Why is this a priority for the faculty?
In recent years, demands on departments for increased and customized student support have grown significantly, including academic accommodations, academic integrity, support for experiential learning opportunities, and (due to COVID-19) remote learning support.
Many departments have found it increasingly difficult to keep up with these ever-diversifying demands. The pandemic further compounded these issues, adding additional capacity strain that cannot always be accommodated within individual units. All of this has led to inequities in administrative support, as well as an inconsistent student experience between departments.
Faculty-wide, staff are managing heavy workloads and managers have noted increased levels of stress, burnout, and challenges with ensuring adequate vacation/medical coverage within their teams. Staff have also voiced concerns about lack of career-path opportunities and mobility.
This project will address these challenges by developing a more equitable and consistent approach to service and support. In alignment with the FAS Strategic Plan, we will assess current service and support, examine opportunities to streamline service delivery, improve communications, more effectively harness technology, and develop new processes.
Why now?
As part of the FAS Strategic Plan (2019-24), the faculty has committed to “supporting our people” by building and sustaining transparent and fair learning and working environments where continuous learning and professional development can flourish.
This project will help to realize these goals and address ongoing challenges for departments that were further amplified by the pandemic (eg: remote learning support).
What does “developing a more equitable and consistent approach to service and support” look like in practice?
The short answer is, we’re still figuring it out! The broad scope of the project, combined with our approach (ie: one that’s dependent on stakeholder input to shape solutions) makes it challenging to know or anticipate clear, specific outcomes up-front.
That said, we anticipate outcomes will include enhanced processes, refined relationships, and/or modified organizational structures. Essentially, we need to ask ourselves if existing processes, relationships, and/or structures are optimally set-up to achieve FAS’s strategic priorities, and if the answer is no, what needs to change?
In July 2021, we began to work collaboratively with departments to brainstorm and develop solutions based on shared interests and opportunities. The following functions have been identified as having the greatest potential to alleviate strain, increase staff/faculty support, and enrich the student experience if resourced appropriately:
- Student Accommodations
- Academic Integrity
- Remote & Online Learning Support
- Experiential Learning Support
- Marketing & communications (including website design, and Social Media)
- Human Resources
- Finance
- IT Services
- Facilities Management
- Advancement
- Research Support
How will the SEEES project help to “increase staff support and career-path opportunities”?
As noted above, outcomes of the SEEES project could include a combination of enhanced processes, refined relationships, and/or modified organizational structures. By reducing procedural redundancies and simplifying key workflows, the goal is to not only achieve greater consistency between similar staff roles, but to allow increased opportunities for staff to hone specialized skills and experience, rather than being pulled in too many competing directions.
Additionally, models and solutions will be designed with a view to creating clearer, more varied and organic pathways for career progression and mobility across the faculty as a whole – both for those wishing to progress as specialists and those looking to gain experience in new/different areas.
It sounds as though this could mean structural changes; should I be concerned about job security?
Solutions will be developed in close consultation with departments, with a strong commitment to increasing staff support and career-path opportunities. Indeed, we will continue to support staff as a top priority and invest in meaningful and impactful learning and development opportunities. Additionally, FAS will work closely to support units that experience attrition or retirements.
Will my role, responsibilities, and/or reporting relationship be impacted?
In order to maintain equitable access to administrative functions, it’s possible that some positions may require adjustments to align with new opportunities and emerging solutions. Wherever possible, changes will be made with a view to increasing overall staff support and enhancing career-path opportunities.
Any staff whose positions require adjustments will be provided with plenty of advance notice and appropriate training, support, and/or peer-mentoring as needed to succeed in their revised roles.
Will I have opportunities to provide input?
Absolutely! The success of this project is largely dependent on your input; your insights, perspectives, and collective expertise will be essential to understanding common challenges and opportunities, and developing solutions.
We plan to reach out numerous times over the duration of the project for your feedback. For details on specific, upcoming occasions for your voice to be heard, see “SEEES The Day! Help Shape Your FAS.”
The planning team is committed to providing timely, relevant updates, and looks forward to working with you and learning from your perspectives! In the meantime, if you have questions or ideas to share, please contact Maryanne Wainman, Project Manager, Organizational Design.
