Jumping in to say that well-trained, professional “temps” exist!! *raises hand*--On Fri, Feb 17, 2023 at 9:23 PM Latica Monique Jones (lmjons10) <xxxxxx@memphis.edu> wrote:Good evening,
I know that I am woefully late to this thread, but I have been too busy to read my resadm listserv mail…lol!
I really feel that this should be a session that is presented at SRA or NCURA. When is sick leave or annual leave really sick or annual leave? As most of you have commented, unless we are in the hospital, we are still at home working while sick instead of getting much needed rest and recovering as we should, which means we then go back to work still half sick. We go on vacation with laptop in tow because we know that some type of ‘emergency’ is going to break out. The only time that I was not able to answer email is when I took a cruise out of the country and the ship had no wifi…yes, I paid for my good time…lol!
But seriously, we have to do better and practice better self-care. Life is too short, and we need to enjoy as much as possible.
Best to all,
Latica
Latica Jones
Business Officer III
College of Arts and Sciences
The University of Memphis
112B Scates Hall
Memphis, TN 38152
901.678.2252 | memphis.edu
From: xxxxxx@lists.healthresearch.org <xxxxxx@lists.healthresearch.org> On Behalf Of William Sharp
Sent: Wednesday, September 14, 2022 11:14 AM
To: Research Administration Discussion List <xxxxxx@lists.healthresearch.org>; xxxxxx@lists.healthresearch.org
Cc: Paul Tuttle <xxxxxx@hanoverresearch.com>
Subject: Re[2]: [External] RE: [RESADM-L] Taking PTO without Guilt
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Thanks for sharing that spot-on graphic, Judi!
Does anyone perhaps recall the original source of that illustration?
Bill Sharp, PhD (Retired!)
Sent from my Kaypro II
------ Original Message ------
From "Rioch, Judi" <xxxxxx@ohio.edu>
Cc "Paul Tuttle" <xxxxxx@hanoverresearch.com>
Date 9/13/2022 9:39:14 AM
Subject RE: [External] RE: [RESADM-L] Taking PTO without Guilt
Maybe the attached is more appropriate/accurate
Judi Rioch
Judi Rioch, CRA/CPRA | Sponsored Programs Manager| Ohio University Office of Research & Sponsored Programs | 1 Ohio University, Grosvenor Hall 202 | Athens, OH 45701-2979 | (740) 593-9985 | fax (740)593-0379 | xxxxxx@ohio.edu | http://www.ohio.edu/research/orsp or http://www.ohio.edu/research
From: xxxxxx@lists.healthresearch.org <xxxxxx@lists.healthresearch.org>
Sent: Tuesday, September 13, 2022 10:33 AM
To: xxxxxx@lists.healthresearch.org
Cc: Paul Tuttle <xxxxxx@hanoverresearch.com>
Subject: [External] RE: [RESADM-L] Taking PTO without Guilt
Use caution with links and attachments.
P.S. I think the whole question of how we can take PTO without guilt has several components, among them:
- The need to explain (repeatedly, in many cases) to our institutions’ senior administrators what we actually do. By now, you’ve all seen the attached, which is, on its face, amusing. I’d say a comparable set of pictures showing what RAs and RD professionals would be equally amusing, but also equally revealing of the misconceptions we face every day.
- The need to provide hard data regarding what is “working at capacity” and what is “surge effort,” to borrow Andrea’s vivid phrase. Whether we’re in RA or RD, we are human beings who have to turn off the computer at some point to attend to the body’s needs for food, rest, exercise, etc. To help our higher-ups understand what “capacity” and “surge” really mean, we’ll probably have to collect data both at individual institutions and across regions, states, nations, or the entire discipline so that we can accurately express how much time it takes to do what we do.
