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
