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Timeline:
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Planned project kickoff date: 2007-10-29
Target completion date: 2010-01-01
Actual completion date:
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A. Give this Action Project a short title in 10 words or fewer:
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Valuing Employees
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B. Describe this Action Project's goal in 100 words or fewer:
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The goal of this project is that employees will feel more valued. This goal includes the processes of identifying and addressing how employees would like to feel valued:
• Implement a survey to research employees’ definition of value;
• Provide a catalyst for recognition of employees’ work and for change within the institution;
• Review financial and/or non-financial plans for valuing employees;
• Evaluate effectiveness.
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C. Identify the single AQIP Category which the Action Project will most affect or impact:
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Primary Category: Valuing People
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D. Describe briefly your institution's reasons for taking on this Action Project now -- why the project and its goals are high among your current priorities:
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The majority of employees expressed a desire for needing to feel valued at the fall 2007 AQIP in-service. Also, in the State of the College Address for employees at the start of fall 2007, the Board of Trustees chairman stressed increasing compensation to bring it more in-line with area educational institutions.
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E. List the organizational areas - -institutional departments, programs, divisions, or units -- most affected by or involved in this Action Project:
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The project is systemic and will influence the entire organization.
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F. Name and describe briefly the key organizational process(es) that you expect this Action Project to change or improve:
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Employee Performance and Morale.
Employee trust will increase, and loyalty to the institution will improve. Because the process of working on this project requires cooperative recommendations for financial and/or non-financial implementation, cooperation across “silos” will increase.
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G. Explain the rationale for the length of time planned for this Action Project (from kickoff to target completion):
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Because this is a complex and challenging project, the timeline has been broken down into mileposts that can show progress and success along the way. These mileposts follow: (1) Survey of Attitudes and Perceptions of PCC Employees (how do they feel valued) • Completed and analyzed by Jan. 29, 2008 • Definition of “value” created
(2) Research Comparing PCC with Other Public Institutions (Community Colleges in Kansas, Public Institutions in Pratt County)
• Completed by May 1, 2008
• To be discussed over Summer 2008
(3) Two-part Development of Plan (after analysis of I and II above)
• Non-financial plan developed by Sept. 30th, 2008, with input from employees at college in-service in August 2008
• Financial plan developed by Dec. 2008, to submit for the budget process and discussion. (Board planning meeting to review in spring 2009)*
(4) Two-part Implementation of Plan with at least two significant changes occurring
• Non-financial portion to be implemented in Fall 2008
• Financial portion presented to Board spring/summer 2009 and implemented, beginning July 1, 2009*
(5) Two-part Evaluation of Changes
• Evaluate the non-financial changes with a post-survey by Jan. 2009
• Evaluate the financial changes with a post-survey by Jan. 2010*
*Financial portions of the mileposts may or may not be needed |
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H. Describe how you plan to monitor how successfully your efforts on this Action Project are progressing:
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We will show progression by meeting mileposts. When completing these individual segments, the Action Project committee will also communicate completion of these mileposts to all employees.
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I. Describe the overall "outcome" measures or indicators that will tell you whether this Action Project has been a success or failure in achieving its goals:
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The post-surveys in Jan. 2009 and Jan. 2010 will be compared to the surveys given at the start of the project. Success will occur if figures are more positive in the post-surveys.
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J. Other information (e.g., publicity, sponsor or champion, etc.):
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In addition to the AQIP committee, this project will benefit from the cooperation and input of various stakeholders such as the Administration, Pratt Higher Education Association (the faculty organization), other faculty, staff, and the Board of Trustees as representatives of Pratt County taxpayers.
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