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Objectives

[1] Create a culture that embraces standards for CMU employee excellence and celebrates efforts to meet them.

[2] Value employees through clear and equitable compensation strategies.

[3] Foster mutually respectful and collaborative decision-making processes that value the unique roles and expertise of our faculty (i.e., via shared governance) and staff.

[4] Support employee well-being.

Strategic Initiatives Key Performance Indicators
Engage with faculty and staff through town halls, written communication, ad hoc committees, and other means to ensure a continuous feedback loop about performance excellence, compensation, and recognition. [1]
  • Campus Climate Survey results
Update the reward and recognition framework including employee handbook changes as needed and implement processes and provide toolkits for campus. [1]
  • Revised Handbook and processes/policies
  • Campus Climate Survey results
Develop and implement a plan to (1) ensure seamless coverage of work during employee leaves and (2) compensate employees who cover the work. [1, 4]
  • Cross-training plan completion
  • Compensation framework completion
Improve the onboarding experience for new employees. [1, 4]
  • Onboarding evaluation
Develop a compensation strategy and data-informed implementation plan that: (1) is a competitive advantage in recruiting faculty and staff (2) rewards and retains top talent for value-added contributions to CMU. [2]
  • Percent of faculty and staff salaries at or above CUPA median
  • Employee retention rate
Create a job and compensation structure that provides career ladders/pathways and clear expectations about compensation. [1,2]
  • Job architecture document with a job families and functions, career stages, and salary bands
Provide clear and accessible interpretative materials that communicate the benefits of CMU’s health, leave and retirement benefits, and geographic location. [2]
  • Revised Handbook and processes/policies
  • Campus Climate Survey results
Engage cross-functional faculty and staff teams to explore topics of campuswide interest (e.g., professional development, wellness programs) and develop recommendations for the President’s Leadership Team. [3]
  • Number of faculty/staff engaged in cross-functional teams
  • Number/description of recommendations provided and number implemented
Update the parental leave policy. [4]
  • Revised Handbook and processes/policies