1. UWM
  2. Chancellor
  3. BP2W Leadership Engagement

To support the Best Place to Work (BP2W) vision, to involve the entire campus in more BP2W activities, and to showcase internal best BP2W practices, UWM senior leaders (Vice Chancellors and Deans) established goals, developed plans and are implementing plans and actions, and are sharing the results of their work.  In turn, these leaders are working with their units’ and divisions’ leaders to do the same.  Through these actions, leaders at each successive level can engage all faculty and staff in activities that enhance our climate and culture in meaningful ways.

Chancellor’s Cabinet

Vice Chancellor Patricia Borger – Office of Development & Alumni Relations

  • Strength Finder session conducted across the staff
  • Career Paths identified for Directors of Development – HR worked with to identify Junior and Senior Directors’ roles and responsibilities
  • All staff meeting: Committee looked at improving climate using a “Change one thing” model, identifying our points of pride
  • We hold two or more staff parties a year for socializing, camaraderie and bonding

Director Amanda Braun – Athletics             

  • Team culture established to allow creativity, increase listening, and have employees have greater ownership of what should we stop doing, start doing?
  • Amanda is fostering AD leaders’ interest in growth and development
  • Monthly department meetings are held to examine and discuss local issues affecting the climate that can be worked on
  • Speech training with Communications Professor Bill Keith
  • Coffee with Coach meetings
  • Birthdays of the Month parties held monthly, featuring coffee and donuts
  • Holiday open house at Amanda’s house
  • Staff socials every 6-8 weeks
  • Leadership development sessions with IMPACT Services for our leadership group (senior administrative team and head coaches).

President David Gilbert – UWM Real Estate Foundation

  • Tuesday is soup day and each person shares update: communal lunch
  • For most of the major holidays we have food—it really helps the collegiality and engagement
  • We have monthly happy hours where we all get together
  • Spirit wear discussion: Robin will ask Donna to look into this for “uniform” possibilities, departmental affiliation, and possibly involve Student Affairs and Athletics sales

Vice Chancellor Michael Laliberte – Student Affairs

  1. On the 4th Tuesday of each month we hold professional development activities.
  2. Changed the formerly hierarchical structure of Student Affairs into a more collegial, collaborative team environment
  3. Beginning of year kickoffs with a developmental focus and theme, highlight our values and mission.  This year we featured The Way of Oz.
  4. Veterans Breakfast with MAVRC
  5. Star Awards: (Super Star Awards, also)
  6. For direct reports, focus with books and articles on selected topics: Organization Development, Change Management, etc.
  7. Informal updates and book clubs monthly on selected topics of interest—held in Sandburg Flicks, voluntary basis
  8. Men’s and Women’s Basketball games-discounted tickets
  9. Recognition part of people’s lives: birthdays, graduation, degrees and certificates, etc.
  10. Commitment to all offices becoming “Green Certified” by Sustainability Office

Vice Chancellor Joan Prince – Global Inclusion & Engagement             

  • Every 6 weeks, GIE staff meet to discuss climate-related activities
  • Internally shared bi-weekly newsletter to keep staff informed
  • Change structure regarding how people work, live and play
  • Staff event held re: Strength finder profiles, report out, develop maps for working relationships

Vice Chancellor Robin Van Harpen – Finance & Administrative Affairs

  • Established BP2W as a strategic priority in FAA and made it one of the division’s four strategic themes, with specific goals (including each of the following items)
  • Held all-staff meetings in FAA to promote BP2W as follows:
    • February of 2013: an all-staff meeting focusing on pride in what we do
    • August of 2013:  all-staff summer ice-cream social
    • October of 2013: all staff meeting focusing on strategic planning & soliciting volunteers for FAA theme teams
    • February 2014: all-staff meeting focusing on team building and the FAA “brand”
  • Required each department to develop BP2W plans and share them with one another.  Their initiatives have included:
    • Robust professional development plans
    • Engelmann Hall pumpkin carving and holiday parties
    • Custodial breakfast
    • FP&M & UITS summer picnics
    • Employee internet access for 22 employees formerly without
    • Employee Climate Survey in Facilities
    • Police Pay Plan & award program
  • Established an FAA BP2W Theme Team that met at a retreat in January of 2014 to develop an action plan for division-wide BP2W priorities and activities. 
  • Sponsored an FAA Employee Onboarding Project led by division staff
  • Pursuing open communications with all governance, but in particular the Classified Staff Advisory Council (as most FAA employees are classified) to promote respect, inclusion, and equal/fair treatment of all employee groups

