"The way you went about
helping me to frame my
discussion to process all the
potentials and options, and
calling resources on my behalf was probably the nicest act and most beneficial outcome of any
services I have ever encountered.
Thank you." - Ombuds Office visitor
"...knowing you were there to advocate for fair process was very reassuring." - Ombuds Office visitor
"I used my newly learned conflict skills yesterday in dealing with an enormous problem. I wanted to let you know that it worked wonders, the problem was resolved, I did not have to pull rank on the other person, and most importantly, I did not get the other person upset." - Ombuds Office visitor
"The Ombuds Office has been a safe environment to discuss my grievances and work on conflict resolution skills. This office has helped me to evaluate and consider all the options available to handle the situation and I am comforted knowing that I have exhausted all feasible routes and any decision made is not made in haste." - Ombuds Office visitor
"I was not trained to deal with conflictual problems and this office was effective in helping me manage what could easily have derailed my laboratory for far longer than it did." - Ombuds Office visitor
"...an Ombuds frequently is in a position to observe systemic problems and provide early warnings. Without breaching confidentiality or disclosing information that could be tracked to a particular inquirer, an Ombuds provides trend reports on the nature and types of issues handled by the Ombuds office and can bring to the attention of senior managers, or even boards areas where some system change may be appropriate. This can be a great benefit to the organization..." - Howard, Charles L. The Organizational Ombudsman. Origins, Roles, and Operations. A Legal Guide. 2010.
"The direct benefit of an Ombuds program does no just accrue to employees. Because Ombuds can have confidential discussion with people throughout the organization, they are ideally situated to know what really is going on in the organization. While they do not reveal the substance of those discussions, an integral part of their work is to identify system issues or trends and to pass along that information to the organization�s management. In this sense, the Ombuds can help their organization make structural or system changes." - Howard, Charles L. The Organizational Ombudsman. Origins, Roles, and Operations. A Legal Guide. 2010.
"An organizational Ombuds program is thus more than just another variation of a hotline approach; it has a much broader focus and more time and tools to bring to bear on people�s concerns � for the benefit of those people as well as for the organization." - Howard, Charles L. The Organizational Ombudsman. Origins, Roles, and Operations. A Legal Guide. 2010.