Foster professional and personal staff development
Objective
Performance Goals To Measure Effectiveness
Measurable annual goals set by department leaders to evaluate the activity of their department and staff. The goals reflect the FY15 goals projected in the President's Performance Indicator Report at the start of FY 2015. This objective focuses upon only the most prominent indicators reported by each department in the President's Performance Indicator Report. These are reviewed for progress at several points throughout the year, through reports and individual meetings. At the end of the year a final review is conducted and goals are set for the following year.
KPI
Progress Toward Achievement Of Annual Goals
Department leaders review actual performance versus the performance goals that are established for the current fiscal year in the President's Performance Indicator Report. This occurs several times during the year and at the end of the year a final review produces year-end findings. The final review also provides the basis for establishing the goals for the following year.
Result
Progress Toward Achievement Of Annual Goals
As of August 31, 2015, the values achieved in FY 2015 indicate that 57% of the goals set for the division or exceeded expectations.
Action
Set Goals For Fiscal Year 2015
Goals for FY 2016 have been adjusted to align with individual departments'outcomes of FY 2014. The vice president discussed goals for FY 2015 with the department leaders, individually and collectively to develop strategies to meet the mission of the university. The Marketing/Communications department will add a performance measure to track University Communication. The Museum will add a performance measure to track Twitter followers.
Objective
Provide Ongoing Training And Support For Staff
Provide staff opportunities for professional development, training for continuing education, professional and personal growth
Indicator
Annual Participation In Professional Development
FY 2015 participation by staff and directors in professional conferences, seminars, or other related training will be monitored through the use of Human Resources, Talent Management software. Beginning January 2014 a new policy was enforced that would require all staff employees to complete a specific number of hours of professional development and job-related training annually. Counts and the percentage of staff involved in professional development will be calculated.
Criterion
Directors And Other Staff Will Attend At Least One Development Program
The majority the division staff will attend development programs, activities, or on-line training in their professional area.
Finding
Assoc. V.P's, Directors And Staff Participated In Professional Training
98% of all staff met the requirements set by Human Resources for professional development. 48% of the staff attended external conferences specific to their position at the university.
Action
Summarize Professional Development Training
The vice president, associate vice presidents, directors and staff will participate in professional development as resources are available. Participants will attend conferences and participate in we-based training session availalbe on-lin and on-campus professional developemtn sessions.
Objective
Retain A Quality Staff Through Positive Work Environment
Retain a quality staff supported by the efforts of the Vice President to create a positive work environment. These efforts will include encouragement of all staff with on-going communication, periodic walk-thrus of departments and interaction with all staff; provision of appropriate work tools; merit compensation based upon performance excellence; delegation of additional authority to deserving employees.
KPI
Count Members Of Staff Retained
At the end of the year the total number of University Advancement personnel retained is counted. Reasons for staff departures are reviewed by the Vice President and/or the appropriate Department heads.
Result
Criterion Met
Eighty-six percent (86%) of the division's staff were retained in FY 2015. The employees which left employment did so for various reasons. Two left for personal reasons, three staff members transferred on campus for a higher salary, and one took a faculty position on-campus.
Action
Positive Work Environment
As resources available, the division will equipment needed to improve efficiency and workflow for staff.
Goal
Provide Leadership For Securing Private Support For University
Vice President for University Advancement will encourage, provide advice, and meet with Associate Vice President for Development
Objective
Meet Fund-raising Commitments
The primary objective this year is to follow-up with major donor commitments those of especially $10,000 and more that have been made during the the past two fiscal years. In order to lead the division in achieving this objective, the Vice President and Associate Vice President will facilitate the development of strategies with the development officers to target specific donors that made pledge, and to cultivate the continuing interest of individuals who have made planned gifts.
KPI
Assess The Ongoing Efforts Of Pledges And Commitments
Pledges will be monitored and reviewed regularly until the pledge is fulfilled. The fulfillment of pledges will be reflected in the donor record and reported quarterly to the vice president.
Result
Results Of Fulfillment For FY 2015
A total of 73% of the total commitments were paid in fiscal year 2015 and did not meet expections of 100% paid pledges.
Action
Collection Of Commitments
The Vice President and Associate Vice President for Development review weekly reports and work with staff as necessary to follo up on unpaid pledges.
Goal
Work With Directors To Enhance Image Of University
Vice President for University Advancement and directors plan and execute collaborative image for the University
Objective
Continue To Improve The Standards For Publications, Social Media, And Events
The Division has been engaged in an ongoing concerted effort to improve the use of social media and the quality of its publications and events, and this effort continues in 2014-2015.
KPI
Annual Awards Competition Of The Council For The Advancement & Support Of Education
The Advancement Division submits publication materials (articles, photographs, brochures) and documented evidence of the quality of its events ( event invitations, printed program, menu, photos of venue and table decorations, attendance numbers, etc) in competition with those of other universities within the Council for Advancement and Support of Education District 4 (Southwestern US). The division tracks the use of various aspects of social media.
Result
Met Performance
Three individual competitions entered: 1) AIVA - Ten Silver AIVA W Awards: 100th Season of Football microsite, SHSU Performance Report microsite, and Texas Invasive Species Institute website. Four Silver AIVA Communicator Awards: "Happy Holidays!" and "Founders Day". 2) Telly Awards - Five Bronze Awards "Happy Holidays!" and Five Bronze and one Silver Telly Awards "MySHSU30". 3) CASE Awards - Gold Award for video "Dan Dunn: Leave YOur Mark"; Silver Award for Athletic Photography "Motionless"; Silver Award "Facebook by trhe Numbers"; Silver Award for"Distinguished Alumni Video - Damian Mandola"; Bronze Award for "Heritage Magazine One Line"; Bronze Award for "Founders Day".
Action
Broaden Participation For Award Recognition
For fiscal year 2016, the division will again participate and compete for industry and academic recognition in all areas. Results of the competition will provide a benchmark to improve the quality of publications, videos, photography and events produced by the division.