FOCUS AREA: Dealing with Difficult and Sensitive Issues

Objective 1: Develop and implement education on crucial conversations, crucial confrontations, and crucial accountability for school leadership.

Status: Complete

February 2018: In Process - Plan and timeline developed by Lovoy’s Team Works, Inc. and is currently in review by the Dean’s leadership Team.

May 2018: Plan Approved; Training in Crucial Conversations, Crucial Accountability, and Performance Management and Coaching will begin June 2018 and will be complete December 2018.

July 2018: Crucial Conversations training complete for school leadership; training in crucial accountability planned for August/September; training in performance management and coaching planned for October/November.  Training schedule is below.

Scheduled Training:

June 6th:  Crucial Conversations: Part I for school leadership (8 hours)
July 12th:  Crucial Conversations: Part II for school leadership (8 hours)

Sept 5th: Crucial Accountability: Part 1 for school leadership (4 hours)

Sept 20th: Crucial Accountability: Part II for school leadership (4 hours)

October 22th and 24th: Performance Management & Coaching (3 hours)

October 24th: Performance Management and Coaching (3 hours)

September 2018:  Training in Performance Management and Coaching scheduled over 2 days (3 hours each).  Refer to scheduled training above.

December 2018: All training complete

 

Objective 2: Develop education on these topics to be addressed school-wide.

Status: Complete

February 2018: In Process - Plan and timeline developed by Lovoy’s Team Works, Inc. and is currently in review by the Dean’s leadership Team with training set to begin 2018.

May 2018: Plan Approved; We will be providing training in crucial conversations school-wide and will be discussing Influencer: The New Science of Leading Change as our next leadership book discussion.

July 2018: Training in crucial conversations will be provided to all faculty and staff in November of 2018 by staff from UAB’s Office of Learning and Development. The next discussion book is scheduled for September 21, 2018 and the discussion will focus on the book: Influencer: The New Science of Leading Change.

September 2018:  School-wide training in Crucial Conversations is scheduled for November 14th.

December 2018: All training complete

 

FOCUS AREA: Onboarding and Development

Objective 1: Develop SHP onboarding and development taskforce.

Status: Complete

February 2018: Committee Roster

 

Objective 2: Develop plan for SHP onboarding experience for faculty and staff.

Status: In Process

February 2018: Committee has been convened; Committee is meeting on a regular basis

May 2018: Committee organized a focus group at the April Town Hall to gather feedback regarding their experiences with SHP onboarding. This information will be used to inform their plan. The committee will be presenting themes from the focus groups school-wide this summer.

July 2018:  The task force is considering implementing an onboarding process, specific to SHP, that is somewhat similar to the university’s process and is based on best practices for effectively onboarding new employees.   For example, the on-boarding process for SHP employees will extend beyond the first few days of employment.  Relevant information, documents, and resources will be organized according to an employee’s needs pre-arrival, during the first few days, and up to the first year.

The group is taking into consideration a number of important factors such as:

  • The portion of the onboarding process that is appropriate at the School level vs. University or direct supervisor.
  • The understanding that new hires occur throughout the year.
  • The importance of a user-friendly interface for accessing information and resources and to streamline the access points for systems, etc.
  • The need to connect employees with existing resources, such as the “Tips and Tools for Managers” handbook available through UAB Office of Learning and Development.

Following a recent Town Hall, the task force is evaluating the actionable information collected from faculty and staff who participated in focus groups relating to their onboarding experiences. After the information is analyzed and organized into key themes, the group plans to conduct a follow-up survey to further inform priorities and next steps.

September 2018: The committee’s work since July has focused on the analysis of comments and suggestions gathered during the focus groups that were conducted at the end of the spring term.  The group has conducted a detailed text analysis of the focus group transcripts and has identified a number of key themes, which will inform the committee’s priorities moving forward.  As a next step, the committee will request to meet with faculty and staff from each SHP department prior to the end of the calendar year.  Committee members will present the results of the focus groups and ask for additional perspectives and experiences that should be considered before making final recommendations.

December 2018:

In the interest of time, the committee decided to present the results of the focus groups via a video for all SHP faculty and staff to review-see above.  The video describes the focus group process, the detailed analysis that was undertaken, and key takeaways from the input provided by SHP faculty and staff.

