By the Numbers: Strategic Plan Aim 7: Establish a culture of lifelong learning and professional development

Sunday, July 24, 2022 - 7:30am

In 2021-2022, the college focused on increasing professional development opportunities and recognition of faculty and staff.

The college supported six assistant professors who are participating in the UNL External Mentoring program. The program provides funding for pre-tenure faculty to travel to engage with a mentor at a peer university.

Faculty brown bag workshops provided the opportunity for faculty to gain new teaching skills and engage internally and with the broader campus community in areas of research and scholarship.

The college established a monthly staff lunch and learn program to provide professional development programming for all CoJMC staff. Nine workshops were held during 2021-2022 on topics ranging from productivity to social media. In spring 2022, the college also launched a staff mentoring program that provides the opportunity for all staff members to work with a mentor on their development over the course of a year.

In November 2021, the college passed a new student worker policy to provide consistency, transparency and development for student worker positions in the college. The policy addresses funding, classification, recruitment and hiring, reviews, raises and professional development.

The college also established a grievance policy for faculty and staff to provide transparency and consistency in the handling of complaints within the college. The new policy was approved by the college faculty in March 2022.

In March 2022, the college conducted its first climate survey to measure the experiences of all employees including full-time faculty and staff, part-time faculty and staff and graduate assistants. The survey will provide data and information for future efforts to improve the college’s climate.

The college’s Kudos program aligned with the college’s values to provide the opportunity for peer recognition of outstanding work by college employees. Kudos were opened to student nominators and recipients in April 2022. Kudos are published weekly in the employee and student newsletters. The staff established a monthly Not Too Shabby award to recognize the achievements of staff members and the college started a drawing during monthly all college meetings to recognize both the nominators and recipients of Kudos Awards. 326 Kudos were submitted in fiscal year 2022.

In spring 2022, the college approved a faculty and staff awards program to launch in 2022-2023. The program includes recognition of excellence in teaching, excellence in research/creative activity, excellence in industry or community engagement, excellence in student advocacy and support, staff excellence, inclusive excellence, a friend of the college award and an award to the individual who epitomizes the college values, To infinity and beyond. 


Start (20-21)


Goal (25-26)

Student and climate surveys established to set baseline and increase satisfaction scores year-over-year


Baseline established


Increase participation in development opportunities by 50%[1]




80% of faculty will have pursued promotion/tenure within six years[2]




Increase satisfaction in educational experience on senior surveys by 10%[3]




Increase the number of alumni who participate in career development opportunities in the college by 5% year-over-year




[1] Data drawn from Digital Measures reported development activities attended during the fiscal year.

[2] Data was manually calculated using promotion dates available in SAP.

[3] Percent of students who were satisfied with the education they received in CoJMC in the Senior Exit Survey. 

About the targets

The college established an employee climate survey during 21-22. The results of that survey were published in the Monday Morning Memo. Progress will be gauged by improvements in future surveys.

The college decreased in the number of professional development activities attended. However, the 20-21 figure was largely driven by a new professor who reported an inordinately high number of activities (43). Additionally, this figure does not include staff participation in new development programs offered by the college.

This number of current faculty who have pursued promotion only includes faculty at the rank of assistant or associate. The shift in number was driven by retirements and the promotions of faculty during the 21-22 academic year.

The overall satisfaction score of students decreased from 20-21 to 21-22. The anticipated increase for this figure needs review as a 10% increase in the 20-21 score would be more than 100%. A review of qualitative comments provided as part of this survey may provide further insight into the decline.

The college has not yet offered career development services for alumni. A measure will be established when programming is available.