• opportunities to grow and develop • benefits AUBMC provides to employees and their children

1- Professional Development Opportunity 2- The name that i'm working at AUB1 Working with professional people;who try to enhance the organization to be a better place.feel happy and satisfied when assisting patients.2- And some how satisfied with the benefits package . 3- satisfied also with holiday vacations which other companies lack.1. Greenery/ health awareness 2. Eagerness of some students to learn 3. The library's resources12hrs shift, the ability to do overtimes, having vacations and holidays, having insurance and access to the medical center as needed, insuring significant others, getting university coverage at AUB for my children.8 hours shiftA boring routine that brings stability! financial and maybe emotional. Health and educational benefits are okay, but not to the extent they should be especially for low grade employees! High grade ones can afford their health costs and their children's education on their own!!a friendly environment, lots of benefits, the Hostler center.A future CareerA job that provides extra benefitsacademic freedomAcademic freedom , students I teach and cooperation of my colleaguesAcademic freedom.academic mission and leadership potential again in country and regionAcademic work environmentAccelerating of development at AUBMCadministrationadministration of AUB, my nurse manager and the perfect communication between all the employeesAfter a while. NothingAll AuB package, from staff education, Full Coverage of AUB tuition feeall benefits +chance to developpe our knowledge and performanceAll is good except salariesAll the benefits offred by AUB and the job stability that I feel.appraisal processAs a person who is committed to stay in Lebanon for the coming few years, AUB compares better to other opportunities in Lebanon. The students I get to interact with compared to other Lebanese universities are the best.At AUB, staff is treated with respect and fairness and there are always opportunities to improve your learning and skills at all levels (promotions/ trainings/ etc.) It's all about challenge, change, continual learning, and progress. I'm excited to get my job well done and to enhance my skills day after day to get fairly promoted and/or rewarded.AUB Campus climate and environmentAUB is my home away from home. I feel safe the minute i step on campus.aub nature outside the officeAUB people respect each other and work as professional besid as a family atmosphere.AUB provide with a variety of benefits.AUB provides free of charge studying for children of employeesAUB REPUTATION

Most satisfying

AUB students.aubmc core valuesAUBMC has a good reputation. Proud to work here. AUBMC is a reputable institution, working at AUBMC would be beneficial for me in terms of offering me the needed experience related to my feild, it strongly strenghens my CVAUB's history and link to the west. Availability of a parking and the health clubbasic salary and payrolebecause it is an ethical placebeing at AUB and challenges it offers.Being free to do my work. I have always been trusted to be doing an excellent job even though it has never been expressed by colleagues or superiors.Being in Beirut; freedom to try new courses, research; collegial atmosphere.being in Lebanon in an institution that has great potentials but that is facing obstacles due to some forms of nepotism and favouritismbeing part of AUBbeing secure at workBeing successful in implementing process engineering effectively and smoothlybenefitsbenefitsBenefitsBenefitsbenefits and atmosphereBenefits coordinatorBenefits offered for above grade faculty and its sea view :)BenifitsbenifitsBest university with best cultural environment and diversity available in my home country.Better in comparison to other places in Lebanon, salary and benefit wise mostly.better then some other institutionsCampus campus and colleaguesCampus location, and the opportunity to conduct researchChalanging workcharts assemblyCivilized community. Wonderful campus, birds and cats and treesClimate and reputation colleagues - scope of work collegialityComfortable office space with great internet connection and capacityCommitment to excellence

continuing educationcontinuing education...learning facilitiesContinuiug education continuous improvement - benefits - student quality

Continuous learning, opportunities of self-development, high-caliber of lectures, vision of the institution, flexibility in work hours and beautiful working environmentContributing to patient carecooperation with partners, campus nature; CoworkerscultureCulture- work environment- benefitsDevelopment and atmosphereDiversity of employees.doing my job in a professional way, and let the users being satisfied.Eagerness to develop and change towards a better institution; challenging yest reasonable vision for the future.educationeducation developmenteducation program Educational allowance for childreneducational allowances for childrenEducational benefit for staff and children.Educational benefitsEducational BenefitsEducational benefits, work environmentEducational package and career advancement.Engaging with students in the 'learning process'Enviorment environmentEnvironmentEnvironment is friendlyeverything is good experienceexperience and reputation at aubmcfairness and respect for employeefeel more interesting among friendsfianancialy find respsct paid well very good reputition flexibility of much of my work timeFlexibility of the job.

flexibility of working hoursflexiblefor the outsider, it is good reputation. FreedomFreedom to do my own work without interference from others.FRIENDLINESS of some people and friendsfriendly atmosphere encourages education and learning career enhancement respect friendsGenuine atmosphere of academia and being in contact with students from different backgrounds.Good reputation on a regional levelgood working environmentGreat place to workGreen CampusGreen spaces in the campusHelping patientsHelping Students through learning and finding opportunities for career development. helth insuranceHigh job security levelhigh scientific and engineering levelHighly professional environment. Links with other highly ranking institutions.Highly respectful environment Highly qualified employees Very challenging projects and changes @ IT DepartmentHIP and AUB education.I am not satisfied at all.I beleive in team work which makes my development at my place is well coordinated. I enjoy teaching students in Blended format. I enjoy the rich resources at the Jafet Library and the kindness of it's emplyees. I enjoy the colleagiality of the faculty at the English Department, especially it's Chair and Dean. They have made me feel at home at AUBI feel safe and stableI feel secureI feel very satisfied with the support we are getting for the leadership team , we are being motivated an d appreciated .i think that I am very satisfied with the management style . I find team work most satisfying at AUBI have a god job I have a space to work and time to do researchI have a great boss, great support and great privilagesI love AUB as AUB - It is my home since childhood. I appreciate its high standing in the Middle East, and I am satisfied with the work benefits

I love my job and the dept I work in, we are a good team working together for money many years, satisfied with all the benefits that AUB offers to the familiesI recommend it for all my friends. It is a high chalanging place to work at. It provids people with chance to improve and develop their carrier.I respect and admire the mission of the institution.I still have hope that one day AUB will be back a satisfying employer.

I was born in AUB and all my family works in AUB.In AUB their is a lot of respectful people. And their is always progress.i work alone and no body care and that so good I'm satisfied with my manger relationship with me. 2nd i love my job individual colleagues-childrens' school and rental benefitsInteracting with studentsInteraction between students and professorsInteraction with studentsInteraction with studentsInteraction with studentsinteraction with students and colleaguesInteractions with my colleagues and studentsInteractions with patientsIt is a nice with a good history and an abundance of good people.it is AUB and people working there are at the same level of communication. same cutlure, speaking the same languageIt is more than 25 years I'm working in AUB, so I feel AUB is my First home ,because I passed more than half of my life in this institution.It makes me proud to teach the brightest minds in the country: the students.it provides the employees with their rightsIt's a leraning job where you can improve yourselfIts benifits make you do everything- especially if the individual is married.It's challenging. High standards.its good reputationits missing in AUB in general because when you are connecting to the Chair or Dean or any manager that mean you will get promotion or salary adjt, Vacation , you can come any time. Its reputation.jobjob securityJob Securityjob securityJob security Job security and benefitsjob security, AUB benefits, good medical experience and working under high standards, and medical protocolsjob security, medical benefits, employee tuition fees to do graduate studentsKeeping the standardknowledgeable superiorKnowledgeable, friendly people and great campus.knowlege & achivements LeadershipLiving conditions on Campus for my childrenLiving in its Neighborhood . Beautiful Campus Security Nice People MEDICAL INSURANCE

Location, policies and procedureslook better about HIPLovely campus, attentive students...Making a difference for the students Making lot of needed changes in the right directionmanagement supportMany things Education to my 3 children from A to Z.Working with educated employees,doctorsMedical benifitsMentoring some students towards doing higher studiesMission and leadership support for change Mission,Institutional values, opportunities to develop and offered benefitsmission; colleaguesMost satisfying is to work and report to effective, strong and sound managerMy colleagues and my direct manager My colleagues from the departmntMy colleagues in my department, the physical beauty of the campus, and the support given to new faculty.My current boss, my immediate collagues/team, the faculty at OSB; the campus is beautiful and its historymy floor and team workmy jobMy Job as overall.My pride in my students after they graduate-I feel I have been part of their their success. My colleagues-the good friendship we share my problems can be hearedMy work with my students.name of our institution in the region,as a medical facility give me the only satisfactionNature, Sports Facilities (except the very narrow GYM)Nice campusno commentnonenothingnothingnursesnursingnursing excellencenursing office is respecting its staff (nurses),and openned opportunities to get better positions and degreesongoing projects is a challenging point followed with mature experienceopen minded and multicultural communityoportunities for a successful long run careeropportunity of professional development organization and honesty goals

organization of the workover all enviromentoverall climate overall friendly work environment overall packege is well satisfying overall positive trusted organizationPatients' appreciationPatients carePatient's feedbackpaypaymentpeace of mind that you are working in a respectable institution, and sending your kids to collegePeoplePeople are committed to teh institution and its missionPeople around youPOLICIESpolicies ,respectpolicies,aubmc mission,vision,Prestige - The "American" systemprofessional growth Professionalismprofessionalismprofessionalismprofessionalism, most things have clear policiesProvost Dallal is an ethical person President Dorman's approachabilitypsychological Quality and work team spirit quality of carequality of peoplequality of work, system in AUBMCquality of work.recognition of patientsRelation with students and patientRelatively, it is one of the best employers when considering the benefits.(Mostly, on long term basis)reputation and job securityResearch and teachingrespectrespect and teamworkRespect coworking

respect, tolerance and professionalismRespectivity, benefits and infirmity role.RN have acceptable authorities and reputation compared to other institutionsrules and regulationssafe environment work placeSafe environment, and clear policies and procedures.safe place to work in lebanonSalary & benefitssalary and educational process.SALARY, SELFSCHEDULINGschedule at short stay unitscholarship for the kidsSea viewsecured future.secured;salarl securitySecurity and stabilitySecurity of Jobservices giving to me such as children learning system and work environment, team work and cooperative nurse manager, also continuoes education and training session that improve my skills and quality of practicesome of the students and the cosmopolitan composition of collegues. the gym and the campusSome people whom I work with are very professional and motivating. working at an institution with a good reputation. stabilityStabilitystability Stability and benefitsStability and continuitystability at workStability, security, respect, great supervisors and management, ambition and will to improve and grow.stability/loyalty/continuity/healthcare/Stabilty at workStaff education HIP Benefits Training & Development student bodystudentsStudentsSTUDENTSStudents' appreciationSupportive of Continuing Education and having a friendly work environment supportive supervisors, continuing education plan

systemTeachingTeaching a range of courses very close to my research interests and the value placed on the humanities and general education in AUB's vision.Teaching and doing research; interaction with smart students and faculty members.Teaching studentsTeam of work and reputation of institutionteam spirit and educationteam spirit in work team workteam work of my subordinatesteam work within the ED and flexibility of the scheduleteamworkteamworkTeamwork Teamwork and CoordinationTeamwork in my department Enjoy teaching at AUBThe ability to be productive in an institution I love and cherish.The ability to serve the community with the best health serviceThe Academic environmentThe academic environment The campusThe academic nature of the organization, good colleagues and the challenge of overcoming obstaclesThe advanced technology and the structureThe atmosphere and most probably the persons that I deal with.The AUB Campus.The AUB setting and the benefitsThe autonomy and the ability to make decisions concerning one's specific jobThe beautiful campus and interacting with the studentsthe beautiful campus and the safetythe benefits package and the stable and flexible work environmentthe campusThe campusThe campusThe campus has a spectacular effect - Team work at the IT department is excellent - Benefits provided at AUB have increased my degree of loyaltyThe campus is a great workplace as a physical spaceThe campus itselfThe campus life & overall environement. The challenge, accuracy, precision and transperancyThe chance for being promoted from one position to another.The corniche.

