Author: callara

Dear Clemson Staff, 

As I’ve stepped into my role as Staff Senate President, I’ve been reflecting on just how much happens across our campuses each semester and how much of it is made possible because of you. Even as we move into the summer months, that important work continues, often in new and evolving ways. While change can sometimes feel uncertain, it also creates opportunities for growth, innovation, and renewed energy. 

As President John F. Kennedy once said, “Change is the law of life. And those who look only to the past or present are certain to miss the future.” This sentiment feels especially relevant as we navigate several important developments together. 

One of the most significant changes on the horizon is the transition to Workday. This is a major step forward in how we manage and support many of our essential processes, from HR to finance and beyond. While transitions like this can come with a learning curve, they also pave the way for more streamlined systems, improved access to information, and enhanced efficiency in our day-to-day work. 

As we move through this implementation together, I encourage you to be aware of upcoming cutover deadlines and to take advantage of available trainings, local resource groups, ask questions, and most importantly, support one another. Change is always easier when we approach it as a community, and I am confident in our collective ability to adapt and succeed. 

We are also entering a new chapter in our university’s story with the announcement of our new university president, Kevin Guskiewicz, Ph.D., who will become Clemson’s 16th president. As staff, we play a vital role in supporting this transition and helping to shape the culture and direction of the university moving forward. 

Dr. Guskiewicz brings a strong track record of collaborative, people-first leadership. At his previous institutions, he made a point to listen deeply, meeting with teams across campus to understand their experiences and help shape a shared path forward. He is also widely recognized for his commitment to student success, access, and connecting the work of the university to the broader community. I’m excited about the perspective and energy he brings, and I look forward to seeing how we, as staff, can help support his vision and continue building a strong and connected Clemson community. 

Moments of change remind us of the strength and resilience within our Clemson community. Every day, Clemson staff across the state contribute to the foundation that allows our staff, students, and faculty to thrive. That work remains constant, even as systems, leadership, and strategies evolve. In the months ahead, Staff Senate remains committed to listening, advocating, and supporting you through these transitions. Your voices matter, and we will continue working to ensure they are heard. 

As always, we invite you to stay engaged with Staff Senate and join us at our upcoming meeting featuring Blake Robinson speaking about Clemson’s Ergonomics program, Kristing Lawson with updates on Workday, and a message from Sr. VP for Finance and Operations and CFO Rick Petillo. 

• Date: Thursday, June 11 

• Time: 2:30 p.m. 

• Location/Link: In person: Watt 106, Virtually: https://clemson.zoom.us/j/98701587511 

Thank you for your continued dedication and for the important role you play during times of change. Together, we will navigate these transitions and continue to make our university a place where we can all succeed. 

Wishing you a productive and positive month ahead! 
Victoria Perry 
Staff Senate President 

In May, Michael wrote in this newsletter about being impartial when you are asked to be involved in your colleagues’ conflicts.  For the most part, you all get to choose when you want to be impartial and when you want to take sides; we in the Ombuds Office do not.  Remaining impartial is a core value of Ombuds work, and it allows us to mediate conflict, facilitate conversations, pass messages from one person to another, and ensure everyone’s perspectives get airtime in a discussion.  I consider remaining impartial to be quite the luxury: While I can care deeply about the people and the situations that come through my office, I also am able to at some point let go of the situation and recognize that it is not on my shoulders to fix.  Maybe an advisor asks me to offer mediation to their supervisor.  I can offer it, but if the supervisor declines, I have no authority to compel it.  I can walk the advisor through what they might do next, but a situation cannot be mediated by the Ombuds until everyone agrees to come to the table. 

Sometimes, though, impartiality has a dark side.  When someone comes to me with a concern, my job is to help them feel heard and identify their options.  At times I can form a bond with this visitor (as we call people who come to our office), and I think that makes it better for both of us.  However, occasionally, this bond makes any reminder about impartiality jarring and almost disloyal. 

I had a situation this past semester where an employee decided she wanted me there when she confronted her supervisor with perceptions of how the relationship was going.  This employee was fed up with what she reported as verbal abuse, micromanagement, and social undermining.  After talking about the specifics of how a conversation like that would go, the employee decided to have the conversation without me.  Specifically, she was disappointed that I would give her supervisor an opportunity to bring up any concerns she has had in the relationship.  In other words, a conversation with an impartial party facilitating cannot be one-sided, and this employee was not looking for a two-sided dialogue. 

