University Goals
The UMKC 2018-2028 strategic plan includes a foundational commitment to its people. This commitment includes a commitment to the climate survey process, and the action planning and implementation strategies to improve the campus climate for faculty and staff. Each recommendation in the final plan can be traced to one of the goals in the foundational commitment of the strategic plan. As implementation of these goals moves forward, this commitment, “to be a university that listens to its people, is responsive to its people, gives people opportunities to do meaningful, impactful work, maintains an appreciative and respectful atmosphere, provides opportunities for people to develop their knowledge and skills, and recognizes and rewards success” will be at the forefront of the work.
Connection to Strategic Plan
We commit to ongoing improvement of workplace conditions and culture, becoming a place where people are consistently happy and satisfied.
Our faculty, staff, students, and administrators will be meaningfully involved in institutional planning
- Enhanced management training: collaborate with supervisors to understand staff roles and identify strategies for greater effectiveness
- Establish intentional connections. Evaluate team structures, explore how groups can collaborate to solve specific problems, and assess the design of offices.
- Ensure digital and physical accessibility throughout UMKC’s campuses.
Faculty and staff will be compensated with pay and benefits that are satisfactory and will find satisfaction in work that is meaningful to the university and the community we serve.
- Enhance accessibility and understanding of university financial information while building stakeholder trust in budgetary processes.
- Provide competitive compensation to attract and retain top talent, addressing financial challenges posed by inflation and market trends.
- Enhance employee satisfaction and adherence to the leave program while ensuring that policies meet workforce needs.
We commit to becoming a performance-driven organization.
Codify, communicate, and monitor completion of baseline policies and procedures.
- Establish clear expectations and procedures for resolving conflicts in the workplace.
- Consistently evaluate the effectiveness of conflict resolution initiatives.
- Enhance accessibility and understanding of university financial information while building stakeholder trust in budgetary processes
- Ensure all staff, employees, and supervisors know the procedures and opportunities for career advancement at the University.
We commit to support faculty and staff success and career development.
Support both tenure-track and non-tenure-track faculty and their career advancement.
- P and T benchmarking (COACHE)
Promote faculty success through improved policies, processes, and metrics in collaboration with faculty.
- Communicate more effectively about the institution’s existing salary benchmarking practices that support competitive and fair compensation for faculty and staff.
Support staff members and their career advancement and retention, which will include an assessment of staff compensation inequities.
- Ensure transparency and accountability in salary structures, identify and resolve salary compression issues, and promote fair compensation practices.
- Enhance transparency in salary adjustments and decision-making to build employee trust in salary policies.
- Clarify the merit raise process to ensure transparency and fairness, supporting faculty and staff in understanding compensation adjustments.
- Enhance the performance evaluation process to be more productive and meaningful for all staff by emphasizing professional development and career advancement as integral components of the evaluation.
We commit to promote professionalism and collaboration.
Offer and provide trainings.
- Enhance employee participation in current conflict resolution training, along with engagement in existing mediation programs.
- Enhance HR training programs by including updated resources on conflict resolution and inclusivity.
- Develop resource guides and/or training for supervisors to more effectively prepare for and manage turnover within their teams. A well-organized transition will reduce the burden on any single individual and may diminish the chances of the transition leading to further turnover.
Provide resources for staff to assess their career opportunities.
- Ensure all staff, employees, and supervisors know the procedures and opportunities for career advancement at the University.
