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Initiatives

Building Successful Research Teams

The Office received a small grant from the Office of the Vice President for Research (OVPR) to fund two workshops for faculty on the Twin Cities campus. In June, two speakers from the National Institutes of Health conducted interactive programs on building success research collaborations across disciplines, units and institutions. Over 150 faculty and researchers attended the workshops. The programs were developed by a planning committee from OVPR, Office of the Provost, Human Resources, Student Conflict Resolution Center, and Office for Conflict Resolution. Templates and guidelines for successful research collaborations are on the OCR home page.

Academic Civility Initiative

In 2010-11, the academic civility work group (a work group of representatives from the Office for Conflict Resolution, Graduate School, Student Conflict Resolution Center, Academic Health Center, and graduate student governance groups) focused on improving graduate student/faculty advising. Tools developed by the work group are available on the SCRC website. In 2011, a resolution Supporting the Efforts of the Work Group Promoting Academic Civility in Graduate and Professional Education was presented to, and approved by, several University governance committees, including the Senate Social Concerns Committee, the Senate Committee on Educational Policy, the Senate Equity, Access and Diversity Committee, and by the University Senate at its meeting on May 5, 2011. Resolution

The Office for Conflict Resolution, along with the Student Conflict Resolution Center, will co-chair the Academic Civility Work Group in 2011-12 and provide staff support. The work group's project will address a topic of concern to staff and faculty. One idea is to focus on promoting successful academic collaborations. This theme would build on the June 2011 workshops for faculty on building successful research teams.

Educational Programming

Educational programming reached new audiences in the Academic Health Center in 2010-11. The OCR Director co-presented programs on graduate advising for the faculty of the School of Public Health, and on conflict management for audiences of third-year medical students, chief residents, and women surgeons.

Ongoing educational efforts included co-teaching an upper-level class at the University Law School on Alternative Dispute Resolution. The Director participated in new chairs orientation, new faculty orientation, supervisory training offered by Human Resources, and presentations to faculty and staff governance committees.

One-Stop Website for Collaborations

The work groups on academic civility and on faculty workshops will develop a one-stop University website, independent of individual offices, with information about communication, negotiation, navigation, and collaboration skills. Focus group discussions have suggested a simple, to-the-point site like this is much needed.

Policy Review

In 2010-11, the Advisory Committee to the Office for Conflict Resolution finished its review of the conflict resolution policy and program. Five-year reviews are required by Administrative Policy: Conflict Resolution for Faculty, P&A, Civil Service, and Student Employees.

Summary of Changes to the Administrative Procedures

To make the cost of the arbitration process more predictable and encourage the use of Minnesota arbitrators, an estimated arbitrator fee of $5,000 per case was established. The first $3,500 of the fee is shared equally by the University and the petitioner. A process for University payment of arbitration fees exceeding $5,000 was provided.
The number of hearing officers was increased from three to four in each employment group.
The process for jurisdictional determinations was changed to have the Director (rather than a Hearing Officer) make the initial decision and permit a party to request review by the Provost.
Realistic time lines for the formal petition process were included.
Education programming and outreach were included in the Director's responsibilities.
For petitioners considering whether to submit an internal discrimination complaint in the Office for Conflict Resolution or in the Office of Equal Opportunity and Affirmative Action, the differences between the processes in the two offices were clarified.

Summary of Changes to the Board of Regents Policy