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Survey Recommendations and Actions

FY21-22 Employee Engagement Survey 

View recommendations into actions

Putting the FY21–22 Ethics Survey Recommendations into Action

The 2021-2022 Your Voice, Your MC survey focused on three primary areas: employee engagement, ethics, equity and inclusion. The key survey findings (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) were shared with the College community through a series of information sessions and briefings. In spring 2022, a series of open forums were held to gather additional post-survey feedback and recommendations on potential action items from staff, faculty and administrators. In order to appropriately and systematically address the Your Voice, Your MC survey and open forum feedback, the 2020-2021 survey workgroup was asked to prioritize actions for the next one to two years.

Work on the targeted actions items are already underway and progressing, as shared below: 
  • Human Resources and Strategic Talent Management (HRSTM) is working to enhance career ladders and has initiated a review of required qualifications for a variety of positions within our job classification system.   Additionally, the HRSTM team is evaluating and testing a new process for performance evaluation based on performance coaching and more frequent touchpoints for feedback throughout the year. 

  • The Office of Equity and Inclusion has developed and will continue to implement programing on a wide scope of identities. 

  • The Office of Communications is currently evaluating language options for critical MC communications.

Performance Management and Accountability

  • Provide greater clarity and direction for employee development and advancement pathways by reviewing and updating current career ladders and creating new career ladders. 

  • Re-evaluate and update required qualifications for positions to take into consideration related professional experience in lieu of degrees or
    non-compliance-related credentials.

  • Re-evaluate and revise the staff, department chair, and administrator
    performance evaluation process to incorporate more frequent coaching-based feedback between supervisors and employees. 

Equity and Inclusion  

  • Raise awareness and expand diversity, equity, and inclusion programming to include a wide scope of identities (e.g., race, ethnicity, gender, age, abilities, sexual orientation).

Communications with Employees

  • Issue critical collegewide communications in the languages used by a significant number of employees (e.g., English, Spanish, Amharic)

  • Communicate, reinforce, and model the expectation that managers and supervisors should, whenever possible, engage with employees and ask for their input and feedback on decisions that will affect them.

  • Improve the feedback loop from Governance Councils to employees detailing how constituent input is advocated for and implemented. The Office of Communications is currently evaluating language options for critical MC communications.
FY18 Employee Engagement Survey

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Putting the FY2018 Ethics Survey Recommendations into Action

Taking to heart the insights employees shared through the last Ethics Survey (February 2018), the Office of
Compliance, Risk, and Ethics has implemented the following actions:

  • In collaboration with a group of employees from across the College, developed a detailed Ethical Expectations guide (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) to provide concrete, practical guidance for managers and employees to live out MC’s ethical values in their day-to-day work.

  • Instituted and carried out mandatory ethics training for all College employees, beginning in Fiscal Year 2019. With the inaugural ethics training, managers were accountable to personally take the training first, before cascading the training to their respective divisions and units. Ethics training is now required annually, with content tailored to be responsive to risk areas identified through data, in addition to periodic refreshers on MC’s Code of Ethics.

  • Built a robust team of trained investigators to ensure timely, thorough, and objective investigation of concerns shared through the confidential reporting line. Strengthened accountability by (1) centralizing triage to ensure concerns are not shuffled between College units; (2) tracking resolution timeframes; and (3) implementing a rigorous fact-finding process to facilitate consistency and prompt remediation of substantiated policy or procedure violations.
  • Acknowledging that tone at the top can either nurture or starve an ethical workplace culture, developed and delivered training on Managing Ethically and with Integrity as part of the annual New Supervisor Orientation Program.

Putting the FY2018 Equity and Inclusion Survey Recommendations into Action

  • Divisions held department meetings with employees to discuss DEI and further explore concerns raised in the survey report. CEIO met with Department Managers to discuss survey results and encourage managers to embrace and implement survey recommendations and the Civility Norms to help improve college culture and employee morale.

  • Further advancement of the Student Success Network, greater participation in Achieving the Dream,
    employee-related suggestions developed in PACEI and published in the 2020 Equity and Inclusion Roadmap.

  • Created a comprehensive stand-alone Equity and Inclusion training program requiring all College full-and part-time faculty, staff, and administrators with completion of program by June 30 of each fiscal year.

  • The CEIO conducted student observations within classrooms, held student meetings, and surveyed students directly through Pizza For Your Thoughts to directly learn from students about equity and inclusion issues affecting them and their ability to succeed at MC.
FY17 Employee Engagement Survey

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Putting the FY17 Ethics Survey Recommendations into Action 

  • Recruiters attend search committee meeting to raise awareness of unconscious bias and to review the process, roles and responsibilities, conflicts of interest, confidentiality, etc. This also includes a discussion about how the search committee should evaluate internal candidates.

  • Members from the Offices of HRSTM, Equity and Diversity, and the President’s Advisory Committee on Equity and Inclusion (PACEI) visited Oregon State University to observe their nationally recognized Search Advocate Program and also trained as a Search Advocate, as search and selection process advisors advocating for inclusiveness throughout the search and selection process. The premise is to offer this program at the College. 

  • First New Supervisor Orientation Program launched spring 2019 with subsequent programs offered three times per year (March, June, and October) to provide information, tools, and resources to help supervisors be effective in managing teams. 

  • Communication function within HRSTM has improved dissemination of employee related data by redesigning the bi-annual newsletter “Fiscal Update” to a weekly “Employee Matters” newsletter.