• Vice Chair Hensler asked if we provide a total compensation document to our employees? He wants to make sure employees realize their total compensation. We do provide this information. It is available through our MyCWU portal. • Trustee Gillis asked if supervisors know when their employees need training. AVP Flores explained that required training is tracked and division heads receive a summary of all their employees, which includes what is completed and what needs to be completed. We have a high percentage of training completions. • Chair Black asked what is the goal of participation percentage that we want from the state engagement survey? She wondered if there is another tool that could be used so that it could be more tailored to CWU. • Trustee Jenkins asked how the roll out of clarity has been received on campus. AVP Flores then gave a summary on professional development. CWU provides opportunities for a variety of professional development options. This is an area we will continue to look at and evolve. We need to make sure we are offering the right kind of training for our employees. Interim VP Gómez-Vilchis explained that she had never experienced a summit like the first Supervisor Summit that was held in June 2024. The keynote speaker was Eric Boles, whose presentation centered on “moving to great.” He asked the group to think about the mental models that keep us from being our best. The summit focused on what we want for our supervisors: cultural alignment, leadership development, and a people-centered approach to performance development. AVP Flores then summarized the Accountabilities and Competencies Across Levels document. The Executive Leadership Team, University Administrative Leadership Team, and supervisors have had some good conversations around this document. People have been asked where they see themselves and where they want to go. It has been a good tool to use in performance development. She added that we have made great progress in role clarity. As of July 15, 94 percent of positions descriptions have been updated. When it comes to progressive discipline/corrective action, sometimes coaching and feedback are not sufficient, so HR Partners guide supervisors and appointing authorities through the process. CWU uses a fair and consistent process for progressive discipline according to policy. Interim VP Gómez-Vilchis summarized staff recognition programs for classified and exempt staff and noted there is also an annual faculty recognition program organized through the Provost’s Office. Employee of the Month recipients are selected for both classified and exempt staff. These folks are then in the running for Employee of the Year, which is awarded annually at the Employee Appreciation Awards. In addition, there is an ongoing peer-nomination program celebrating employees who demonstrate the Wildcat Way values, which are: be welcoming, be inclusive, be knowledgeable, be responsive, and be proud. There were 148 total nominations received in 2024-2025 and one recipient for each category was selected and surprised with a Wildcat Way award at the Employee Appreciation Awards.
The morning session adjourned at 12:09 p.m.
5 Board of Trustees Minutes July 24-25, 2025
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