The culture AUB created around it over the years. The security of the job and the benefits.the degree of autonomy and responsibility granted to me as a decision makerThe development and continuing education opportunities, and benefitsThe development of university programs and the new initiatives create exciting opportunities for faculty.The diversity among the staff and students, the original mission of the university, the student and academic culture, the beautiful campusthe education of our childrenThe environment and friendship of employeesthe environment full of high quality people doing important research.The Environment in general The experience that we gainThe fact of being an AUB employee Respect for peopleThe fact that AUBMC is a Reference center, and being the first in introducing new procedures and technologies. The Fact that we work in the least polluted area of Beirut The Fact that overall AUB is the best institution to be working at in Lebanon

the fact that your work isn't affected with the non stop changes in the country at all levels (financially, security...).therfore, the stability that it offers to the employee.The family atmospherethe general atmosphere and the experience that you can getThe good learning achievements of studentsthe green natureThe group practiceThe healthy work environment at AUB.the important thing at aub is the stability , the interaction with students, the progress and success that students achieve and to which they are thankful to you for. the beauty and the location of the campus. the motivation that comes from a colleague at work.the job security and nothing elseThe location and history of the institution.The management benefits The mission

The most satisfying factors are: the lovely clean campus,dealing with students and the ability to help&assist them, plus its a great opp to work in my alma mater.the most satisfying is the staff training and development. The most satisfying thing at AUB is the campus and greenery.the most satisfying working at aub is that they give every person what he deserve .The motivation of the studentsThe nature of work I do, which is maikly research, is what is satisfying to me.the nice campusThe openness and clarityThe opportunity to make a differenceThe opportunity to shape curriculum.

The people I am working with. There is mutual respect and cooperation among faculty and staff.the personal relations between people i have known and worked with for a whilethe physical environment The physical locationThe pleasant environment and enjoy working with senior management in general.The quality of the students and the support of Administration.the security of the jobthe space i have to develop and grow and contribute to the program in which i teach.The studentsthe studentsThe support and guidance that I get from the AVP.The teaching and the resources and desire to make the university a great intellectual atmosphere are good. The students are actually the best thing about being here. The team i work with is wonderful, ethical, and dedicated. The Team workThe upper Management in the Phyisical Plant DepartmentThe way professors are treated is very close to the way it is done on international standards. the whole enviroment is niceThe work environment and the commitment of my colleagues at FHSthe work environment and the good reputation of the institutionthe work environment at CASARthe work in our lab onlyThere are well established work systems. There is an opportunity to make a real impact on our local and regional society through our history and influence. There is nothing satisfying at AUB. I used to be proud to work at AUB but now nothing motivate me. There is a lot of favouritism. Wasta works just like the govenrment. there's a lot I like about my job, greater challenge.I enjoy the challenge; I enjoy the responsibility and I enjoy the methodical and precise approach which is necessary for me to deliver the information.Thinking too long on this question makes me wonder why I am still here.timely help and assistancesto be able to do research and stay up to date and do academic research and publication. work in and environmental friendly setting. ethical setting smoking free setting To be working in an interesting office and with very good colleagues and manager who actually care for quality and good performance. To Meet with educated and experienced professionals and the ease of resources.tradition in family university environmentTrying to Provide students with appropriate educationultrasonographer valuable experience - favors multidisciplinary / team work, interaction & interdisciplinary learning - prestigeWe feel we are part of AUB family for more than 23 years

Well earned respectWell Known InstitutionWhatever shortcomings there might be, one can always grow, develop and achieve higher standards of practice.when projects are completed with excellencewokring?Work conditionsWork environment work environment and benifits given to staffWork group, campus, remunerationWorking as a team in my dept with my colleague and my director.Working at an institution where equal opportunities are always observed.working at AUB enhances my practice.Working at AUBMC ameliorated my knowledge and skillsworking at AUHWorking at my universityWorking at the Nature Conservation Center is by itself a rewarding experience; being mentored by Dr. Salma Talhouk and Dr. Najat Saliba has been extremely beneficial. The chance we have to work in teams, efficient and effective teams. The management styles of both Dr. Salma Talhouk and Dr. Saliba have been very inspiring and accommodating. The location, the view is amazing, everything is great - working at NCC is awesome! working conditions - responsibilties - management planning - vision 2020working environment WORKING ENVIRONMENT AND TEAM COLLLABORATIONWorking for a great institution of which I am proudWorking for an institution rather than individuals working in a freindly environment with a fair supervisor and director.-Working in a good environment and with a team work spirit Working in a reputable place and the job security taking into consideration the working conditions in the other institutions in Lebanon. Working in AUBMC is a pleasure it has a very good reputation and the salaries are paid on time .Remember the benifets that weare getting +our children and parentsWorking the colleagues, mainly the motivated ones. - Dealing with motivating projects. - Nice work place. Working with amazing people with diverse skills and expertise.Working with competent and hard working colleagues and studentsworking with faculty menbersWorking with professional people, respect, and discipline.working with qualified colleaguesworking with some colleagues who are supportive and caringWorking with very special individuals on issues I care about.Young atmosphere,nice colleagues,nice boss,lovely campus,lovely neighborhood

االمور المالیةالتعامل مع المرضى

الجانب العلميالعمل الجماعي

انني مرتاحة من كل جوانب عملي

أعمل بجد وضمن ساعة الدوام الرسمي وبعد الدوام الرسمي بساعات كثیرة إضافیة ضمن ظروف مناخیة صعبة وذلك إلتمام واجبي على أكمل وجھ واتلقى تقییم عالي من مدراء ولكن دون زیادة مادیة تذكر على راتبيأن تأخذ بعین اإلعتبار الحاالت الصحیة وتقاریر األطباء لبعض الحاالت االستثنائیة وسنین العمل فالجامعة

جیددون رأي

عمليعملي

عملي كمعلم كھرباء في الورشعندما أشعر أن األخرین الذي اتعامل معھم قد أدیت واجبي كامالً تجاه الجمیع

في المبدأ كل شيء جید جداًفي كافة المجاالت وخاصةً العامل الجدید الذي یرید التحدي والجدیة

مرتاحمرتاح

وجود الزمالء دائماً إلى جانبيوظیفتي التي أقوم بھا لمدة عشرین عاماً

8 hours working shift.8 hr shiftA lot of internal politics in all faculties. - No daycare coverage - Very high bureaucray to tackle with small issues (also small budgets) A very very long tiring shift with overloaded work requirements and a low salary to go with!!! So, no social life. Plus, the health problems one gets from working in unhealthy ergonomics and environment!Absence of courses and workshops. Grades for motivation.Absence of logistical supportAbsence of tenure; low pay; absence of support for research in terms of course reduction.Administration at AUB is not accountable. Corruption is obvious. Corrupt administrators boast of their wrong doings and no one seems to do anything about it. Corruption at the academic level and the fact that no one is there to clamp down on it worries me most. Students cheat, get caught and no one does anything about it except for nonsensical warning. Professors, PhD and Master students lie in their results and professors, committees, chairmen, and the dean let it go. administration-faculty relationshipAdministrative ambiguityadministrative procedures Administrators who forget their job is to support faculty teaching and research.Although AUBMC has numerous advantages, salaries are the least satisfying in comparison to the load of work employees performAppreciationAppreciation of work adjustable work benifits Rigid polcies regardinfg employment of non-lebanese graduatesarchaic hurdles and policies, less than clear processes in some areasAs an employee on a grant, I have no security, no benefits, and my contract is an RA contract. AUB Benefits and RewardsAUB is investing in construction but not in her employees. Unfortunately, few years from now we will be looking like LU. Aub offers low salaries compared to other companies.Bad Salaries, no motivation plans, no career path progressBehavior of supervisors is often abusive and nonchalant towards employees which focuses only on achieving their own goals even at the expense of the employees and unfortunately HR and Administration are not that supportive or defensive.

