Excerpts of Report: A Map For Change

Excerpts from the Marshall Report:

"...A few guards expressed the view that they perceive that racial discrimination has occurred within the Guard Service. Their perception can be traced to the following causes:

* some unfounded claims of racial discrimination;

* vocal claims of racism by a particular guard concerning unfounded discrimination claims;

* repetitious and imbalanced reporting in the student press concerning discrimination claims;

* inadequate Guard Service management response to concerns raised by guards, resulting in the growth of an adversarial atmosphere of mutual mistrust; and

* management weaknesses in areas such as communications, supervisor staffing levels, disciplinary procedures and personnel administration of the Guard Service, much of which is attributable to the fiscal constraints under which the Guard Service operates."

"...To the extent that this perception is attributable to factors within the control of management, it is recommended that the following steps be taken to help eliminate those perceptions:

1. Reaffirm on a regular basis the existing policy of the Harvard Guard Service that the workplace be kept free from any discrimination or harassment on the basis of race, gender or national origin.

2. Encourage the reporting of, and ensure prompt resolution of, any claims of discrimination by (a) union members through the process provided in the collective bargaining agreement and (b) by non-union employees through access to personnel not involved in the claims.

3. For a one-year period, utilize a neutral designee from outside the police department to act as a fact finder for the Chief of Police and other guard management in all discrimination claims, and apply the facts as found by that designee in the existing internal grievance and/or complaint procedures.

4. Assign a Harvard Police Department sergeant or more senior officer to work with the Guard Service Manager of Operations on all personnel administrative and management matters for an initial one-year period, subject to extension as warranted upon review.

5. Increase the size of the supervisory staff to allow for adequate coverage during all shifts, especially peak shifts.

6. Enforce high standards of interpersonal conduct for all supervisors and guards.

7. Ensure that current and detailed job descriptions exist both for supervisors and for guards.

8. Implement regular performance reviews, both written and oral, for supervisors and for guards.

9. Establish and enforce uniform standards for applying the progressive discipline system and ensure that discipline of all guards is uniform, fair and prompt, both at the supervisor level and the management level.

10. Establish regular channels of communication between management and supervisors about discipline, which is imposed, on guards in specific cases.

11. Establish regular channels of communication between supervisors and guards regarding guard practices and procedures such as:

a. discipline imposed on guards in particular cases, subject to appropriate privacy considerations; b. assignments of guards to posts; and c. administration of overtime.

12. Introduce regular management training for supervisors, and ensure that adequate and continuing guard training is planned and is accomplished.

13. Update the Guard Service Manual at least every few years, preferably annually.

14. Institute more thorough background checks on applicants before hiring decisions are made

3. For a one-year period, utilize a neutral designee from outside the police department to act as a fact finder for the Chief of Police and other guard management in all discrimination claims, and apply the facts as found by that designee in the existing internal grievance and/or complaint procedures.

4. Assign a Harvard Police Department sergeant or more senior officer to work with the Guard Service Manager of Operations on all personnel administrative and management matters for an initial one-year period, subject to extension as warranted upon review.

5. Increase the size of the supervisory staff to allow for adequate coverage during all shifts, especially peak shifts.

6. Enforce high standards of interpersonal conduct for all supervisors and guards.

7. Ensure that current and detailed job descriptions exist both for supervisors and for guards.

8. Implement regular performance reviews, both written and oral, for supervisors and for guards.

9. Establish and enforce uniform standards for applying the progressive discipline system and ensure that discipline of all guards is uniform, fair and prompt, both at the supervisor level and the management level.

10. Establish regular channels of communication between management and supervisors about discipline, which is imposed, on guards in specific cases.

11. Establish regular channels of communication between supervisors and guards regarding guard practices and procedures such as:

a. discipline imposed on guards in particular cases, subject to appropriate privacy considerations; b. assignments of guards to posts; and c. administration of overtime.

12. Introduce regular management training for supervisors, and ensure that adequate and continuing guard training is planned and is accomplished.

13. Update the Guard Service Manual at least every few years, preferably annually.

14. Institute more thorough background checks on applicants before hiring decisions are made