Vice Chancellor Tom Luljak – University Relations & Communications

  • Climate and Culture
    • Immediate Actions (3 to 6 months)
      • Professional assessment of organization to identify “challenges” and “big issues”. (maybe Life Matters)
      • Leadership Team summit on “big issues”. Identify and acknowledge issues.
      • Design climate and culture survey instrument.
      • Management assessment and feedback. (e.g. conduct a 360 feedback survey.)
    • Longer-term Actions (7 to 18 months)
      • To be defined.
  • Organizational Development
    • Immediate Actions (3 to 6 months)
      • Plan for integrated marketing service model orientations for staff. Consider making this a staff lead initiative.
      • Plan for creating a University Relations “compact” to document our operational procedures. Develop an initial first draft. See examples from Laura Glawe and John Mills.
      • Create initial first version of a University Relations “intranet” space. Identify and include key forms.
      • Improve and document chargeback service model and guidelines for who and what is charged and who/what is not.
      • Determine criteria for what projects and activities should have University Relations division-wide communications.
    • Longer-term Actions (7 to 18 months)
      • Implement integrated marketing service model orientations for staff.
      • Service cross training.
      • Customer (client) satisfaction survey process.
  • Professional Growth
    • Immediate Actions (3 to 6 months)
      • New team member onboarding process. Bring information and documentation forward to Leadership Team.
      • Formalize professional development service model.
    • Longer-term Actions (7 to 18 months)
      • Develop and trial manager review process, to promote bi-directional feedback.
  • Collaboration & Exploration
    • Immediate Actions (3 to 6 months)
      • Identify and promote collaboration and meeting spaces. May require budget and funding.
      • Meeting “rules” and “norms” (e.g. 20 and 50 minute meetings as default instead of 60 minutes.)
    • Longer-term Actions (7 to 18 months)
      • Implement space improvements to bring more staff together in the same space, provide room for growth, and create space for collaboration and client interaction.

Bob Beck, CIO – University Information Technology Services

  • Professional Development: Skills training, EDUCAUSE Institute, MOR IT Leadership program, and 3 degree-related credits/semester, professional certification support
  • Collaboration and Group Engagement: UWM Women in IT group, Digital Accessibility Advisory Board, UITS Planning Team
  • Organizational Development Initiatives: Openness+ & Integrity Initiative, Strengths-Based Leadership, Onboarding program, Employee Satisfaction survey, Workspace consolidation, weekly staff newsletter, PAWSitive Performance summer and holiday gatherings, Panther Prowl team; “Annual Review Process” captures the improvements in skills and training

Provost and Vice Chancellor Johannes Britz – Academic Affairs

  • Produce Monday Update emails to increase campus awareness of key initiatives and activities, including ongoing promotion of BP2W Quick Wins and Champions.
  • Coordinate campus-wide First Friday gatherings.
  • Conduct annual new dean orientation, with particular focus on
    • Policies and procedures
    • Campus governance
    • Inclusivity and workplace culture
  • Meet regularly with campus governance groups to foster open communication and dialogue.
  • Coordinate cross-campus meetings of key groups to enhance communication, collegiality, and to advance UWM as a learning organization, including:
    • Department Chairs
    • Academic Advisors
    • Online Program Council
    • Associate Deans
  • Participate in Chapman Hall Spirit Days. 
  • Support employee tuition reimbursement
  • Support staff members’ professional development through conference attendance and institutes.
  • Devote ongoing time at the Academic Leadership Council to support leadership engagement with BP2W, with school and college initiatives to be listed in the remainder of this document.

