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An Innovative Process for Improving Campus Climate

This innovative process aims to improve campus climate by fostering a culture of trust and open communication. Spearheaded by a dedicated task force, it utilizes the Quality Culture Survey to identify key areas of employee discontent and implement recommendations for positive change. The newly established permanent Campus Culture Committee will monitor the health of campus culture through regular assessments, facilitating transparency and collaboration. With a focus on employee engagement and actionable feedback, the initiative plans to cultivate an environment conducive to satisfaction and productivity.

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An Innovative Process for Improving Campus Climate

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  1. An Innovative Process for Improving Campus Climate • Hanna Erpestad • Dean of Liberal Arts & Sciences • Kent Richards • Director of Accreditation, Research, and Assessment

  2. Background • Reorganization • Employee Discontent • HLC – “Quality Culture Survey” • Task Force Created

  3. Task Force • “Quality Culture Survey Team” • Charge: Recommend a way forward • Members Recruited • No Administrators • Open Meetings • Public Recommendation

  4. Task Force Recommendation • A permanent Campus Culture Committee, charged with: • Fostering a culture of trust and respect characterized by consultation and communication. • Monitoring the health of our campus culture through regular administration of the PACE Survey, reviewing the results, and recommending appropriate actions.

  5. Structure • Campus Climate Committee • Volunteers (14) • Administrator Co-Chairs • President ex-officio

  6. Committee Name Culture: The collective behavior of the people that are part of an organization. Climate: The prevailing conditions that affect satisfaction and productivity at any given time. Climate is a subset of culture.

  7. Process • Annual Retreat • Monthly Meetings • Transparency – e.g. Minutes • PACE Survey • (Personal Assessment of the College Environment) • Listening Sessions • “What’s on the Radar?” • Formal Recommendations • Formal Responses

  8. Recommendations – Yr1 #1 – Email Etiquette #2 – Employee Safety #3 – Social Interaction #4 – Position Changes / Vacancies #5 – Administratively Assigned Duty Days #6 – Exit Interviews / Employee Separations #7 – Administration to Employees Communication

  9. Recommendations Template • Date • Issue • Background • Recommendation • Example: Social Interaction

  10. President’s Responses • Formal (Written) • Public • Template • Action • Timeline • Expected Results • Contact Person • Example: Social Interaction

  11. Necessary Conditions - Factors Leading to Success - • Trust • Within Committee • Campus with Committee • President • Assumption of Good Faith

  12. Building Trust • Leverage Existing Trust • Transparency • Clear Ground Rules • Committee Confidentiality • Issues, not People • Modeling Trust

  13. Transition to Second Year • Annual Report • Tracking Results • PACE Survey Re-administration • Sensitive Topics, Urgent Matters • Points of Pride

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