About the Ombuds Office
Related Information
The ombudsperson at the University of Wisconsin School of Medicine and Public Health in Madison serves as a confidential resource for faculty, staff, and students within the medical school community.
What will the ombuds do?
- Provide a comfortable, confidential environment to air concerns
- Work with people to develop options for resolving or managing their concerns or complaints
- Open channels of communication
- Research and provide information for questions regarding a policy or procedure
- Serve as an intermediary or facilitator for addressing conflict
- Seek fair and equitable solutions to problems
What powers does the ombus have?
As an impartial 3rd party, ask questions and, upon request, mediate management of conflicts
With permission, bring issues to the attention of those with authority to address concerns
Persuade in decision-making
Report systemic issues to the Dean and other leaders with recommendations for resolution
Categories of Concerns Ombuds May Review
- Career progression and development
- Employee compensation and benefits
- Evaluative relationships
- Legal, regulatory, financial, and compliance
- Organizational, strategic, and mission related
- Peer and colleague relationships
- Safety, health, and physical environment
- Services and administrative issues
- Values, ethics, standards
Types of Concerns Reported to the UW School of Medicine and Public Health Ombudsperson
The ombudsperson will provide you with a safe forum to voice concerns, organize thoughts, assess feelings, evaluate a situation and decide on what is important and relevant to your dilemma.
- Career and Academic Issues - academic concerns dealing with performance, grading, compensation, promotion, work planning and scheduling, work environment, work overload, work styles, communication breakdown, job future, impact of reorganizations, mentoring
- Abuse - harassing unkind behavior, unprofessional demeanor, sexual harassment, retaliation, insensitivity, personality conflicts, hostile workplace, oppressive management practices
- Discrimination - different treatment due to race, gender, mental and physical disabilities, sexual orientation, religion, age
- Intellectual Property - research opportunity, proprietorship or authorship of work, conflicts of interest, professional misconduct, misrepresentation of data, protocol error
- Miscellaneous - fear of retaliation, safety, stress and ethical dilemmas
Explore options ranging from simply talking about your problem to pursuing a formal grievance proceeding. You select the options you prefer. If all attempts at resolving the situation informally have failed, you may choose a more formal grievance process.
The UW School of Medicine and Public Health policies and procedures, as well as those of the University of Wisconsin, provide many options for formal grievance. Union members will follow the process outlined in their collective bargaining agreement.For many people, contacting the ombudsperson will be a safe first step. If you are in need of specific expertise, referral information will be provided on other issues, policies or resources.