Deans and Directors BP2W Engagement Activities

Ewa Barczyk: Director of Golda Meir Libraries

  • Diversity and Inclusion
  • Staff Development
  • Survey results indicated people wanted more flexibility
  • Implemented a pilot telecommuting-started with 8
  • Success. Expanded program. Some jobs don’t allow high productivity and morale
  • Salary Compression is an issue
  • Staff Awards-Friday, Jan 31-Presented
  • We have 150 Employees, some of whom received small financial award and certificate
  • WWHEL: Chapter Brainstorming with BP2W on Monday, Feb. 3 at 9am

Scott Emmons: Dean of Peck School of the Arts

  • Free Performance for new faculty
  • Mentoring lunch for new PSOA members
  • Free and reduced-price tickets for all PSOA events
  • Faculty and Staff travel funds; Competitive Process
  • Mentoring Meeting for faculty of Color
  • Compensation-Modest with Chancellor funds and PSOA funds
  • Rolling horizon contracts being offered whenever possible
  • Flex hours for staff
  • Fall-Arts Curious Events. People create things, students, faculty and staff. Also did a Haunted House this fall
  • Swing Dance in February
  • Laura P. suggested ticket packages be available to all faculty and staff

David Garman: Dean of School of Freshwater Sciences

  • Holiday Party
  • Halloween Party
  • Fish fries
  • Bike to work team
  • In-house yoga class
  • Camp Weasel-25th anniversary. Empty freezer before hunt
  • $5,100 raised for Hunger task force
  • Many BP2W Champ Nominations;
  • Monthly all-hands meeting to air concerns
  • Employee of Month-special parking for a month
  • Robotics challenge
  • People asking for leadership and Professional Development
  • P. Development-Getting people involved in campus government
  • Flexible learning environment
  • Coming Year-Faculty Development. BP2W actually cares about them
  • We eat our own research

Magda Peck: Dean of Zilber School of Public Health

We’ve not introduced BP2W on top of building school; rather, integrated within as we go.  Focus is on building physical environment and culture; building a school that is a best place to work

  • Mindfulness Room, Breastfeeding Room, Fitness Room
  • Bicycle Maps and safe indoor and outdoor parking areas; and showers
  • Cheaper parking than campus
  • Collaborating Spaces-jigsaw puzzles; games such as nerf guns and bowling pins available for mental breaks and to relieve stress
  • Potluck lunches in our community kitchen
  • Community engagement-Hillside cleanup
  • The Brewery neighborhood engagement
  • Culture assessment and retreats for faculty and staff

Sammis White: Dean of School of Continuing Education

  • Conversation hour monthly
  • Book Club
  • Summer Picnic
  • Soups on
  • Wellness Committee-organize teams for activities
  • Green Team
  • Periodic all school meetings
  • Greater transparency
  • Flex time
  • Non-credit classes 1200 a year Encourage employees to take at least 2/year. Tuition
  • United Way participation
  • Inclusiveness and Access committee
  • Annual survey in works. Baseline to determine what issues matter
  • Excellence Awards-This year more submission and warmer reception to awards
  • Develop platforms to encourage of the box thinking
  • Dean White Goal: Divide focus groups last year suing some to inform survey
  • Next? Engage Staff Breakdown silos

Wooseob Jeong: Dean of School of Information Studies

  • Had Staff Retreat at Splash Studio (a painting bar the third ward)-Mostly Academic staff Invited
  • In Addition, Better Communication
  • Monthly staff meeting with free lunch (Foundation and Dean’s Contribution)
  • Modest Salary Adjustment for most staff member
  • 59 SOIS faculty and staff at Panther Prowl

