Glassdoor is a innovative recruiting site where employees can get a free resume critique, find jobs custom to their interest, evaluate their value or anticipated compensation, and best of all post free and anonymous reviews about their company. Employees of various positions or classifications have been posting their reviews since the site was founded in 2007.
LOOKING FROM THE INSIDE OUT...
Last updated on February 14, 2018, employees rated University of Maryland 4 out of 5 stars- as a "great place to work". Out of the 1,030 reviews, 85% of employees said they would recommend the university to a friend and 83% said they approve of the CEO.
The overall reviews however, don't tell the whole story as a number of employees have express major concerns about working conditions, poor management, and lack of professional growth. When skimming through the reviews of full-time employees, here is what some current workers had to say.
Good Benefits/uncaring overlords
Don't believe the hype
Racist Bullies!! Hostile!
LOOKING FROM ThE OUTSIDE IN...
The frustration of current full-time employees is magnified by former employee reviews. The campus is currently working to improve workplace conditions with the Thriving Workplace Initiative and recently issued a Campus Climate Survey (submission deadline February 28, 2018) to address broader issues with regards to equity and respect throughout campus.
In order to make the university a "Great Place to Work", employees need to feel included personally and professionally. According the the 2017 Thriving Workplace Survey, four points stood out as key influencers for recommending UMD as a great place to work (see figure below).
Comparing the results of the Thriving Workplace Initiative to the reviews on the Glassdoor, it appears that there are diverging narratives about working at the university. Full-time staff have different needs and perspective about campus life, then faculty or students or even part-time staff.
HATE IT OR LOVE IT ?
Some employees aren't aware of issues on campus because they aren't exposed to injustice or poor management practices. Some employees don't care either way as long as they get paid. While some employees love the benefits so much that they are willing to suffer through the growing pains. Whether you choose to engage and participate on campus-issued surveys, AFSCME-issued surveys, or volunteer your feedback on a public site, nothing will change without your involvement.
On Thursday February 15th @ 2pm EST the Labor Research Action Network will host a convening of Black Union Researchers . The purpose of the meeting is to develop a network and mentorship program that focuses on the recruitment and retention of Black union researchers. The meeting is open to seasoned veterans, recent hires, or those interested in working for unions, social justice NGOs, or in academia related to the labor movement.
Although Black people are the group of people most likely to join a union, there are a limited number of Black researchers in the labor movement. While there are existing diversity initiatives for people of color, very often, these have not successfully attracted and retained researchers of African descent. Black researchers come from communities with unique experiences and perspectives that they can potentially bring to union research. This meeting hopes to add to the number of Black union researchers in a sustainable way.
For those who plan to attend remotely, please register here:
Info about LRAN
THE DEMOCRACTIC RADICAL UNION OF MARYLAND (D.R.U.M.)
... was the reorganized Strike Committee which coordinated the demonstrations and student-faculty strike at University of Maryland in the 1970s. They were a coalition of activist who allied themselves around the issues and objectives presented during the New Haven Black Panther trials. Bobby Seale, co-founder of the Black Panther Party, a political activist and cultural icon, spoke to supporters and at Ritchie Coliseum (1972) and Student Union (1974).
WHAT'S INSIDE ThE RADICAL GuidE
The 1960s - 70s at University of Maryland were volatile times on campus as activists publicly spoke out about political and civil injustices. For a more complete synopsis, read the re-cap as written by the Washington Area Spark, "30 Days in May: U of MD 1970 " (source of the Radical Guide), The contents of the Radical Guide to the University of Maryland are meant to inform what was then considered "politically radical" students on politics, survival, and the current state of the campus. The Radical Guide can be viewed or downloaded below :
Sources : Washington Area Spark -May 2013, "30 Days in May: U of MD 1970 "; Wikipedia - "New Haven Black Panther trials" ; Diamondback - February 2018, "The Co-Founder of the Black Panther Party Urged a UMD Crowd to be Politically Active" ; Yale Alumni Magazine- July 2006, "The Panther and the Bulldog - The Story of May Day 1970"
The I AM 2018 Video Contest is looking for 30 to 60-second video submissions that connect the struggles of the past to those of the present.
