Not Defined
Enhance collaboration between ODEI, Human Resources and IR to improve integration of DEI into existing systems
District Office of Diversity, Equity and Inclusion (2023-2024)


The annual MCC Institutional Effectiveness Plan (IEP) Cycle runs from June through May. In June, Planning Unit Managers (PUMs) identify unique operational goals they plan to impact over the course of the IEP Cycle. For each operational goal, PUMs identify at least one operational tactic, and each operational tactic has a corresponding performance measure and target. PUMs also identify how each operational goal supports its corresponding shared service/campus plan, the College's overarching strategic plan, and the Higher Learning Commission's (HLC) criteria for accreditation.

In May, PUMs close the IEP Cycle by recording every operational goal's performance measure result, completion status, and plans for continual improvement. Additionally, PUMs are able to request fiscal resources related to their IEP for the immediately upcoming fiscal year starting in July.

To open the annual IEP cycle, PUMs fill out the blue boxes in June.

Operational Goal

Enhance collaboration between ODEI, Human Resources and IR to improve integration of DEI into existing systems

Operational Tactic

  • Partner with HR to revise existing DEI module for new employee orientation which will be revised after July 1
  • Develop new “Search Committee” module in collaboration with HR and Online by Dec 2023
  • Develop new online module ‘in-house’ for Fall 2024; Planning in Spring and ready by Summer 2024
  • Partner with HR to develop Leadership/ Supervisor Training on DEI and Inclusive Leadership.
  • Partner with IR to review Employee Engagement survey for proxy measures related to DEI
  • Partner with IR to consider deploying new Climate Survey in Fall 2024; Planning and implementation plan would be done in Spring and Summer 2024
  • Through partnership with CCA, MCC – IR to join National Post-Secondary Data Partnership in Spring/Summer 2024

Performance Measure

  • New Employee Orientation module completed and deployed by October 2023
  • New Supervisor Training (DEI Module) deployed by October 2023
  • Review of Employee Engagement survey for DEI benchmarks by Fall 2023, prior to deployment
  • Climate Survey plan built by June 2024


Target

  • DEI Training modules by October 2023
  • Climate Survey plan by June 2024

Organizational Goal(s) Alignment

  • B3 Implement an equity-centered framework
  • C1 Expand support for underrepresented populations
  • D2 Emphasize employee development: personal & professional with an emphasis on student success

DEI 3-yr Shared Service/Campus Goal(s) Alignment

  • Work collaboratively across the district to advance the principles of equity and inclusion that focus on the concerns of our diverse communities.

HLC Alignment

  • 1-Mission
  • 5-Resources Planning & Institutional Effectiveness

Will you need data from Institutional Research?

Yes

To close the annual IEP Cycle, PUMs fill out the yellow boxes in May.

Performance Measure Results

Results Met

Continuous Improvement

Future Budget Impact?

If "yes", please describe*

*Total budget impact based on continuous improvement learnings for future initiatives to support performance improvement. Provide a dollar amount and explanation of your course of action.

Attachments