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«Response I am the only research staff member who is never selected to go to conferences, and I find this unfair. The administrative requirements and ...»

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I guess the point that I would like to make is that technically, I am a "Service Center" - I am basically THE Service Center for our School as far as State and private funding sources go. I feel I am doing a bang-up job, but someone else (or a group of someone else’s) obviously thinks that this system needs to be improved. I am just wondering what the motivation is - why fix something that isn't broken? Are we just doing it because that's what other institutions are doing? It seems to me that we will be stretching our resources very thin by making more work for fewer people. I think that’s what "shared" means in the long run, in my opinion.

The abbreviation SSC is not commonly known by employees.

NA Quality is never an accident; it is always the result of high intention, sincere effort, intelligent direction and skillful execution; it represents the wise choice of many alternatives. — Willa A. Foster KU Employee Satisfaction Survey – August 2012 Question: Do you have any additional comments, questions, or concerns you would like to share?

Understanding the timeline will be important....and again, 2 or 3 examples of successfully completed transitions(including the changes to unit functions left behind in individual departments) would be key. And a plan for how to grow these groups by bringing in more units under the most successful SSC divisions would be great to understand. And the costs related to how these groups are housed, where they are, and how accessible the working environments will be are critical to fit into both a timeline and a budget.

Not at the moment, but I hope feedback will be solicited periodically throughout implementation.

Yes, but how can one be assured that these concerns would be seriously and fairly considered?

In small departments, the staff member in the accounting position plays important roles that a service center cannot address. Losing this staff person will seriously impact our department in negative ways. I do not see any gain for us in doing this.

I caution against having 'leadership' make decisions regarding future careers/positions of current staff unless KU has a way of controlling for the unfair biases that will occur. If you do not have a good relationship with you supervisor, you may be screwed. (Please forgive word choice, but it makes my point.) Currently, my greatest fear is NOT that I won’t have a job or that my job will be changing, it is that my job may be my supervisor’s choice. I would like to be in control of decisions that affect me (at least as much as logistically possible). Thank you for listening to my concerns.

no Concerns: 1) customer satisfaction (see above) 2) job satisfaction-(also see above)-I think many staff in a university office like the diversity of tasks, the energy of the "school" environment, the opportunity to work face-to-face with a “universe" of individuals - from award-winning professors to homesick freshmen from rural KS. I think that all lose when so many of the tasks that keep an academic dept. running. Who will be left to "be there" for those individuals for the non-business questions?

KU Employee Satisfaction Survey – August 2012

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