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Minnesota State University, Mankato

Minnesota State University, Mankato
A Great Place to Work

Mission

Page address: http://www.mnsu.edu/gptw/mission.html

Clock Tower

The Great Place to Work Task Force and Mission

The purpose of the Great Place to Work Task Force is to stimulate continuous improvement of Minnesota State Mankato's workplace culture through:

  1. Assessing and reassessing workplace satisfaction;
  2. Developing and recommending responsive workplace initiatives; and
  3. Implementing or helping to implement activities and programs in line with these recommendations.

On Dec. 7, 2007, the Task Force accepted the following charge:

Minnesota State University, Mankato will embark on a process and plan to be known by all as a Great Place to Work. A Great Place to Work is characterized by individuals who trust the people they work with, have pride in what they do, enjoy the people they work with, and have opportunities to learn and grow.

The process of becoming a Great Place to Work will include assessment of the current and future work environment, development of a set of core values that will drive expectations of behavior and campus culture, and development of action plans to enhance the strengths of our University and to address areas of needed improvement. The process and plan will involve coordination and collaboration with the entire University community to embrace the spirit of being a Great Place to Work.

Objective 1. Identify and implement an assessment instrument(s) to identify current and future work environment issues bearing on the goal of being a Great Place to Work.

  • Action Step 1a. Identify an appropriate assessment instrument to measure the work environment appropriate to the goal.
  • Action Step 1b. Implement the assessment instrument(s) to obtain a preliminary or baseline indication of the work environment.
  • Action Step 1c. Implement successive assessment instrument(s) to measure progress toward achieving the goal.

Objective 2. Establish an institutional set of core values to form the basis of expectations of behavior and campus culture.

  • Action Step 2a. Solicit feedback on core values that should be adopted by the University through a process of consultation that includes the entire campus community.
  • Action Step 2b. Assimilate information gathered and make recommendations to the President's Cabinet regarding a set of core values that will guide institutional behavior and culture.

Objective 3. Develop action plans related to enhancing the strengths of the University and addressing the areas of needed improvements.

  • Action Step 3a. Develop a short-term plan to address immediate actions that can be taken to enhance our strengths and improve areas in need.
  • Action Step 3b. Develop a long-term plan to address the actions that must be taken over the next five years to continue to work on this goal and change the culture of the University to embrace the goal of being a Great Place to Work.

Objective 4. Identify and obtain the financial and other resources necessary to accomplish the goal of being a Great Place to Work.

  • Action Step 4a. Prepare and present a proposal containing staffing and funding needs to the President's cabinet relating to the assessment, core values and action plans.

The Great Place to Work Task Force has established the following subcommittees:

  • Marketing
    This group will be responsible for spreading the word throughout campus on the survey and the action plans resulting from it.
    Members: DeeAnn Snaza, Scott Olson, Matt Clay, Jim Grabowska, Linda Hanson
  • Continued Campus Conversations
    This group will make sure that lines of communication are kept open between the task force and University employees.
    Members: Mike Miller, Jim Grabowska, Valerie Roberts, Matt Clay, Jeff halbur, Dawn Leech, Stewart Ross, Marilyn Delmont, John Alessio
  • Researching Other Organizations
    This group will investigate other groups that have succeeded in establishing themselves as Great Places to Work.
    Members: Scott Olson, Jean Clarke, Valerie Roberts, Angela Monson
  • Moving Red to Green
    This subcommittee will work on improving the areas identified in the survey as needing improvement. (Areas identified in red on the survey graphs).
    Members: Jeff Halbur, Dawn Leech, Stewart Ross, Marilyn Delmont, John Alessio
  • Data Analysis
    This group will continue to study the survey results to develop further insights on workplace issues.
    Members: Angela Monson, DeeAnn Snaza, Bob Hoffman
  • Workplace Environment
    This group will be charged to follow through on recommendations from the bullying consultant's survey and final report.
    Members: DeeAnn Snaza, Linda Hanson, Sara DeKramer, Valerie Roberts, and others to be added from the Bullying Survey Steering Committee
  • Core Values
    This group will oversee the development of a set of core values specific to the University as a workplace.
    Members: Scott Olson, DeeAnn Snaza, Jim Grabowska, John Alessio, Jean Clarke, Angela Monson, as well as members of the Planning Sub-Meet including Gary Rushing and Avra Johnson