| Initiative Title | Develop Supervisor/Managerial Leadership and Civility Program |
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| Submitted in Previous Year(s) | 2021 |
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| Critical Information, Notes, Justification, Rationale | Meet with S&C and CSEA to discuss gaps in supervisor/manager knowledge with regard to collaboration and civility. Establish learning outcome for training.
Establish small cohorts of managers that can support each other's progress |
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| Consequences of this initiative not being funded | This iniative does not require funding however, it will require time investement and a belief in the value of such training. |
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| Department Goals | |
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| Programs | |
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| Locations | |
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| Estimated Completion Date | |
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| Will this initiative span multiple budget years? | No |
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| Importance | High |
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| Funding Source | Not a current priority |
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| Created | 01/06/2022 10:53 am |
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| Updated | 01/06/2022 10:57 am |
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Institutional Goals
| Goal |
How will the initiative support this institutional goal? |
- STRATEGIC PLAN 2020-2025
- Sustain and Invigorate Our Planned Future: Reimagine Human, Financial and Physical Resources
- Goal #1: Improve the effectiveness of our human resources to achieve holistic, student-centered outcomes that enhance the student and employee experience
|
Reimagining supervisory/managerial staff's approach to day to day problem solving, performance management, civility, and customer service through training will create a workforce that is student-centered. Educating employees as to how thier role impacts the student experience is critcal to making the stratgic plan successful. |
Action Steps
| Action Step |
Responsible Party |
Order |
| Gather information from Deparment leaders regarding gaps in leadership skills |
AVP HR |
1 |
Expected Outcomes
| Outcome |
Order |
| Supervisors/Managers better versed in performance management and communication |
1 |
| Improved relationshsips and a more engaged workforce |
2 |
Assessment Methods
| Method |
Description |
Other Method |
Responsible Party |
| Observations |
Information can be collected while observing “events” (including, sponsored activities, student {office staff} sessions, etc.) in the natural setting. Observation can provide information on student behaviors and attitudes. |
|
AVP HR |
Resources
| INITIAL YEAR COST: |
$0.00 |
| RECURRING COST: |
$0.00 |
Equipment
| Need |
Cost (Initial/Recurring) |
Supporting Departments |
| TOTAL: |
$0.00 / $0.00 |
|
Facility
| Need |
Cost (Initial/Recurring) |
Supporting Departments |
| TOTAL: |
$0.00 / $0.00 |
|
Supply
| Need |
Cost (Initial/Recurring) |
Supporting Departments |
| TOTAL: |
$0.00 / $0.00 |
|
Staffing
| Need |
Cost (Initial/Recurring) |
Supporting Departments |
| TOTAL: |
$0.00 / $0.00 |
|
Training
| Need |
Cost (Initial/Recurring) |
Supporting Departments |
| Produce training program that addresses current gaps in leadership skillsets |
$0.00
|
- Human Resources, AVP Office
|
| TOTAL: |
$0.00 / $0.00 |
|
Marketing
| Need |
Cost (Initial/Recurring) |
Supporting Departments |
| TOTAL: |
$0.00 / $0.00 |
|
Other
| Need |
Cost (Initial/Recurring) |
Supporting Departments |
| Assistance with creating training modules |
$0.00
|
- Center for Teaching and Learning
|
| TOTAL: |
$0.00 / $0.00 |
|
Prioritization
This is initiative is ready for prioritization.
Assessment
| Date | Department Name | Status | Cost to Date | Funding Source | |
| No results found. |