The IT Optimization: Stronger through adversity
This is the second part of a two-part blog series on the IT Optimization. For part one, click here.
In our first blog we spoke about the process HR and IT used to force all AUFA members into new jobs as determined by management. This post is about the response from members and fallout.
Survey
One most people accepted their positions, a short survey was sent to the affected IT members for feedback. The questions asked were about the IT optimization treatment of members, communication, meetings, transition, and AUFA representation. The personal dignity question speaks to a repeated statement from Jennifer Schaeffer that her highest priority was preserving the personal dignity of affected staff. The survey was sent to 55 AUFA members, with 38 responding.
The survey results speak to the general confusion and dissatisfaction from most of the affected IT staff members. Many members left long commentary about their incredible frustration at the process and poor treatment of their colleagues. Most respondents were uncertain about their new positions, rather than upset. This indicates that the resistance was not to the change (a frequent narrative by AU Executive), but to the mechanism of change.
The comments had the following recurring themes:
The process was stressful, demoralizing, and punitive
The lack of a transition plan is extremely concerning and speaks to negligence and incompetence by IT senior leadership
Frustration with AUFA’s limited ability to stop bad redeployments or correct faulty job descriptions
That communication was non-existent or insulting
That IT leadership had no respect for their staff
The process was poorly planned
The full comments, which have been edited to preserve confidentiality, are below.
Building Solidarity
Although some members have been treated well, many others are left confused, alienated, disrespected, and angry. Even members who are promoted or are simply moved into the same job have found this process to be at best confusing and overwrought, and at worst cruel and coercive. However, a bad boss makes for a stronger union.
AUFA members have taken this attack on their rights to self-advocate, talk with each other, share stories, and build a common understanding. This is the foundation of an organized union and common solidarity. The IT Optimization has been one of the most poorly handled major changes in AU history and the result is an angry and motivated membership who have learned that the only way they can come out ahead is by looking out for one another. AUFA members representing each other, and then standing up in tense meetings, letter-writing campaigns, and very tough questions directed at senior management softened this process.
AUFA approached this process early on in good faith, and trusted IT and HR to handle this humanely and with kindness. That trust was violated. However, when we looked to each other, that trust was rewarded.
Next Steps
AUFA’s work with the IT department will continue as many members are left in confusing, difficult situations and the risk of continued poor treatment and contractual violations is high. As well, we have filed two grievance. The first is on the use of redundancy language, demanding that a full and appropriate position evaluation be granted to anyone who wants it. This will allow the job descriptions to be written with the consultation of the incumbents to ensure the jobs are accurate and fair. The second grievance is on the ‘take the job or resign’ use of redundancy language, and will hopefully prevent redundancy from ever being used again to bypass the hard work of doing a reorganization properly. We have also added the IT Optimization to the Unfair Labour Practice complaint over exclusions during bargaining.
Most importantly, we will continue organizing with and speaking to the IT department and supporting members as they foster a stronger community together. A go-forward model of members representing each other moves power from a small centralized executive into the membership, and is the ultimate goal for a strong, democratic union.
David Powell
President, Athabasca University Faculty Association