Stan Stojkovic: Dean of Helen Bader School of Social Welfare

  • Faculty fund created to help complete projects or initiative; it’s Stan’s personal money.
  • Fall Welcome at Stan’s house. Meant for new faculty and staff and has grown to include all employees. Intended to break down barriers. 10 years running. Very popular. 60-90 attend.
  • RAK-Random Acts of Kindness Awards. Identify and thank people. Nominations process is simple. Institutionalized, which is what we wanted.
  • Spring Annual Awards Banquet: About 200-250 attend. Donors, Sponsors and Distinguished alums.
  • Non-Merit Adjustments: Stan evaluates everyone and goes through process to analyze. May need to suspend because of lack of funds.
  • Retirement Options include one of 3 possible celebrations for retirees: a retirement reception, a lunch gathering in the school, or a private, intimate dinner with a limited number (4-6 colleagues) in the school
  • Open door policy
  • Weekly announcements with Dean’s Words of Wisdom-humor
  • Holiday party

Brett Peters: Dean of College of Engineering and Applied Science

  • Formed a Climate committee. Many complaints surfaced for areas to work on: salaries, parking and office temperature, for example
  • Committee started with parties-Holiday, Fall Welcome, receptions after faculty and staff meetings
  • Added a special staff meeting to focus on their needs and concerns
  • Hunger Task Force participants had many fun activities to involve entire college
  • Redesigning CEAS Awards and recognition Process
  • Used to do banquet: Group may reconstitute this going forward
  • Communications-
  • Part of faculty meetings
  • Set up separate meetings for staff (who are welcome to attend faculty meetings but aren’t always comfortable doing so or asking questions there)
  • Arranging small groups with interests in common to take advantage of university wide BP2W, wellness, and other activities
  • Little free library in CEAS
  • Creating orientation and onboarding to set positive tone early
  • CEAS turnover has been problematic; Hopeful efforts will help

Bob Greenstreet: Dean of School of Architecture and Urban Planning

  • Star program
  • Regularly scheduled faculty/staff events, parties
  • 30-min meeting with tea and cookies on Fridays with students-Different groups host. It’s very popular; it takes place 30 min before studio.
  • Instituted internalized pay plan last year; was hard to do from a resource perspective
  • Reworking new employee handbooks
  • New faculty and ad hoc faculty orientations
  • Improved communication. Digital signs-3 in building
  • Bob does “management by walking around.” Informality helps.

Chukuka Enwemeka: Dean of College of Health Sciences

  • Flex schedule for employees
  • Flex programs suited to faculty interests
  • Time/release to participate in external leadership opportunities
  • Professional development funds
  • Tuition reimbursement
  • Research grant programs
    • Up to $10K for research projects
    • Up to $50K over 2 years for research projects that involve partnerships within and outside UWM
  • Mentoring program for new faculty and staff
  • Communications strategies
    • CHS Chronicle e-newsletter
    • CHS Notes and Notables
    • Dean’s random coffee meetings with individual faculty and staff
  • Salary increases across board in 2012-13
  • Social events – celebrating achievements, birthdays, births, etc.

Marija Gajdardziska-Josifovska: Dean of Graduate School

  • Supportive fellowships
  • Professional development events for graduate school faculty, directors and staff, Council of Graduate School
  • Staff attend conferences based on request process and formula
  • Graduate student advisory board created, where grievances can be heard
  • Strategic planning participation
  • Special projects
  • Gatherings and events: Monthly morning tea and coffee, Welcome and farewell, holiday, graduate fellow awards
  • Faculty and staff onboarding
  • Work with marketing to develop recruitment/welcome hospitality baskets
  • Working toward an online fellowship application

Chuck Schumacher: Assistant Dean of College of Letters & Science

  • New efforts to support and connect faculty and staff
  • Training activities under development for: department chairs and directors, PIs
  • Actively involved classified staff working on policies and procedures training materials
  • Social activities: Seeking common ground among broad interests and specialties of faculty and staff. Fermentation theme was catalyst for beer-brewing weekend activity
  • Monthly meetings with chairs and directors; classified staff
  • Telecommuting
  • Flexible hours