1. Title of presentation umanitoba.ca President’s Town Hall Monday, November 28, 2011

2. Town Hall Agenda 1.Updates on two pillars of the U of M Strategic Planning Framework: Outstanding Workplace Initiative – It’s About Us! Employee Experience Survey Indigenous Achievement 2.Questions

3. Outstanding Workplace Initiative The University of Manitoba will be an employer of first choice, offering and expecting respect for all staff and faculty, providing opportunities for leadership, growth and development, and recognizing the contributions made at all levels of the organization.

4. March Town Hall – What is an Outstanding Workplace? Respect and leadership Generating results Building capacity Celebrating great cause and company

5. “It’s About Us” Employee Experience Survey Process First time asking for feedback. Administered by Probe Research Inc. Asked about general attitudes and a range of issues – agreement and importance. Seven themes: Working conditions Management practices Professional and career development Compensation and benefits Contributions People and community Confidence in senior leadership 30.5% response rate – higher than typical for higher education institutions (~20%).

6. Overall Job Satisfaction

7. How Do We Compare? Overall Satisfaction U of M 2011 86% U of T 2006 78% UBC 2009 70% Manitoba norm2010 91% (Probe Research Inc.) Canadian norm2006 73% (Mercer ) 2010 69%

8. General Conclusions Representative distribution between campuses Employee group representation generally consistent with other universities Unionized support staff were very engaged in the process Overall, greater participation from women than men Responses from the two campuses are consistent Responses among employee groups are relatively consistent Some things to celebrate, some areas to work on

9. Strong Positives: Celebrate and Build View the University of Manitoba as a great place to work: 76% Identify work as meaningful, making an important contribution to society: 85% Appreciate co-workers: 82% Value pension and benefits: 80% – 82%* Agree that work arrangements are appropriately flexible: 82% * Data from two survey statements

10. Areas to Work On: Greatest Gaps between Importance and Agreement Perception of equitable treatment and respectful environment: 26% - 54% * gap Effective cooperation among departments: 52% gap Confidence in senior leadership decisions and actions: 40% – 51%* gap Having minimal red tape and bureaucracy: 39% gap Having appropriate opportunities and supports for career and professional development: 34% – 36%* gap * Data from 3 survey statements

11. Other Themes: Correlation between areas of concern and work underway. E.g.: –Desire for greater collaboration between departments: ROSE and academic clusters –Red tape: ROSE; “RRR” Committee –Need for clear direction from senior leadership: increasing emphasis on communication –Need for tools to do the job: investments in IT, process improvements Organization needs to support aspirations of employees: –Training –Leadership development –Providing opportunities Concerns regarding commitment from senior leadership

12. Next Steps Full results will be posted on the Outstanding Workplace Initiative website Continuing to assess results: –Over 3,600 comments provided –Discussions with distinct populations of employee groups, e.g. Indigenous employees; employees with accessibility concerns Results are combined: strengths and challenges vary among units Faculties and large administrative units will receive unit-specific results and identify areas for focus. Working groups will assess data and refine strategies for areas of university-wide focus. Continue to assess and improve.

13. Indigenous Achievement The University of Manitoba will work with a variety of partners to make Manitoba the national centre of excellence for Indigenous education and research, and in particular to allow First Nations, Métis and Inuit students to be prepared for and to achieve educational success in the full range of academic programs we offer.

14. Goals Build and expand Indigenous presence and visibility at the University of Manitoba Improve access, recruitment, retention and completion for First Nations, Métis and Inuit learners Support Indigenous UM academic, administration and support staff; linked to the Outstanding Employer pillar in the planning framework

15. Current Status Hired Deborah Young, Executive Lead, Indigenous Achievement – started work this summer Wide-spread consultations with deans, faculty members, academic staff, students Development of a plan - “Pathways to Indigenous Achievement” – for the university moving forward Sharing with the community

16. Pathways to Indigenous Achievement Supporting Students Celebrating Our Successes Promoting Indigenous Knowledge and Research Building Partnerships and Supporting Communities

17. Goals in Pathways Each quadrant focused on a specific outcome: 1.To increase access, retention and transition opportunities to support First Nations, Métis and Inuit learners. 2.To increase community involvement at U of M (on and off campus) through strengthened partnerships with schools, school divisions, universities and colleges and Aboriginal organizations. 3.To share Indigenous knowledge between the U of M and local, national and international communities. 4.To celebrate the University of Manitoba’s Indigenous successes – students, academic and alumni.

18. Goal: Increase Access, Retention and Transition Opportunities –Outreach and mentoring to encourage youth to remain in school –Ensure supports for new and returning students –Increase awareness among non-Aboriginal students, staff and faculty of Aboriginal issues –Acknowledge and celebrate U of M Indigenous alumni Supporting Students

19. Goal: Increase Community Involvement at the U of M –Symposia in the inner city and northern Manitoba to highlight UM and engage youth, parents, educators, Elders and communities –Support university initiatives that will bring F/M/I youth to campuses –Formal working partnerships with Aboriginal and non-Aboriginal organizations –Formal partnerships with UW, BU, RRC, UCN Building Partnerships and Supporting Communities

20. Goal: Share Indigenous Knowledge –U of M portal – “Indigenous Connect” –Series of workshops, panels, exhibits on Indian Residential Schools –Series of U of M roundtables to share, identify, support Indigenous research initiatives –Support for faculties to design and implement Indigenous-focused curricula –Establish network for Elders to share information on traditional teachings –Support U of M Indigenous academic, administration, and support staff Promoting Indigenous Knowledge and Research

21. Goal: Celebrate University of Manitoba’s Indigenous Successes –Series of First Nations, Métis and Inuit Learning Days –Growing number of Indigenous faculty and research initiatives –Annual Elders Gathering –Annual Graduation Pow-Wow –Indigenize convocation –Formal recognition Celebrating Our Successes

22. Supported By An Engaged Community 1.President’s Advisory Council on Indigenous Education: –Advice on institutional matters related to Indigenous education programs and services –Assisting UM in meeting goals and objectives outlined in the “Pathways” framework. –Include senior administration, deans, faculty, students and Elders 2.Working Committee on Indigenous Education: –Develop specific objectives –Increase collaboration and information-sharing –Include Executive Lead, Indigenous Achievement, senior administration, faculty members, Elders. 3.Sharing Circles: –Five in total: Fort Garry (2), Bannatyne (2), Thompson (1) –Increase collaboration between UM and external community –Seek advice and input

23. Next Steps Extensive communication. Begin to work on the identification of targets. Establish the committees and to get work underway. Schedule the Sharing Circles. Meet with UM community December 5: what next in journey of reconciliation.

24. Title of presentation umanitoba.ca