Employee and Employer Excellence

Enhancing the mentoring processes for new hires and junior faculty, facilitating staff listening sessions, refining onboarding and orientation programs, and acting on insights from climate survey results to foster a supportive and inclusive workplace.

As an institution of higher education, it is imperative that we prioritize the satisfaction and development of our employees, as well as the optimization of our policies and processes, in order to achieve excellence. By investing in staff and faculty, we can cultivate a culture of innovation, collaboration, and growth within our university community.
Additionally, streamlining processes and procedures can contribute to a more efficient and effective work environment for our employees. Ultimately, by prioritizing these areas of improvement, we can create a more supportive and inclusive university community that values the contributions of all its members. 

Action Items

  • Enhance mentoring for junior and mid-career faculty
  • Conduct listening sessions with staff to gather feedback and suggestions for improvement
  • Support/advocate on behalf of departments to ensure CASE representation in key/strategic University decisions
  • Conduct service audit to identify areas for improved balance across departments in service contributions

Evaluation Metrics by Action Item

Disclaimer: As strategic plans naturally adapt over time and we are still developing the final plan, and while keeping in mind their key objectives, evaluation metrics may evolve.
Action Item
Evaluation Metric(s)

Enhance mentoring for junior and mid-career faculty

  • Identify mentors for all junior and mid-career faculty 
  • Identify possible mentors in CASE, cross department mentoring is probably needed due to demographics 
  • Provide workshop or other resource for mentors with short evaluation surveys 

Conduct listening sessions with staff to gather feedback and suggestions for improvement

  • Have two focus groups of department office support staff for feedback

Support/advocate on behalf of departments to ensure CASE representation in key/strategic University decisions

  • At least one CASE faculty member on all executive search committees  Coordination so at least one CASE chair/administrator interacts with all on-campus executive search candidates

Conduct service audit to identify areas for improved balance across departments in service contributions

  • Service audit part of department report, completed annually 
  • CASE tracks representation on campus committees