SOUTHERN POLYTECHNIC STATE UNIVERSITY

Strategic Planning Template

Southern Polytechnic State University Template

Southern Polytechnic State University	Strategic Plan 2006
Strategic Goal #3:  Create an environment in which students, faculty, and staff all take pride in the University and want to remain in contact beyond the formal relationship.
Objective 3.0:    Develop a culture of transparent communications which should include the following: 3.1:  Provide accurate, timely and honest information. 3.2:   Ensure that all processes used in making any decisions are readily understood by all.                   3.3:   Ensure open channels of communication between our administrators, staff, faculty and students.                   3.4:   Promote clear and comprehensible information that leads to our constituents level of confidence and trust in our activities.                    3.5:   Implement a formalized system/process through which constituent concerns can be aired.                   3.6:   Promote a culture of openness/receptiveness and tolerance so that constituents are not reluctant/afraid to share their views and/or concerns.  Eliminating intimidation. 3.7:   Listen to our students, staff and faculty; Acknowledge and respond to their concerns;  Explain our actions clearly. 3.8:   Each department/division must listen to each other and explain their actions clearly as well. 3.9:   The processes used to make policy and decisions should always be open, accessible and well understood by all.
Strategies/Action Plan Example:  Transparency in hiring and promotion practices.  In order for SPSU’s current hiring process to meet the needs of achieving our mission, managers must fill positions with the right talent by promoting a timely, efficient, transparent and merit based process.  Job announcements must contain detailed and descriptive information which is clear, succinct and accurately reflects the responsibilities and experience required for the position.  Hiring and promotion must be based on the merit principle which requires that recruitment should be from qualified individuals from appropriate sources in an endeavor to achieve a work force from all segments of society.  Moreover, selection and advancement should be determined solely on the basis of relative ability, knowledge and skills, after a fair and open recruitment process which assures that all receive equal opportunity.
Responsibility:  President, Senior Staff, Expanded Cabinet, directors and supervisors
Time Frame:  Start immediately and continuously/on-going.
Resources Required:  Funds for training
Assessment:
Use of Results:  To increase the level of confidence and trust in decisions made.