- The need to classify RA and RD positions appropriately, according to what we actually do. HR at many institutions apparently thinks we do low-level, low-skill, low-wage work that they categorize (somewhat disparagingly) as “only clerical.” I know I’m opening up a can of worms by noting that “purely clerical” positions now require knowledge and skills in Microsoft Office, multiple other kinds of computer software systems and databases, the ability to handle meeting virtually, etc., and that wages/salaries haven’t risen appreciably against either these kinds of increased skills expectations or worker productivity increases (not to mention inflation) since the 1980s; that’s another, larger battle for workers—particularly workers in women-dominated fields (another instance of opening a can of worms, I’m sure)—to be paid what we’re really worth. That said, explaining what we actually do, and sharing those skills/abilities/competencies within our professions, could lead to reclassifications across regions, states, or entire countries if we can point to X institution (or set of institutions) that reclassified per our shared written understanding of what we actually do, what skills/abilities/competencies are necessary to do what we actually do, and how much time those tasks actually take, even when performed by skilled, knowledgeable workers.
- The need to advertise that these positions exist, within the context of a career in RA or RD, with accompanying listings of necessary skill sets and competencies. I remember in 2000, fresh from graduate school, that I knew vaguely that there were people called “grant writers” and that faculty members and other investigators with significant technical knowledge “got grants”; I may have also known at that point that there were funders—both federal and traditional philanthropic—and that there were people called “program officers” at those agencies and “program directors” at the grantee organizations. But beyond that, I had no idea—NO idea AT ALL—that there were such specialties as research computing, research law, research compliance, research accounting, and so forth. (Or that the business of grantseeking and grantmaking was hemmed about with all kinds of federal and financial regulations.) Perhaps career services professionals at our different institutions can help us get the word out? (When I was at NC A&T, the nation’s largest HBCU, we hired brilliant student interns every year from the business school who helped us with funding opportunity searches, publicizing and presenting trainings, and other such tasks. They too, before coming to work in A&T’s Division of Research and Economic Development, had NO idea AT ALL that research administration or research development were career possibilities.)
- The need to set up pipelines for workforce development in RA and RD. And that brings me to my final major point: We need to share what we do, categorizing what skills/abilities/competencies are needed to do what we do, so that people with 2-year, 4-year, and graduate-level training know that they can take different career paths—still remaining in academia, or in the larger field of research administration or research development, but supporting investigations that create new knowledge, thereby benefiting society in a different kind of “boots on the ground” way from what they might have imagined when they were five years old (doctor, nurse, social worker, firefighter, police officer, etc.). We joke that no one currently in either field wanted to be a research administrator or research development professional when we were little; more seriously, I’d like to see that change.
Just my $0.02 on an extraordinarily beautiful morning blessedly free of lawnmowers and leaf blowers . . . .
---Paul
Paul Tuttle
Grants ConsultantPronouns: He/Him/His
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From: Paul Tuttle <xxxxxx@hanoverresearch.com>
Sent: Monday, September 12, 2022 5:32 PM
To: xxxxxx@lists.healthresearch.org
Cc: Paul Tuttle <xxxxxx@hanoverresearch.com>
Subject: RE: [RESADM-L] Taking PTO without Guilt
What has gone largely unsaid in this discussion is that our specialized knowledge means that you can’t just “hire a temp” or treat our work merely as “clerical work” unless you want to end up in one of those not-so-attractive orange jumpsuits in a minimum-security facility far from the nearest interstate.
So, how does the “surge effort” (Andrea’s term) get handled? For example, do we all need to start relying on specialized companies that provide fully-trained but half-time recent retirees who can step in and run with every proposal?
What’s the answer here?
