November 1, 2023 NDUS Workforce of the Future
Description: November 1, 2023 NDUS Workforce of the Future Study Group Participants Michael Linnell Staff Advisor to the State Board of Higher Education Director of University Communications Minot State University Steve Easton President Dickinson State
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slide1. November 1, 2023 NDUS Workforce of the Future<br>
slide2. Study Group Participants Michael Linnell Staff Advisor to the State Board of Higher Education Director of University Communications Minot State University Steve Easton President Dickinson State University Co-Chairs<br>
slide3. Study Group Participants Anna Kinney Coordinator, University Writing Program, University of North Dakota
Kay Hopkins Business Manager, North Dakota State University
Laura Fetting Technology Education Coordinator, Dickinson State University
Lisa Braun Business Specialist, Information Technology Services, ND State College of Science
Randi Tanglen Vice Provost of Faculty Affairs, University of North Dakota
Derek VanderMolen Associate Professor of Chemistry, Williston State College
Sonya Koble Chief Financial Officer, Bismarck State College
Jennifer Larson Director for Human Resources, Valley City State University
Mark Genkinger Director of Human Resources, North Dakota State University Rep. Jonathan Warrey ND State Representative District 22
Senator Dean Rummel Retired, TMI Systems Design Corp., ND Senate District 37
Pat Bertagnolli Executive Director, North Dakota Job Service
Steve Hall Superintendent (Retired)
Tiffany Lawrence CEO Sanford Health Fargo
Suong (Sue) Willson Chief, Civilian Personnel Flight, Minot Air Force Base
Mark Hagerott Chancellor, North Dakota University System
Jerry Rostad Vice Chancellor of Strategy & Strategic Engagement, North Dakota University System
Steven Bergeson North Dakota University System<br>
slide4. Recruiting and Retention Call to Action<br>
slide5. Recruiting and Retention Attract best and brightest faculty and staff
Focus on a competitive, national compensation value
Sell advantages to living and working in North Dakota
Value human connection
Strategy to retain employees as jobs change & increase competencies<br>
slide6. Recruiting and Retention Methodology
Three listening group sessions with Staff Senate, NDUS institutions human resources representatives, local legislators, and industry leaders
The No. 1 topic during sessions
Non-dollar benefits, value, sustainable productivity, work/life balance, mental health, and culture all revolve around this topic
Potential overlap with other study groups
Teacher of the Future
Values of the Future
Digital Sciences<br>
slide7. Recruiting and Retention Work to be done
Finding best possible model for compensation
Working with local and regional partners to pinpoint advantages to working and living in North Dakota
Partnering with statewide, regional, and local groups to increase civic involvement
Long-term support
Governor
Legislative
SBHE
Presidents<br>
slide8. Inflation Commend and Call to Action<br>
slide9. Inflation Current funding formula doesn’t account for inflation
Automatic cost of living increases vs. merit- and market-based compensation
Balancing costs of merit- and market-based compensation with keeping college affordable
Non-wage benefits<br>
slide10. Inflation Methodology
Analyzing the funding formula
Analyzing current non-wage compensation models and comparing those to private industry, other universities
Potential overlap with other study groups
Student of the Future
Teacher of the Future<br>
slide11. Inflation Work to be done
Working with legislators to find common ground on structure to help offset inflation
Ensure campuses continue to show accountability in public spending
Study balancing costs of market- and merit- based compensation and compensation beyond wages with keeping college affordable
Long-term support
Governor
Legislative
SBHE
Presidents<br>
slide12. Total Compensation Value Endorse<br>
slide13. Total Compensation Value Competitive wages only part of the overall rewards package to help overcome geographical challenges
Locality pay
Part-time student wages through highest paid employees
Local, regional, and national opportunities pose threats<br>
slide14. Total Compensation Value Methodology
Analyzing current non-wage compensation models and comparing those to private industry, other universities
Potential overlap with other study groups
Student of the Future
Teacher of the Future<br>
slide15. Total Compensation Value Work to be done
Working with HR leaders at the NDUS to find creative, cost-effective ways to increase compensation value beyond wages
Examining city and state government as well as private industry best practices
Long-term support
Legislative
SBHE
Presidents
Staff and Faculty Senates<br>
slide16. Sustainable Productivity and Accountability Call to Action<br>
slide17. Sustainable Productivity and Accountability Well-defined plan for sustainable productivity
Balance benefits of tenure with protecting academic freedom
Metrics for post-tenure review and evaluation for staff
Accommodating innovation to use resources wisely<br>
slide18. Sustainable Productivity and Accountability Methodology
Considered best practices from around higher education
Analyzing data on current practices for staff evaluations and both the tenure process and post-tenure processes across NDUS
Potential overlap with other study groups
Teacher of the Future<br>
slide19. Sustainable Productivity and Accountability Work to be done
Working with NDUS on current processes for both staff and faculty evaluations
