| 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.
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| 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.
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| 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.
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| Strategy 4 – Form an enterprise level risk management plan to run scenarios and develop protocols for managing unforeseen circumstances. |
| Responsibility | Administration 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.
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| 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.
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| 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.
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