Goal Team 3 Initiative Reports
March 15, 2010
Goal Team: 3.2
Initiative Name: Create a strategic plan for Staff and Organizational Development
Prepared by: Brent Nakagama
Person(s) consulted in obtaining information about the status of this initiative:
Susan Kelley, Kurt Ewen
Summary of progress made on the initiative to date:
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Staff and Organizational Development has created a strategic plan to develop a competencybased supervisory program. Targeting those in supervisory positions is the foundation for
spreading a culture of professional development for all staff.
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Also, we have developed an overarching model in draft form for staff and organizational
development.
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Both of these plans are in first draft stage and awaiting feedback from Senior Staff before
moving forward to flesh them out in collaboration with others, including Human Resources and
General Counsel.
Information about upcoming work on the initiative:
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Once approved, the next step for the Supervisory Program will be to validate supervisory
competencies across functional areas so they are specific to Valencia via the DACUM process.
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Another step to fleshing out the Professional Development plan will be to identify additional
development needs that come from all individual Professional Development Plans. We hope to
be able to use WeaveOnline to capture and collate information from these plans.
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Once supervisory competencies have been validated and the developmental needs of staff have
been identified, the next step is to identify what professional development resources are
available/needed to provide supervisors and all staff with any gaps in training/development that
may exist. This would be done in collaboration with HR and representatives from other areas of
the college.
Any data or results that can be shared that reveals how those involved with this initiative are gauging
the success of the initiative:
Success of this initiative might be determined by:
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HR/Senior management’s assessment in the number, nature and resolution of grievances
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HR/Senior management’s assessment in the number and type of personnel-related legal
problems experienced by the college
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The expressed confidence and competency levels of managers/supervisors related to their own
preparation and performance
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A growing use of supervisory competencies as one additional component to consider in
supervisory promotions
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The expressed confidence and competency levels of all employees related to the completion of
their individual Professional Development Plan
Initiative Report
Goal Team: 3.2
Initiative Name: Implement PDP System
Prepared by: Carolyn McMorran
Person(s) consulted in obtaining information about the status of this initiative:
Carolyn McMorran, Stan Stone
Summary of progress made on the initiative to date:

In June 2009, the Performance Development Plan (PDP) team started the pilot phase of
implementation of the PDP. Key departments were targeted and invited to participate in the
pilot program. Departments were selected based on the variety of positions within a
department and potential difficulty of writing objectives. The departments that were selected
for the pilot were Human Resources, Purchasing, Security, East Campus Administration,
Maintenance (West) and Custodial (East). On behalf of the PDP team and Dr. Stone we would
like to thank all of the departments who have participated in the pilot and commend them for
their openness and enthusiasm.

Throughout the months of June and July the PDP team conducted training for supervisors and
employees. Supervisors received a three hour training session that covered the details of the
new process and planner plus hands-on practice of writing objectives. Employees received a
one hour training session that focused on differences in the new process. To date, 46 college
employees have completed the recommended training program.
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During the supervisory training, participants were offered one-on–one coaching to help with
writing objectives (with a focus on cascading goals from the college’s strategic plan). We had
two departments request coaching assistance.
The feedback we had received from participants has been extremely positive. The comments we heard
most often were:
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The process and planner is a collaborative effort between the employee and the supervisor.
Understanding the connection between the work they perform to the overall college plan.
Completion of the planner took less time than other performance tools currently being used.
During the months of December and January our pilot groups will be conducting their six month
reviews (mid-year) with their employees.
Information about upcoming work on the initiative:
1. Conduct training programs for supervisors and employees during the months of March (right
after Spring break) and April 2010.
2. Assist supervisors and employees with implementation of the process during the months of May
and June 2010.
3. Our goal is to have the entire college (all career and professional staff) on the new process by
July 1, 2010.
Steps taken (or to be taken) to prepare for the college-wide roll out:
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OIT will add the PDP planner to the Valencia forms.
OIT established a mail box (PDPINFO) for supervisors and employees to email questions.
The PDP team has recommended conducting a session at Learning Day to begin communication
about the upcoming changes and time line.
Pending approval of the Senior Team the PDP Team will use the bulletin and departmental
meetings to begin communication about the process.
The PDP Team will create an online version of the employee training. Employees will have the
option to attend a classroom or online session.
Any data or results that can be shared that reveals how those involved with this initiative are gauging
the success of the initiative:
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Through the training and coaching phases, the work of the pilot group has been monitored to
ensure the process and tools are being used as suggested.
Communication has been sent out to remind pilot participants about upcoming milestones such
as mid-year reviews.
Feedback received has been positive and suggestions for improvements have been incorporated
into the process and tool.
Goal Team 3.3 – Initiative Report
Initiative: Develop a Plan for the Wellness Program
A plan is being developed for expanding our Wellness Program.
Debi Jackubcin confirmed that in late March we will have data from CIGNA regarding self-reported
participation in wellness programs. Also, campus-based information about wellness programs and
technologies has been identified. The Wellness program budget is available for review.
A review of the wellness practices of top colleges and companies revealed that most of the practices are
similar to ours. Some have larger budgets, and have provided personal trainers, allow spouses to work
out on site, offer free pedometers and gifts such as IPODS, subsidize Weight Watchers, and give credits
for participation. Some have gym availability 24/7. Some programs have found that incentives lead to
bigger improvements, cardiac health problems decrease, and health care savings are realized.
It was noted that no policies or procedures currently exist in support of our wellness goals.
It was determined that HR has not received inquiries from applicants regarding our wellness program.