Being asked about my name EVERYDAY as I enter the parking lot at AUB. The security guards rarely answer my morning greeting and open and close the trunk of my car in a rather rude way. Many places in Lebanon inspect cars entering their premises by using certain electronic detectors, but the office of protection at AUB seems to prefer to humiliate people and infringe on their basic rights (such as asking them about their name each time they come to work and searching their cars) to using available and widely used technology that would make one's first interaction with one's work place positive and civilized. This is a symptom of a larger problem at AUB. BenefitsBenefits 2- Compensation and Salary 3- Recruitment Process 4- Early Retirementbenefits and HIP-Benefits and recognitionbenefits and salariesbenefits should be personalized. time allocation.buraucracy, and inefficiency in technology and processess and procedure. Hierarchical systemsBureacracy, HIP need to be improved increase budgeting so as new equipments can be purchased

Least satisfying

bureacracy; uneven customer service orientationbureaucracyBureaucracybureaucracyBureaucracy bureaucracy and inflexibility from administrationBureaucracy getting in the way of implementing laborers' rightsBureaucracy. Here's an example: I was giving an exam to 200 students in our Business Law course at OSB and the rooms that were reserved were still locked. When I reached a security guard he WOULD NOT OPEN THE ROOMS!!! I had the reservation and clearly identified myself as a professor at OSB. There were 200 students waiting to take the exam. HE WOULD NOT OPEN THE ROOMS. He explained that he needed to talk to somebody named "Shallak" before her would do so. After 20 minutes he finally reached "Shallak" and only then would he open the rooms. Why is AUB even hiring security guards if they don't have the authority to open a classroom for a PROFESSOR to give an exam to students?? This mentality of bureaucracy and requirement of approval extends to EVERYTHING here at AUB. I personally do not think employees should be hired if management does not trust them to make decisions and do their jobs. The seeming need to create a big huge machine that controls everyone from the top is the main threat to the goals of the administration, which actually seem to be laudable: create a great university for the students and Lebanon and the middle east. bureaucratic proceduresBureaucratic procedures are sometimes time-consuming and can feel opaque as full information or instructions can't always be found online.burocracy, favoritism, focusing on getting funds and money. career development and laddet and payrollColleague miscommunicationcommunication between departmentscommunication with other departments HIPcommunication within departments Compensation Equality, Training, and Work Life Balancecomplexity of procedurescomptroller's office procedures, the fact that they make you wait 2 months at least to pay the suppliers!!!Contract renewal. Quality of students.controllers and purchasing Cooperation ,and honest at work.cooperation from other floors and work overloadcoordination among various departments cross departmental dealingsdealing with management and administrationDealing with the bureaucracyDealing with underperforming membersDelay in processing contracts and payment of salaries 2- Issuing part time contracts with short duration for certain positions such as "lab instructor" which takes advantage of highly qualified employees by giving them an unsecured job with no benefits at all. 3- The salary for other jobs such as "research assistant" are too low especially that such jobs require a Masters degreedemotivation from supervisors

Departmental and Faculty politicsdeskdifficulty to meet deadlines (insufficient time if we consider the amount of work given) - gossips - individual bias - problems related to the physical setting (listed in question 19). Most importantly we do not have a security personnel in our building and we do not feel safeDIRECT SUPERVISOR ATTITUDE AND COMMUNICATION STYLE.Discrepancies in some decisions that are shifted according to one person's point of view discrimination betweeen staff( only in few cases ) working more than 40hours in a week is not considered as overtime there is (( wasta )) in transfering to other units the manager hasperfect educational skills but problems in dealing as leader ( more criticising )dishonesty/unorganized work environment/no accountability/ no value for the employees/no motivation for employees/no transparencyDis-rewardeddoesn’t reward or upgrade the employeeDoing routine administrative workdutiesEnvironment Encouragement Faculty Vision Slow adoption of new ideas and technology Not enough room for young people to operate. Older generation controls everything and are not willing to listen to new ideas Everything takes a long time Seniors do not appreciate juniors Dean needs to involve younger faculty EVALUATION AND COMPENSATIONeverythingExtra effort and commitment frequently goes unrecognized and unrewardedfaculty promotion rulesfairenessFairness of the pay i gey for in terms of the work i do and tbe recognition i get.Feeling of disempowerement before archaic policies. Lack of professional staff to support educational mission and research. Support staff that are poorly paid and have low motivation and little incentive to do a good job. Financial rewards with respect to effort putfoodfunding, organizing, attitude,....Hip after retirementHIP benefits, HIP Office: Getting approval from the HIP Dr. to do some tests assigned by a specialized Dr. at AUBMC. HIP package Salary leadership (middle management)HIP systemHIp treatment in Infermary (unavailability of your prefered attending the day that you need him).honest and safe people do not reach positions HR strategies and support is almost absent. - Training and Development is weak. - Structures are heavy. - Personnel not always excited about their job. I am not challenged - There is no room for progress or promotion in my work - The work load keeps getting heavier and harder, and the pay is minimalI don't feel my salary is fair. I would like the opportunity to be promoted. I understand this is beyond the control of the Chair and Dean.I dont have all the materials and equipment I need to do my worki dont see like thatI feel I am overqualifeid and underpaid. Some employess are getting paid more than me and have 10% of my qualifications.

I find salary the least satisfyingI have no comments, I have come to the conclusion that whatever is said there will never be any improvement. Words cannot explain how I feel, things have changed and I can't wait to retire.I think our total salary is very affected with several losses due to taxes, benefits, HIP and.....I think there is too much taxes..

if faced with a manager with poor leadership skills (communication-problem solving..)your concern does not reach HR if so you will be in bad situation-we have 2 leaders a chairperson and clinical coordinator ,evaluation of both persons should not be in one basket but rather separate because we might have one better than the other clinically. Incompetent managersInteraction with higher management it is dimotivating when the unit manager does not apprecialte what you do.it is not computer basedI've been working for less than one year and i'm totally satisfied with my work and environment. I'm only dissatisfied regarding my pay conditions (grade / salary range) which are directly and only linked to the English test (my actual salary does not match my education degree, professional experience, actual position, responsibilities, and performance). JealousyJob securitylab techniciansLack of adequate recognition and incentives, as well as the existence of some rigidity in certain HR rules and regulations.Lack of appreciation from the senior administration; marginalization of loyal faculty who care most about the the University; creating so many positions and offices that are not needed; and the huge salaries of the administrative personnel compared to professors who are the only ones striving to fulfill the mission of the institution; appointing the wrong people in critical position; and the list may go on and on...! AUB's mission is simply being de-railed.Lack of basic facilities in my department: too many faculty members sharing one office and even one computer. Pay raise is minimal...nowhere near inflation meaning we are "poorer" every year. Pay is not rescaled every few years meaning new hires earn more than people who have been working at AUB for a few years. No promotion/recognition for experience or good performance. Lack of being close to the advancing scientific society, namely being in isolation.For example , It takes some three to four months to receive an essential ingredient for your research compared to a day or two if you are doing the same work in the USA.I realize that being in isolation is not the fault of AUB j, yet may be orders can be expedited to one or two months.Unfortunately, the University tried to hasten purchases from abroad 25 years ago and we are still at square one!.lack of clarity in promotion guidelines; support for managing research; lack of clarity of overall mission prioritiesLack of cooperation among fellow empoyeesLack of coordination between some departments, and sometimes unqualified employees at some jobs.Lack of development and promotion opportunities. lack of effective and professional teamwork in my departmentLack of loyalty, commitment, and appreciation among many staff members across the University and at AUBMClack of motivationLack of organizational and personal trustLack of positive attitude from various staffLack of professionalism, objectivity and employee development Lack of promotion prospects for those who start off as "instructors"/ stereotyping.

lack of team spirit and unfair reward system.Lack of teamworklack of transparency between team members and lack of trainingLack of Transparency Lack of Fairness Not Enforcing Policies Lack of transparency.limited-time contracts that may not be renewed. 2) Accepting a large number of students. little chance for advancement and promotion. no career path. no investment in human capital. salary promotion is not linked to performance appraisal.little guidance in advancementLong working hours;huge workload and responsibilities with no good basic salary to compensate. 2- to benefit from educational allowance employee should work 4 years during which he/she would be paying high costing school fees as its known in lebanon. 3- Grades are not fair at alllow salaries for employees who do not have any mediations with higher managment. we have seen many new IT recruits who are not better than the old staff, not to say worst. old IT staff should get their chance for promotion if they work well, even if they don't like their supervisors.low wages compared to other institutions bureaucracy management Management errors, unfairness of treatments at times and lack of transparency. management evaluation accreditation of work fairness transparencymanagement style and job insecuritymany levels of control for example management of grants and orderingMany things feeling safe,getting paid before the end of the month MENTORIMNG AND CAREER DEVELOPMENTMiddle management and subordinates' issues are not fairly treated as compared to similar senior level staff issues . most people has no spirit of team work

My low salary compared to my work and to my experience My worry about health insurance if I leave AUB and my indemnity that is low compared to the high cost of living

my salary is not up to the level of the work i perform . there is no modified chance to get salary raise on yearly basis ( its indicated in the hospital policies that a 4% to be given as a raise every year but its not applied). also as a new employee my colleagues got benefit from the last raise given by the ministry while i and all the new employees didn't.

My supervisor's management. I strongly believe that it is a very unhealthy work environment when 5 staff members are placed in a 1-person office and you expect them to work and be productive, eapecially when one of them is the manager of the others, and one of their expectations is to write and conduct literature reciews, etc. My tasks are not sufficiently challenging. I am often bored.Never receiving any comment or recognition to my work. Something I get very highly from the outside communityNew bosses very arrogant and will not appreciate sacrifices made by old staff members. We put our life on the line for AUB. Some of us were killed. But the new bosses will not even hear about it. They hould been here under shellingNew policies, lack of office space no actual job promotionNo appropriate cooperation among departmentsNo career developemt(high positions are for some people; others work hard without any titles). Benefits are across the board whether you have kids or not. no clear grade-job title matching

no clear, consistent, reliable systemsNo commentNo commentno commentno fair no morale cooperationNo one wants to do their job and there is nothing you can do about it.No opportunities for development and promotion based on Performance.no parking available for all the staff. HR dept,same grade for 6 years because they forgot about me and I was in another dept for a year and a half-no parking, or farno recognition of employees potentials and initiativesNo set job description as common in Arab world(responsibilities are added without discussion of them, delegation is a sourse of high stress). No performance evaluation is done. Often politics interfere with decision making and we are not involved in process.

