Timeline: Goal 7

Thu, 06/06/2013 - 13:45 -- sewm02

Timeline: Goal 7

Develop, retain, and recruit high quality people who contribute to a satisfying and productive work environment.

Year 1: 2006-07

Success Indicator Tasks

  • Establish a baseline measure of the percentage of employees who participate in some form of professional development opportunities each year.
  • Establish a baseline measure of employee retention.
  • Develop and administer a validated survey tool and an exit interview protocol to measure professional satisfaction, to include questions about opportunities for growth, adequacy of support services (professional development and training opportunities), degree to which job flexibility enhances satisfaction, degree to which proficiency in job related technology enhances satisfaction, degree to which job evaluations are tied to job expectations, degree to which pursuit of a shared mission results in a sense of community, degree to which pay is acceptable, etc.

Action Step 1

  • Starting in the spring of 2007, survey faculty and staff annually (see Success Indicator Action Step above) to determine areas of job satisfaction, job-related frustrations and employee-proposed solutions to reduce and eliminate frustrations.
  • Initiate an ongoing process of exit interviews or surveys of all departing staff and faculty to assess factors contributing to satisfaction or dissatisfaction.
  • Publish the survey results widely.

Action Step 2

  • Identify, and remodel if necessary, a faculty/staff gathering space.
  • Use the space for information-sharing brown bag lunches, professional development, meetings, recognition ceremonies and other activities related to building community.
  • Begin a tradition of celebrating group achievements in the gathering space, as well as individual accopmlishments.
  • Collaborate with the Center for Teaching Excellence to offer faculty and staff development activities that support community around a sense of shared mission.

Action Step 3

  • Finalize the Fairmont State Board of Governors policy on Employment Innovation that originally went out for public comment in December of 2006. The policy addresses job flexibility for classified staff members, faculty equivalents and 12-month faculty.
  • Establish a working group to propose new policy regarding job flexibility. The final policy should address flexibility in work day/week as well as alternative job arrangements, for example reduced loads for faculty, or sharing a single job between more than one employee. Innovative job sharing solutions will make us more competitive in recruiting and retaining professional couples.

Action Step 4

  • Hire a staff member to organize, promote, and offer staff development activities (similar to the director of the Center for Teaching Excellence). Tie in with the umbrella group for teaching and learning proposed in Strategic Goal 1, Action Step 1.
  • Establish a training and development lab where employees can go to work through tutorials, with help nearby.
  • Create an information (technology) sharing brown bag lunch series, at least once a month. Through necessity many faculty and staff have discovered ways to work more efficiently (for example specific software tricks), but there exists no forum for disseminating these ideas other than random word of mouth.
  • Work with Center for Teaching Excellence to expand and support faculty development initiatives.

Action Step 5

  • Identify a small, representative working group of technologically knowledgable individuals (including the Chief Information Officer, staff, and faculty members) to make significant policy decisions about converting paper processes to fully digital processes. This group will publish a more detailed timeline by December, 2006.
    • Format of forms (e.g., Word, Excel, HTML, PDF files etc.).
    • Accessibility of forms/type of repository (e.g., open internet or on a password protected page).
    • Use of digital signatures.
    • Nature of forms tracking.
  • Create initial centralized forms repository for selected forms and begin using it.
  • Create a technology innovations recognition program which would provide a modest financial reward and public recognition to employees who make suggestions that result in more efficient work processes.
  • Document user minutes involved with selected communication and information sharing processes on campus in an effort to reduce time spent by end-users.
  • Plan for a single portal for all web-based job and teaching functions.
  • Implement brown-bag lunches for technology training (see Action Step 4, above).

Year 2: 2007-08

Success Indicator Tasks

  • Measure the percentage of employees who participate in some form of professional development opportunities each year.
  • Measure employee retention.
  • Measure professional satisfaction.

Action Step 1

  • Propose and implement actions (or refine existing action steps) based on survey results.

Action Step 2

  • Evaluate the effectiveness of the faculty/staff gathering space and the activities held in it, and adjust as needed.
  • Continue to collaborate with the Center for Teaching Excellence to offer activities that support community around a sense of shared mission.

Action Step 3

  • Work with Human Resources to ascertain effects of BOG Policy on Employment Innovation and revisit policy if needed.
  • Draft and pass a new Board of Governors policy that covers all faculty and staff and addresses (within state law) flexibility in work day/week as well as alternative job arrangements, for example reduced loads for faculty, or sharing a single job between more than one employee.

