Yale Union-Management Partnership

Yale Union-Management Partnership | Human Resources & Administration

Interest-Based Problem Solving Pilots:
Yale University Health Services

Pilot programs are being developed in two departments (Yale University Library and Yale University Health Services) to seize opportunities to make a better workplace and resolve internal conflicts creatively before they turn into larger problems requiring the formal grievance procedure.



Phase 1: Charter September 2008: The Health Services JDC chartered a task force to design an alternative dispute resolution process for the department.
Phase 2: Kickoff December 2008: The task force was kicked off and began an education process to look at different dispute resolution models.
Phase 3: Design/Recommendation January - October 2009: Interest Based Problem Solving was selected and the task force designed a model applicable for the University Health Services. This model was approved by the Joint Departmental Steering Committee in September 2009.
Phase 4: Implementation Planning October - January 2010: Plans for implementation and measurements were developed by the task force.
Phase 5: Training/Launch January - February 2010: Training was provided to two pilot departments by Best Practices Facilitators for 26 employees at the University Health Services. This represented 10 percent of the staff and included managers, C&Ts and union stewards within the pilot departments.
Phase 6: Project Summary Anticipated - February 2011


  1. To develop your department’s approach to the tasks outlined below, and to share that approach with the Initiative Steering Committee for its learning, input and guidance.
  2. To design a proposed Alternative Dispute Resolution Pilot (ADR) system that you think would work effectively in Yale Health Services (YHS).
  3. To share and discuss your proposal with the Initiative Steering Committee (and other stakeholders) prior to implementation.The purpose of this sharing is not to obtain permission, but together to grapple with potential system-wide implications of the proposal you have developed. The union and management sponsors of your department’s ADR pilot would be invited to participate as well.
  4. To modify, refine, and implement your proposed ADR system in YHS, as a pilot, with a plan for how to measure the impact of your proposal.
  5. To share your experiences of the pilots (what worked / what didn’t / recommendations for the future) with the Initiative Steering Committee and other stakeholders for potential application to other specific areas and/or system-wide. (The ADR system developed for your department may need to be modified for final implementation.)

Project team members

Judy Madeux Deputy Director
Adam Marchand Union Organizer, Local 34
Sandy Dinneen Associate Director Human Resources
Ramsey Augustadt Project Manager
Bob Roach Manager Building Services
Naida McKelvey Member Services Representative, Local 34
Marilyn Young Senior Administrative Assistant, Local 34
Mary Thigpen MA Urgent Care, Local 34
Nanci Fortgang Manager Adult Medicine
Charmaine Rohde Union Organizer, Local 34
Michele Potter Best Practices
Lorraine Skibitcky Best Practices
Gary Bergel Restructuring Associates Inc.

Leadership and Support Team

Judy Madeux Deputy Director
Sharon Schmidt Associate Director, Clinical Services
Sandy Dinneen Associate Director, Human Resources
Charmaine Rohde Union Organizer, Local 34
Mary Thigpen MA Urgent Care, Local 34
Craig Bartimole Building Services, Local 34
Ramsey Augustadt Project Manager
Michele Potter Best Practices Facilitator
Lorraine Skibitcky Best Practices Facilitator



Last Updated: July 26, 2011 (map).