No tenure. No job security: promotion remains a black box and subject to the whim of supervisors (who themselves got promoted with much less quality requested from them)no transparency in financial prioritiesNoneNonenone.not appreciatedNot appreciating the others efforts by some person that hide purposefully the qualified personsnot being put in the right position.I have a PhD in biology and still teaching labs instead of giving courses. Many faculty members do not know how to teach and this is completely unfair for me. not benefiting from the benefits package because i am single, while this theoretical package is taken into consideration in terms of the overall raise/compensation to me as an employee.Not enough salary increases not good appreciation for the work of the staff who works sometimes 12-14 hrs a day sometimes and comes after that for a call at midnight for emergenciesNot having a computer that works. Also, not having an office I can get to easily (I cannot climb the stairs to the third floor of Fisk Hall more than once per week due to a knee injury and arthritis).not valuing past experience,and thus starting from zero which is not fairNothingnothingNothingnothingnothingnothingnothingnumber 1 and most important: Lack of coordination between departments. Lack of transparency in management No transparent salary scale. No career path No transparent Employee hiring and promotion process

off campus housing and office space Old systems and old mentalities that are resistant to change and improvement. Very unhelpful attitudes and poor level of cooperation. Too rigid system and too bureaucratic. Lack of knowledge and ability to assist in many areas. lack of productivity and ownership at many levels.oncologyOne does not advance. Not by pay nor by experianceonly the wages of the employeesour chairs, tables and light level are inadequate for good posture and eyes wellnessoutcome, it should be more comparing by the work we dopaper workparking accesspay and benefitsPay and promotion for non-PhD faculty memberspay AND PROMOTIONSPay compared to the amount of work am putting inPay increases not keeping up with high cost of livingpay is lowpaymentpaymentpayment and rewardingc appraisalsPayment or salaries and academic promotionpayment, advancementpayrollpayroll: i think that payment i receive at end of each month is not fair to what i do.physical conditions of office and NO ROOM FOR GROWTH!Physical conditions, lack of cleanliness in offices and bathrooms, cramped offices, poor computersPlagiarism and immaturity in a minority of the student population.policies not clear yet/ education process in department is not organized/people working with me not proffesionalpolicyPoor administration that treats the MC like a farmPoor Management No rewards and appraisal Difficult duties Unfair promotion Poor salary by international standards.poor training. Coworkers not willing to helpPreferences in promotion and no equality among employees performing same job.pressure-teaching load-little recognition of service and overall commitment-salary-housing problems and costsProfessional development is done on individual basis, no training and no promotion based on achievements.Promotion possibilities.promotion process no tenure-track salaray limitation of 7 years for living on campus HIP (if on travel coverage insufficient)promotionspromotions

promotionsPromotions are not given out based on who is most competent but who has the best connections. It's a shame because the new management tried to portray itself as different from the old management.Purchasing an item for research 2- Writing a proposal to get internal fundspurchasing is a nightmare, Lack of good graduate students and PhDs, put the person in the wrong placeputting off important tasks until they reach a critical juncture is no way to operate efficientlyRaises ! they are horrible ... Read the slides" faculty get same rewards as dedicated teachers. While less recently, many promotions based on questionable academic records. Remuneration paid to the professional staffs. Retirement retirement benefits, not doing this year the yearly evaluation so the employee don't know how far he is improving in his workRetirement planReward in a general sense.Rewarding- appraisal- bureaucracyrewards and benifitsRules and regulations...some of them. It a stressful place to work.salariessalariessalariesSalaries - Slow progress - Slow promotionsalaries and promotionsalaries and system of grades with chances of being promosted when you deserve, at least in my departmentsalaries are extremely low compared to the degree I haveSalaries are not competing comparing to other hospitalssalaries compared to othersSalaries compared to our degree and performance is very demotivating, as pharmacist we need contiously to attend professional worshops in lebanon or outside we are usually excluded of such activities. Salaries do not match the exact capabilities and accomplishments of employeessalaries, growthSalarySalarysalarySalarySalarysalarySalarySalarysalary

salarysalarysalary salary salary - grade salary and benefitssalary and benefitsSalary and job securitySalary and overworksalary and the lack of link between performance and raise. general demotivation in all staff. lack of social interaction between AUB staff across departments -salary -grading systemSalary is too low compared to institution in Lebanon and the areaSalary paid doesnt fill the job and the responsibilities held, there is no salary raise (the 4% raise is not paid at all for a long time). A lot of money being spent on constructions where there are other issues considered as priorities.SALARY Unfairness for Single Employees salary, benefits, unstability of contractsalary, promotion opportunities, very few workshopssalary, promotions, rewards, recognition, appraisalsalary, work environmentSalary, working 8hrsSalary, working conditions, promotions.salary, workloadSaleries for below grade 12 employees.schoolyard / playground politicssecuritySeeing typos in this survey: "Directly" is written "derectly" in q#10 and "working" is written "wokring" in q#17. We are an institution of higher learning. There is nothing more dissatisfying as such.Slow-moving of procedures especially on AUB campusSome bureaucracysome bureaucracy especially from HR departement. Some employees hold positions they do not suit, and do not perform their jobs well assuring that AUB does not take important actions and consequences against them, so why should they.Some people are not doing their job properly. Some have negative attitudes and backstabbing gossip which can make or break a team spirit work. Some people need to be shotstaff salaries, lazy and rude faculty members, lazy staff, theft, internal auditStaff unfit for the job Underestimating qualified staff stress , too much workStress @ workStress and overwhelming work on the job

Stress due to overload , pressure stress of work stress,feeling inferiority among the newly staff,specialy from my superior as unfair treatment,which give me daily thinking to quit and be today the last day of work..stressful conditions for promotion and job security.subjectivity system a bit slowtake care about salary of senior people than newly staffTAKING HOLIDAYS ON TIMEteaching loadTeamworkteamworkthat we are working in AUB, like we are working in any goverment.that you find wrong people occupying the wrong positions which is affecting the overflow of the work. and the fact that this you find useless to talk about this issue since no hope is seen for such a change to take place.The "good reputation" being taken for granted.the absence of job security the feeling of no appreciation at work by higher administration little help to advance at work e.g. research fundsThe administration, the library, the research facilities, the quality of the students and their commitment to learning, the accountability of senior faculty to junior faculty and to professionalism.The administrative support structures. I waste a lot of time fighting bureaucracy and incompetence. The Comptroller's Office is particularly problematic.The appraisalThe assumption that all managers are oriented to their dept/program routine work. The authoretarianism by the upper administration.As well as their double standard approach and favoritism The bureaucracyThe bureaucracy at AUB (of the comptroller, it, purchasing slows the pace and productivity of my work. the Career lader and the the benefets at AUB beside the high cost of the continuing education after all the new technologies certainly needs continuing education and keeping update.the compartmentalization of activities within departments and faculties, and some professors who do not engage much in collaborative activities

the difference of how policies and rewards are given to individuals each according to the department they belong to.WASTA.Some are promoted others are not, etc...the discrimination in pay between the same rank depending on the chairman and/or dean 2. the discrimination in benefits between faculty and staffthe eight hour shift 2-this organisation used to be the most well paid in the country and it is not any more.The enormous workload that keeps some of us young, dedicated assistant professors inundated with teaching and service duties; when all that really matters is research productivity. The extreme expenditures and attention to most materialistic issues, leaving staff related issues behind.The extremely low pay levels, given the work load.The fact that instructor's do not have any chance of promotion academically.The fact that the faculty are treated as the third class citizens in the university.The gap between faculty and administrationThe IT system.

The lack of competence of certain senior AUB managers in places of authority, the favors-driven environment of coffee-drinking that is based on horsetrading rather than sound business rationale, the lack of follow-through and timely implementation, the high power distance, compliance-driven mentality of the current leadership.

the lack of fairness in promotions and in assigning academic grades at the professorial level. Many people do not have an established publication record and are still rewardedthe lack of large-scale vision for where the university is going as an academic institution in its regional context; the lack of transparency on many of the decisions of central adminstration; the lack of responsiveness to the local context and the relevance of what we do to beirut and the regionThe lack of opportunities for advancement and the rigidity of the system at HR.The least satisfying is not linking performance to salaries. the least satisfying is the miscommunication among staff. some people dont give proper and clear instructions.the least satisfying is the salary, especially for us as pharmacists with high responsibilities. Work at AUBMC lacks motivationthe Managementthe most dissatisfiying issue is the Dr's Nurse relationship. it is extremely bad there is no respect from the doctors towards RNs and they break policies without anyone doing anything for them. these issues were reported but no one did anything because they are doctors. we have no respect with families because of them The new AUBMC administration's lack of leadership skills and bullying that happens every day. Namely, Petra Khoury, Adnan Tahir, and Iman Kouatly. Unfortuantely, they turned out to be very immature in their leadership skills and they led many qualified and loyal people to leave the hospital. Someone has to give an ear to those who are leaving or those burnt out at AUBMC. The choices they made for nursing, especially with Iman Kouatly and the team of leaders, turned nursing into a de-motivated, low-quality, fake place. Plus, the patient care has gone back significantly. Don't be fooled by the ceremonies they do for patient satisfaction and give awards away. These are only a cover-up for the failures that happen every day. The new Oracle system that is a good system but it was not studied and implemented correctly. It could have worked much better and efficient if it was done right.The organization has become too heavy. Too many employees that are inefficient and incompetent in their jobs. The pay check at the end of every month The pay could be much better. The academic politics should be a tool and not a goal. The pay of coursethe presence of non competent staffthe salaries and benefitsThe SalaryThe SalaryThe salary ( Because I benefit from the children education I lost the percentage of the years of experience) The salary is almost not increasingThe salary according to the work load and time consumption.The salary and benefits The salary and benefits package at AUB is very less synchronized with its big name and reputation. (On short to mid term basis) The salary in comparison with the number of years i have spent at AUB.The salary is lowThe salary, lack of teamwork, most employees are unmotivated and don't perform their role adequately and in an ethical manner.the salary,when you asked to do a very high load of work with professionalism you must be rewarded at this level

The salary.It makes me embarrassed when I tell people how much money I make when I've been around for more than 20 years. The absence of a transparent evaluation system. The Dept. cannot possibly know who is efficient, who works hard, and who needs help in order to perform better because there is NO EVALUATION SYSTEM other than what students gossip about teachers. Nobody rewards quality work because nobody knows what x or y are doing!! Also, grade inflation and the popularity of some teachers who are "not very good" (and I am quoting students) but who "give high grades" to students who do not deserve them. Also opening sections in some courses and giving them to part-timers when some full-timers suffer from under enrollment and eventually have their sections canceled. the stressThe unbelievable traffic that is surrounding AUB campus -No flexible working hours for married women who have young children, specially with traffic that takes 1.5 hrs at least to reach home in all Beirut suburbs. -inavailability of nurseries at AUBThe unfairness in salarythe unit is so much old and smallthe work load is huge and it is not reflecting the salary.The working conditions at AUB are ridiculous. There is a huge contradiction between the job requirements (do top quality research and teaching) which need a quiet and healthy academic atmosphere, and the constant noise (construction works for e.g.) that we are subjected to everyday, the non-stop disruptions that arise due to administrative incompetence (registration issues that faculty members are not supposed to be dealing with, for instance), and so on... Everything is made in such a way to distract you away from research (which is the main criterion you will be evaluated on). From the yearly challenge to obtain a parking sticker, to the absurd daily security checks on your car; from the overcrowding of the building by students because of the enormous rates of acceptance, to the mismanagement and lack of proper office space, and so many other things... I forgot to mention all the "maintenance" operations (like the yearly floor waxing, which puts all kinds of obstacles around your office, for a whole week!...) And I have just remembered all the events on the green oval (outdoors, dancing, activities for kids with loud music, etc...) And this is exactly the time you were waiting for (after a crowded, mostly teaching week) to resume in your office the deep thinking and concentration required by your research problem... At the same time, everything is made in such a way to affect the quality of your teaching. Again the loud noise coming from constructions, workers and staff, inappropriate classrooms (very small boards for scientific courses...), renovations of examination rooms that take several years to be achieved... Not only are you given a bad classroom; when you arrive the first day of the semester, you find out that it is locked; once unlocked, you find out that there are no chairs, desks or tables... Again, this is just one example of all the mismanagement and lack of professionalism going on... the working jobs is not the same for all department , some departments had hard duty and others heavy ,heavy duties , The workload.