I can acknowledge that sometimes it is disappointing to share your situation with someone who has to remain impartial about it.  It can certainly be challenging not to act when I feel strongly about a situation!  But impartiality does not have to mean stoicism or a lack of empathy.  It just means that the other person—the one who in your story might be the bully or the villain—is going to get full access to the Ombuds’ time and empathy too. 

If impartiality is not what you are looking for—that’s very understandable!  The Office of Human Resources, counseling services, and your own supervisor, colleagues, friends, and family do not have to practice to the standard of impartiality.  They can join you in believing the other person is a jerk and that you have done nothing wrong.  And if that’s what you need, we will help you identify them and get to the right resource.  But if you are looking for someone everyone can trust to sit in the middle and facilitate a conversation, give us a call. 

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What is the Ombuds Office?
The Ombuds Office is a confidential, independent, neutral, and informal space for staff to process concerns, get information, and develop options for how to move forward in a difficult situation.  I can provide education, conflict coaching, mediation, and facilitation as well as referrals to other resources across Clemson.  If you are unsure how to move forward in any way, I can help you work through it.

Tessa Byer
Phone:  864-656-5353
Email:  tbyer@clemson.edu
Address:  135 Old Greenville Hwy, Ste. 203 (Next to Esso!)

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Save the date for upcoming trainings offered by the Ombuds Office:

Don’t Tough It Out:  Difficult Situations at Work

Friday, Sept. 11, 2026, from 9:00 to 12:00

In-person at University Facilities Center, sign up here:  https://clemson.bridgeapp.com/learner/training/cf15179e/sessions/7126/enroll

Navigating Intergenerational Workplaces

Friday, Sept. 25, 2026, from 9:00 to 11:30

Virtually only, sign up here:  https://clemson.bridgeapp.com/learner/training/8c562aa0/sessions/7128/enroll

Giving Effective Feedback

Wed., Oct. 14 from 9:00 to 10:30

Virtually only, sign up here:  https://clemson.bridgeapp.com/learner/training/3bc50439/sessions/7129/enroll

Emotional Intelligence at Work

Friday, Oct. 30, 2026, from 9:00 to 11:00

In-person at University Facilities Center, sign up here: https://clemson.bridgeapp.com/learner/training/1be18cf1/sessions/7130/enroll

Combating Burnout and Cultivating Resilience

Friday, Nov. 6, from 9:00 to 11:00

Virtually only, sign up here:  https://clemson.bridgeapp.com/learner/training/86042925/sessions/7132/enroll

Meet Candice Heatherly, Administrative HR Officer for the Dean of the College of Agriculture, Forestry & Life Sciences

Can you tell us about your role here at Clemson?

As the Administrative Officer I serve as the initial contact for staff and student hires for
Cooperative Extension, Experiment Station, Livestock Poultry Health, Regulatory Services,
Clemson Forest, and other divisions within CAFLS for personnel and recruitment actions, as well
as staff relations issues. I work with both on campus and off campus staff and students around the
state. I work with our HR Service Managers daily to ensure recruitment, onboarding, and all other
areas of the full cycle human resources are completed in a timely and effective manner. I see my
role as being the go-to person for human resources questions and concerns. If I don’t know the
answer, I typically know where to find it. I also serve on several committees within the college, serve
as a Staff Senator for CAFLS, and work with Civil Rights compliance for our USDA funded
programs.

What is something fun we might not know about you?

Something fun that people might not know about me is that I run a non-profit, The Comfort
Cause, that provides comfort bags to those experiencing a cancer diagnosis. It is truly a passion of
mine. I was diagnosed with breast cancer in 2021, and at the time, so many family, friends,
coworkers, and even strangers helped me through that time. I could never repay them, but I can
pass along the support and comfort they provided to me!

What brought you to Clemson?

As my husband transitioned out of the Marine Corps, we moved back to the area. I knew I wanted to
work for Clemson. As a 2009 Clemson graduate, it is truly home to me. I was so grateful to get to work at
the place that helped to develop me as a person.