The committee is currently drafting an SHP On-boarding Guide, incorporating takeaways from the focus groups, best practices, and resources available at the university level.  The guide is divided into the following phases of on-boarding, in alignment with the phases suggested by the UAB Organizational Learning and Development Office:

Phase 1: Pre-Day 1.  Focus on preparation

Phase 2: Day 1-30. Focus on acclimating your new employee.

Phase 3: Day 30-90. Focus on fostering belonging.

Phase 4: Day 40-365.  Focus on performance excellence.

 

Objective 3: Resume Dean’s Leadership Book Series (every semester).

Status: Complete and ongoing

February 2018: Completed and on-going:

First book selected: "How the Way We Talk Can Change the Way We Work: Seven Languages for Transformation" by Kegan and Lahey.  Book discussions are scheduled for May 11th (part 1) and June 15th, 2018 (part 2 and 3). Fifty-four people registered to attended both sessions.

May 2018: Second book has been selected: Influencer: The New Science of Leading Change. We plan on this book being discussed Fall Term.

July 2018: The next leadership discussion book is scheduled for September 21, 2018.  Discussion will focus on concepts associated with the book, The Influencer: The New Science of Leading Change

September 2018:  The second leadership discussion session was held on September 21, 2018 and covered The Influencer: The New Science of Leading Change.  Sixty-one faculty and staff attended the book discussion.

 

Objective 4: Create mentoring experience for faculty and staff outside of normal reporting lines.

Status: In Process

February 2018: Committee has been convened; Committee is meeting on a regular basis with plans for implementation a mentoring experience Fall 2018.

May 2018: No update on this objective

July 2018: The task force has prioritized their efforts on activities related to onboarding as there is a natural overlap between onboarding and mentoring.  Information they have collected/received from the Town Hall focus groups is informing their thinking regarding how a mentoring program for SHP would be developed.  The committee has been conducting research into resources and best practices for establishing a formal mentoring program, and the group is discussing a pilot program to roll out in the fall.

Goals for the program will include the following:

  • Happier, more productive employees
  • Retention
  • Engaging and energizing employees
  • Increasing organizational citizenship
  • More effective development and onboarding of employees

September 2018: An initial review of the information gathered in the focus groups in April confirmed the need and desire for a formal SHP-wide mentoring program.  SHP employees who were fortunate to have a mentor early in careers in SHP identified mentoring as a key asset to their transition into their new positions within the School.  Those who did not have a mentor frequently mentioned the lack of a mentor as a challenge to their onboarding experience and often suggested mentoring as a solution to many of the challenges they faced. With this information and a better understanding of existing and forthcoming mentoring programs (such as VERB) offered at UAB, the committee is prepared to move forward with designing an SHP mentoring program.

December 2018: During the most recent committee meeting, a representative from the UAB Office of Learning and Development presented options for formal and informal mentoring programs.  He began by describing the results of the VERB pilot program from last spring.  Although feedback was very positive regarding the pilot program, the cost of implementing VERB School-wide or University-wide is prohibitive.  The group discussed and decided to pursue the option of less costly, but similarly structured mentoring program that could be offered with the assistance of the UAB Office of Learning and Development.  Collaboration continues on these efforts.

 

FOCUS AREA: Diversity, Equity, and Inclusion (DEI)

Objective 1: Establish DEI standing committee

Status: In Process: Committee Roster

NOTE:  Committee developed a draft standing committee document for review by FAC (to be discussed at the May FAC meeting by chair of the committee). This committee, upon approval will become a standing committee within the school.

July 2018: A draft description of the new DEI Committee was presented to FAC at the June meeting. At that meeting, FAC members voted to support establishing the DEI Committee as a standing committee. The document will now be further edited and considered with other bylaws changes for the faculty handbook. The establishment of the DEI Committee as a standing committee and other bylaws changes will be considered and voted on by the entire SHP faculty at an upcoming SHP Faculty Meeting. 

September 2018: The draft description has been refined and incorporated into a draft of the new SHP Faculty Handbook. It is expected that the entire draft Handbook (with the DEI committee description) will be discussed and voted on November 28th.

December 2018: Standing committee status approved at SHP Faculty meeting on November 28.

