In the summer of 1997, after about 6 months of work researching campus reports, old surveys, e-mails to the President, etc., the QWL Coordinating Group identified the following themes:
 

1. Absence of a Formal Clearly Articulated Plan for the Management of the Campus's Most Valuable Resource, Its Employees.
2. Limited Flexibility in Work Schedules & Few Options/Opportunities to Assist in Balancing Work and Life Demands.
3. Campus Supervisors, Managers & Leaders Are Perceived As Insensitive To Employees' QWL Concerns & As Unwilling to Accept Responsibility for Improving Their QWL.
4. Fairness Concerns About Implementation of PRD Process & About Procedures Used To Link It To Merit Pay.
5. Concerns That Many Supervisors & Employees Lack Critical Training in Supervisory, Interpersonal & Information Technology Skills Needed To Perform Their Jobs Effectively.
6. Fair & Equitable Compensation For All Campus Employees.
7. Lack of Identification With/Commitment To UMCP As Employing Institution Coupled With A Sense That Individual's Own Contributions Are Not Valued By The University.
8. Concerns About Job Security, Obsolescence & Career Mobility, Both Internal & External.

--transcribed from response to the Libraries' Work Culture Task Force from Dr. Susan Taylor, Team Leader of  the campus QWL Coordinating Group, November 1998.