Faculty Support Administrators Network

Leader:
• Pamela Burton
Team:
• Belynda Blaire Bady
• Sarah Elizabeth Champlin-Scharff
• Karl Coleman
• Imelda Dundas
• Deborah R. Gallagher
• Jessica A. Gauchel
• Krista Lester
• Damari Rosado
• Matthew B. Turner

Project Overview:
The FSAN aims to contribute to the educational mission of Harvard through sharing knowledge among managers of faculty-support staff, developing best practices for managers and staff, and learning from and sharing with peers. The FSAN acknowledges opportunities for development in the following key areas: building a knowledge community of managers of faculty-support staff; creation and provision of trainings and skill sharing opportunities among faculty-support staff; development of local and intra-tub community and engagement efforts among faculty-support staff; creation of an accessible resource compiling insight, skills, best practices, templates, and other resources for managers of faculty-support staff.

Project Objectives:
• Continue to provide exceptional service and as needed improve service to faculty across Harvard.
• Support the continued growth and development of the community comprising managers of faculty-support staff across Harvard’s graduate schools and FAS departments. Identify areas for learning related to managing, training, developing, and engaging staff.
• Enhance and strengthen current programmatic offerings and design new programs that build skills and competencies for moderate and high performing faculty-support staff. Design and implement programmatic offerings to address common pitfalls and difficulties experienced by low to moderate performers.
• Create opportunities for community building and connection to increase engagement among faculty-support staff.

Expected Outcomes:
• Continuation of exceptional service, and improvement of service where necessary, for faculty across Harvard.
• New and/or improved management tools addressing issues facing faculty-support staff across Harvard; continued growth and strengthening of relationships with other managers of faculty-support staff across campus.
• Cross-tub access for faculty-support staff to a community of their peers.
• Trainings and workshops designed to increase skills, competencies, and community among faculty-support staff; increased sense of empowerment among faculty-support staff to trouble-shoot and address issues as they arrive.
• Creation of a single, dynamic, accessible catalog of best practices, tools, and resources for use by managers of faculty-support staff across schools and departments.

Expected Impact:
We anticipate these efforts to result in a robust and growing community of managers sharing best practices and providing support and guidance for one another. We expect the shared repository of best practices and resources to increase efficiency and simplify processes for managers. We expect trainings and community building for faculty-support staff to grow competencies and skills, increase efficiencies, increase engagement, identify staff in need of support and development, and increase faculty-support staff empowerment to engage fully in all aspects of their work. We anticipate an overall increased connection among our schools and departments for managers and support staff, and an increased resonance of the idea of a larger, inclusive community – One Harvard.