UC Davis is committed to providing individuals a safe, efficient and neutral process for the management of conflict.
That process shall be fair, efficient and free from reprisal. Recognizing that each individual has both a personal interest in, and a share of the responsibility for managing his/her conflict, UC Davis encourages and facilitates the use of an informal conflict management process.
Administrative Officials are responsible for supporting a workplace environment that adheres to the following Principles and Responsibilities:
- 1. Conflicts are inevitable and may produce benefits and positive results if conflict is managed.
2. UC Davis uses the terminology “conflict management” rather than “conflict resolution.” This is because a normal element of dealing with conflict includes committed, continuous, and consistent follow-through even after parties have reached an agreement. “Resolution” suggests that a conflict has been thoroughly concluded, will not re-emerge as a future concern, and need never be addressed again by the parties, administrative officials, or supporting entities. This is not a realistic or useful premise for sustainable and meaningful agreements.
3. Early recognition of conflict is critical.
4. An effective conflict management process promotes compromise or collaboration as people learn how to work respectfully, develop creative solutions to problems, and reach outcomes that mutually benefit those involved.
5. The Administrative Official must promote an environment that emphasizes commitment, continuity, and consistency with respect to conflict management.
Details on conflict management principles may be found at UC Staff Personnel Policy 70, Complaint Resolution.
- 1. Individuals experiencing concerns or conflicts should first bring their concerns directly to the attention of the relevant party or parties.
2. Individuals involved in a conflict have both the right and responsibility to address the matter on an informal basis.
3. Administrative Officials must promote and facilitate conflict management so that the parties involved are encouraged to seek a satisfactory outcome within the department.
4. All parties involved in the conflict management process should use and encourage open communication and cooperative problem solving.
5. All parties involved in the conflict management process should focus on the real issues and concentrate on a win-win agreement.
6. Employees who feel uncomfortable about raising issues within the department may seek assistance from Mediation Services, Employee & Labor Relations, and/or other applicable employee support offices in Human Resources. The following assistance is available:
> Clarification of issues that created the conflict/concern.
> Information regarding available options, including mediation by a third party.
> Articulation of interests and possible remedies.
> Information on policies and procedures.
> Key referral sources.
> Ongoing follow-up.