Northern Michigan University's DeVos Art Museum will host a discussion that coincides with the “Aperture” exhibit. This free event will take place at 2 p.m. Friday, Feb. 9, at the DeVos Art Museum. Refreshments will be provided after the event in the museum lobby.
Emily Lanctot, DeVos Art Museum curator of collections and outreach, will lead the discussion. Panelists include Lali Khalid, photographer & co-founder of The Creative House; Patricia Killelea, assistant professor of English; Leslie Larkin, associate professor of English; Tracy Wascom, assistant professor of Art and Design.
The exhibit follows the evolution of the Aperture Foundation through a display of photographs from its print and fundraising programs made over a period of fifty years. Aperture was formed in 1952, when a magazine was published to promote photography as an art form. NMU faculty and community members will discuss the historical, social and cultural backgrounds of several photographs on display in the exhibition.
Today, Aperture is a multi-platform publisher and center for the photo community. They promote photography by connecting the photo community and its audiences. The New York based company produces, publishes and presents photography projects all around the world.
Results of the NMU Employee Satisfaction Survey conducted late in the fall semester show a convincing majority of faculty and staff members have positive perceptions of their jobs and are satisfied with the support of their immediate supervisors. Most questions were replicated from the last survey in 2013 for comparative purposes, but a few were added to gauge opinions on the recently completed strategic planning process, recognition and the performance evaluation process.
About 85 percent of respondents either strongly agree or agree that they feel a sense of accomplishment in their jobs and that the work they do makes a difference at NMU. Seventy-nine percent report that their jobs make good use of their knowledge skills and abilities. Further evidence of satisfaction can be found in the 75 percent who describe their experiences in their jobs as mostly positive or positive, and in the 75 percent who plan to continue working for NMU until retirement.
Nearly 81 percent of respondents indicated that their supervisors are fair. They also strongly agreed or agreed that they have the authority they need to make necessary decisions (65 percent) and that they receive encouragement for suggesting new and better ways of doing things (68 percent).
“Our employees are the heart and the soul of the university and I'm pleased that so many indicated in the survey that they realize the value of their work and the importance of their daily contribution to the success of our university,” said NMU President Fritz Erickson.
“The big-picture results help us understand what NMU is doing well and what we might do differently to impact employee engagement in a positive way,” said Rhea Dever, assistant vice president of Human Resources. “One opportunity for improvement is clarifying the path for career advancement within NMU. We've done significant work with the APs in that area, but other employee groups don't see it as clearly. So the next step is to analyze the results for the different employee groups to understand what the different issues are so we can more effectively target action planning. To help with this, we will be sharing division-specific results with the division vice presidents and union-specific results with union leadership.”
The survey showed a significant rebound on one question. In both 2013 and 2017, about 56 percent of respondents strongly agreed or agreed that they have an appropriate level of involvement in decisions that impact their work. That compares with 11 percent when the same question appeared in the 2015 Transparency in Decision-Making survey. Another transparency survey will be conducted later this year, according to Dever.
More than 40 percent of respondents to the 2017 Employee Satisfaction Survey are satisfied with the strategic direction of the university, while 24 percent disagree with that statement. Results of a related question indicate executive management could provide a clearer picture of that direction. But most NMU employees are aware of the strategic plan, mission and vision statements, core values and diversity statement, and also know where to find information about them.
Overall, 70 percent of faculty and staff who completed the survey report being satisfied with their employment at NMU. Aspects they consider most satisfactory include students, interdepartmental collaboration, professional development opportunities, relationships with colleagues, autonomy, flexibility, benefits and the environment. “The university is gaining momentum and there is a growing spirit of innovation and creativity,” commented one respondent. Another wrote, “I thoroughly enjoy the people here at NMU. So many dedicated employees who really try to go above and beyond to ultimately serve our students. It is inspiring.”
Factors respondents are least satisfied with include pay/pay equity, staffing, budget cuts, lack of advancement and communication/transparency. “Promotion and tenure is a ridiculously tedious process,” one individual commented. Another stated, “My department is constantly shrinking, to the point that the work that is able to be done and the scope of the work we should be doing are suffering.”
The survey response rate was 49 percent, with 483 respondents. Full results will be accessible online within the next few weeks.
Northern Michigan University will again host a hospitality tent for the general public near the starting gate of the UP 200 sled dog race on Friday, Feb. 16. The heated tent will be open from 6-9 p.m. next to the old City Hall building on Washington Street. Admission is free. This family-friendly event will include hot chocolate and cookies, while supplies last.
The YMCA of Marquette County is searching for students to be mentors for their Reach & Rise One-to-One Mentoring Program.
Why should you be a mentor? Training benefits such as active listening skills, firsthand experience of working with a child and observing how one's developmental stage affects one's thoughts, feelings, and behaviors, volunteer hours and experience, and possibly letters of recommendation.
Be part of the solution, have a direct impact on your local community, and make a difference in the life of someone in need.
Requirements: desire to work with yourth ages 9-17, 21+ years old, meet 1-3 hours a week for a year, attend mentor training (15 hours total).