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

Background  Reorganization  Employee Discontent  HLC – “Quality Culture Survey”  Task Force Created

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

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.

Structure  Campus Climate Committee  Volunteers (14)  Administrator Co-Chairs  President ex-officio

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.

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

Recommendations – Yr1 #1 – 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

Recommendations Template  Date  Issue  Background  Recommendation  Example: Social Interaction

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

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

Building Trust  Leverage Existing Trust  Transparency  Clear Ground Rules Committee Confidentiality Issues, not People  Modeling Trust

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