There are much policy breaches and employees are often illiterate, selfish, rude, unreliable, and/or lazy. At AUB, generally the least deserving is the one who reaches the topThere is no justice and no follow-up of old staff.There is no system in place for career development and promotions, such that one person might get promoted every 2 years, while another will only get promoted every 10 years, not because he/she is less deserving [on the contrary], but due to randomness or the luck of having a manager that has clout and can push for the rights of his/her employees. Similarly, some staff are sent on training workshops 2-3 tiomes a year, while others are not sent on any for several years. Also, there is an absence of policies and procedures in my department and lack of leadership and vision, so that we do not work towards goals and objectives, but we work only in reaction to requests. Management does not know how to create stimulating, challenging work.There is no ventilation in the offices when the weather is warm.This is no longer a Medical Academic institution, it is a pseudo academic private practice to have to deal with different departments, a lot of people are unprofessional too much red tapeTraffic

Traffic jam at 5pm :)Unavailability of rewards system Bureaucracy Un-Transparency Change and Improvement Resistance uneducated,unqualified supervisor. bad salaryunfair benefits, low salaries even when compared to less experienced colleagues working at afademic and nonacademic institutionsunfair promotions and salary adjustmentsunfair provision of needed materials/equipment to the employees (unequal treatment) and unfair recognition and reward of good performance.Unfair treatment of employeesunfair way in dealing, evaluation and compensation between employees unfairness according to employee growth and salariesUnfairness and favoritism sometimes. Also unjustified differences between titles, grades and benefits. Discrepancies between constituentsUnfairness in grading and payment; non-flexibility with allowing wider opportunities for the employee to improve himself;Unfairness in SalariesUnfairness of rewards and promotionsunfairness related to salary unfairness, discrimination "wasta"Unhealthy competitivenessUnorganized. In my department I feel like i don't have a set program of training that i need.unstability in our schedualeupgrade, management, climate conditions, environment conditions, unfairness, salary.Upper level management, (Dean, CMO) The dean is distant and borderline rude... He is Universally disliked by Medical Students and Residents. The CMO (Tahir) is incompetent. Vague policies and bureaucracy. Organizational/institutional weaknesses.very low salary.no one appreciates what you do.Everything is WASTAVP Sayegh is not accountable. He acts as if AUBMC is his own private family owned company. AUBMC is taking all the resources, almost bankrupting AUB and yet Dean Sayegh has no progress to show except a partially complete cafe! AUBMC spending on marketing is needless. Since when AUH needed any marketing Administration is overpaid and is not looking after the well being of the faculty members. Administration looks at the university as a factory or income generator, rather than an educational institution The president is too nice for AUB's good. He needs to reign in some VPs especially the dean of AUBMC We have no kitchen to eat use knowing every other department has one.we usually become tired from the work overload that happen on our floor ,most of the times we donot have time to take our break from work our load ,i think we must be provided with more RNS and the number of patient that the nurse is taking care of must be decreased to decrease the work over loadwhen I face a problem and find that I need further information to solve it.worck hard work attitude of some individuals and work pace, almost complete absence of accountability for irresponsible individualswork loadWork load is on one person who doesn't get the credit/rewardwork load..Work Overload at all time.Work Schedule 8am till 5pm: It would be better if there is a flexibility in scheduling when doing managerial work Exp: 7:30am till 4pm with half an hour breakWorking and reporting to a weak manager

Working at AUB has been great with the exception of the following. I am sad to say that my supervisor is the most unethical individual I have ever been forced to work with. On the bright side, he helped me understand how corruption actually functions! I always wondered how such an individual was made chairman for 2 consecutive terms. The answer maybe is that he made many (good and ethical) people around him benefit from his unethical acts. We have people who regularly teach 2 to 4 (paid) overloads a year, and others are stripped of their courses. We have promotion candidates who are asked to write their own promotion letters, i.e., the department’s recommendation! There are faculty members who are asked to leak exams solutions to individuals he ‘cares’ about. I also wondered how this chairman could have 5 PhD students and several Master’s students without any (or minor) external funding. We really need some serious intervention from upper administration as the Dean seems to have different concerns...working condition, the location of the office (SB).working environmentWorking hours and not being flexible in allowing remote production if physical presence is not always needed.Working on committees which lead to no implementation actions. Working underground and spend long hours alone. working with comptroller and office of grants and contracts.Working with few benefitsworkloadwrong management,having a manager less educated than myselfWrong persons in some positionsyearly bonus paymentsYou can be a research assistant for decades without promotion. Zero motivation/advancement.

اإلجابة على الھاتف الجانب اإلداري والمادي

الذھب إلى العمل أیام االعطال الرواتب

الضمان الصحي ، یعامل الموظف بالنسبة إلى الطبابة بطریقة غیر مباالة العمل الذي ال یكون من إختصاصي

أن ال یعامل الجمیع بالتساوي ویقوم ھناك ال فرق في التعاطي بین الموظفین دوام اللیل دون رأي دون رأي

شكراً عدم احساسى باالمان النفسي انا و عائلتى و خوفي من المستقبل القریب والبعید لالسف

عدم توازن بین ساعات العمل وجدول العملعدمالتعاون بین الموظفین

في بعد األحیان أشعر بلتعب على مار الزمن ولیس دائماً لسبب الحاالت الصحیة التي تعرضت لھا في االحداثكما ھو ال شيء

Be more fair in Salaries1- Motivation and Reward through employee appraisal. 2- Increase Training an development of employees 3- Provide us with a kitchen 4- Have more events so thatemployees know each other1- Review Compensation Policy for fairness among all staff. 2- Review the Benefits Allowances. 3- Equity among employees at the same level.1- to have the chance to be part of this improvement, 2- to be promoted in terms of salary and grade1) Attempt to compensate for the added workload of extra activities that fufill the AUB mission and vision but are outside scope of teaching/research etc. 2) Investon Professional development as much as possible. As instructiors, we have no budget for this and it is needed for many critical accreditations. 3) Performanceevaluation needs to be implemented at our level since compensation should be done based on performance and achievements for the department. After all, if weare not moving forward,we are standing still.1. Review some of the polcies and procedures to make them more flexible to improve productivity 2. Implement the training of 4 discplines of execution to allemployees to create the culture of accountability 3. Implement the Perfomance mangement process for each employee as it should be.1.increase salary 2.suitability of grade according to job description 3. respect of old employees since they worked during the war. 4.involving employees ineducation sessions, workshops according to the needs. 5. encourage employees to speak up their opinions. 6. frequent rounds by the supervisors to alloffices/wards during break and duty hours to watch the employees. 7. frequent rounds in the hospital to every place to supervise the employees well especiallyduring night duties. 9. increase the grades of old employees according to their experience.1.review salary policy according to the high cost of living and according to experience /compare with average American university salaries for similar posts. 2.reviewindemnity plan(B) after the soaring changes in prices 3.Review HIP plan to allow members to join after 15-20 years of service after they leave AUB 4.to be moretransparent in policies related to employees(especially instructors) as far as salaries,rewards,indemnity that would also be reevaluated reflect the rapid changes inprices at least every number of years provide more security -especially for retirement1-Adjust salaries in a way that match qualifications needed for the job, working hours and work load 2-Respect the employee's right to sign the contract and get paidon time and not after two or more months of starting his job1-consider another grading plan according to responsibilities , departments and refer to direct manager by really evaluating employess. 2- School allowance shouldbe provided at least after one year of service at AUB. Thnak you for your considerations1-Make purchasing easier and faster 2- Cancel the URB grant submital process and give instead a lump sum each year to all faculty for research. Faculty will havetime to focus on external funding.A better appraisal and motivation systemAcknowledge excellence in work, only few departments do that specially the hospuital!Actively listen to the employees who know the system and who stay here because they genuinely care about the institution and about its success.

Actually I am very happy and I love my job at AUB-MC but the pay check at the end of every month( not fair to jobs assigned to me) and not being promoted or going a step forward for the past 3.5 years by the higher management is demotivating me and with time the ratio of my dissatisfaction is getting higher and higher. Thus, a small jester in money raise (and not the too small merit increase) or in grade would be excellent to carry on and to increase the level of motivation. Add more transparency plus allowing mutual criticism in a very civilized manner for the general welfare in order initiating proper productivity. address the issue of salary and job promotion. invest in young professionals who join AUB to keep them motivated. update the job descriptions regularly to reflect any change.adjust my grade adjust my salary adjust career path value my work improve working environment between employees provide me regular training more visibility and transparency provide ability to make decisions Adjust salariesadjust salary Adjust the yearly increase % rate to match the yearly increase with inflation rates.adjustment of salariesadministration

Suggestions

Allow for rapid upward mobility; make the evaluation process count, enable an entrepreneurial, market-driven, outcome based culture that people want to be a part of. Hire good people, let them work and hold them truly accountable.am only part timeApply policiesApply policies equally among all employees at all levelsappraise her staff in a satisfying manner and stop the deduction of what they've already provided before.appreciation of my years of loyal service and commitment to AUBAppreciation of ones work, and rewards.Arrange frequent meeting and interactions with executive managers to share and be part of decision making teamarticulate salaries according to the amount of work done, its not fair to pay the same salary for all the RN's, while some RN's at some units have more responsibilities and heavier duties. As a manager grade 13, I do not benefit from the grade since my husband is a doctor. I do not feel recognize in any other way. Like the single employee benefits????????a special package should be given to staff who are not getting any benefits for their grade. Especially that year of service is not considered any more As a matter of fact I gave A.U.B.a lot &A.U.B.gave me a lot.I thank GOD for being working at A.U.B. As an Engineer, I Like to have a BONUS package at the end of the year.as mention earlier As non-Academic, we did not benefit from educational allowances for our children not accepted to study at AUB. This really causes a heavy burden on us. Ask regularly for my feedback in many major issues that concern me as an end user. Also to communicate better the decision and the changes before imposing them on us as end users. Also they can accept criticism and comments openly

