Duties / Position Description
The Faculty Ombudsperson is a neutral person with whom faculty members can voice concerns, evaluate situations, organize thoughts, and identify options. Since the Ombudsperson keeps no records identifying faculty members, the Ombudsperson can offer a good first step for faculty who do not know where else to turn or how to proceed. The Faculty Ombudsperson shall have no policy role or decision making responsibility, other than to acquire a thorough understanding of college policies that pertain to faculty rights and responsibilities and other aspects of the position. The Faculty Ombudsperson shall have no adjudicatory or appellate function. The Ombudsperson will be required to adhere to the principles outlined in the Code of Ethics and Standards of Practice for an Ombudsperson by the International Ombudsman Association described as follows:
- Independence: The Ombudsperson is independent in structure, function, and appearance to the highest degree possible. The Ombudsperson is independent of the College's formal administrative structure and strives to consider all sides of an issue in an impartial and objective manner. The Ombudsperson cannot impose solutions, but may identify options and strategies for resolution of disputes.
- Neutrality and Impartiality: The Ombudsperson, as a designated neutral, remains unaligned and impartial. The ombudsperson strives to promote procedural fairness in the content and administration of Daemen College’s practices, processes, and policies. The Ombudsperson does not engage in any situation that could create a conflict of interest.
- Confidentiality: The Ombudsperson holds all communications with those seeking assistance in strict confidence, and does not directly or indirectly disclose confidential communications unless given permission to do so, except as required by law, or where, in the judgment of the Ombudsperson, there appears to be imminent risk of serious harm. In this instance, the Ombudsperson should reach out to the Office of Employee Engagement.
- Informality: The Ombudsperson, as an informal resource, does not participate in any formal adjudicative or administrative procedure related to concerns brought to his/her attention. The Ombudsperson provides information relating to college policies and procedures, but does not replace or supersede other college grievances, complaint, or appeal procedures.
The Faculty Ombuds position at Daemen should consist of one, independently contracted individual. This individual will fulfill the duties listed below and follow the Code of Ethics and Standards of Practice for an Ombudsperson by the International Ombudsman Association.
The individual must demonstrate knowledge of higher education practices and experience in resolving disputes. Experience in shared governance and/or handling of complaints and the procedures related to those complaints is strongly encouraged.
The Ombuds position is eligible for a renewable, three-year contract with a one-year probationary period at the end of which, the Ombuds will be subject to review and renewal by a vote of the Faculty Senate. The position is part-time, on an hourly as-needed basis, funded from the budget of the Vice President for Academic Affairs (VPAA)/Provost. Contract length can be negotiated with candidates, though the one-year probationary period is non-negotiable. At the end of the contract, the VPAA/Provost will consult with the Senate to determine whether a search committee is needed or if the ombudsperson should be retained.
The Faculty Senate will make candidate recommendations to the VPAA, based on persons identified by an ad hoc search committee convened when necessary. If the recommendation meets the approval of the VPAA, an appointment letter specifying the terms of the agreement will be issued.
The Faculty Ombudsperson may not serve on any Daemen elected or standing committee that requires any senate action. Ordinarily, the Ombudsperson will not hold a concurrent position at Daemen.
The Faculty Ombudsperson shall report to the VPAA, using only de-identified data and never disclosing confidential information directly or indirectly.
Periodically, the Ombudsperson may be asked to provide updates to Faculty Senate and/or Employee Engagement. To that end, the Ombudsperson should be prepared to report general trends, provide feedback, and advocate for structural changes as appropriate without disclosing confidential information directly or indirectly.
Faculty members are encouraged to make a bona fide effort to resolve an issue collegially by discussing their concerns with their director/chair and dean. If this does not prove satisfactory, faculty members may consult with the Faculty Ombudsperson via a mutually agreed upon private channel of communication. The Faculty Ombudsperson serves as a confidential, neutral, informal, and independent resource for faculty concerns and conflicts at Daemen College. As an independent resource for problem resolution, the Ombudsperson works to ensure that all members of the faculty are treated equitably and fairly. The Faculty Ombudsperson can provide confidential and informal assistance to help resolve issues related to both the workplace and academic environments. If informal resolution is neither possible nor satisfactory in the judgment of the concerned faculty member, the faculty member may follow the applicable procedure as described in Daemen Faculty Handbook.
As your faculty ombudsperson, I am committed to maintaining the confidentiality of all conversations and information shared with me. I do not disclose your identity or the details of our discussions to anyone without your permission. The only exceptions are situations involving imminent risk of serious harm or when disclosure is required by law. My role is neutral, independent, and confidential and is the cornerstone of the support I provide. Thematic topics are shared in aggregate on a yearly basis with the VPAA to inform conversations to improve overall school culture.
Important Facts About the Ombudsperson
A neutral, independent, and confidential resource for faculty to discuss concerns, explore options, and navigate university systems.
- Workplace or departmental conflicts
- Questions about policies or procedures
- Concerns about fairness or equity
- Stress related to professional responsibilities
- Guidance for difficult conversations
This is not an exhaustive list, but rather examples.
Yes. Conversations are private and not shared without your consent. Exceptions: imminent risk of serious harm or legal requirements.
Yes, the Ombudsperson does not have a role in the employment/administration at the University. Because they are independently contracted there is no official record of the visit or conversation. Additionally, there are no binding decisions made. This is designed to support faculty in navigating their concerns.
- A safe, private space to talk
- Active listening and clarification
- Discussion of possible options for next steps when appropriate
- Support in preparing for next steps
No. The Ombudsperson advocates for fair processes, not individuals.
The Ombudsperson is interviewed by the Faculty Senate. The Faculty Senate then makes a recommendation to the VPAA/Provost for hiring. The VPAA/Provost hires the ombudsperson; however this position is completely independent of Academic Affairs and the Provost. The reporting structure is for the Ombudsperson to
- provide the Faculty Senate with updated general information about general numbers of visits and broadly, the types of concerns - however this information is provided using very broad/general descriptions to avoid ever being able to identify a particular faculty’s concerns or identities.
- provide general information about the role and uses of the services at faculty forums twice each academic year.
- the Ombudsperson provides ONLY the total number of hours used to the Provost’s office for payment.
It’s a safe, confidential, and supportive resource that empowers faculty to address concerns early, reduce stress, and find constructive paths forward.