The OHIO Center for Employee Excellence is now up and running! In addition to hosting regular training and development workshops, the Center also manages a completely revamped in-person onboarding day for all new staff and is working with the Provost’s office to support onboarding of new faculty. The Center will continue to expand support for faculty and staff moving forward.
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Dynamic Strategy Pillar
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The heart of an excellent, engaged, thriving public university is its faculty and staff. An inspired and motivated employee community, by its own nature, promotes student success and fuels innovation and discovery. As we move our Dynamic Strategy forward, we recognize that people are the center of progress. We want every faculty, staff member, and University leader to connect with our mission and vision and find a place for themselves in the path ahead. We know we must recognize and reward the role they will play in our ongoing success, and we also must recruit talented individuals who are ready to join our journey.
Goal
Become a destination employer for those passionate about the mission of public higher education
Strategy 1
Prioritize recruiting, retaining, recognizing and rewarding high performing faculty and staff across all campuses and modalities.
Action 1 – Make meaningful total rewards investments that provide OHIO a competitive foundation in recruiting and retaining talent.
Action 2 – Resource best-in-class faculty and staff recruitment strategies.
Action 3 – Expand opportunities for recognition and rewards for faculty and staff.
Strategy 2
Continually enhance a workplace culture rich with support, trust, belonging and well-being.
Action 1 – Develop a strategy for measuring and responding to employee sentiment at least every three years.
Action 2 – Build upon communication strategies that provide visibility and insight into university decision-making.
Action 3 – Assess current wellbeing resources and develop plans to align and improve strategies to meet the wellness needs of the workforce.
Action 4 – Expand opportunities for social connection and community building that promote inclusion and celebrate all identities and perspectives.
Strategy 3
Establish a Center for OHIO Employee Excellence charged with ensuring effective support of and development for faculty and staff.
Action 1 – Ensure the integration and success of the new hire community by creating an experiential onboarding for all faculty and staff across all campuses and modalities.
Action 2 – Expand or create programs demonstrating gratitude and recognition for employee service and accomplishment.
Action 3 – Enhance and expand professional development opportunities, policies and practices that promote seeking internal and external development opportunities for continuous improvement.
Latest Updates
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Center for OHIO Employee Excellence Established
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OHIO achieves 49% participation on workplace survey
For the first time in a decade, ºÚÁÏ³Ô¹Ï conducted a comprehensive all-employee survey in partnership with ModernThink, a management consulting firm with expertise in workplace quality, organizational culture and employee engagement. More than 1,000 colleges participate in the company’s Great Colleges to Work For survey program. OHIO achieved a survey completion rate of 49 percent and is now evaluating the results to inform employee engagement goals for the next two years.
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New Performance Management System
University Human Resources brought together a work group in early FY25 to review and revise the performance management process for staff. Reviews were completed for more than 95 percent of staff, and the new rating system will help inform raise pool decisions and advancement opportunities.
Employee Recruitment and Retention
- Retention rate of new faculty and staff after one year
- Health benefits benchmarking (Premiums; Cost Sharing)
- Compensation, benefits, and work/life balance assessment as measured through the PAWS survey
Employee Success and Development
- Number of staff participating in professional development activities per year
- Number of faculty participating in Office of the Provost, CTLA and/or ORSP sponsored professional development activities
Climate (All below measured by the PAWS survey)
- Job Satisfaction/Support
- Communication
- Collaboration
- Respect & Appreciation
Work Executive Leadership Team
- Mary Elizabeth Miles (Lead) – Vice President of Human Resources
- Carly Leatherwood – Chief of Staff, President's Office
- David B. Moore – Vice President of Finance and Administration
- Russell Morrow – Interim Vice President for Diversity and Inclusion
- Jackie Rees-Ulmer – Dean, College of Business
- John McCarthy – Dean, College of Health Sciences and Professions
- Rob Ross – Dean, University Libraries