1. SWE Strategic Plan and FY14 Operational Goals

2. Society Strategic Goals
Professional Excellence
Goal 1: SWE will develop women engineers at all stages of their personal and professional lives.
Globalization
Goal 2 - SWE will be recognized as a global, inclusive organization, promoting diversity and inclusion and serving women engineers wherever they are.
Advocacy
Goal 3 - SWE will advocate for the inclusion and success of women, present and prospective, in engineering and technology.

3. Strategic Goal #1: Professional Excellence
Goal 1: SWE will develop women engineers at all stages of their personal and professional lives.
Strategic Objective
FY14 Operational Goal
1.1 Develop an education-, experience-, and exposure-based portfolio for all career and life stages and paths
Identify and document current gaps in portfolio, tools, methods of delivery, processes, and any other gaps. Prioritize gaps based on need and identify the top 10. Owner: Director of Professional Excellence
1.2 Develop new markets and strengthen existing markets for the education, experience, and exposure portfolio.
1.2.1 Investigate HQ driven "regional" conferences planning and progress as appropriate. Owner: Executive Director
1.2.2 Execute HQ driven program & services offerings worldwide and to other professional organizations Owner: Executive Director

4. Strategic Goal #2: Globalization
Goal 2 - SWE will be recognized as a global, inclusive organization, promoting diversity and inclusion and serving women engineers wherever they are.
Strategic Objective
FY14 Operational Goal
2.1 Partner with global employers to promote the SWE brand.
Identify goals and models for partnership that best match SWE strategic goals, including program & services offerings Owner: Executive Director
2.2 Partner with other organizations to promote achievement of common goals through the SWE brand.
2.2.1 Develop and execute a plan to collaborate with other organizations to achieve SWE’s goals Owner: Executive Director
2.3 Develop a flexible SWE governance structure that supports globalization and inclusion.
Investigate needs, options, and current state for a structure that supports globalization and inclusion. Owner: Director of Membership

5. Strategic Goal #3: Advocacy
Goal 3 - SWE will advocate for the inclusion and success of women, present and prospective, in engineering and technology.
Strategic Objective
FY14 Operational Goal
3.1 Lead advocacy efforts with government and through the media.
Implement public relations media plan Owner: Executive Director
3.2 Provide resources for individuals to advocate for the Society’s Mission and for themselves.
3.2.1 Develop membership advocacy tool kit Owner: Director of Advocacy
3.3 Create opportunities for and improve access to careers in engineering and technology by impacting those who influence career choices for women and girls.
Enhance resources/programs for adult influencers via the current outreach programs and add or enhance for outreach key events Owner: Director of Advocacy
3.4 Advocate with employers and academic institutions for the recruitment, retention and advancement of women on women’s own terms.
Continued on next page
Cut from FY14 budget

6. Strategic Goal #3: Advocacy
Strategic Objective
FY14 Operational Goal
3.4 Advocate with employers and academic institutions for the recruitment, retention and advancement of women on women’s own terms.
3.4.1 Disseminate short term “SWE Solutions for Work & Life Integration” (MI0116) recommendations Owner: Speaker of the Senate
3.4.2 Develop a plan for “SWE Solutions for Work & Life Integration” utilized by employers Owner: Executive Director
3.4.3 Develop and pilot the messaging and content in the membership toolkit for employer sponsored dues program Owner: Director of Membership
3.4.4 Develop robust plan and recommendations for sections to work with employee affinity groups Owner: Director of Membership

7. FY14 RG Team Goals and Objectives

8. FY14 DR and RG Team Goals Will be discussed during July 15th RG Call
Focus on goal setting and progress in FY14 report format
By July 1st
DR and RG Team goals will be completed in draft form
FY14 Region Tactical Plan Template in Dropbox for your use
RG Team goals will be finalized by team at RG Summit in August
By July 1st will include my goals plus flow down goals to RGs
Flow down goals will be included in tactical plan template – will post FY14template to Dropbox NLT July 1st.

9. SWE RG Leadership Pipeline and Mentoring Program
Wendy Landwehr
FY13 Deputy Director of Regions

10. Leadership Pipeline
Process has been in place in the Regions and MAL organization since FY10
Supports SWE’s Diversity and Inclusion strategy
Regions have ownership of building a SWE leadership pipeline
A long-term effort

11. Leadership Pipeline
Goals of the process. The Regions and MAL organization will:
Keep a database with high potential leaders’ profiles
Set a succession plan by mid year and be able to identify a slate of candidates for all regional elected positions, including RCR/RCNE positions, before the election
Identify at least 3-5 high potentials as future regional leaders and provide development opportunities to those individuals/members

12. Leadership Pipeline How is this done:
A standard leadership profile form is used by SWE leaders at all levels.
This form contains two kinds of information: leader’s background information (i.e., experience, skills and interests) and leadership development information.
The background information is created and maintained by each individual leader.
The leadership development information is created and maintained by individual leader’s SWE mentor/coach or champion.

13. Leadership Pipeline How is this done: (cont)
A database of information from the form is maintained by the region nominating committee
All leadership profile information is kept confidential
The database is updated annually at a minimum
A mentoring program is set up with mentor/mentee pairs base on the information from the leadership pipeline database

14. SWE RG Mentoring Program
Goals of the process:
Enhance leadership pipeline for regional and society positions
Expose more SWE members to regional and national level
Help build the necessary skills of future SWE leaders

15. SWE RG Mentoring Program
How is this done:
Region needs a mentoring coordinator
Set up a schedule
Program Duration:
Continuous
Signup every six months
Mentor and Mentee Sign-up (2-wks)
Pairing (2-wks)
Kick-off Meeting (telecon) run by Mentoring Facilitator
Pairs meeting monthly
Workshop at Region X Conferences
Complete a mid-year (or quarterly) survey check with the pairs
How is it going, any questions?

16. SWE RG Mentoring Program
How is this done: (cont)
Use a survey to kickoff for the program
Samples are available
Assign Mentor/Mentee pairs using the survey
Based on SWE level (for professionals and collegiates) and on experience and interest
Section leader with Region leader
Region Leader with Society leader
Collegiate leader with professional leader

17. SWE RG Mentoring Program
How is this done: (cont)
Create a set of ground rules
Mentor pairs will communicate on a regular basis.
Goal to have 1 meeting a month
Pair will target holding 2 face to face meetings a year (1 minimum)
Pair will discuss and agree how they’d like to communicate- phone, instant message, s. Target communication & engagement every month (once a quarter minimum)

18. SWE RG Mentoring Program
How is this done: (cont)
Other suggestions, but not required
Have a Quarterly Program Meeting
Suggestions:
Provide overview to Region and National Positions
Provide skills workshops
Help from Leadership Coach – get LCC involved
Having discussion topics sent out to the pairs monthly.
Just something to get the conversation going.
Governors can brainstorm on this subject