Strategic Plan 2008-2013

Strategic Plan by Theme

Scroll down to view detailed information for each goal selected.

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 3**
Objective	ActionItem	Outcome	PerformanceMeasure	ResponsibleParty	TimeFrame	Status
Create plan to address employee turnover.	Create succession plan for key positions within organization to identify impact of loss, probability of loss, and bench strength for key positions.	Planned control of succession management	Plan created, bench strength identified, potential successors identified for key positions and development plans established	Human Resources Director and Senior Administrative Assistant	January 2009	In progress
Create plan to address employee turnover.	Identify ongoing turnover rates among employee groups and identify potential causes of turnover through surveys, exit interviews, and other analyses.	Improved Retention	Baseline turnover data will be established and used as benchmark for future efforts	Human Resources Director and Information Specialist	September 2008	In progress
Create plan to address employee turnover.	Increase mentoring and developmental opportunities for internal candidates to prepare for promotional opportunities created by turnover.	Greater bench strength established for all key positions in current incumbents and potential successors	Formal mentoring program developed for key positions and potential successors; Professional development program developed for key positions and potential successors	Director of Human Resources	March 2009	In progress
Define and develop a comprehensive hiring process and provide training to all hiring managers and participants on effective hiring strategies.	Develop comprehensive hiring manual and training to provide instruction to hiring managers and those involved with hiring to ensure consistency and quality in hiring process.	Increased legal compliance and consistency in hiringpractices	Hiring practices handbook written/delivered; Train all hiring managers with 1/2 day class; Make training available to all involved in the hiring process (e.g., selection committee members); Require certification for all hiring processes	Human Resources Director	September 2008	Completed
Define and develop a comprehensive hiring process and provide training to all hiring managers and participants on effective hiring strategies.	Review and revise hiring practices to ensure compliance and ease of hiring best candidates.	Increased legal compliance and quality of hire, reduced turnover	New hiring practices established; New hiring practices communicated marketing campaign developed that permeates all communication among current and potential employees	Human Resources Director and Senior Administrative Assistant	September 2008	In progress
Develop a comprehensive recruitment strategy to attract highly qualified and diverse candidates.	Develop strategic recruitment and hiring strategy that incorporates advertising, marketing and other recruitment efforts to attract high quality and diverse candidates.	Improved Recruitment	Comprehensive plan developed; Measure types and breadth of advertising venues for positions; # applicants, diversity of applicants; Hiring metrics (time to hire)	Human Resources Director	December 2008	In progress
Develop a comprehensive recruitment strategy to attract highly qualified and diverse candidates.	Implement an internal branding campaign to focus on positive elements of working for NIC.	Improved Recruitment & Retention	New internal and external employment marketing campaign developed that permeates all communication among current and potential employees	Human Resources Director and Senior Administrative Assistant	December 2008	In progress
Implement a comprehensive orientation process to improve integration and retention of new employees.	Develop new online and multimedia tools to provide better information, orientation, and training to potential and new employees to enhance on-boarding experience.	Improved integration of new employees; reduced turnover of new hires	New orientation completed/available	Human Resources Director and Benefits/Recruiting Specialist	December 2008	In progress
Implement a comprehensive orientation process to improve integration and retention of new employees.	Establish a passport tool for new employees to ensure effective orientation through the first six months of employment.	Improved integration of new employees; reduced turnover of new hires	New orientation completed/available	Human Resources Director and Benefits/Recruiting Specialist	December 2008	In progress
Improve upon total rewards offered to employees.	Evaluate all benefits offered to determine ability to increase benefits offerings at no- or low-cost to employees.	Expanded benefits at no/low additional costs; improve retention & employee satisfaction	Benefits offering analysis; recommendation of new/changes to benefits; communicate benefits offerings to employees	Human Resources Director and Benefits/Recruiting Specialist	August 2008	Completed
Improve upon total rewards offered to employees.	Implement consumer-directed health care to provide resources to employees to maximize earnings related to healthcare.	Lower benefits costs to employees & NIC; self managing funds to improve quality of health and wellness among employees	Launch/Enrollment in CDHC program by employees; participation rates/levels in program; cost savings on premiums over 3 years	Human Resources Director and Benefits/Recruiting Specialist	August 2008	Completed
Improve upon total rewards offered to employees.	Review compensation practices to identify improvements in faculty compensation programs.	Ensure appropriateness of pay structure	Job analysis and evaluation complete; Work with faculty group(s) to assess current structure and appropriateness; presentation of recommended changes to President's Cabinet for review; adoption as approved	Human Resources Director and Generalist	May 2008	On hold
Improve upon total rewards offered to employees.	Review compensation practices to identify improvements in staff compensation programs.	Internal/External equity components in plan; ensure appropriateness of pay structure	Job analysis and evaluation complete; internal equity structure established for jobs; comprehensive market survey completed; alignment/restructuring of pay grades as appropriate; presentation of recommended changes to President's Cabinet for review; adopt	Human Resources Director, Generalist, and Senior Administrative Assistant	May 2008	In progress