-Assess leadership skills in case of promotion to managerial positions. -Middle management leadership skills evaluation on yearly basis. -Better HIP packageAub can enhance the satisfaction of its employees by offering some training programs which might enhance the experience of the employee.AUB must recruit more nurses to decrease work over load inorder to enhance patient and employee satisfactionAUB should look at LAU and learn!AUBMC may increase employees' salaries and provide more opportunitues and help for their employees to continue their education. By doing this, they decrease the possibility of loosing their employees who seek better opportunities outside the country.AUBMC(as a family; with work of everyone) have done tremendous changes to improve satisfaction.I would appreciate if we keep on changing and have the positive attitude towards our vision 2020 (Never go back to the gap that pulled everyone to dissatisfaction ). Thank you.be fairbe fair and improve salaries be fair while assigning salaries and grades to its employeesBe less tolerant of abuse by employeesBE MORE CLEAR ON ISSUE OF PROMOTION ESPECAILLY HOW IT PROMOTES GRADED STAFF TO MAMGEMENT LEVEL (CONDITIONS AND BASES TO DO SO)Be more fair in reality.be more flexible on routine rules (like hiring, paying foregners), and allow us to let cats into the office now and then :-)be more objective be transparent with employees regarding evaluation and promotionsBe true to its mission and core values.Better and more efficient human and financial support, plus, better transparency.Better appraisal

better attention to oganization/holding employees more accountable/stricter policies on employees/linking motivation-benefits-salary/management overhaul/right person in the right place/ Better benefits and salaries.better classromms and research facilitiesBetter higher management that knows what it is doingbetter job security; competitive salaries and packages.Better pay n more autonomy. I feel we need to move faster. We have lot of things to dobetter relate expertize to financial rewardbetter salaries better salaries and more benefitsBetter Salaries for us to be more motivated at workBetter salary, better benefits, less pressure on the job.

Better work life balance. Fewer afterhour meeting (meeting should be moved to early morning rather than 5pm onwards when it is most disruptive to family life).by giving more opportunities and benefits

By implementing a REAL REAL fair pay salary and by implementing AUB's motto "equal opportunity employer" because this is not the case especially lately!!! change from a centralized comptroller office to subdivision in each facultychange HIP policyChange the administration of AUBMC.Clarify its position on salaries, promotion,etc..Class reductions (3 classes per semester is too high)Clear career ladder Clear guidelines for faculty promotion - Procedures set in place to minimize senior faculty/administrator influence on more junior faculty in order to push their own agenda. clearer vision of my individual development since i am a newly recruited employee Close auditing and proper performance appraisal to staff according to efficiency, knowledge and performance. Increase chance of promotion for those staff who deserve it more than others in relation to thier great experience and excellent team work spirit. Collaborative atmosphere Transparency Engaging the younger generation Adapt to future challenges Adopt new technologies Support people who are doing cutting edge research and teach new courses Transform the institution into a forward thinking and learning organization

Communicate clear strategic plans. Provide strong proof that resources are properly managed by competent people. Provide measurable checks and balances for people with responsibilities. Have someone actually read this response. I am contributing these comments because I appreciate and respect the values of this institution. My issue is with how these values are translated into action plans. I feel that there is so much that college hall is not made aware of.communication , & and continuing educationCompel new bosses to respect our sacrifices and honor those who died or suffered for AUBconsider retirment plan for staffContracts should be available for signing before the semester starts.Correct the above! correlate payment with workload and performance, recognize and reward employees differently according to performance and appraisalCreate ways for progress, development and promotion of non Ph D holders working in service arms of the facultycreating a chair for excellenceCreating an atmosphere of growth! - Having different work schedule like the Medical Center (e.g 7:30 to 4)

Delegate more authorities to middle managementDemonstrate that there is a commitment to improve on the human resources that exist at AUB by making sure the right people are in the right jobs. departments do meetings and listenwhat the staff have to say and understand them and help them for a better outcomeDevelop a career enhancement plan for instructors. Provide financial support for those who wish to pursue PHDs.Develop more customized evaluation processes. - Have more flexible HR related rules and regulations. - Provide more advanced and customized training/development opportunities (based on needs assessment and latest international trends and best practices). - Suggest more staff related activities (social, cultural, competitions, clubs, talent...) development in grading and increase in sallary later according to gradingDo more promotions.Do some more training to staff in order to enhance their capacity in terms of dealing with people, being more helpful, less stressed, and more positive and have a better attitude employees need security feeling in their jobs with good salariesEncourage diversity of thought and create rules to insure them - Provide daycare facilities on campus or cover daycare expenses - Encourage personal efforts by providing time for itEnforce Policy Build TrustEnhance ability to have ongoing mentoring/review for new faculty. I did not have one review or know how I was doing until I submitted a file for promotion.Enhance benefits package,resume using PA as a standard for annual raise in salariesenhance communications among various hierachical levels Enhance policy for employment of non-lebanese in non academic positions Adjsutable salaries and benifits for Academic positions Enhance the AUBMC core values Of respect and make sure that dooctors respect RNs and that they really respect their decisions. 2nd to enhance payments and enhance our benifits, because the salary is definitly not enough.Enhancing collaboration among employees and departments to achieve AUB's strategic goals. Reducing the "entitlement" mentality. Promoting effective change management.Enhancing my background via training and what's new concerning my job. to get rewarded of the achievements I do.everything is ok, only if they take care of our salaries

Everything! Put the right people on the right place; increase salary; reinstate tenure; reward employees by merit; provide more research money and resources...faculty promotion should be based on loyalty and seniority, not only on publications.Fair Compensation Better Training Clear career pathFair pay, respect for seniority, objective assessment of productivity. Fair salaries and evaluations Resources for training Recognition of effortsFair treatment to allfairness among employees, one should be promoted as per his/her job responsibilities, effectiveness, devotion to his work not according to "WASTA"Fairness in promotion and salaries, and recruitment of competent staff. finding a compensation formula for single employees to balance the benefits package.fix the IT infrastructure to improve performance in web-sbased research, latency, etc.

Focus on trainings to staff, starting from basic communication skills to technical trainings, and focusing on performance based promotions and salary increases. Focussing on issues that really serve its mission of excellent teaching and research.for all to understand that we work for one and the same organization:AUBfree medical care for staff improve communication among departments and abide by AUBMC valuesfulfill the needs stated in section 18 above.get a fair pay

get better management systemsGive better salaries so the majority of workers will be working from their heart and so everyone will be productive and less tense. Have punishments as many employees know they will not be kicked out no matter what their level of productivity is.Give rewards and bonuses to employees who excel.Give chances for promotion.Give each employee what he or she deserves and appreciate good work done to motivate them Give its employees what they truly deserve and care more about their well-being.Give me a raise. Give me a transparent system of evaluation. Give me more job security.Give me what i truly deserveGive RNs more authorityGive the English Department new computers and give Comm. Skills instructors a pay raise.Give the opportunity for its qualified employees to develop their careers and give the opportunity for the employees who are interested in their field of work to get exposed to more challenges and get more experienced in their area.Good salaries, motivate employees,help employees to improve and develop. good staffing,decrease work load,decrease stress in working environmenthave 24-hour, 7-day IT supporthave a better merit system where people who really put effort are rewarded financially and morallyHave career paths and possibility of promotion as an option for those who deserve it with minimal office politics and subjective decision making.Have more efficient systems Have well-studied promotions that value each person's effortshaving the chance for education enhancement and personal development. receive the fair moral and material value of my hard work conditions. Help Single employees in the Academic Fees of their close family members enrolled at AUB higher salariesHire fewer and better administratorshire people according to their education and credentials and not according to their connections.Hold people accountable. Minimize overhead and administration. Re-Install tenure, even if for a small number of professors, so that responsible faculty can step up and fix the worst kind of corruption that can hit an academic institution: academic corruption.How about for management who do not have kids, and not planning on having. All the school benefits are wasted and nothing in return.HR must advertise for positions that are available and not already given to people they chose before advertising to publicI am a motivated employee. AUB could enchances our satistfaction as employees by adjusting our salaries according to our performance.i am already satisfiedI am already satisfied.I am satisfied as an employee from the Overall System at AUB! I am proud to be at AUB! Thx GOD and Thank you! I can't deny the respect and the available oppurtunities that AUB delivers, but I do think that the salary management be more effective than before..I need a salary adjustment asap.

I wish there were better interdepartmental communication especially between departments serving the whole university such as Communications office, Comptroller, HR... Most of the time, I end up doing their job because they can't explain a specific financial report or plan for the whole event. I would like to see the functions of IT and the comptroller work in the service of the academic mission. At present it feels like IT and comptroller's office are at odds with the academic mission. AUB would be a much improved University if it instituted a tenure system!Implement incentive scheme - implement career-building strategiesimprove and facilitate ED work by giving authority to send patients to floor ASAPImprove AUBMC IT system. - Some extra money wouldn't hurt.improve HR dept, they still send my official paper to the old floorImprove salaries, Improve the benefitsImprove the support structures so that I can focus on my (academic) job. All AUB support staff need to perform or be removed. improve the unit and its quepment improve our sallery-Improve UHS schedule for Doctor's visit. - hire qualified people. - parking issue - employees' status and demands. - Purchasing procedures.improve working environment

improving salaries and benefits, increasing motivational tools for employees, and making some events for the employee to decrease the stress when workingImproving training and professional development, allow promotions based on achievements, salary adjustment based on market, end-of-year bonus.incease the salaries Increase compensation.increase employees to share too much work among othersincrease money for research in order to increase our salriesincrease my payroll (upraise)increase my salaryincrease my salaryincrease my salary and allocate merit increase when the job is exceeding the standardsincrease my salary and give me the grade i deserve with 7 yrs experience of workincrease my salary, adjust my shcedule.Increase my salary.Increase of grade and salary to stay at AUBincrease our wages

Increase pay. Make sure supervisors appreciate the achievements of their faculty and highlight it when necessary. We all strive for attention and appreciation. increase rewards and recognitionincrease salaries and benefits and grading system change increase salary Increase salary and prevent bureaucracy increase salary since it is no more a compatative institutionincrease salary. give the new RNS "high cost living" because we deserve it.increase the number of people in my team and increase my salary.increase the salaries,abide by the career ladder, change our nurse manager, increase the salary provide job securityincrease the salary, make my job feel more stable increase the sallery of the employees.

increase the staff number to decrease dis satisfaction of the staff and patientsIncrease transparencyinformal get togethers for faculty to raise morale re-open faculty lounge for dining establish better mentoring system for new facultyIronically, enhancing satisfaction amongst employees would enhance my own satisfaction. There is a general dissatisfaction that purveys the staff and it is infectious. Sometimes a whole unit seems "pissy."