Action Step 4

  • Measure the number of staff members who have sought professional training or development, and adjust opportunities to meet supervisor and employee demands and to achieve a target of at least 65 percent participation this year.
  • Expand and refine the information (technology) sharing brown bag lunch series, based on feedback from the first year.
  • Provide leadership training opportunities for faculty and staff.

Action Step 5

  • Assess utility of pilot centralized forms repository, adjust as needed, and expand the repository to include working electronic versions at least 50 percent of all needed forms.
  • Evaluate the value of existing forms and processes and combine, eliminate or streamline wherever possible.
  • Evaluate the success of the technology innovations program and adjust as needed to improve productivity.
  • Pilot and publicize 5 processes that use technology to reduce overall user-minutes. (E.g., Data entered into web-based forms automatically populates a secure database, with no re-typing or data compilation steps.)
  • Implement a single portal for all web-based job and teaching functions.
  • Design all proposed and new processes in a digital format directed at minimizing user minutes.

Year 3: 2008-09

Success Indicator Tasks

  • Measure the percentage of employees who participate in some form of professional development opportunities each year.
  • Measure employee retention.
  • Measure professional satisfaction.

Action Step 1

  • Propose and implement actions (or refine existing action steps) based on survey results from previous year.
  • NEW: Implement recommendations to original quality of work life survey during year; do a follow-up quality of work life survey in the spring.

Action Step 2

  • Evaluate the effectiveness of the faculty/staff gathering space and the activities held in it, and adjust as needed. (NEW: Depending on input from audit committee, perhaps eliminate the daily faculty/staff gathering space in the board room, but continue to use the space for scheduled brown bag lunches and special celebrations.)
  • Continue to collaborate with the Center for Teaching Excellence to offer activities that support community around a sense of shared mission.

Action Step 3

  • Review effectiveness of Board of Governors policies on job flexibility and revise as needed.
  • NEW: Review ad hoc task force recommendations on job flexibility. If lack of interest verified, delete Action Step.

Action Step 4

  • Continue to assess, refine and promote faculty and staff development opportunities with a target of at least 70 percent participation this year.

Action Step 5

  • NEW: Assess the centralized forms repository and adjust as needed.
  • NEW: Develop concrete plans for implementation of single portal.
  • NEW: Re-examine this action step to re-focus on process re-engineering rather than user minutes.
  • Expand the centralized forms repository to include working electronic versions of all needed forms, and adjust as needed.
  • Continue to combine, eliminate, and streamline existing forms and processes to improve productivity.
  • NOTE: several items deleted

Year 4: 2009-10

Success Indicator Tasks

  • Measure the percentage of employees who participate in some form of professional development opportunities each year.
  • Measure employee retention.
  • Measure professional satisfaction.

Action Step 1

  • Propose and implement actions (or refine existing action steps) based on survey results from previous year.

Action Step 2 '

  • Continue to collaborate with the Center for Teaching Excellence to offer activities that support community around a sense of shared mission.

Action Step 3

  • Survey faculty and staff to assess need (and ideas) for additional ways to increase job flexibility.

Action Step 4

  • Continue to assess, refine and promote faculty and staff development opportunities, with a target of at least 75 percent participation this year.

Action Step 5

  • Finalize the examination and revision of all processes on campus to improve productivity and reduce overall user-minutes while maintaining or increasing satisfaction.
  • Continue and publicize technology innovations program.
  • Continue to measure and publicize increases in productivity based on time spent on specified tasks.

Year 5: 2010-11

Success Indicator Tasks

  • Measure the percentage of employees who participate in some form of professional development opportunities each year.
  • Measure employee retention.
  • Measure professional satisfaction.

Action Step 1

  • Propose and implement actions (or refine existing action steps) based on survey results from previous year.

Action Step 2

  • Continue to collaborate with the Center for Teaching Excellence to offer activities that support community around a sense of shared mission.

Action Step 3

  • Survey faculty and staff to assess need (and ideas) for additional ways to increase job flexibility.

Action Step 4

  • Continue to assess, refine and promote faculty and staff development opportunities to reach the final target of at least 80 percent participation per year.

Action Step 5

  • Continue and publicize technology innovations program.
  • Continue to measure and publicize increases in productivity based on time spent on specified tasks.
Category: