Organizational and Employee Excellence

Build a solid foundation of operational effectiveness through reform of processes, improved systems, collaborative organizational structures, and effective recruiting, onboarding, professional development, and training.

Strategy 1 – Assess, standardize, and digitize college approval processes.
Responsibility	Cabinet
Baseline Expectation	Assess the efficiency of Massasoit’s programming and administrative processes.
Desired Outcomes	Ensure systems, policies, and processes are efficient, sustainable, collaborative, equitable, and student focused. Clarify decision making processes that are data informed, timely, respectful of all constituents, transparent, and understood by stakeholders.
Strategy 2 – Assess, optimize, and communicate college organizational structures and responsibilities across all departments.
Responsibility	Cabinet
Baseline Expectation	Develop metrics to determine employee satisfaction.
Desired Outcome	Conduct a comprehensive review of job descriptions and salary expectations in comparison with peer institutions (community colleges and employers) with recommendations for improvement as needed for equity and program integrity. Clarify roles and responsibilities to improve communication, collaboration, equity, and team building. Conduct a functional analysis of current staff positions and functions and reconcile what we have with what we need. Identity employment gaps required and set budget priorities to fill those needs. Establish a prioritized list and timeline to be fully staffed. Identify opportunities and incentives for career advancement at Massasoit. Develop contingency plans to sustainability maintain services during transitions.
Strategy 3 – Assess and strengthen college recruiting and new employee onboarding processes.
Responsibility	Human Resources/ Cabinet
Baseline Expectation	Assess hiring managers and new employee satisfaction of the college recruiting and new employee onboarding processes.
Desired Outcomes	Develop best practices guidebook to assist divisions/ departments in a six-month employee on-boarding process. Optimize training opportunities through the use of training videos as part of the onboarding process and ongoing training process. Facilitate the development of a Massasoit lexicon of terms, systems, and processes. Working collaboratively with cabinet members, develop an incentive program for strengthening first year mentoring for new employees and employees seeking advancement. Academic Affairs creates best practice guidebook for adjuncts in credit and community education.
Strategy 4 – Form an enterprise level risk management plan to run scenarios and develop protocols for managing unforeseen circumstances.
Responsibility		Adinistration and Finance/ Massasoit Community College Police Department (MCCPD)
Baseline Expectation		Conduct assessment of campus readiness for emergencies and cybersecurity status
Desired Outcomes		Increase cybersecurity training requirements. Establish and distribute guidelines for campus emergency scenarios.
Strategy 5 – Strengthen support for employee training and professional development for college systems, processes, and professional development
Responsibility		Center for Employee Enrichment and Development/Human Resources/ Faculty Senate/ Cabinet
Baseline Expectation		Conduct employee professional development needs assessment of all Massasoit employees. Inventory current credentials of faculty and staff. Set prioritized goals for professional development based on needs assessment. Determine the feasibility of career advancement opportunities as a Massasoit employee.
Desired Outcome		Progress towards prioritized goals defined by needs assessment. Plan to close gaps in credentials as determined by needs assessment. Assess employee satisfaction with professional development opportunities.