Is there anything you would like for people to know about your department?

I have truly loved working at Clemson. It feels like a family, not just a place to work or attend
school. Over the past 10 years, I’ve been incredibly grateful for the many opportunities for both
personal and professional growth. Through programs like CU Grow, the ETAP benefit that
allowed me to earn my Master’s degree, employee wellness trainings like Struggle Well, and my
involvement in Staff Senate, I’ve been able to grow in meaningful ways. The staff at Clemson
are truly exceptional, and I’m deeply appreciative of the work they do and the impact they
make every day. It is not just a job, it is a family.

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The Clemson Champion is Staff Senate’s spotlight for exceptional staff and teams at Clemson. Stay tuned and meet more Clemson Champions in future posts.

If you’ve been considering a MBA, now is the time to act. With the Summer and Fall semesters quickly approaching, seats in our cohort-based programs are filling fast. Waiting another year could mean missing the opportunity to join a close-knit group of professionals who will learn, grow and advance together. Don’t put your goals on hold—take the next step today and secure your place in a Clemson MBA cohort before spots are filled.

Set up a time to speak with Admissions

APPLY NOW using this link

The Brook T. Smith Launchpad (housed in the President’s Office), is hosting the 2026 Clemson High School Entrepreneurship Residential Camp at the Brook T. Smith Launchpad, July 20-24, 2026 (for rising Juniors or rising Seniors).

• We’ve added a page to our website (click here) that makes it easy to learn everything about the Camp and access the application.

• Once on this page, interested students should select the: “Students: Click Here to Apply” button. They will need to provide a recommender/reference (you, an educator, or a community leader).

Other than getting to and from Clemson, the cost of this Camp (Lodging, Food, Seminars, and Extracurricular Activities) has been covered by generous, successful Clemson affiliated entrepreneurs. 

Spots are filling quickly, so thank you in advance for acting on this right away.

If you have any questions, please send them to launchpadcamps@clemson.edu.

With students away for the summer, Clemson staff and faculty have a golden window to enjoy the gym with a little more elbow room and a quieter atmosphere. Think of it as the gym’s “off-season advantage”.

Summer Operating Hours

June and July Hours

• Weekdays: 6:30 a.m. to 8 p.m.
• Saturday and Sunday: Noon to 8 p.m.

There are a few adjustments and closures during June and July, and they can be found here.

Whether you’re fitting in a lunchtime workout, getting back into a fitness routine or just enjoying the rare luxury of not waiting for equipment, summer is one of the best times for employees to make the most of the gym.

After all, while students are away… the employees can play. 💪

This summer, Campus Outdoor Recreation and Education (CORE) is charting a new course for community engagement with the launch of a pilot outdoor adventure program designed specifically for faculty and staff. Blending fresh air, gentle adventure, and a dash of campfire nostalgia, the program offers a series of guided trips and activities aimed at fostering connection, wellness, and a shared appreciation for the outdoors.

The Summer 2026 pilot lineup features four unique events, ranging from relaxed lakeside evenings to full-day river excursions:

Friday, June 12 | 6:30 a.m.
Sunrise Paddleboarding
Early risers can greet the day on Lake Hartwell with a guided paddleboarding session launching from the Snow Complex.
Cost: $5 (staff), $10 (guests)
Registration Required: Maximum of 12 participants

Thursday, June 18 | 5:00 p.m.
Paddle and Pies
Participants will paddleboard or kayak from the Snow Complex to the Your Pie Dockside location, combining recreation with a well-earned treat. Cost does not include pizza.
Cost: $5 (staff), $10 (guests)
Registration Required: Maximum of 12 participants

Saturday, July 25 | 9:00 a.m. – 7:00 p.m.
Ducks on the Tuck
This full-day adventure takes participants to Dillsboro, North Carolina, for an inflatable kayak or raft trip along the Tuckasegee River.
Cost: $35 (staff), $50 (guests, ages 18+)
Registration Required: Maximum of 15 participants

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Participation Details

CORE has designed this pilot program with accessibility in mind:

• No membership is required to participate in Summer 2026 pilot activities and trips.
• Campus Recreation memberships and day passes remain optional.
• The Snow Complex is open to all faculty and staff.
• A valid parking permit is required for access.

