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Click on one of the following topics to find answers to frequently asked questions
by classified staff.
“Tenseness” and “not working well” are very uncomfortable
sensations to have in the workplace. In general, if everyone in an area is feeling like this, then the situation
will not get better by ignoring the problem. No one likes to be uncomfortable at work.
If you feel it would be helpful to elaborate on a particular situation, you need to
contact the Ombudsman or University Human Resources. The Ombudsman could meet with you alone and/or with the parties
involved to discuss or mediate how the work environment could be improved. UHR has access to professional training
and development products, some of which focus on teamwork and building a collaborative workplace.
Without knowing the specifics of each case, interpersonal relations are very hard to
evaluate. The feelings you have about your situation are very real and hopefully this will give you some ideas on
how to make your situation better. There are many strategies for working out conflicts. One way to address the
feeling of “not getting along” is to talk with your supervisor about specific situations when they arise.
Try to use “I” statements and focus the conversation on the context of the person's behavior related to
the job (i.e., “I felt confused when you gave me four projects to do at once. I tried my best to complete
them all, but it would have been helpful if you had told me which were your top priorities”). Try to avoid
things like “stop yelling at me for doing things wrong when you gave them to me so late in the day and then
said ‘I need them yesterday’.”
Everyone has different temperaments and work styles. Sometimes just understanding those
differences makes it easier to work with other people.
If you feel you have tried to discuss problems which have occured, you may be interested
in trying mediation, available to all OU employees for workplace-related conflicts. It may be helpful to have someone
else facilitate the discussion between you and your supervisor.
If you feel as though the reason “you don't get along” is related to race or
gender, your situation may need a different response. If you would like to discuss options for how to respond to
different situations which have come up, contact the Office of the Ombudsman, University Human Resources or the Office for
Institutional Equity.
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Evaluations are designed to help people know what is expected of them in their positions
and to gain a sense of how well they are meeting those expectations. Clerical and technical staff evaluations are
conducted annually at a predesignated time (during the anniversary month of their employment or a pre-determined
department evaluation period). You and your supervisor both need to have a clear idea of what the expectations are
for you in fulfilling the duties of your position.
Many people find that setting goals and objectives are helpful. Likewise, you have the right
to ask your supervisor at any time how you are doing in your position. Hopefully you are receiving some feedback as the
year progresses and not just during the annual evaluation.
University Human Resources has developed an instrument which is designed to assist managers
in conducting a good evaluation. Also, there is training available for supervisors in areas such as goal setting and
performance management.
Once you receive your evaluation, you may respond to any comments made on your form. If you
feel there are misunderstandings or comments which warrant an explanation, you may respond in writing. Signing your
evaluation solely indicates that you and your supervisor have discussed your performance; it does not mean that you
necessarily agree with the statements or ratings given.
If you would like to read about the procedures for the Performance Evaluation for Non
Bargaining Unit Classified Employees, which includes the process for formally appealing your evaluation, go to OU
Policy and Procedure 40.042. If you would like to discuss your particular situation, you may contact the Ombudsman or
University Human Resources.
If you feel you have been treated unfairly or would like to discuss your particular situation,
feel free to contact the Office of the Ombudsman.
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This can be a very frustrating experience. First of all, you might want to meet with the
person who is chairing the search. Ask this person why you weren’t considered. Try to establish if your credentials
met the standards for the position. Ask if this positio n or a similar one came open, what specifically could you do to be
considered in the future. Let them know that you are appreciative of the chance to discuss the situation, as you are very
interested in being promoted into a position like that. Ask them for their assistance in helping you to achieve this goal.
Finding the right person for a position often has subjective, as well as objective, criteria. These subjective criteria
might include whether or not the person will work well in a particular capacity, within the context of the department’s
personalities and work environment. OU Policies and Procedures no.40.121 is related to the Filling of Contract Positions.
The Office for Institutional Equity publishes The Hiring Guide as a resource.
If you feel these procedures have not been followed or if you would like to discuss your
particular situation, contact the Ombudsman or the Office of Institutional Equity.
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You may request a copy of your job description from Human Resources. Compare your job with what
is written. If there is a big discrepancy, you need to talk with your supervisor to see if these are permanent changes in
your responsibilities. If so, you or your supervisor may initiate a Classification Audit.
Call the University Human Resources to begin this process, which is outlined in the
OU Policies and Procedures, Ohio University Classification System.
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The Office of the Ombudsman is firmly committed to maintaining the confidentiality of those who use our
services. We keep no official records of client names, affiliations or grievances. The discussions, issues, concerns or
problems you present to the Ombudsman remain in strict confidence. If you wish for a problem or complaint to go “on the
record,” the Ombudsman will refer you to the appropriate office or person. This confidentiality cannot be “waived”
by users of the office because the privilege of confidentiality belongs to the Office of the Ombudsman, not to the users of the office.
No. Because of the unique, informal, problem-solving role of the Office of the Ombudsman, speaking to the
Ombudsman about a concern does not constitute “notice” to the university that the problem exists, nor is speaking to
the Office of the Ombudsman a step in any applicable grievance process. Anyone wishing to “put the university on notice” may
contact an administrator or invoke a formal grievance process. The Office of the Ombudsman can provide referral information about who
to contact for anyone seeking to use administrative or formal grievance processes.
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To send us YOUR question, click here. Do not include
any specific details of the situation, as this may not be a confidential environment.
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