We are here to provide a confidential and neutral place to explore options and paths for conflict management, reduction or resolution for work-related issues on an informal basis without fear of retaliation or judgment. The University Ombudsperson does not disclose and is not required to disclose any information provided in confidence, except to address the imminent risk of serious harm. In reviewing concerns brought to our office, we have the ability to consult with various administrators across campus about policies and procedures in a confidential manner. Please know, however, that records pertaining to complaints, and/or inquiries are confidential and not subject to disclosure outside the ombudsperson’s office. The Ombudsperson does NOT reveal the identity of the visitor without the visitor's expressed consent.
We collaborate on the options; however, the visitor chooses the path and overall process.
Our Mission
The Office of the University Ombudsperson is dedicated to being a collaborative resource for UAB and seeks to offer support to conflict management, resolution, and reduction.
Examples of workplace concerns brought to the ombudsperson are:
- Miscommunication issues between two or more individuals
- Interpersonal, intercultural, or group conflicts
- Policy or procedural interpretation confusion
- Perceived unfair treatment or bullying
- Perceived ethical or moral dilemmas
- Treatment or situations that are perceived as inconsistent with UAB policies, mission and/or core values
- Concerns that may distract one from fully participating in their role at the university
- Evaluating Services - Your UAB Ombudsperson will consistently evaluate feedback provided. After completing services, please fill out this survey.
All meetings with the Ombudsperson are voluntary and confidential.
University Ombudspersons Conflict Intervention Services
The primary goal of the ombudsperson is to help resolve conflicts informally. We have multiple intervention methods that can be applied.
Most common request for consultations with the Ombudsperson are:
- Conflict Analysis – The initial stage of conflict resolution or reduction to explore the core of the conflicts or concerns.
- Workshop & Trainings- The University Ombudsperson welcomes the opportunity to present on topics related to interpersonal communication, conflict management, conflict resolution, or conflict reduction.
Other types of consultations include:
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Individual Conflict Intervention Options
Confidential Investigations or
ConsultationsThe University Ombudsperson has access to inquire about policies, processes and procedures at will without providing the reason or purpose of the inquiry. The University Ombudsperson does not disclose and is not required to disclose any information provided in confidence, except to address imminent risk of serious harm.
Conflict Management Coaching
ConflictCoaching is a one-on-one process to help people gain confidence to engage in communicating concerns.
Strategic Negotiationor Negotiation Coaching
The University Ombudsperson takes the integrative negotiation approach to help explore a win-win solution. We can provide tips and techniques to help visitors prepare for university related negotiations.
Executive Coaching
The process by which the Ombudsperson works with a leader of an intact group to focus on their mental agility and comfort level with managing conflict and complex problems.
Reviewing Correspondence
Visitors may ask the Ombudsperson to review written correspondences for tone, clarity of concerns, conciseness, and language that elicits cooperation.
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Two-Party Conflict Intervention Options
Mediation
A voluntary and confidential facilitated process where the Ombudsperson guides the process. A mediation allows parties to share their perspective, clarify concerns, contextual information, and collaborate on forward facing needs and wants of an agreement. The participation of creating, implementing and adhering to any agreement designed is as the sole discretion of the parties involved.
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Intact Group Conflict Intervention Options
Facilitated Dialogue
A process based on the principles of effective human interaction where the ombudsperson leads as a neutral and helps the group explore different perspectives.
Consensus Building
A decision making process which the members of the group develop and agree to support a decision in the best interest of the whole group or common goal.
Dispute Systems Evaluation
The Ability to assess current systems and make effective and efficient suggestions for conflict management.
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Multi-Layered Large Groups or Unit Conflict Intervention Options
Stake Holder Assessment
The process of assessing risk, concerns or interest of relevant stake holders regarding the conflict that is emerging.
Dispute Systems Design
Is a process where we use a systemic approach to reduce the financial and emotional cost of conflict by creating clearly communicated processes or policies.
Workshop & Trainings
The University Ombudsperson welcomes the opportunity to present on topics related to interpersonal communication, conflict management, conflict resolution, or conflict reduction.