Guests and Children

Participants are welcome to bring guests and children under the following guidelines:

• All guests and children must be accompanied by a staff member.
• Minimum age is 7 years old, or participants must be able to properly fit in the smallest available personal flotation device (PFD).

What’s Included

Each trip is designed to be as seamless as it is enjoyable. Participants can expect:

• All necessary equipment
• Experienced trip leaders and instruction
• Transportation for off-site excursions

To Register

Visit Campus Recreation and select ‘Outdoor Pro

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With its mix of relaxation and adventure, the CORE summer pilot program invites faculty and staff to step outside, try something new, and connect with colleagues in a refreshing setting. Whether gliding across calm morning waters or sharing stories by a fire pit, this initiative promises a season of memorable experiences just beyond the campus edge.

In today’s newsletter, Staff Senate President Victoria Perry welcomes a new season and new Staff Senators. Plus, the upcoming events from the South Carolina Botanical Garden, this month’s Clemson Champion, Ombuds report and more!

Join us Thursday, May 13 at 2:30PM in the Watt Center room 106 or virtually (https://clemson.zoom.us/j/98701587511) for the May Staff Senate meeting.  

Letter from the President, May 2026

Meet Emily DaBruzzi, Clemson Champion

What Does it Mean to be Impartial?

Entrepreneurship 101 Bootcamp is Back, Summer 2026

2026 Summer Events at the SC Botanical Garden

CORE Launches Summer Pilot Program for Staff and Faculty Outdoor Adventures

CAPS providing virtual workshop series for faculty and staff

The Summer Concert Series kicks off with The Wobblers on May 16 at 4PM in the amphitheater. This concert is free!

For over 13 years The Wobblers have been a cornerstone of the Upstate South Carolina music scene, earning a dedicated cult following as one of the region’s most distinct and original-sounding acts. This powerhouse ensemble features a four-piece horn section, piano, organ, guitar, bass, and drums, delivering a high-energy performance that is as professional as it is soulful. Their expansive repertoire is a dynamic mix of original compositions and eclectic, soul-infused covers.

https://events.clemson.edu/event/24246-concert-in-the-garden-the-wobblers

Summer camps for children 6-11 years old begin in June.
Mountains to Sea Camp, June 1-5: https://events.clemson.edu/event/22953-mountains-to-sea-camp

Garden Creativity Camp, June 15-19: https://events.clemson.edu/event/22954-garden-creativity-camp

Creature Power Camp, June 22-26: https://events.clemson.edu/event/22954-garden-creativity-camp

Great Green Adventure Camp, July 6-10: https://events.clemson.edu/event/22956-great-green-adventure-camp

Time Traveler’s Camp, July 13-17: https://events.clemson.edu/event/22957-time-travelers-camp

Garden Discovery Camp, July 27-31: https://events.clemson.edu/event/22957-time-travelers-camp

Have you ever been drawn into a conflict between co-workers or colleagues? Perhaps one or both people pressured you to take sides. If you felt uncomfortable doing so, because you could see valid points from both points of view, you were likely striving for impartiality.   Situations like these are difficult in life in general but even more so within the office setting when you just want people to get along, so you can get back to work.

I recently met with a staff member who had been brought into the middle of an interpersonal conflict between two of his co-workers. They work in a very small office and have a culture that allows for frequent and open communication. Since starting in his role, other staff members have gone to him with their problems, but this particular conflict has been eating up too much of his time and energy. He wants his co-workers to get along, but he can see how they both can be right and both be wrong at times during the conflict. He also has a much longer history with one of the co-workers, while the other is new to the office. He really likes both colleagues, and he believes picking sides would ruin his relationship with at least one of them. He would like to be impartial, help them resolve this conflict, maintain these relationships, and ultimately get back to work but is not sure how.

So, what does it actually mean to be impartial?

If you have ever met with our office or attended one of our training sessions, you might have heard us mention that impartiality is one of our guiding principles. For an Ombuds, impartiality is a professional standard. Since we have no stake in the outcome of a conflict, we have the luxury of distance. We can focus entirely on a fair process where everyone is treated equally. But in the daily life of a department, you often don’t have the luxury of being uninvolved. You are involved because you share an office, a project, or a lunch table with the people in conflict. When you are in it, impartiality isn’t a default setting; it’s a conscious choice.

