Strategic Plan 2008-2013

Strategic Plan by Theme

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THEME I: PROGRAMS

Goal 1: Improve and expand educational opportunities, programs, and courses for the student population and community.
Goal 2: Expand and improve alternative delivery of education.
Goal 3: Develop and expand opportunities for high school students enrolled through NIC, emphasizing professional technical and dual credit/enrollment programs.
Goal 4: Create program schedules that maximize the use of available facilities, and take advantage of new and alternative facilities as appropriate.

THEME II: STUDENT SUPPORT

THEME III: COLLEGE COMMUNICATIONS AND CLIMATE

THEME IV: FINANCE AND FUNDING

THEME V: COLLEGE IMAGE AND RELATIONS

THEME VI: DIVERSITY & HUMAN RIGHTS

Goal 1: Promote diversity and human rights, including respect for all elements of the college.

THEME VII: PHYSICAL RESOURCES

**THEME III: Goal 2**
Objective	ActionItem	Outcome	PerformanceMeasure	ResponsibleParty	TimeFrame	Status
Create additional faculty development programs and opportunities.	Develop faculty development program to promote further professional and academic development of faculty.	Enhanced opportunities for ongoing faculty development to enhance quality in classroom	Number of faculty development opportunities; number of faculty development hours	Director of Human Resources in conjunction with Faculty Development Committee	January 2008	In progress
Create additional faculty development programs and opportunities.	Integrate faculty development into faculty evaluation tools.	Increased accountability for ongoing development and improved classroom quality	Creation of faculty development evaluation tool that incorporates professional development	Director of Human Resources in conjunction with Office of Instruction	January 2008	On hold
Create comprehensive professional development program for staff.	Improve upon current performance tools to increase access of managers and employees to performance tools to improve employee performance.	Incorporate a culture of performance to guide employee development and improve employee capabilities	Creation of new performance tools; completion of 100% performance appraisals	Director of Human Resources	October 2008	Completed
Create comprehensive professional development program for staff.	Integrate professional development into performance evaluation tools and hold employees & managers accountable for professional development activities.	Ongoing educational & learning opportunities for employees as a means to increase employee capabilities and retention; create accountability for employees to engage in professional development opportunities	Number of formal professional development programs and/or course offerings; number of employees taking advantage of development opportunities	Director of Human Resources	January 2008	Completed
Create comprehensive professional development program for staff.	Offer professional development tools and opportunities for employees at all levels of the organization to promote personal development, lifelong learning, and promotion opportunities.	Ongoing educational & learning opportunities for employees as a means to increase employee capabilities and retention	Number of formal professional development programs and/or course offerings; number of employees taking advantage of development opportunities	Director of Human Resources	January 2008	Completed
Develop comprehensive supervisor training program available for all managers and supervisors.	Establish 40-hour management course for essential basics of management to be offered over the course of five-weeks. Offer training multiple times a year to allow individuals to attend.	Improved competencies of supervisors, greater consistency and compliance in policy administration and execution, improved employee relations, greater management effectiveness, and reduced risk	Number of course offerings, number of attendees, and percentage of all managers trained	Director of Human Resources	October 2008	Completed
Develop comprehensive supervisor training program available for all managers and supervisors.	Offer monthly training courses available to managers and supervisors on management and leadership related topics pertinent to development.	Improved competencies of supervisors, greater consistency and compliance in policy administration and execution, improved employee relations, greater management effectiveness, and reduced risk	Number of course offerings; number of attendees and percentage of all managers trained	Director of Human Resources	October 2008	Completed
Establish an internal leadership institute program.	Develop curriculum for new program to provide employees with the opportunity to prepare for future leadership roles. Offer program at least once during FY09.	Improved competencies of supervisors, greater consistency and compliance in policy administration and execution, improved employee relations, greater management effectiveness, and reduced risk	Number of course offerings, number of attendees, and percentage of all managers trained	Director of Human Resources	October 2008	In progress
Implement executive development program to enhance the capability of senior leaders.	Develop format of executive development strategies with President and incorporate into executive performance expectations for coming year.	Improved competencies of executives, and greater ability to adapt and innovate	Creation of executive development strategy, and development activities per year by executives	Director of Human Resources in conjunction with President	December 2008	In progress