What is an ombudsperson?
Who is the UMKC Faculty Ombudsperson?
What does an ombudsperson do?
When can I see the ombudsperson?
The mission of the Office of the Faculty Ombudsperson is to contribute to a fair, equitable, and respectful work environment by providing independent, neutral, confidential, and informal consultation to faculty who visit the Ombudsperson.
The Faculty Ombudsperson Office seeks to further the University’s mission and goals by supporting and encouraging an ethical, civil, and respectful culture in which differences can be resolved through mutual understanding. Respectful dialogue and fair process are cornerstones of ombuds work.
UMKC’s Faculty Ombudsperson Office is an independent, impartial, informal, and confidential resource for any faculty member at UMKC. This office provides a safe place to have off the record conversations about any problem you might be having about your workplace, supervisor, colleagues, etc. Talking to the Ombudsperson is a particularly good place to start in resolving problems or issues if you want to remain confidential, or don’t know where to start. Services are available to all UMKC faculty. This position was established jointly by the UMKC Faculty Senate and UMKC Office of the Provost in 2010.
The Faculty Ombudsperson Office is staffed by Dr. Nancy Day, who practices in accordance to the International Ombudsman Associations standards of practice. Nancy is also Associate Professor of Human Resources and Organizational Behavior at the Bloch School of Management. She joined the faculty of UMKC in 1991 and in addition to teaching, research, and service, has served as department chair and interim associate dean. Prior to her appointment at UMKC, she was a consultant in compensation, performance management and other human resources issues. Her research focuses primarily on compensation and diversity.
The Faculty Ombudsperson may do a number of things, such as:
- Listening and providing a respectful, safe place within UMKC for faculty to discuss problems.
- Helping individuals clarify concerns and develop options.
- Explaining University policies and procedures.
- Providing referrals to other offices.
- Coaching visitors on how to help them selves.
- Looking into problems by gathering data and the perspectives of others.
- Engaging in shuttle diplomacy.
- Facilitating conversations.
Confidentiality is essential to ombuds practice. Some visitors may choose to give the Faculty Ombudsperson permission to take action that would reveal their identity, while others ask that no action be taken that would lead to a risk of disclosure. The Ombudsperson will respect the visitor’s choice regarding disclosure, except in limited circumstances: 1) where risk of imminent threat to individuals or the University exists; 2) when required by law, 3) in cases of clear evidence of illegal discrimination or harrassment.
The Faculty Ombudsperson provides informal assistance only. This means that if you want to file a grievance or file a formal complaint of any kind, you will be referred to another office. However, the Faculty Ombudsperson office is a good place to start a conversation that may help you determine if a formal process is the right one for you.
The Faculty Ombudsperson remains impartial. This means that she advocates neither for the visitor nor the University administration. The Faculty Ombudsperson Office does advocate for a fair, equitable, and respectful workplace.
The Faculty Ombudsperson is independent. This means that, while she reports to the Provost, she is not a member of management, and has sole discretion over how to react to visitors concerns.
Although the Faculty Ombuds is a part-time appointment, she will make every effort to meet with you, either in person or by phone, as quickly as possible. During the academic year, she is able to meet with you at any mutually agreed-upon time. During semester breaks and the summer, her availability is more limited due to study abroad demands and personal time off.
The Faculty Ombudsperson Office commits to embracing diversity and developing sensitivity and understanding about differences among people on an ongoing basis. We uphold the definition of diversity as taking responsibility for our own personal biases. We extend that to specifically welcome all persons of varying race/ethnicity, disability, religion, creed, national origin, socioeconomic status, gender, and sexual orientation.