1. Poor Leadership & Lack of Accountability – Leadership, particularly at the library, is ineffective, passive, and resistant to change. The interim dean fails to provide direction or support, often shifting blame or avoiding responsibility. Longstanding employees are left unchecked, leading to a culture where certain individuals operate without accountability.
2. Toxic Work Culture – The environment discourages open communication, and faculty concerns are frequently dismissed or ignored. Favoritism is rampant, with some employees receiving protection while others face hostility for questioning the status quo. Retention issues and multiple grievances speak for themselves.
3. Inconsistent Expectations & Lack of Onboarding – New hires are expected to navigate their roles with little to no guidance. There are no clear benchmarks or performance milestones, and training is either non-existent or haphazard. Requests for administrative support are routinely denied without explanation.
4. HR and Administration Protect the Status Quo – Efforts to address systemic issues are met with bureaucratic roadblocks. Even when serious concerns are raised, leadership prioritizes “fairness” over real solutions, often penalizing those who speak up while protecting those who contribute to the problem.
