University of Maryland Employee Reviews for Assistant Director of Campus Projects

"Rewarding work. Intellectually stimulating environment."

What do you like about working at University of Maryland?

"I love the research and intellectual environment that exposes me to new ideas. I also love being able to support some of the best minds in the world in their research. It is great talking with them and helping them."

Do you have any tips for others interviewing with this company?

"It can be a good place to work on a personal level for intellectual stimulation and being part of a respected research university. It can be frustrating if you are accustomed to high levels of accomplishment and competitive challenge to be the best and if you are accustomed to seeing the potential in people and the work."

What don't you like about working at University of Maryland?

"Employee morale and motivation are extremely low. Budget constraints and state regulations significantly restrict opportunities to recognize personal achievement and professional growth. A variety of other factors commonly associated with government work limit the introduction of new technologies and efficiency tools. Extra effort is not appreciated. Due to union protections and the campus attitudes about professional managers it is almost impossible to remove non-performers from the work place which has a depressing effect on goal setting and achievement. It is very complex, but in the final result there is a pervasive mediocrity that is very difficult overcome with leadership as an individual."

What suggestions do you have for management?

"I would recommend establishing clear and meaningful goals, inviting discussions with the staff about how to achieve them, offer support in the areas of training and support (software, tools, skill set development) and some sort of recognition program to help motivate the staff. I also recommend reorganization of the department to create well defined levels of skill sets that are marked by measurable factors to create a career path that is also tied to compensation and other means of reward. I would also encourage management to improve the department metrics (there is very little concern here without a profit motive) to support progress towards shared goals and to create champagne moments for celebration and praise. I think most people want to do good work, but support, encouragement and recognition from the top are lacking."