Presentation to the Strategic Plan S teering Committee

1. Presentation to the Strategic Plan Steering Committee TRUPeople Make Things Happen Priorities for an Engaged Community of Employees

2. Investment in our Employees Priority: • A superior student experience requires a dynamicand engaged faculty and staff. Our Cornerstones: • An engaged community built upon a culture of excellence, diversity, transparency and accountability. • We are a University where employees feel valued.

3. Our Development Plan The University will be responsive to its primary resource, Employees through: • Increasing overall Employee Engagement • Defining and instilling the leadership values needed to realize our full potential. • Investing in the Professional Development of our employees. • Achieving excellence through the decisions employees make and influence that impact their work. • Increasing the state of health, well being, and safety of all employees throughout the University.

4. Engagement • Top factors that drive success: • Strong culture of Customer Service • Effective Communications • High level of Employee Engagement • Strong Executive Leadership

5. Communicating & Embedding Goals • An annual survey will measure our employees ability to positively respond to: • Are you proud to work at TRU? • In the last 7 days, someone has recognized me for my work • There’s someone at work who encourages my development • My associates are committed to doing quality work One of the keys to engagement is defining and articulating what constitutes a “successful” employee and communicating success clearly.

6. Defining our Leadership Values • Instill our values and create a leadership culture • Inclusion, participation & contribution • Orientation • Clear two way conversations • Principled behavior • Performance reviews • Coaching and Mentoring

7. Investing in Learning and Development • Excellence requires an investment by the university and by individuals in their ongoing professional development. • A culture of continuous growth and life long learning that supports the attainment of our goals and is a foundation for creating a superior student experience. • Employees are encouraged to develop individual learning and development plans and supported in the attainment of those goals.

8. Achieving Excellence • Creating a culture of sustainable risk taking in decision-making process throughout the University • Recognition and accountability structures that recognize where decisions and actions are made. • Collaborative involvement on achieving our joint goals. • Building on a the social commitment employees have for each pother and the University through team processes to improve our services. • Inclusion and transparency in decisions impacting units departments and the University.

9. Building a Safe Environment The University should serve as a model for: • diversity and inclusion • respectful interaction • equity and opportunity • tolerance and debate

10. Next Steps • Action Plans that are imbedded at the unit level are needed to ensure our success over the next 3-5 years for an engaged community of employees striving for excellence. • QUESTIONS?