LO's, Outcome Measures

ADMG373 Needs Assessment Assignment

Please take this questionnaire to your organizational interview. Make sure to fill it out completely! Ask follow up questions if all of your questions are not addressed.

1. Company, name, title and contact information for person interviewed

CWU, Leah Valverde, Manager of Learning and Talent Development, [email protected] ext 2207 Bouillion 140

2. What is your organizations/departments mission?

Help employees succeed, hire manage, training develop, exit.

Provide professional development and consultation to fulfill compliance standards, broaden skills and knowledge, enhance job effectiveness, increase opportunities for career advancement, and contribute to the mission and strategic goals of the university.

3. What are the values of your organization/department?

Preparing people for current and future work. Making people better at their current jobs and preparing them for any future work that comes. Prepare people for new paths.

Diversity, inclusivity, treating people with dignity and respect

4. What goals do you have for your department/organization?

We want to get better at providing expectations without policing, but tracking compliance is one of our goals. Our goal is preparing people for current and future work, give people opportunities.

5. What are the strengths of your organization?

Our biggest strength is our people, we have people who really care about bettering others and providing people with opportunities so they can continue to learn. Being part of a higher ed education helps too, because there is already an expectation that continuing learning is important. Being part of higher ed also gives us resources to reach out to, to improve the broadness of our programs. We have some senior level support for investing in professional development. We are also good at forcing compliance for trainings. I.e. mandating sexual harassment training, diversity training, etc. We are inclusive.

Using technology to track the completions and progress, and give permissions to people who have completed appropriate trainings (FERPA for student info)

6. What are the weaknesses of your organization?

Stems from the complexity of our audiences, reaching all the different types of people. We have temp hourlies, student employees, custodial, faculty, facilities, dining services, supervisors. Not only different audiences, but the different types of work within those audiences. Sometimes we paint with too broad of a brush.

We haven’t been able to spend a lot of time organizing our training resources and making them easier to navigate. Lots of time is wasted trying to find the appropriate trainings.

7. What types of training do you offer now? Is it effective? What makes it effective or ineffective?

We offer generic compliance type training (title 9), in person and online. We offer development, we have a really big online library (CLA online), videos courses, and full textbooks (~20,000). This involves business topics, technical topics, leadership topics.

3 types: instructor led, online, blended

8. Are there any ongoing general performance issues with your employees?

Leah only has 3 employees

Understanding expectations is our biggest challenge, having people really understand and take ownership of their responsibilities once they have taken on a job. Being accountable to your expectations. For example, everyone knows we are looking for a diverse pool, but no one is doing anything about it. They say they can only hire from the pool they are given. But there are ways to make that pool more diverse.

9. What types of training do you think would be valuable for your employees?

We have almost all we need, it’s the matter of making it accessible to people. Compliance with outside agencies. We need to update student employee video that goes over mandatory (equal opportunity and emergency preparedness, title 9)

Affirmative action for higher level executive staff

Search committee training (for increasing diversity in our pools)

10. What are the pressure points of the organization (you might want to review page 115)

Getting more diverse pools is a compliance issue

Our student diversity increased from 10% to 30% in the last 10 years. This created an expectation for there to be a more diverse pool.

You run into problems getting a diverse pool, because some certain groups will be more inclined to different areas. For example: there are historically more women in HR.