During an office conflict, you might find yourself wondering: “Do I want to be impartial, or do I have to be?” As a peer, the choice is often about protecting your environment. You might want to stay impartial to preserve your relationships; you value both people and know that picking a side could cause lasting damage to those relationships. Other times, you have to be impartial as a matter of professional integrity; perhaps because you are an informal leader in the group or because the team’s success is based on your decisions. The key is to realize that even if you aren’t an Ombuds, you can still employ the benefits of impartiality: listening to everyone, refusing to let personal bias sway you, and keeping your focus on objective standards rather than office politics.

Bernard Mayer suggests in his book, The Conflict Paradox, “true impartiality isn’t just about staying out of it but being a balanced resource holding space for the rightness and wrongness of both parties simultaneously.” In the scenario I described earlier, it’s the ability to listen to that long-time colleague and the new hire with the same level of curiosity and not letting your history cloud your judgement. Being impartial also means prioritizing what both people truly want to accomplish in the conflict. Whether it is your job to decide who is the winner or not, you can advocate for a fair process where all the facts and feelings are on the table before a solution is identified.

How can I be impartial at work when I am brought into a conflict?

First, clarify your role early. If you are being pulled into a conflict, it is okay to set a boundary. You can say, “I value my relationship with both of you, so I’m going to stay impartial. I won’t take sides, but I am happy to help you both brainstorm how to move forward.”

Next, have a “Heart at Peace.” Before you jump in, ask yourself if you’ve already picked a side in your mind. The Arbinger Institute’s book, The Anatomy of Peace, reminds us that if we see one person as a “problem” and the other as a “victim,” we’ve already taken sides and lost our impartiality. Try to see both individuals as people with legitimate needs and fears.

Finally, focus on the mutual problem: When you feel pressured to take a side, pivot the conversation back to what everyone wants. You might say, “It sounds like you both want this project to succeed, but you have different ideas on the timeline. Let’s focus on that goal.” If you have ever been through our Difficult Situations at Work training (shameless plug) we call this concept, “Us vs. The Problem” rather than “You vs. Me.”

Being impartial isn’t about being passive; it’s about being a steady anchor in a stormy situation. By staying impartial, you aren’t just staying out of it; you’re actually creating the safe space necessary for the conflict to finally be resolved.

Michael Scott
Associate Ombuds
Phone:  864-656-6353
Email:  mesctt@clemson.edu
Address:  135 Old Greenville Hwy, Ste. 203 (Next to Esso!)

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What is the Ombuds Office?

The Ombuds Office is a confidential, independent, neutral, and informal space for staff to process concerns, get information, and develop options for how to move forward in a difficult situation.  I can provide education, conflict coaching, mediation, and facilitation as well as referrals to other resources across Clemson.  If you are unsure how to move forward in any way, I can help you work through it.

Save the date for upcoming Fall 2026 trainings offered by the Ombuds Office:

Don’t Tough It Out:  Difficult Situations at Work

Friday, Sept. 11 from 9:00 to 12:00

In-person at University Facilities Center, sign up here:  https://clemson.bridgeapp.com/learner/training/cf15179e/sessions/7126/enroll

Navigating Intergenerational Workplaces

Friday, Sept. 25 from 9:00 to 11:30

Virtually only, sign up here:  https://clemson.bridgeapp.com/learner/training/8c562aa0/sessions/7128/enroll

Giving Effective Feedback

Wed., Oct. 14 from 9:00 to 10:30

Virtually only, sign up here:  https://clemson.bridgeapp.com/learner/training/3bc50439/sessions/7129/enroll

Emotional Intelligence at Work

Friday, Oct. 30 from 9:00 to 11:00

In-person at University Facilities Center, sign up here: https://clemson.bridgeapp.com/learner/training/1be18cf1/sessions/7130/enroll

Combating Burnout and Cultivating Resilience

Friday, Nov. 6 from 9:00 to 11:00

Virtually only, sign up here:  https://clemson.bridgeapp.com/learner/training/86042925/sessions/7132/enroll