Ensuring campuses and the NDUS are publicizing the benefits of tenure, protecting academic freedom, and allowing institutions to remain nimble
Long-term support
SBHE
Presidents
Staff and Faculty Senates<br>
slide20. Work/Life Balance Call to Action<br>
slide21. Work/Life Balance Access to adequate daycare a significant concern for NDUS workforce development
Challenges in other areas such as wellness, transportation, housing, food costs and insecurities
Promotion, attrition, and succession planning
Training and education for employees to maintain an educated workforce<br>
slide22. Work/Life Balance Methodology
Discussion of present issues among current staff across NDUS campuses
Analyzing current practices for on-campus daycare, wellness, housing, and food service
Potential overlap with other study groups
Infrastructure of the Future
Values of the Future<br>
slide23. Work/Life Balance Work to be done
Training and education commitment
Examining ways to mitigate costs for wellness, food, housing, and daycare with on-campus programs
Long-term support
SBHE
Presidents
Staff and Faculty Senates<br>
slide24. Mental Health Commend and Call to Action<br>
slide25. Mental Health Many institutions, as well as the NDUS, have emphasized mental health for students
Faculty and staff are on the front lines
Managing own anxiety, stress, and burnout
Exacerbated by pandemic and major shifts in higher education sector<br>
slide26. Mental Health Methodology
Discussion of present issues among current staff across NDUS campuses
Examined current increase in mental health services for students across the NDUS
Potential overlap with other study groups
Student of the Future
Values of the Future
Healthcare
Teacher of the Future<br>
slide27. Mental Health Work to be done
Increased commitment to understanding faculty and staff are at the front lines of student mental health
Explore programming, raise awareness, and share strategies for faculty and staff mental health challenges
Long-term support
SBHE
Presidents
Staff and Faculty Senates<br>
slide28. Culture Call to Action<br>
slide29. Culture Positive culture is essential for success and growth
Accumulation of little things – both good and bad
Disagree agreeably, have difficult conversations
Meaningful mission statements
Employee voice
Reflect on our “wins”<br>
slide30. Culture Methodology
Examined current policies and their effects on NDUS institutions
Discussion within the group on culture and values currently at NDUS institutions
Potential overlap with other study groups
Values of the Future<br>
slide31. Culture Work to be done
Work to disagree agreeably and to have difficult, but meaningful, conversations
Analyze policies and how they can sometimes interfere with morale
Long-term support
SBHE / NDUS
Presidents
Staff and Faculty Senates<br>
slide32. Topics considered, but not brought forward COLA (Cost of Living Adjustment)
The committee supports work toward a funding formula adjustment or other structure to help offset inflation in real time
Term COLA is a non-starter due to Legislative concerns about binding future Legislatures<br>
slide2. Study Group Participants Michael Linnell Staff Advisor to the State Board of Higher Education Director of University Communications Minot State University Steve Easton President Dickinson State University Co-Chairs<br>
slide3. Study Group Participants Anna Kinney Coordinator, University Writing Program, University of North Dakota
Kay Hopkins Business Manager, North Dakota State University
Laura Fetting Technology Education Coordinator, Dickinson State University
Lisa Braun Business Specialist, Information Technology Services, ND State College of Science
Randi Tanglen Vice Provost of Faculty Affairs, University of North Dakota
Derek VanderMolen Associate Professor of Chemistry, Williston State College
Sonya Koble Chief Financial Officer, Bismarck State College
Jennifer Larson Director for Human Resources, Valley City State University
Mark Genkinger Director of Human Resources, North Dakota State University Rep. Jonathan Warrey ND State Representative District 22
Senator Dean Rummel Retired, TMI Systems Design Corp., ND Senate District 37
Pat Bertagnolli Executive Director, North Dakota Job Service
Steve Hall Superintendent (Retired)
Tiffany Lawrence CEO Sanford Health Fargo
Suong (Sue) Willson Chief, Civilian Personnel Flight, Minot Air Force Base
Mark Hagerott Chancellor, North Dakota University System
Jerry Rostad Vice Chancellor of Strategy & Strategic Engagement, North Dakota University System
Steven Bergeson North Dakota University System<br>
slide4. Recruiting and Retention Call to Action<br>
slide5. Recruiting and Retention Attract best and brightest faculty and staff
Focus on a competitive, national compensation value
Sell advantages to living and working in North Dakota
Value human connection
Strategy to retain employees as jobs change & increase competencies<br>
slide6. Recruiting and Retention Methodology
Three listening group sessions with Staff Senate, NDUS institutions human resources representatives, local legislators, and industry leaders
The No. 1 topic during sessions
Non-dollar benefits, value, sustainable productivity, work/life balance, mental health, and culture all revolve around this topic
Potential overlap with other study groups
Teacher of the Future
Values of the Future
Digital Sciences<br>
slide7. Recruiting and Retention Work to be done
Finding best possible model for compensation
Working with local and regional partners to pinpoint advantages to working and living in North Dakota
Partnering with statewide, regional, and local groups to increase civic involvement
Long-term support
Governor
Legislative
SBHE
Presidents<br>
slide8. Inflation Commend and Call to Action<br>
