---|---|
| Systems audit: Recommend that each Dean review systems, tasks, and duties to explore efficiencies, redundancies, and collect feedback from staff. Gather input from HR and IT. Evaluate what reports are necessary, the frequency of reporting and identify how to eliminate duplication of efforts on what faculty must report on. Consider workload issues when launching new endeavors. | The Provost will convene a group in the fall to perform a systems audit, and they will report back in spring 2025. |
| Evaluate access to professional development opportunities and programs in each school and institutionally. | We will review this recommendation and ask IR what survey the best mechanism is to gather feedback about professional development needs, workload, and other feedback on their experience. |
| Identify ways to gather regular feedback from faculty about their experience, workload, and professional needs. | Cabinet will ask HR staff to continue sharing data regarding the employee experience from stay interviews, exit interviews, and institutional surveys that are being explored. |
Divisional Updates
- AA: The committee was developed, and a draft report developed. This project is ongoing.
-
REOC:
- We have identified an EAP person at REOC.
- This year, REOC placed a strong emphasis on professional development, ensuring that our faculty and staff are well-and positioned for promotions.
-
A&F:
- Actions plans will be developed from Great Colleges To Work For survey
- HR to continue Stay, Check In and Exit Surveys
| Recommendations | Cabinet’s Response |
|---|---|
| Evaluate reporting processes and identify opportunities to better track complaints, address concerns, accountability and close the loop, and address retaliation concerns. | We will communicate the retaliation policy and HR and OEDI will work together to examine current processes with an eye to seeking continuous improvement. HR will consult with union leaders on this issue as well. |
| Chair Training, and ensure Chairs are accessible and open to receiving concerns. | Chairs training was provided in spring 2024 and it will continue an ongoing basis. |
| More training and consider dedicating a person to an ombudsperson/advocacy role and/or someone to offer training for faculty staff. Offer training for faculty on how to provide feedback, receive feedback, effective communication, conflict resolution, etc. Create a more robust training program through dedicated human resources (in person rather than virtual trainings or recorded videos). |
Academic Affairs will work with CELT to develop additional PD opportunities for faculty in this area. Cabinet continues to review the feasibility of an ombudsperson while reviewing OEDI staffing. Current OEDI staffing plan includes two program coordinators, which is one more than was budgeted for in 2022-23. Vacancies in 2023-24 hampered efforts in this area. |
Divisional Updates
-
OEDI:
- OEDI held two forums and gave several presentations on the bias reporting process and Title VI obligations.
- OEDI staffing has been restructured. Instead of 2 program coordinators, 1 assistant director was hired. A search will be conducted for a new Title VI coordinator in HR/OEDI to address and investigate reports of bias/discrimination.
-
A&F:
- Monthly Labor Management Meetings with UUP and CSEA
- New Supervisor Training
- Introduced new Employee Assistance Program with significant amount of resources to support employees and their families.
- AA: Professional development opportunities for faculty continue to evolve.
Feedback from Staff
| Recommendations | Cabinet’s Response |
|---|---|
| Recommend that each division/department evaluate their recognition programs and identify opportunities to bolster efforts to recognize faculty, staff, and students. | VPs will encourage their divisions to review their recognition programs. Student Affairs and Enrollment Management will continue with their current programming and continuously assess their effectiveness. |
| Campaigns around thanking staff roles (i.e., thank a nurse, counselor, essential worker, staff person, etc.). For example, share the names of staff who are assigned to clean areas so they can be recognized and thanked on a more personal level. Consider a staff spotlight/shout out program and/or an employee of the month program could be explored. Collect feedback from various staff groups to ensure they are comfortable with additional recognition opportunities. | We will review the current recognition opportunities such as the Green & Gold Star Awards, gather feedback and explore alternatives (i.e., Explore a monthly employee spotlight in The Port). |
| Invite facilities staff to signature events like welcome back events, commencement, etc. Consider issues around paid time vs volunteer time. Acknowledge staff who are working at the events. Create specific events and activities to recognize facilities staff. Ensure to offer recognition events for various shifts (nights/weekends). | We will work with the Director of Facilities Operations to better understand the perception that Facilities staff are not invited to signature events. Previous attempts at recognition/team-building as part of Care & Celebration yielded few participants. We will gather more feedback from the Facilities Staff as a next step. |
Divisional Updates
-
SA:
- The Division of Student Affairs Recognition and Awards Committee is responsible for the enhancement of our employees’ commitment to the University through appreciation and recognition of their contributions. Strategies implemented by this committee will demonstrate that DOSA values its employees, fosters a sense of belonging and facilitates a community of caring.
- September 15, 2023: Employee Spotlight program kick-off during the Student Affairs Divisional Breakfast, recognizing 7 student affairs members.
- September 2023: Inventory of all campus awards including but not limited to Chancellors, Outstanding service to students/university, Green and Gold, etc.
- October 2023: Calendar of Celebration — distributed the national recognition for professionals list of month and the employee group.
- October 2023: Continued to work on Employee Spotlight award nomination infrastructure.
-
November and December 2023: Employee Spotlight program continued and began the planning of the year end ceremony.
Spring 2024: Throughout the spring semester we planned the year celebration, - February/March/April/May 2024: Intense planning for the celebration, location, date, program, food, venue, etc. Launched the DOSA employee awards nomination and committee to determine award recipients. Organized the ceremony, speakers, award certificates/gift cards and then committee implemented the ceremony which went very well with 44 attendees. Feedback was positive that the event was after graduation and was a shorter ceremony.
