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PRIORITY 1

Increase efficiency through the effective use of technology

TACTICS

• Create a centralized, comprehensive IT software training resource to ensure employees are knowledgeable about existing technology.
• Implement a regular communication procedure (i.e., newsletter, lunch and learn) to share information about technology, such as what is available to employees, sharing unique or encouraging use cases for technology, and recommended usage for existing technology.
• Revise existing asset management policy to ensure employees have access to devices that meet the needs of their work, including information about when devices should be retired and budget allocations stipulations for purchasing new devices.

PRIORITY 2

Improve the work environment for healthier, satisfied, �Ͼ�Ʒ�� proud employees

TACTICS

• Establish baseline data regarding the employee experience through a comprehensive campus climate survey and exit surveys using a third-party service.
• Implement a regular communication procedure (i.e., newsletter, website) to share information about relevant facilities updates such as work order completion rates, known issues, and more as the physical environment is directly related to employee morale, health, and productivity.
• Improve employee well-being and persistence by exploring appropriate flexible work options to enhance work-life balance and productivity as is reflected in national job data (CUPA, Gallup, Pew) and requested by staff (per Staff Council Survey data).
• Establish career ladders so that employees have a clear path to promotion.

PRIORITY 3

Develop a culture of professional development to support employees and ensure that our students receive an excellent college experience

TACTICS

• Establish a campus-wide mentoring program for all new employees to enhance skills/knowledge and acclimate them to the University culture.
• Provide resources to create a culture of continuous improvement via a professional development fund annually that employees may apply for.
• Establish baseline data regarding employee professional development through annual WEAVE (an online tool that helps manage accreditation, assessment, planning and quality improvement processes across all units at the University) goals.
• Create a centralized, comprehensive internal professional development resource to ensure employees are knowledgeable about free training available to them on topics such as: student connection and belonging, trauma-informed care, customer service, serving students with disabilities, coaching conversations, intercultural conflict, universal accommodations, technical skills, supervision, budget management, and more.

PRIORITY 4

Increase faculty and staff retention to ensure continuity of service and retain institutional knowledge

TACTICS

• Develop a sense of belonging in employees that mirrors efforts with students through the establishment of affinity groups (by interest, identity, expertise).
• Create an employee retention committee of faculty and staff, which reviews employee demographic data, climate and exit survey results, and national trends to establish campus-wide employee initiatives in partnership with existing departments.
• Conduct regular cross-training for employees and succession planning within units/departments.