It is important that the supervisory channel (including supervisor, department, HR and Administration) be more understanding, fair and flexible with employees. It is not only good salary that satisfies employees, but also interaction and attitude of the supervisory channel that makes it uncomfortable for employees. However, since many unsatisfied employees admit that having a fair pay would at least motivate them to persist and continue to work. Please note that having better salary is easier than altering/convincing the supervisory channel to become more lenient and understanding to employees. This is why most employees would demand for it and not because all they care about is money. Also, benefits of employees should be given in an easier manner, since most of the time employees struggle to even get their own rights/benefits which are offered with difficulty. I would also like the supervisory channel, especially the HR and Administration to be more involving with the employees. I would also recommend that AUB grant its employees 75% instead of 60% tuition for education. Also, apply a different situation for them which entitles them to pay the same cost of credit from the beginning of their education to their graduation (or like the case of the undergrad program).Janitors should do their work rather than hanging around idly in the corridors.... They should rotate across the campus as they used to instead of staying in the same building for many years.Job security through a fair tenure systemjob security: tenureJust make me feel I belong to the institutionJUSTICEkeep on being fair and supportive to the employeeskeep on encouraging staff to continue education and achieve their goalskmprove salaries, appraisal, reward employees, recognize hard and high quality work, recognize personal professional developmentless bureaucracy increase salaries less of stress listen , share , and advertise Look at the outcome of my work and compare me to the internal equity so that I can be treated equallylooking at HIP systemlooking into past experience and invest using my skills so that i can benefit the institution as well as my selflower premium HIP Insurance cancel percentages of costs(bloodtest, xrays... make a system to evaluate the salaries from time to anothermake a yearly adjustment of salaries and degrees.Make benefits a real benefit and join our parents in the HIP program + lower the price of Hostler and parkingmake duties more flexible and encourage rewards for the employees.make the system less 'personal' and more 'system-based'Make the yearly appraisal less subjectiveMaking people secure and responding to their needs and not make them feel scared of losing their job for speaking up- treating people according to performance and not the level they belong to.manage the issues mentioned in 18Mandatory trainings upon hiring covering all aspect of the JobMandatory yearly evaluation and raise, according to performance, years of working at the institution, attendance of trainings.

Married women with young children to leave work at 4:30 with a lunch break of 30 min -Ensure a nursery at AUB. This would increase the productivity of women having babies instead of having hard time finding a good and trustful nursery. Moreover, they would bring their babies at AUB and would not spend time worried on their babies.Match between education and seniority work more on apraisal forms and place the right person in the right place Match salary with duties and ResponsibilitiesMatch the job requirements to the workload Maybe for the managers having educational benefit to give half of the percentage of the years of experience and for the managers that do not have educational benefit to give them the the whole percentage of the years of experience Merit evaluation efficient implementation.moe flexible policyMore appraisal, bonuses, increase of salary

More benefits and better salary that is competent to its big name and reputation. This will help me as an employee NOT to think of leaving the institution in 2-4 years. more benefits and increase salaryMore clearly defined department goals and procedures.MORE COMMUNICATION BETWEEN HR AND EMPLYEES.More continuing education Opportunities

more empowerment More equitabilitymore flexible with the shedulemore funding and attention to arts and humanities research.More recognition more recreational activitiesMore seminars and additional training programs to enhance productivity.More transparencyMost if not all my suggestions need funds: 1- let us try to expedite orders from abroad for academic research of faculty and their graduate students. 2- let us have special seminar funds to bring out standing scientists to campus.We used to do that 40 years ago. 3-we are not enough work and/ or give financial incentives to bring graduate students , in essential fields in the sciences, to sudy and do research at AUB. 4-if AUB aspires to a better academic ranking in the World of universities, it has to spend more money on research and what it takes to do first rate research .motivate the employeesMotivation, Rewards and Clear Plan to reach higher gradesmultiply my salary by 1.5, training on quarterly basis, increase vacation days, institute bonuses. no commentNot much.Not to go into the usual higher pay and more benefits, AUB must take care into who they hire. You want people who believe in AUB's mission and will work night and day for it not a bunch of slackers who can't wait for the clock to turn 4:50 to stop workingOffer more job securityOnce there are no discrimination AUB will be a great place to work in.organization respect pay increases; have merit increases in addition to cost-of-living increasespay more attention to the academic branch and less to the administrationpay more money to staff, pay more money to staff, pay more money to staff, Pay salaries that respect the amount of work and responsibilities given. 100% coverage for masters degree at AUB. Stop increasing the costs of HIP.perhaps encourage the team leaders to meet periodically with the registered nurses to see how they are doing withe the unit manager.Place more employee oriented initiatives, fair recognition, assign qualified management and train existing ones to fix their weaknesses promote development promote employee according to his good performancePromote ownershippromote people based on their achievements be fair, recognise years of experience, pay fairlypromote staff based on their performancepromote the manager for an educationaL POSITION pay over hours as overtimespromotionpromotion cirteria should take inconsideration that we are in Lebanon and the Middle East region and not in the States or Europe... The absence of job security makes us unhappy and noncomfortable and nonproductive.Promotion to above gradeProper job training. better payProper use of policies and procedures. Have the courage to address problems and apply rules on all.

Protect against -- instead of encourage -- discrimination in the division of its resources and space (FAS faculty members need as much space and research funds as members of other faculties). If you're going to offer medical doctors start-up research funds, offer equal opportunities to other faculty members, especially given that similar promotion criteria exist for all. Moreover, protect junior faculty from teaching and service overloads, so they can focus on their research. Protect them mainly from senior colleagues in their Departments who have a tendency to give all the busy work to the newcomers.

Provide comprehensive departmental orientation customized to the needs of new managers, on top of the common organizational orientation which all staff receive.provide development chancesProvide good housing opportunities, promote and reward researchProvide me for more opportunities to developPROVIDE ME WITH EDUCATIONprovide more opportunities for course releases when we are part of so many committees. the expectations on faculty is a little too high.-provide more promotion opportunities. -increase the salaries according to the performance appraisal of the employee to be fair.-provide nearby parking -be flexible with time attendance in mornings (allows lateness in mornings to be covered in afternoons)Provide people like me with benefits to feel secure. Provide stimulating, challenging work opportunities; opportunities for career development and training; and implement a system that is fair and based on a transparent process for promotions and raises. Each employee should be considered for promotion every 2-3 years maximum. Either he/she proves they deserve that promotion based on clear and transparent evaluation criteria [explained from the start], or he/she will be passed up for another person. Revisit organograms and job titles and give people titles based on experience, not favoritism.Provide the HR attention to better satisfy staff in terms of stability,security, benefits and salaries. Provide training sessionsPrune the bureaucracy and trust employees to do their jobs. If you don't trust them, FIRE THEM. Publish all accounting information related to payroll costs per unit.push the staff to be more comfortable with his friends at workPut an end to the contradiction between the requirements and the working conditions. Decide if AUB is really a research-oriented university or not. If it is, choose quality above anything else. Quality research requires quality in the faculty daily life on campus. What matters is all those little things that make our days as smooth and quiet as possible. There are many ways to help building a healthy environment, conducive to quality research: reduce the noise as much as possible, reduce the number of admitted students (prefer quality over quantity), reduce the teaching load of faculty members at professorial rank, remove all the useless technical and administrative obstacles that are put on the most trivial things (such as registration, parking, etc...) In short, if AUB is expecting from us in Lebanon to perform in research with the same standards as the top universities in the U.S., the least it can do is contribute to make the atmosphere on campus a little bit comparable to the U.S. standards... put light in the room for charting issues and bring chairs and tables adequate put policies that make staff with experience feel they have fair pay. some new recruits come with unbelievable packages and they do not have that important experience. i also suggest to allow all staff to file all their complaints to an independant body which can say his word freely without getting influenced by the president, VPs or anybody.Put the faculty above all else. The professors ARE the university, not the staff nor the administrators nor the buildings. Too much attention is payed to everything else.Put the right person in the right place (which AUB cannot do; Because AUB Top Management is the main problem(الثلم األعوج من الثور الكبیر)put the trust in the employee that deserves the trust , and not to put the trust in some persons that doesnt deserve ,and make them leaders raise my position so that i can teach courses and do some research. raise my salary and helping me in career ladderRaise my salary and promote me. I love AUB and would love to extend my stay here. I would, therefore, be very appreciative of more job security and a longer and more stable working contract.

Raise my salary, but not the amount of work I do because I am doing the impossible as is - Reduce work load because we have other responsibilities in life; there is life outside of AUB - At this point, AUB can't do anything for me. I have resigned from my position, and will be leaving the university for good by the end of January. AUB sapped all my energy; I don't have any more to give, although I love my profession. Thank you for what AUB has given me, but it's time to move on and live like a normal human being.raise my saleryRaise salaries and offer more benefitsRaise salaries!Raise salaries. - Give more training related to work. - Show care to its employees on the personal level. - Tell its employees where to go to talk and whom to address with their issues. - Have engaging activities where employees can talk, engage with each other, meet each other... - More challenging work. - Rewards based on performance (and not some bonus of 10$ monthly if an employee gets more than 4/5 on the performance appraisal) - Make things go faster, i.e. reduce bureaucracy. - Use the job performance in something valuable. - Add more vacation days. - Think about ways to improve the quality of life of its employees; i.e. many people work underground or inside, this can lead to a lack of motivation and depression, because of sunlight insufficiency. real teamwork and transparency between team members. Continuous training and valuing for work and effort submitted.

Realize that the human factor is the main element that makes this institution a success, not pretty new buildings! And here i don't mean Senior Executives. Recognize and reward good teaching as opposed to just adequate teaching.recognize more employees' efforts at work specially when he works overtime and is not getting paid for that.Recognize that all jobs must have ToRs so that workers' tasks are clear and fair to the employee and employer which forbids that employees do tasks that they didnt apply to do. Also that way payment and allocation of salary is carefully studied. And no breach of laborers' rights takes place. Recruit fresh peoplereduce careerist posturingreduce on wastage, bearucracy an time needed to reimburse external groups for services renderedreduce teaching loads-job security paramount-increase salaries given huge rise in costs-house purchase plan that is reasonable- better health (dentist-eye exam-medicine costs, etc) and retirement benefits (better plan, more choice)Re-evaluate employees using third party peoplere-examine the above issuesReign in VP Sayegh Hold VP Sayegh accountable for his spending and his hiring practices Scrutinize VP Sayegh's plans Be transparent about VP salaries, benefits, and packages Engage the faculty members and doctors in evaluating the deans and the VP's Align the mission of the administration to serve the faculties and the students.relate salary to the years of experience,give managers least percent for evaluations,give high score to supervisors,colleges,give more financial benifit,to keep aubmc in difference from other hospitals,open aubmc widly to lebanese community and be closed to our people in health part,to share our progress and awards,as educations ,school health programs,factories,visit vallages,which give more reputation and low cost..i keep in my mind wide program to start...then lets burst our golden ideas and share it...Require less teaching, hire more co-workers, enable more self-development, provide space for non-structured collegial interaction, update computer facilities...it's endless. respond more truly to the commitments made by the administration to decentralization and empowermentRestore the academic system fully and abolish the private practice entirelyRestructure its HR department in order to have 'real' HR practices that would facilitate work and that would give the employees the chance to have a career path and room for growth. Restructure the comptroller's office in order to facilitate work. Centralize certain operations for better on-the-job performance and output to the external stakeholders. Train IT help desk and make them more efficient and proactive. have better work physical conditions restructure pay ratesRETENTION PLAN FOR EMPLOYEES WHOM ARE VERY SATISFIED AND HAS DEEP BELONGING TO aubmcRetirement plans

Retirement planReview the high cost of living in this country and give fair salaries(not necessarily high) Revisit the system, since it contains alot of time and energy consumption and flows that is affecting the quality of work and the productivity of the employees. AUMC is way behing in technology.Reward and promot people based on the quality and the amount of work he/she provides and not on "wasta". Recognize good people at work and reward them Organize team activities for employees away from work environmentReward system (bonuses based on performance)

rewardsrewards, promotion, Salary can be better and easier promotion strategy and jumping between grades.Salary improvement, HIP improvementsalary increase & promotion - less managerial levels - less autocratic management - more relevant training - encouragement of continuing education - more fairness among employees with regards to opportunities for growth - facilitation of issues related to the physical setting: network connections, safety & security, water & electricity, elevators, smoking (we are located outside AUBMC campus & we face problems with those)Salary increase and make the salaries more fair across AUB....salary increase training more motivation salary raise, attend more workshopssalary scales, clear promotion policy, mandatory training hours,retreats, etc.Serious and honest respect for and effort in improving faculty morale. More transportation, less un-necessary spending are important. Debt is a looming beast awaiting AUB. Avoid it.Sharing in decision making specific to my department and involving in giving sessions concerning learning needs Simplifying proceduresSome employee are hard workers and are unrecognized..Some respect, for starters. You won't retain adults by treating them like school children, like when supervisors talk about banning cellular phones, during breaks, in 2013! It would also help if the management stops scapegoating the employees whenever they percieve something is wrong and try to actually investigate the actual cause of the problem.Some things take too much time, and they are sometimes forgotten. Like the side work after we installed the cubicles is taking 4 months of noise, and dirt on our offices, and empty boxes everywhere on the floor.Sort out lack of computers etc. in English department. Introduce either better pay raises or salary rescaling every few years. Create some sort of promotion for instructors (e.g. "senior instructor"). Stop protecting poor performers.Stop removing the good old benefits that were given to the employees, and bring them back instead! Keep the evalution benefits at the end of the year as they used to be! Do not make us fill out our evaluation forms, then listen to remarks from our supervisors, then get 1% raise!! Come on!! How humilating!! ask the employees their opinions regarding new policies, stop working against employee satisfaction, fix the salary gap between high ranks and medium to low grades! Regard the employee as a human who needs to live a normal life not as a number or a changeable machine whenever it's out of order!! Improve work conditions, duration of a shift, health and educational benifits...Strengthen the bonds between employees from different departments and work on community activities to bring staff together. Substantially increase faculty salaries. As an associate professor, I earn less than many assistant professors in my field at US institutions. This is a MAJOR problem.Support for housing, childcare. Remove many of the approval layers for purchases and travel expenses. Fire staff that fail to perform up to standard. take action to have the right persons in the right position rather than stick to what has always exists.Take my opinion seriously and consider my alternatives when tgey are feasible

take our complaints into consideration.take our masters degree into consideration and increase our payroll . I know am a new employee but i feel that i should be paid more.take personal abilities and charecter upon hiring people. allows transfere from one unit to another smoothly. inhance respectful communication between managers and staff .Take the employee satisfaction really into consideration and give more inhancing benefits.Teamwork and collaboration Hire competent managers Balance quality of work and productivity vs. patient care outcomes Invest in staff development tenure and job securitytenure track fair and transparent promotion process higher salariesTenure, increase in pay, less teaching and more time for researchTenure. The appreciation is very helpful to employee.The expansion of AUBMC The new RNs who came after february should have the high cost living (299000) added to their salary,becuase i am feeling (as most of the new ones) it is unfair to have the same salary of an RN who are fresh graduated while i had been graduated 6yrs ago and 6 yrs experience regardsthe one who realy wants to continue education and be loyal to AUB by keeping working here should be treated in a special way and kept update and continue education .i know plenty of people who were employee at AUB and there supervisors gave the chances and found them time and sources of money to sutdy more and when they get the certificate they leave AUB .-The presence of a shuttle bus at noon is very important suring the break since sometimes when employees need to move around the campus during their break, they find that it is over before they finish what they need to do. -The physical plant's work is not efficient. there is the need of more employees to acomplish their jobs in a faster way. In addition, what they charge for is much expensive than if you ask for the same work outside AUB and the quality is also better for may work outside. -During the year, a couple of vacations are announced by the government. These vacations are given to students and not employees. All Lebanon would be off execpt AUB's employees would be going to work. In my opinion, the vacation should be given to all. -The christmas and new year vacation should be joined, especially for departments dealing with teaching (directly related with students). There would be no students, and no professors around. Nothing urgent needs work (except maybe the controller's office). Other universities have the vacation joined for everyone. It seems that AUB does this on purpose so employees use their annual vacations.Not to mention the traffic the employees get stuck into during this period. -The annual raise that employees get after the evaluation differs within faculties. They all should be the same. -Some faculties allow employees to have a different daily schedule (7:30am-4 or 4:30pm instead of 8am-5pm). Let all faculties allow this for emergencies, especially if the chiarman approves. -A sick leave should be given to ladies and if you are male, you will not understand the reason.They can perform more assessments for the ways they might use to become more efficient and productive as a university.thinkly highly of the values of the visiting professors/instructorstill now I 'm satisfied To appoint managers in different departments knowledgeable about the work environment and the field of work. Not coming to learn how to manage.to be everything on computerto be fair as a level of upgrade and salary, benefits, improvement in work, good management..to be honest and satisfaction and should be seen all employment in the same way and same level but that it couldn't be happen in AUB to be treated according to my competence and degrees not according to preferencesTo feel more appreciated and to receive a promotion or raise after I completed 6 courses at CEC (finished a Business certificate)in order to further my professional development.To give extra money for special and closed areas *Annual increaseto have a fair assessment To have a neutral team conduct an review and audit on how high mamagement treat their subordinates and make decisions. I say, be strong but fairTo improve the yearly appraisal and its merit increaseto motivate employees, am talking about pharmacist,in terms of salaries but most importantly through activites, workshops, professional training etc...

to raise the basic salary for the staff because of the high cost of livingTo respond to the the needs of its employees.to treat all people equally. to care more to the direct nursing care then the paper work. to promote the people who really desires not those who are ready to hurt anyone inorder to get what they want.to use human resourses properly. some employees have capabilities and skills that are useful to AUB.those would be more productive if they are put in the right place no matter what degree they hold.training - good management - upgrade - salary adjustment (we are felling demotivated and marginalized..)Training programs fit to each department -Salary increase -Improvment in the quality of tasks handledTransparencyTransparency in administration Accountabilitytreat fairly in grading and payment; opening opportunities to cooperate with industry and improve personal technical level.Understand more the problems we face everyday by assigning a committee dedicated to that issue and answering it quicklyUpdate the rules to be more efficient. upgrade and increase salariesupgrade my salary as I dseserve much more, and provide a higher positionupgrade the salaryWork hard to meet the goals for which this survey was created.Work -life- balance options, Daycare for our kids, equality in salaries and proper career planing/ development Work to adjust salaries as per market.

النظر للراتب ,توازن بین ساعات العمل وجدول العمل امدادي بالحق اى المحاسبة اما بالترقیة او باالنزار بالمختصر المفید العدل واالنصاف من اجل خلق دافع قوى للعمل الناجح والفعال الیوم و بكل اسف العامل یجب علیھ ان یحضر بالوقت ویغادر بالوقت والكن ال یوجد حسیب وال رقیب

إعطاءكل حق حقھزیادة التحفیز من الناحیة المادیة واإلداریة، تنظیم دوام العمل بشكل یالئم الحیاة اإلجتماعیة أكثر، خلق فرص أكثر للتطور في ضمن الدائرة الواحدة

أن توفر العیش الكریم لنھایة العمل لدى الموظف وخاصةً اإلستشفاء منھا أن تعزز تقدیمات الطبابة للموظفین

زیادة الرواتب الظروف المالیة

دون رأي إن بوسع أن تقدمھ لي الجامعة ھي إعادة انصافي في معاشي لكي استطیع أن أكمل رسالتي أمام عیالي األربعة وزوجتي وأمي

إلغاء المحسوبیات عمل الجامعة مریح

تغییر الدرجة فقط اإلھتمام الصحي ، وخاصةً الفحوصات المختبریة )عندما یطلب الطبیب فحوصات، ترفض بعض األحیان من قبل الطبیب المختص )در. قبالن) مع العلم أن المستشفى تأخذ حقھا في ھذا المجال

بوسع الجامعة أن تحفظ حقنا دائماً عند أي مشكلة نتعرض لھا أو أشكال صحي ولھا كل الشكر دائماً لتعاونھا معنا في كل المجاالت تحسین الراتب وضمان الشیخوخة

تحسین الراتب بسبب غالء المعیشة وإحداث ضمان الشیخوخة تحسین الراتب بسبب غالء المعیشة وإحداث ضمان الشیخوخة

النظر إلى غالء المعیشة وتقدیم المساعدات والمكافأت نھایة الخدمة أن یكون الموظف غیر بحاجة إلى أحد وأن یكفیھ لبقیة عمره نطلب التقاعد اسوة بالقطاع العام

إعطاء الموظف الدرجة المناسبة اعطائھ التقییم الصحیح دون تمییز زودة مالیة ، تعزیز جو األلفة بین الموظف والمسؤل عنھ

زیادة الراتب في الظروف الصعبة زیادة فالراتب

توظیف عامل ھاتف لتلقي االتصاالت األمان والصدق والتعاون