10B.9 The Role of Staff in Institutional Governance - Action Plan

The College will develop a formal organization for the Operations and Maintenance group with formal by-laws.

The Operations and Maintenance Staff Development group has been meeting since Fall 1999 to discuss staff development needs and issues. This group is in the process of transitioning into a formal Operations and Maintenance group. Meetings have been held from April 18, 2000 to discuss the formation of this group (see attached minutes). Bylaws for this group have been drafted and will be presented to the entire Operations and Maintenance staff in April 2002.

7C.1 Opportunities for Professional Development – Action Plans

The College will explore ways to allow time for all categories of staff to learn and improve skills.

There has been some headway in this area for APTs: one has taken a one semester sabbatical, one is taking computer classes during work time, and others have attended conferences during work time. Plans are to further address this issue through the Clerical Staff Council, APT group and Operations and Maintenance group.

The College will develop an ongoing faculty-run teaching forum to exchange ideas on campus.

Discussion on the development of a faculty-run teaching forum has evolved from the team conducting mid-semester assessments. Plan are underway to develop a teaching forum beginning in Fall 2002 pending the approval of three credits of release time to develop and conduct both programs.

The College will implement a supervisory skills training program open to all supervisors including staff members who supervise student assistants.

A Supervisory Skills needs assessment was conducted over two years ago and has provided basic information for this program. A three-to four-session supervisory skills program will be piloted in May 2002. This program is being developed and conducted by the Staff Development Coordinator with assistance from other faculty, staff and administrators. Materials (a leadership inventory and a personality profile) for this program have been purchased. This program will be revised and repeated one to two times a year for all incoming supervisors.

The College will explore ways to develop a systematic leadership training program for future division/unit heads and administrators.

A staff development needs assessment was conducted with current administrators in November, 2000, using an interview method (see attached). As a result of this needs assessment, current administrators were allotted travel funds to attend one conference each year related to their professional development goals. A similar needs assessment will be conducted with current division/unit heads by Fall 2002 as a precursor to the development of a systematic leadership training program.