slide9. Inflation Current funding formula doesn’t account for inflation
Automatic cost of living increases vs. merit- and market-based compensation
Balancing costs of merit- and market-based compensation with keeping college affordable
Non-wage benefits<br>
slide10. Inflation Methodology
Analyzing the funding formula
Analyzing current non-wage compensation models and comparing those to private industry, other universities
Potential overlap with other study groups
Student of the Future
Teacher of the Future<br>
slide11. Inflation Work to be done
Working with legislators to find common ground on structure to help offset inflation
Ensure campuses continue to show accountability in public spending
Study balancing costs of market- and merit- based compensation and compensation beyond wages with keeping college affordable
Long-term support
Governor
Legislative
SBHE
Presidents<br>
slide12. Total Compensation Value Endorse<br>
slide13. Total Compensation Value Competitive wages only part of the overall rewards package to help overcome geographical challenges
Locality pay
Part-time student wages through highest paid employees
Local, regional, and national opportunities pose threats<br>
slide14. Total Compensation Value Methodology
Analyzing current non-wage compensation models and comparing those to private industry, other universities
Potential overlap with other study groups
Student of the Future
Teacher of the Future<br>
slide15. Total Compensation Value Work to be done
Working with HR leaders at the NDUS to find creative, cost-effective ways to increase compensation value beyond wages
Examining city and state government as well as private industry best practices
Long-term support
Legislative
SBHE
Presidents
Staff and Faculty Senates<br>
slide16. Sustainable Productivity and Accountability Call to Action<br>
slide17. Sustainable Productivity and Accountability Well-defined plan for sustainable productivity
Balance benefits of tenure with protecting academic freedom
Metrics for post-tenure review and evaluation for staff
Accommodating innovation to use resources wisely<br>
slide18. Sustainable Productivity and Accountability Methodology
Considered best practices from around higher education
Analyzing data on current practices for staff evaluations and both the tenure process and post-tenure processes across NDUS
Potential overlap with other study groups
Teacher of the Future<br>
slide19. Sustainable Productivity and Accountability Work to be done
Working with NDUS on current processes for both staff and faculty evaluations
Ensuring campuses and the NDUS are publicizing the benefits of tenure, protecting academic freedom, and allowing institutions to remain nimble
Long-term support
SBHE
Presidents
Staff and Faculty Senates<br>
slide20. Work/Life Balance Call to Action<br>
slide21. Work/Life Balance Access to adequate daycare a significant concern for NDUS workforce development
Challenges in other areas such as wellness, transportation, housing, food costs and insecurities
Promotion, attrition, and succession planning
Training and education for employees to maintain an educated workforce<br>
slide22. Work/Life Balance Methodology
Discussion of present issues among current staff across NDUS campuses
Analyzing current practices for on-campus daycare, wellness, housing, and food service
Potential overlap with other study groups
Infrastructure of the Future
Values of the Future<br>
slide23. Work/Life Balance Work to be done
Training and education commitment
Examining ways to mitigate costs for wellness, food, housing, and daycare with on-campus programs
Long-term support
SBHE
Presidents
Staff and Faculty Senates<br>
slide24. Mental Health Commend and Call to Action<br>
slide25. Mental Health Many institutions, as well as the NDUS, have emphasized mental health for students
Faculty and staff are on the front lines
Managing own anxiety, stress, and burnout
Exacerbated by pandemic and major shifts in higher education sector<br>
slide26. Mental Health Methodology
Discussion of present issues among current staff across NDUS campuses
Examined current increase in mental health services for students across the NDUS
Potential overlap with other study groups
Student of the Future
Values of the Future
Healthcare
Teacher of the Future<br>
slide27. Mental Health Work to be done
Increased commitment to understanding faculty and staff are at the front lines of student mental health
Explore programming, raise awareness, and share strategies for faculty and staff mental health challenges
Long-term support
SBHE
Presidents
Staff and Faculty Senates<br>
slide28. Culture Call to Action<br>
slide29. Culture Positive culture is essential for success and growth
Accumulation of little things – both good and bad
Disagree agreeably, have difficult conversations
Meaningful mission statements
Employee voice
Reflect on our “wins”<br>
slide30. Culture Methodology
Examined current policies and their effects on NDUS institutions
Discussion within the group on culture and values currently at NDUS institutions
Potential overlap with other study groups
Values of the Future<br>
slide31. Culture Work to be done
Work to disagree agreeably and to have difficult, but meaningful, conversations
Analyze policies and how they can sometimes interfere with morale
Long-term support
SBHE / NDUS
Presidents
Staff and Faculty Senates<br>
slide32. Topics considered, but not brought forward COLA (Cost of Living Adjustment)
The committee supports work toward a funding formula adjustment or other structure to help offset inflation in real time
Term COLA is a non-starter due to Legislative concerns about binding future Legislatures<br>