Videos should inspire a call to action to continue the fight for justice for all working people. There is a preference towards personal stories that illuminate how the legacy of Dr. King and the striking sanitation workers is still relevant today.
Winning videos will be judged by prominent industry professionals, including Hans Charles, cinematographer of Ava DuVernay’s Oscar nominated documentary, 13th; Dorian Parks, co-founder of Geeks of Color and award winning filmmakers Madeleine Hunt Erlich and Shahin Izadi.
SUBMISSION DEADLINE FEBRUARY 16th
See contest rules here : filmfreeway.com/IAM2018VideoContest-1
REMEMBERING ECOHL COLE AND ROBERT WALKER
On February 1, 1968, Memphis sanitation workers Echol Cole and Robert Walker huddled in the back of their truck to seek shelter from a storm. Suddenly, the truck’s compactor malfunctioned, trapping Cole and Walker and crushing them to death.
The tragedy triggered the strike of the city’s 1,300 sanitation workers. They had warned the city about dangerous equipment but were ignored. They were fed up with poverty wages and racial discrimination. They walked off the job and marched under the banner: I AM A MAN. On February 1, 2018, the 50th anniversary of the accident that killed Cole and Walker, we will observe a moment of silence to honor their memory and sacrifice, as we pick up the mantle from the 1968 strikers in the ongoing fight for racial and economic justice.
Join the Facebook Live event on February 1.
The University of Maryland Holiday Schedule is maintained by the University Human Resources Department.
SAYING WHAT YOU MEAN
1. Stay focused on the current topic.
Sometimes it is tempting to bring up past work issues or topics when discussing something current. Unfortunately, this often clouds the issue and makes finding mutual understanding and a solution to the current issue less likely.
2. Listen carefully to what others say.
In the workplace, people often think they're listening, but are really thinking about what they're going to say next when the other person stops talking. Truly effective communication goes both ways. While it might be difficult, try really listening to what others are saying.
3. Try to see the other point of view.
In most workplace situations, people want to feel that they have been heard and understood. They talk about their point of view to get fellow employees to see things a certain way. But those who try to really see the other side find that they can then do a better job of explaining theirs when it is their turn.
4. Try not to respond to criticism.
It's easy to get defensive when a fellow employee or a manager criticizes an idea or a proposed process. Criticism is hard for everyone to hear. But it is equally important to listen to the other person's reasoning for their opinion. There can be valuable information in the critique that can improve the original idea.
5. Take ownership.
Realize that personal responsibility is a strength, not a weakness. Effective communication involves admitting when an idea turns out to be a less than ideal solution. Ownership can defuse the situation, set a good example, and show professionalism and maturity. Managers notice.
6. Look for compromise.
UMD CAMPUS CLOSED FROM 12/22/17 - 1/1/2018
Winter Break has been extended by 1 day to now include Friday, December 22nd.
Below is a message from UHR :
Pursuant to authority granted under Board of Regents policy, President Loh has designated Friday, December 22, 2017 as an Administrative Leave day for all regular/contingent II faculty and staff. President Loh would like to express his gratitude for the hard work and dedication of our employees.
The deadline submitting a 2017 professional development day request is Saturday, December 2nd. The request from will be disabled at the end of the semester for winter break. It will be enabled again after January 1, 2018.
PARKING ON CAMPUS IS EVEN BIGGER BUSINESS
According to the Department of Transportation Services (DOTS) Annual Report for 2016-17, parking registration fees bring in $10 million dollars in revenue and parking fines bring in $180 thousand dollars in revenue to the University of Maryland. There are more parking registrations sold then parking spaces made available and with additional revenue from visitor parking and special events, the Department of Transportation Services is profiting off the scarcity of parking. In addition, there have been a substantial loss of parking spaces and more to come throughout the coming years due to construction projects.
Find out more about the business of transportation to campus in the annual report : http://www.transportation.umd.edu/annual.html