SCS Employee Support Program
Background/Purpose and Scope of Services
The following work has been guided and embarked upon as part of a key recommendation made by an RJAC sub-committee. The recommendation was presented and approved by President’s cabinet as follows:
This recommendation focuses on a missing but important piece of the process. The non-bias advocate understands how to work with both sides of the system; knows how to dismantle the power structures and also knows how to develop new structures that create a positive environment for faculty and staff. The current system of privilege supports micro aggressions, bias, discrimination, retaliation and other inequities present in the workplace. This individual or office will have the power to advocate for a new system untouched by the university and to dismantle current structures.
It is important for the advocate to know minority issues as well as labor relations. The advocate will implement positive change unimpeded by the university in relation to disparities like an equity analysis. Positive change also is enhanced by listening to the individuals impacted by the system that is supposed to protect them. Anecdotal and data gathering should be the drivers of these changes. The employee relations advocate supports communication and a better understanding of issues between the employee and the university.
In addition, this position develops and implement programs, policies and procedures that help dismantle the power structures. Equally important, this individual or office helps facilitate change at the institutional level.
Service Overview
This comprehensive support service for Staff Compensation System (SCS) employees creates an inclusive environment that amplifies staff voices and facilitates effective conflict resolution. The program provides informed guidance on HR, Office of Institutional Equity (OIE), and University Ombuds Office processes, helping direct concerns to appropriate channels. For employees seeking documentation without specific outcomes, the service maintains confidential records and analyzes systemic trends. Additionally, it supports SCS employees in implementing mediation-provided tools and resources.
Core Services: Guidance, Advocacy, and Consultation
The Associate Vice President (AVP) of Diversity & Inclusion serves as an impartial advisor for workplace-related concerns. For matters involving discrimination, harassment, or retaliation based on protected classes, referrals are made to the Office of Institutional Equity. The AVP provides:
- Outcome-focused assessment of employee concerns
- Thorough documentation and analysis of issues
- Strategic guidance on HR and University Ombuds resources
- Appropriate liaison with relevant departments
- Policy clarification and interpretation
- Conflict resolution strategy development
Conflict Resolution Support
The program facilitates implementation of mediation-established practices and tools. The AVP serves as an intermediary to support mediation recommendations and outcomes. This confidential, voluntary service assists SCS employees in applying conflict resolution skills and provides post-mediation support.
Intermediation Criteria
- Post-mediation implementation support; for employees who have participated in CEDRS or other mediation services
- Mediation agreement compliance facilitation; for instances when employees feel agreements are not being upheld by all parties
Data Management and Analysis
The Associate Vice President (AVP) maintains strict confidentiality of all personal identifying information, with exceptions only for mandatory reporting obligations to the Office of Institutional Equity (OIE), Human Resources (HR), and University Ombuds Office. The program conducts semiannual trend analysis to identify systemic patterns and submits evidence-based recommendations to the Vice President of Diversity and Inclusion.