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These regular updates have been extremely helpful in keeping staff in the loop and feeling informed.

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Demonstrate they are members of the OUCCAS team

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Demonstrate they are members of the OUCCAS team

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Willing to support, help, and contribute to the work when needed. Not authoritative.

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Quick to offer support and problem solve.

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Create environment that makes people feel comfortable

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Create environment that makes people feel comfortable

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Prioritize relationships

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tension has existed between TDT and TCT. need leadership to mediate and help resolve

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We should have a person recording minutes for the Staff meeting

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Explicit and consistent expectations about file records; things that should be placed on the UC SharePoint site so they can be accessed by all staff.

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Felt unable to answer several questions on the pre-retreat survey about fiscal.

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leadership could come to the individual team meetings to get to know staff, ask questions, give feedback, etc.

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If something is a directive (e.g., fill out the monthly staff update by week before staff meeting), it should be reinforced

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consistency across universities; merit-based raises; equity across like positions

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Making teams are staffed according to what the deliverables requirement

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Catering to the needs to OUCCAS staff, RTCs, and ODJFS at the same time

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Steve's sense of humor is appreciated!

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All resources for meetings in shared location

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All resources for meetings in shared location

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Keep agendas/docs/minutes from all work teams, ad-hocs, etc in one shared location. So it's a "one click shop" to find out what's going on, and reduce inbox clutter of sending them out. With this, ensure the "what meetings happen when" sheet is updated

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Opportunity for teams to share highs and lows/answer questions

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Opportunity for teams to share highs and lows/answer questions

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Maybe posting updates as they happen during the month before meeting, and making sure we read each other's updates ahead of time. I think it's important to designate time for each team to share some high/low experiences and why they were those things. It would allow us to better understand what other teams are experiencing.

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Model accepting and adjusting based on feedback

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Model accepting and adjusting based on feedback

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Equity among the three universities - particularly right now the COL raises

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Equity among the three universities - particularly right now the COL raises

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have a standing agenda item in all leadership meetings to discuss what from the meeting needs to go to staff meeting or be communicated through an email.

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so much change so fast, can easily forget to pass on information, or choose not to so as not to overwhelm

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Leadership could set time aside to look through notes/emails and make sure things are added to the staff agenda

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I think we sometimes forget how OUCCAS is just a baby, and look what it is already doing. That is because of great leadership

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Add 1/2 hour to staff meeting to ensure that full discussions can happen. Often feels like the focus is on the clock rather than on the issues that need to be discussed. If we end early great.

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Sally brings great depth of experience and history to bear on any topic of either training system. And she does an excellent job of maintaining partnerships. We need to institutionalize some of this. And we are. KA with OHSTS, GC with the RTCs, etc etc.

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Have you considered reimbursing some/all of our internet, typical supplies such as lightbulbs, tissues, etc?

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Have you considered reimbursing some/all of our internet, typical supplies such as lightbulbs, tissues, etc?

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Onboarding, etc.

Also, have university specific resources for things like reimbursements/etc

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What I have witnessed from this leadership team is the ability to adapt and flex for the betterment of OUCCAS, our partners, and those we serve. Continuous improvement and being open to hearing the voice of all of us, regardless of our title or seniority.

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Ensure the pay and benefits of each university is equitable

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We are an organization in its infancy. Maybe a toddler. Change and adjustment, even chaos should be expected. Send the message of kindness, respect, self care, and open engagement more regularly to support staff.

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I see alot of comments across the padlets about teams being understaffed. I know we have some immediately plans to fill critical positions. Want to suggest commissioning CQI to do a more formal workload assessment to inform a longer-term staffing planning and to identify "right size" for us.