- RLLC – RA of the year, Rookie of the year, 14 individual staff MVP, LLC RA of the Year, LLC Event of the Year, Staff of the Year, RD of the Year (as voted by the other RDs)
- Student Conduct participates in ResLife award nominations as members of LT.
- CRec celebrates staff birthdays (both staff and students), employee of the week and month. Celebrations at the end of the year banquet with many awards for students and club sports recognized.
- The Student Leadership Awards Ceremony and Honors and Awards Ceremony were merged to elevate recognition of highest leadership and foundation scholarship/awards. Similarly, students completing the leadership program will be recognized during a Leadership Reception.
-
REOC:
- I try to end each update I send to faculty and staff by letting them know that I appreciate them. We started to recognize faculty and staff monthly.
- I begin my meetings with a check in.
- I walked around often to say hi and check in with staff.
-
A&F:
- Multiple opportunities for staff to provided feedback, suggestions and concerns to VP.
- Ongoing opportunities to solicit feedback and ideas to improve the workplace.
- Involving facilities staff in decision in ordering supplies and equipment.
| Recommendations | Cabinet’s Response |
|---|---|
| Systems audit: Recommend that each division review systems, tasks, and duties to explore efficiencies, redundancies, and collect feedback from staff. Gather input from HR and IT. Consider IT resource needs for this. | Each Division will review the best way to achieve this in their area and involve key campus partners and report back. We will also consult with JPBC leadership on this recommendation. |
| Evaluate access to professional development opportunities and programs in each division and institutionally. | The opportunities to review professional development should be part of the annual review process. Division leaders will work with supervisors on this. |
| Identify ways to gather regular feedback from staff about their experience, workload, and professional needs. | We will review this recommendation and ask IR what survey the best mechanism is to gather feedback about professional development needs, workload, and other feedback on their experience. Cabinet will ask HR staff to continue sharing data regarding the employee experience from stay interviews, exit interviews, and institutional surveys that are being explored. |
Divisional Updates
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EM:
- Various EM offices are consistently looking at processes and systems for efficiencies. For example, Undergraduate Admissions is pursuing automation efforts to ease the burden on staff and create efficiencies in daily processes.
- The VP of EM works with the EM Directors to ensure that professional development opportunities exist on campus through the divisional professional development workshops, and so staff can attend conferences in their professional organizations.
- AUC: On-going: check disbursements, thank you process, new database/process.
- A&F: VP working with each leader to discuss structure, position needs, and workforce planning.
- President: On-going: Always provide professional development opportunities when funds are available.
| Recommendations | Cabinet’s Response |
|---|---|
| Create a sense of teamwork, mutual respect, and inclusion across divisions. A proposed common hour could assist with this. | See response to the same recommendation above. |
| Leadership should set the tone for interdepartmental cooperation and have expectations around collaboration. All divisions and levels of the organization have a role to play in achieving this environment. Awareness that different levels of the organization might have different levels of collaboration, response time, etc. Kindness needs to be demonstrated at all levels towards staff, and this message needs to be reiterated. | In messages to campus, Cabinet should embody that sense of collaboration and working across structures. Cabinet will continue to dedicate time to reviewing how best to break down silos and work across divisions effectively. |
| Encourage leaders to introduce staff to others in different areas to build bridges. For example, at First Fridays, intentionally have leaders introduce staff to others. | Intentionality of connections should be encouraged. We will work to announce new employees in the Daily Eagle, review NEST training and divisional onboarding efforts to build community. Cabinet will review opportunities to have employees get together more often (i.e., hot dog days). |
| Collect additional feedback from facilities employees about their interest in rotating work locations and collaborating with other facilities employees. For example, facilities staff indicated that they wished they help their peers once their work is finished in their location. | Administration and Finance look into whether this can be actioned, after conversations with relevant unions and supervisors. |
Divisional Updates
- REOC: We intentionally cross-trained many of our staff to remove the silos.
- President: Cabinet participated in a yearlong professional development on building trust and better communication, that has been rolled out across divisions.
- EM: Enrollment Management has an annual August Kick Off event where all staff attend, mingle and build community. In May, EM has an end of semester celebration with an awards ceremony.
- AUC: Need to bring back summer social events like hot dog days.
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SA:
- Continue to use DE, attend First Friday, encourage visiting different offices, continue collaborative meetings.
- Announcements of new employees are published in the Daily Eagle and complemented by formal introductions during scheduled onboarding meetings with multiple campus offices.
| Recommendations | Cabinet’s Response |
|---|---|
| Evaluate reporting processes and identify opportunities to better track complaints, address concerns, accountability and close the loop, and address retaliation concerns. | Cabinet will discuss this recommendation with HR and work with each division on implementation. See similar response above. |
| More training and consider dedicating a person to an ombudsperson/advocacy role and/or someone to offer training for faculty/staff. | See above. Cabinet continues to review the feasibility of an ombudsperson while reviewing OEDI staffing. Current OEDI staffing plan includes two program coordinators, which is one more than was budgeted for in 2022-23. Vacancies in 2023-24 hampered efforts in this area. |
Divisional Updates
- REOC: When staff issues were shared, we tried to address them immediately and accordingly. If we could not address them internally, we worked with HR, other key staff from REOC and SUNY Brockport to assess our climate. HR and UUP staff came to REOC during our spring Professional Development Day to do a presentation on performance programs and evaluations. It was well received. As a result of the presentation, five REOC staff applied for promotions.
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A&F:
- Developing “We Heard You” communication after Great Colleges to Work For survey results.
- More communication around what’s being done with stay, exit and check in surveys.