Goal Three: Summary of Progress and Work Underway (October 2010)
Goal 3: Invest in Each Other
 Establish operational systems based on collaboration and deep stewardship of our work.
 Demonstrate support for employee professional development, career growth, and healthy
living.
Objective 3.1: Collaboration - Strengthen Valencia’s collaborative culture through learning and
leadership development opportunities through the effective use of collaborative approaches, and
through regular review and evolution of our shared governance system.
Objective 3.2: Career Growth - By 2013, Valencia will have a robust system of career growth
and planning in which all Valencia employees will participate. (Note: This does not include
faculty, who have a separate faculty development program.)
Objective 3.3: Employee Wellness - Increase the percentage of those in our college community
who are engaged in self-reported wellness practices. (NOTE: This does not include students.)
The 2009-10 goal team projects that significant investment of time and resources would be
required to achieve these goals as the organizational structure did not provide for consistent and
on-going leadership in these areas. In all cases (with the exception of Objective 3.3 – Employee
Wellness), the teams indicated that the current practice is insufficient to “move the needle” in
terms of results. The team established short-term measures that will assist in monitoring progress
toward these ultimate aims:
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College employees will be able to articulate the commonly-held principles of
collaboration and decision-making as defined and practiced by the college community.
The college will develop and implement a robust, layered, and effective system of
communication that reaches broadly and deeply to all employees.
Part-time employees (including faculty) will be engaged and connected to the mission of
the college.
As an individual, a leader, and part of a team, Valencia will encourage employees to steer
their career goals and aspirations. Specifically, career growth includes: continuous
learning and development to enhance current on the job performance, enabling
employees to keep pace with rapid changes ensuring we are prepared to exceed the
students’ needs and expectations, and identifying and preparing for desired future job
opportunities.
All in our college community are engaged in one or more wellness practices.
Overview of Selected Efforts to Achieve the Goal
Strengthening Collaboration – Several developments in college organization, processes, and practices
are contributing to the advancement of our collaborative work.
A review of shared governance and collaboration at the college will be conducted. Specifically, the
review will yield a documented collaborative process and the results will be communicated throughout
the college.
The area of the college that is responsible for marketing and communications has been renamed
Marketing and Strategic Communications. A new Assistant Vice President was hired in September
2009, and the team is creating a new marketing and strategic communications plan.
The college will strengthen the support, performance, reliability, and accountability of part-time
employees through providing more networking among part-time and full-time employees throughout
the college.
Career Development, Growth, and Planning – A draft of an overarching staff and organizational
development model has been developed and is currently under review. Additionally, a strategic plan to
develop a competency-based supervisory program has been developed. Targeting those in supervisory
positions is the foundation for spreading a culture of professional development for all staff.
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. The pilot
program was successful and a college-wide roll-out was started. Throughout the months of June and
July 2010 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, most college employees have completed the recommended
training program.
Improving Employee Wellness - The college moved to Cigna Health Insurance in 2009 and, as part of
the transition, those insured were asked to complete an online health assessment. The transition to
Cigna is complete and preliminary data from the health assessments is available. The data will be used
to create targeted and specific wellness programs designed to meet the needs of Valencia employees.
Campus-based information about wellness programs and technologies has been identified and a
comprehensive Wellness Plan is in development.