University leadership wants to hear from you! We invite you to submit your suggestions for how we can improve 51ԹϺ's campuses through our digital suggestion box. Suggestions may be made anonymously.

Human Resources reviews each suggestion and coordinates with leaders from throughout the university to understand the current state and identify solutions. See below for status updates on some of the suggestions we’ve received.

  • Suggestion: Partner with the Regional Transportation Commission (RTC) to incentivize public transportation and carpooling.

    Response: 51ԹϺ Parking and Transportation Services works closely with the RTC on two alternative transportation incentive programs:

    • Club Ride - a carpool program that offers incentives for using alternative forms of transportation and carpooling. Registered members/users of the service can win gift cards and other promotions.
    • U Pass - a discounted transit pass for faculty, staff, and students.

  • Suggestion: Implement an accessibility option near the Flashlight and Cottage Grove Parking Garage.

    Response: Funding is currently being finalized to expand accessibility near the Flashlight and Cottage Grove Parking Garage. It is estimated that the project will be completed in 2025.

  • Suggestion: Improve response times and accuracy for new positions, equity evaluations, pay increases, and promotion requests.

    Response: 51ԹϺ’s classification and compensation consistently reviews and improves its timelines and processes. Recent enhancements include:

  • Suggestion: Allow employees to take leave in less than four-hour increments.

    Response: Sick and leave policies are created and governed by the Nevada System of Higher Education (NSHE) for full-time academic and administrative faculty (see BOR Title 4, Chapter 3, Section 24).

    • Sick leave for full-time faculty must be used in half-day or full-day increments. However, sick leave may be used in one-hour increments when it runs concurrently with approved intermittent Family Medical Leave Act (FMLA).
    • Annual leave for full-time faculty is used in increments of a half-day or a full-day.
    • Classified employees may request annual or sick leave in a minimum of 15-minute increments.
    • Please view our time away website for more details on different types of leave.

  • Suggestion: 51ԹϺ job postings should include salaries and / or salary ranges.

    Response: Senate Bill 293 - Compensation Disclosure requires that employers disclose the wage or salary range or rate of pay to applicants who have interviewed for the position.

    Employers must disclose the wage or salary range or rate of pay for a position to internal candidates seeking promotion or transfer to that position.

    Potential reasons a salary may not be posted is that disclosing salaries for all positions reduces the ability for negotiation for both the university and the applicant. Once the salary is posted, there is very little or no flexibility to change the amount at the offer stage.There is a potential fairness issue. For example, some candidates didn't apply for the job because the posted salary is low, if the departments changed the salary at the Offer stage, it's not fair to the candidate who didn't apply due to the posted lower salary amount.

  • Suggestion: Implement a process through which employees can review their direct supervisor or associate vice president.

    Response: 51ԹϺ conducts 360-degree reviews every three years for executive-level administrators, including deans, vice provosts, and vice presidents. This process includes feedback from faculty, unit staff, and other internal and external stakeholders. There is currently no formal 360-degree review process for associate vice presidents or front-line supervisors, however, as 51ԹϺ assesses our performance evaluation processes we will take this recommendation into consideration. Employees are encouraged to regularly share their concerns, recommendations, or any other feedback with appropriate levels of management.

  • Suggestion: Implement a less labor intensive way to recognize a colleague that doesn't have to go through so many approval channels.

    Response: Human Resources implemented Rebel Applause, an online platform through which employees can send notes of appreciation or "high-fives" to their colleagues for great work or to celebrate events such as work anniversaries and weddings. Supervisors can request reports from HR to see who on their team has been recognized. Visit the Rebel Applause webpage for more information.

  • Suggestion: Create more unique 51ԹϺ photo opportunities for social media.

    Response: Visit the Campus Life webpage for a complete list of Instagram-worthy spots around campus.

    The best opportunities for selfies with 51ԹϺ signage are:

    • The main entrance on the east side of campus off Maryland Parkway
    • Alumni Amphitheatre
    • Outside the Thomas & Mack Center
    • In front of the Lied Library
    • Fourth floor of Hospitality Hall

  • Suggestion: Currently, when you ask the Digital President about the arts, he directs you to student activities.

    Response: 51ԹϺ has engaged the vendor who makes the adjustments to get this fixed.

  • Suggestion: Consider closing campus for a two-week winter break for employees.

    Response: The university does not have the authority to create additional paid holidays. This would need to be a system-wide decision.

  • Suggestion: Implement retention bonuses for employees, especially for those who were furloughed during the COVID-19 crisis.

    Response: The Nevada Legislature approved retention bonuses for administrative and academic faculty and classified staff not under a collective bargaining agreement for fiscal years 2024 and 2025.

    NSHE employees who were actively employed at 51ԹϺ on November 29, 2022, and contributed to furlough while in NSHE employment during December 2020-May 2021 received a furlough repayment of the actual amounts withheld.

  • Suggestion: Encourage flexible work for tenured faculty.

    Response: Tenured faculty must be an active part of this university community, which requires an on-campus presence unless otherwise stated in your job description or PDQ.

  • Suggestion: Offer opportunities for faculty to enhance their language skills without enrolling in traditional classes.

    Response: 51ԹϺ faculty and staff can take language courses as a non-degree-seeking student. 51ԹϺ's subscription to offers three two-hour courses: Essential Spanish, Essential French, and Essential Mandarin.

  • Suggestion: Improve the relationship between faculty and support areas such as OIT, Telecommunications, and Online Learning.

    Response: The Top Tier 2.0 Infrastructure and Shared Governance Working Group is composed of faculty representatives and leaders from support areas including the Office of Information Technology, Business Affairs, and Human Resources. One of this group’s strategic objectives is to, “expand and enhance the ability to gather input from 51ԹϺ’s faculty, staff, students and stakeholders to inform critical decision-making and ensure that the broader community that 51ԹϺ serves has a voice and is heard.” Learn more on the IInfrastructure and Shared Governance webpage.

  • Suggestion: Implement more small awards for pilot research work for mid-career faculty.

    Response: The Division of Research has reinvigorated its Faculty Opportunity Award Program to help with funding.

  • Suggestion: Develop an online match-making forum to facilitate research partnerships between students and/or faculty seeking research partnerships.

    Response: There is a tool within 51ԹϺFolio for faculty members to find research collaborators based on shared interests. To find the feature, follow these steps:

  1. Navigate to 51ԹϺ Folio
  2. Select Find Colleagues
  3. Search by keyword in specific sections on the Profile and Activity pages.
  4. The sections include: Biography, Interests and Expertise, Online Profile, Service: NSHE/University/Unit Committees, and by ORCiD.

  • Suggestion: Offer a mid-tenure, one-semester, fully paid sabbatical to assist junior faculty and assistant professors in achieving tenure.

    Response: Academic colleges/schools provide pre-tenure faculty with a reduced teaching load for at least one semester to help them remain on track for their tenure review.