 

Objective 2: Recommend and monitor curricular content for all educational programs.

Status: In Process

February 2018: Recommendations planned for Fall 2018.

July 2018: The DEI committee will assemble a subcommittee to work with AAC to make recommendations for curricular content and procedures for compiling and distributing this content to SHP educational units. This subcommittee will be assembled at the July meeting of the DEI Committee.

September 2018: This subcommittee will be convened at the October DEI committee meeting and charged with the task of working with AAC to assemble curricular content. The timeline to complete this task is March 1, 2019.

December 2018: The DEI Committee decided to postpone subcommittee formation until after the climate assessment and launch event planning activities were underway. The rationale for this decision is to keep the DEI committee connected and focused on the launch event and climate assessment in SP 2019 and allow for grassroots participation school-wide. Should begin work on this activity in late Spring of 2019.

 

Objective 3: Recommend best practices for recruiting, interviewing, selecting, and retaining diverse faculty and staff.

Status: In Process

February 2018: Recommendations planned for Fall 2018.

July 2018: The DEI committee will assemble a subcommittee to work with FAC to assemble literature on best practices, review this literature and to make recommendations concerning this issue. It is anticipated that these recommendations will be presented to the SHP Executive Council for further consideration and potential implementation.  This subcommittee will be assembled at the July meeting of the DEI Committee.

September 2018: This subcommittee will be convened at the October DEI committee meeting and charged with the task of compiling resources. The timeline to complete this task is March 1, 2019.

December 2018: The DEI Committee decided to postpone subcommittee formation until after the climate assessment and launch event planning activities were underway. The rationale for this decision is to keep the DEI committee connected and focused on the launch event and climate assessment in SP 2019 and allow for grassroots participation school-wide.  Should begin work on this activity in late Spring of 2019.

 

Objective 4: Convene a “Climate Subcommittee” to explore, propose and implement strategies to promote student, faculty and staff interaction across disciplines by creating physical spaces and activities that encourage collaboration.

Status: In Process

February 2018: Recommendations planned for December 2018.

July 2018: The DEI committee will assemble a climate subcommittee to explore opportunities to promote community interaction through the creation of physical spaces and activities. It is anticipated that these recommendations will be presented to the SHP Executive Council for further consideration and potential implementation.  This subcommittee will be assembled at the July meeting of the DEI Committee.

September 2018: This subcommittee will be convened at the October DEI committee meeting. The subcommittee will be charged with developing a strategy for conducting a climate assessment. The climate survey process has been postponed until after conducting a DEI initiative launch event to be held in Spring of 2019.

December 2018: The DEI Committee decided to postpone subcommittee formation until after the climate assessment and launch event planning activities were underway. The rationale for this decision is to keep the DEI committee connected and focused on the launch event and climate assessment in SP 2019 and allow for grassroots participation school-wide.  The committee is close to finalizing questions to be used in the climate assessment (should be finalized at December meeting) and will begin using the climate survey to collect data just prior to the DEI launch event. We anticipate that the launch event will take place in March 2019.

 

Objective 5: Convene an “Awareness Subcommittee” to develop and promote activities for enhancing awareness of and meaningful discussions about DEI issues within and among all SHP units.

Status: In Process

February 2018: Recommendations planned for December 2018.

July 2018: A “Climate Survey” is being created to explore perceptions and needs of students, faculty and staff concerning these and other issues related to Diversity, Equity and Inclusion. It is anticipated that this survey will be executed in early Fall with analysis and recommendations following.  Results will be shared with the climate subcommittee and the information will be used to inform the work of this subcommittee

September 2018: This subcommittee will be convened at the October DEI committee meeting. The subcommittee first charge will be to plan a DEI initiative launch event set for Spring of 2019.

December 2018: The DEI Committee decided to postpone subcommittee formation until after the climate assessment and launch event planning activities were underway. The rationale for this decision is to keep the DEI committee connected and focused on the launch event and climate assessment in SP 2019 and allow for grassroots participation school-wide.  Anticipate that the launch event will take place in March 2019.

Survey Overview

UAB Process

 

Modern Think LLC web

 

Survey Results

Results SHP FINAL

 

Results UAB FINAL

 

Survey Progress

Focus Areas web

 

Progress Reports web