Strategic Goal Four
21
Strategic Goal Four Faculty, Staff, Administration Quality of Life Co-Chairs : Jason Dupree, Amber Sturgeon Members : Dorie Astle, Terry Billey, Lisa Castle, Meghan Eliason, Kari Jones, Doug Linder, Kathy Megli, David Misak, Steve Pray, James Skinner, Meghan St. Hilaire, Marcy Tanner, Roma Willis
description
Strategic Goal Four. Faculty, Staff, Administration Quality of Life Co-Chairs : Jason Dupree, Amber Sturgeon - PowerPoint PPT Presentation
Transcript of Strategic Goal Four
Strategic Goal Four
Faculty, Staff, Administration Quality of Life
Co-Chairs: Jason Dupree, Amber SturgeonMembers: Dorie Astle, Terry Billey, Lisa Castle, Meghan Eliason, Kari Jones, Doug Linder, Kathy Megli, David Misak, Steve Pray, James Skinner, Meghan St. Hilaire, Marcy Tanner, Roma Willis
I.SWOSU will develop and maintain a comprehensive staff compensation program that consists of utilizing a
combination of market comparisons and job evaluation methodologies.
Faculty DevelopmentO How can we facilitate change to this
form of academic support?O Create a “super” committee
O On hold – half of power players identified by the G4 taskforce are currently operating with interim leadership
O Review the charge of the Faculty Development CommitteeO Offering programs → recommending body
Faculty DevelopmentO How would we redesign this form of
academic support?O Potential Models:
O University of Connecticut http://fdp.uconn.edu
O OU-Tulsa Schusterman Library http://library.tulsa.ou.edu/20-x-20/20x20-schusterman-library
Faculty DevelopmentO How would we redesign this form of
academic support?O Provide a series of diverse venues to
support development, collaboration and guidance.O Teaching Institute (in-service day)O 20x20 (fun exchange of ideas)O Mentor program (new faculty
orientation)O Challenges
O Incorporate more release time for faculty
Career AdvancementO How can we prepare our staff to for
advancement opportunities?O Potential Model: University of
Oklahoma http://hr.ou.edu/training_dev/
O Design criteria for position rank – addressing the level or amount of responsibilities
O Eliminate inconsistency regarding Compensatory Time Policy
Career AdvancementO Challenges
O Supervisor's interpretation of university policyO Granting release time for university
serviceO Training for new administrators,
department chairs, and other employees with supervision responsibilitiesO Mechanism for providing policy and
procedural updates
Compensation Misc.O How can we address job satisfaction
and institutional morale?O Potential Model: Appalachian State
University http://staffsenate.appstate.edu/service-projects/staff-survey
O Form a Quality of Life Committee – a recommending body that continually reviews job satisfaction issues
Compensation Misc.O How can we address job satisfaction and
institutional morale?O Accumulation rates for Annual Leave
O Offer more anniversary datesO Expand Faculty recognition
O Awards for teaching innovation, community service, student mentoring, research
O Stipend to reinvest into their research, lab/classroom, or course
O Faculty Exit Survey
II.SWOSU will institute yearly faculty and
staff salary increases in order to obtain and maintain 90% of the CUPA average.
SalariesO How do we address low salaries and
annual pay increases?O Pay increases – Jan. 2013 & 2014O 90% of CUPA average – Re-evaluating
O Comparison to IPEDS, AAUP, Prof. Assn., and other state sources
O Adjunct pay scale O Move away from “across the board” pay
increasesO Develop an annual protocol to address the
lowest paid employees first – living wage
Job RecruitmentO How do we address recruitment
challenges beyond pay increases?O Geographic location
O Offer transitional housing for new hires (temporary)
O Relocation fundsO Community Growth Advocacy Group –
SWOSU delegation to encourage City of Weatherford in becoming a more attractive destination
III.SWOSU will phase-in a comprehensive
Health and Wellness program.
Health & Wellness Website
O Who would be responsible for maintaining it?O Consulted Nick Lindley, SWOSU Web
Designer on the technology procedures & requirements
O Scheduling a meeting w/ Human Resources to inquire about existing personnel policies and new healthcare requirements & regulations ~ BCBSOK incentives
Health & Wellness Website
O ChallengesO Determine the content of this
website.O Identify an appropriate location on
the university’s website.O Determine who or which office(s) will
coordinate this effort.
Health & Wellness Program
O How would we design this program?O Potential Model: Oklahoma State
University – The Biggest User http://wellness.okstate.edu/services/biggest-user
“Fit & Well” ProgramO Program Elements
O Health AssessmentsO Pre- and post-assessments
O Nutrition ConsultationO Seminars (two per semester)O Personal Training
O Setting personal goalsO Proper exercise techniqueO Recommended exercise regiment
O Health factors, age, mobility, illness, etc.
“Fit & Well” ProgramO Program Elements (cont’d)
O Group FitnessO “Fit First” Class (offered weekly)
O Core O Resistance Training/ConditioningO Mind/BodyO Rhythm/Dance
O Ropes Challenge CourseO Fitness ClassesO Intramural Sports
“Fit & Well” ProgramO Program Elements (cont’d)
O Campus Competition EventsO Weekly Challenges (two per week)
O Examples:O Take the stairsO Eat five servings of fruits/vegetables each
dayO “Bulldog Maxx” (once a semester)
O Ten events to test participants’ overall athletic performance
“Fit & Well” ProgramO Staffing
O Local internship opportunity for Kinesiology majorsO Experience leading fitness training,
personal or classO Assist with health assessments
O Feedback/Program AssessmentO Process for modifying fitness activity
offeringsO Procedure for collecting data on program
“Fit & Well” ProgramO Challenges
O Offering program opportunities or alternatives for students and employees unable to take advantage of the Wellness Center
O Determine who or which office(s) will coordinate this program.
O Design a “tally system” to monitor an incentive program where individuals accrue “Bulldog Points.”
O Further examine campus-wide incentive options
