Purpose Of This Memorandum

Lane Community College has embarked on a transition to an explicit set of Work Roles and Relationships as a key strategic initiative to assure continuing excellence in education. This memorandum is intended to establish and authorize the scope, structure and support processes that will ensure the smooth adoption of the principles and concepts outlined in the documents referenced below.

1. Values And Behaviors--a set of values and a list of supporting behaviors and inappropriate behaviors which will govern relationships, both interpersonal and institutional.

 
2. Role descriptions--a visionary description of the desired future roles of managers and teams. This will be augmented with a phased change model.

 
3. Labor Principles--a set of clearly articulated guidelines which will govern all management/union interactions.

Work Roles and Relationships Council

Purpose of the Council

The support activities will be coordinated by a joint union-management council appointed specifically for that purpose. It is the purpose of this Council to provide support, coordination, and impetus to the transition process., and to protect the integrity of the concepts and principles contained in the documents outlined above.

Activities of the Council

The Work Roles and Relationships Council will provide the following support services, either directly or by referral to other appropriate resources:

• Identify new skills needed and recommend resources to help employees obtain them.
• Develop and recommend general competency profiles which are consistent with supportive of the Work Roles And Relationships principles and concepts.
• Provide for mentoring and counseling regarding the changed expectations.
• Take advantage of opportunities brought to the attention of the Council to move forward with the transition to a new set of work roles and relationships.
• Focus on, highlight, and recognize successes.
• Communicate problem areas occurring within the change process to appropriate leadership (management, union, and labor-management committees).
• Recommend resources for intervention and problem resolution. 
• Coordinate transition efforts with other Organization Development activities, initiatives, and resources.
• Work to Bring alignment with the Strategic Planning and other ongoing change efforts.
• Provide a library of tools for individual, team and organizational assessment and change activities.
• Record, assess and report organizational change Progress to the sponsoring leadership bodies and to the College as a whole.
• Regularly review and update the Work Roles and Relationship documents.

The College President, the Management Steering Committee Chair, the LCCEA President, and the LCCEF President shall be responsible for appointing one committee member each to serve on the Work Roles and Relationships Council. These appointments will be Lane employees who support the change activity and are able to serve. Alternates shall be chosen at the same time and in the same manner. Vacancies to the Council shall be filled in the same manner as they arise. While it is understood that the effectiveness of the Council depends on a long term commitment to this activity each Council member serves at the discretion of his/her constituency.

Decision Making Process

All decisions of the Work Roles and Relationships Council will be by consensus of the Council members or alternates in their absence.

Resources

The College agrees to support this effort by providing reasonable resources , including release time, as agreed to by the Council.for its success.

Work Relations Summit Review

The Work Roles and Relationships Council will convene a Work Relations Summit yearly, or more often if necessary, to discuss work relations at LCC and review the work of the Committee. The Work Relations Summit will consist of the Executive Leadership Team, and five members from each management, faculty, and classified group chosen by the Management Steering Committee, the LCCEA, and the LCCEF, respectively.

Relationship To Collective Bargaining Agreements

The parties understand that decisions made and actions taken under this memorandum will not amend or supersede the parties’ collective bargaining agreements and previously executed memoranda of agreement. No agreements of the Work Roles and Relationships Council will have any direct or indirect impact on otherwise negotiable subjects without a written waiver of PECBA rights by appropriate representatives of all affected parties. If such agreements are inadvertently made, no party may seek to enforce such agreement over the objections of another. The assumption of non-bargaining unit work by bargaining unit employees shall not constitute any future claim for exclusive ownership of such work on the part of the unions or removal of an employee from the bargaining unit on the part of management.

The Grievance Procedures in the collective bargaining agreements of the LCCEA and the LCCEF shall not apply to this Memorandum Of Agreement.

Renewal

It is the purpose of this Council to support transition to a new set of Work Roles And Relationships. Therefore, management and union leaders will meet with the Committee annually to determine whether the transition support effort needs to be continued for the following year. If it is determined that the Transition Support effort should continue for another year this Memorandum of Agreement will be automatically renewed for that year unless any party gives notice to the others after May 1 but before June 1 of its desire to modify the Memorandum for the subsequent term or to terminate the agreement.

This agreement is made by the Lane Community College Education Association, the Lane Community College Employee Federation, the Lane Community College Management Committee, and the Lane Community College Administration.
 

Jerry Moskus, LCC President	May 13, 1998
Margaret Bayless, LCCEA President	May 13, 1998
Alen Bahret, LCCEF President	May 13, 1998
Lloyd Rain, Management Steering Committee Chair	May 13, 1998