Strategic Outcome 4: Human resources and systems
Effective and
efficient human resource systems
ensure a diverse, stable, competent
and accountable workforce.
A diverse workforce is
an important component in ensuring
equitable access and inclusion in University of Missouri Extension programs. A stable, well-trained
workforce is necessary to ensure
program quality and sustainability. University of Missouri Extension
will
strengthen efforts that will result in
workforce diversity and retention. The
goal is to ensure that the workplace
climate affords a flexible, safe,
learning organization where employees
are empowered and motivated to attain
the greatest levels of success.
University of Missouri Extension will strive to reward
faculty and staff with competitive
salaries, incentives and awards for
excellence. University of Missouri Extension's workforce will have access
to orientation, professional
development and mentoring that will
allow them to gain and maintain core
competencies, skills, attitudes and
behaviors that enrich and prepare them
for the future.
Faculty and staff will
be accountable for program outcomes.
Performance expectations, roles and
responsibilities will guide each
member of the workforce as they
facilitate, design and deliver
learning experiences according to
federal, state, local and University
guidelines.
Strategy 1: Increased
diversity among faculty, staff,
council members and volunteers working
in University of Missouri Extension.
1.1 Faculty and
staff will reflect the racial
diversity of the state.
1.2 Council
members and volunteers will reflect
the racial diversity
and socioeconomic levels of the state.
Strategy 2: Maintain a
stable workforce.
2.1 Retention
rates of regional faculty, educational
assistants,
volunteers and county secretaries will
allow quality customer
service and sustainability of
outstanding programs.
2.2
Organizational climate will reflect a
safe, flexible learning
organization with employees that are
fulfilled in the workplace.
2.3 Faculty and
staff will be recognized and rewarded
for
outstanding accomplishments and
receive competitive
compensation.
Strategy 3: Ensure that
high-performing faculty acquire the
requisite skills, talents and
abilities to attain program outcomes.
3.1 Faculty will
acquire the academic and professional
preparation
necessary for success.
3.2 Faculty will
enhance their professional competence
through
staff orientation, professional
development opportunities and
membership in their professional
organizations.
3.3 Emerging
leaders will take advantage of
opportunities to
enhance leadership skills.
Strategy 4: Ensure faculty and
staff accountability for extension outcomes.
4.1 Faculty
members' plans of work will be aligned
with the Strategic
Direction and regional plan.
4.2 Faculty
members will meet or exceed
performance expectations
and comply with applicable policies
and procedures.
Performance Indicators
Success in achieving these outcomes
will be measured by some of the
indicators listed in Strategy 4 in
addition to the following:
- Workforce diversity
as measured by:
· Percentage of non-white
faculty, staff, volunteers and
council members
· Percentage of volunteers
and council members in
high-poverty areas.
- Workforce stability
as measured by:
· Percentage of regional
faculty, educational assistants,
volunteers and county
secretaries retained
· Workforce climate
indices, as measured by an
organizational
climate instrument.
- Workforce satisfaction
as measured by:
· Job satisfaction
inventory
· Faculty recognition as
measured by the quality and
effectiveness of the
rewards and incentives given to
faculty
and staff
· Competitive salaries as
compared with other North Central
states.
- Workforce competency
as measured by:
· Percentage of faculty and
staff participating in orientation
and training
· Percentage of faculty and
staff reporting effectiveness of
orientation and
training and leadership programs
· Professional growth as
measured by the number of faculty
belonging to
professional associations.
- Workforce accountability
as measured by number and quality
of program impact reports in
alignment with program performance
plan, and with county, regional or
content-based plan of work.
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