---Paul
Paul Tuttle
Grants ConsultantPronouns: He/Him/His
E: xxxxxx@hanoverresearch.com
P: 202-559-0050C: 336-692-3289
4401 Wilson Boulevard, 4th Floor | Arlington, VA 22203 | hanoverresearch.com
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From: xxxxxx@lists.healthresearch.org <xxxxxx@lists.healthresearch.org> On Behalf Of Sherie Donahue
Sent: Monday, September 12, 2022 5:17 PM
To: xxxxxx@lists.healthresearch.org
Subject: Re: [RESADM-L] Taking PTO without Guilt
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After 20 years in the field, I think that most research administrators are very conscientious and most likely ‘type A’s’. I am looking again at the subject line of this email, ‘Taking PTO without Guilt.” I had, and raised, my kids while working in this field, so I not only had the guilt of ‘I should be doing more at work’ but I also had the guilt of ‘I should be doing more with and for my kids.’ The question is, who placed that guilt on me and who is placing the guilt on you? The answer is: Ourselves.
I was lucky in that I worked for VPs and associate VPs that did not expect 10-12 hour days to be the norm for their staff (though it was the norm for them). They communicated to the faculty that the expectation was staff went home at 5 or 6 pm. Did that mean that we never worked longer hours, of course not? I rarely took a lunch break and as the institution was on the West Coast, for years an NCURA annual meeting meant that we would go to meetings all day and then work until 8 pm (EST) submitting grants for the November 5 deadline.
On the flip side when I was given an additional project that I didn’t think I could do with the rest of my workload, I did ask what duty would be taken away. The answer always was…nothing. The few times I was so overwhelmed by my workload and asked for help, I did not get any. So, I learned to prioritize the most urgent and let other things slide farther down the list, knowing I would get to them eventually (hopefully).
A recurring theme in the responses is that we need to set boundaries, and those boundaries will likely be different for each of us. For me that meant I did leave at around 5 each day so that I could pick up my kids, help with homework, etc. I intentionally did NOT check my email at home on a regular basis. I needed to create that work/life balance so that I could be my best in both worlds. On the flip side, I did work from home on sick days if needed and make myself available for urgent projects and work from home.
Your work/life boundaries are yours to set. It is your choice whether or not to feel guilty. Do your best, but when you leave work (whether for the day or a vacation), truly leave it.
Sherie Donahue, MS, CRA, CPIA
On Fri, Sep 9, 2022 at 9:53 AM Haralson, Jatasha L. (Tasha), M.B.A. - Haralson.Jatasha at mayo.edu (via resadm-l list) <xxxxxx@lists.healthresearch.org> wrote:
Hello Happy Friday!
I posted this article from LinkedIn to our work Teams chat and received feedback from team-members and would love to know your thoughts and advice on how to take PTO, relax and feel confident your desk is covered without the guilt of possibly putting more work on others…….………..
Job requirement: Take allotted PTO
By Maria Villarroel, Editor at LinkedIn News
The pandemic has led to many a longer work day, which has increased work-related stress and levels of burnout. As a result, some businesses are requiring employees to take a vacation in order to create a better company culture. For instance, Goldman Sachs is requiring staffers to take at least 15 days of leave a year, with the goal of preventing burnout and increasing worker satisfaction. Can this be effective? One business school professor says in order for this to succeed, company culture must incentivize time off and managers must encourage and respect PTO and not hold it against workers.
Team member 1: I wonder if Goldman Sachs employees come back from their vacation buried in work that either piled up or has been waiting for their return. I would love to take more time off and have plenty of PTO banked to cover it -- challenge is for every day of PTO I take, it puts me back week(s) of getting buried under emails and requests and volumes of work that exacerbates the stress and burnout
Team member 2: Honestly, I'm with you. It stresses me out. Coming back to the mountain of emails feels like punishment. I'm not NOT doing work by being out - I'm just adding it to the pile on other days. And if I'm gone long enough to utilize coverage, I just feel guilty that my coworkers, who are already drowning, are now taking on my water, too. I know I need to get better about just going and not feeling bad about it, but not sure how to do that!
Jatasha Haralson (Tasha), MBA, MRA
Operations Manager- Research
Office of Sponsored Projects Administration
Research Administrative Services
Mayo Clinic
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