President Wohlpart reported that the Shared Governance group is drafting definitions and principles and those will be shared with the Board in the future. He then introduced Alexis Andrews, Executive Project and Event Manager, President’s Office, and Leah Valverde, Manager, Learning and Talent Development, Human Resources, to talk about the Supervisor Summit and the Performance Management System. Ms. Andrews explained that there were three overarching goals for the Supervisor Summit: 1. To develop a shared understanding of leadership and its relationship to organizational culture. 2. To deepen our understanding of and commitment to equity and belonging. 3. To rethink performance management and be introduced to the new ePerformance Management System. During the seven-session day, supervisors learned about the current perceptions and trends in higher education and where we are as an institution. Attendees then participated in real-time collaborative data collection about their perceptions of CWU’s culture. The third session allowed supervisors to dive into a conversation about equity and belonging and receive credit for Senate Bill 5227 reporting, which is the state-mandated equity and belonging training and professional development as placed in 2021. In the afternoon, supervisors learned about the new performance management system, how it is utilized, and how using it effectively leads to ongoing conversations and development, with an emphasis on coaching and mentoring. The day wrapped up with CWU alum, Eric Boles, delivering a keynote speech. The founder and president of The Game Changers Incorporated passionately connected with attendees about fostering greatness of their teams and themselves and how doing so establishes personal clarity and connectedness to the university as a whole. Approximately 194 supervisors from across divisions attended the summit and feedback was incredibly positive. Ms. Valverde then gave an update on CWU’s performance management system. She explained that feedback was gathered from focus groups, faculty consultations, surveys, and informal feedback over the last few years to develop a new performance management process and criteria for staff that advances the university’s vision and values. The new approach is not about ticking off a box once a year, it is about ongoing conversations and real-time feedback that develops employees and uncovers their career aspirations and talents. It also offers flexibility so supervisors can make it relevant for their unique teams and reports. Feedback from supervisors has been positive. To keep the process advancing, employee training and development will include a series of First Friday Speakers beginning in October that will build on discussions from the Supervisor Summit. Human Resources will continue to enhance engagement with the university community on the new ePerformance system by overcommunicating and continuing to collect feedback to improve the process.
The morning session adjourned at 12:00 pm.
Trustees and Executive Leadership Team members had lunch in Sue Dining. No business was conducted.
6 Board of Trustees Minutes July 25-26, 2024
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