understanding institutional effectiveness
DESCRIPTION
Understanding Institutional Effectiveness. What it is What it isn’t Why it’s important. What is “institutional effectiveness?”. Systematic, explicit and documented process of measuring performance against the mission in all aspects of an institution In essence: - PowerPoint PPT PresentationTRANSCRIPT
Understanding Institutional Effectiveness
What it isWhat it isn’t
Why it’s important
What is “institutional effectiveness?”
Systematic, explicit and documented process of measuring performance against the mission in all aspects of an institution
In essence: What did we say we were going to do? How do we know we’ve done it? How well did we do it? How are we going to do it better?
Identify goals and valid indicators of progress for each
goal (aka metrics); identify thresholds of success (targets)
for each metric
Collect data and analyze outcomes
Interpret outcomes; communicate outcomes; track
outcomes over time where appropriate and identify where
improvements are needed
Implement changes/modifications that are expected to improve outcomes
ClosingtheLoop
The process of evaluating a unit’s effectiveness builds on MUSC Excellence
Who must evaluate their effectiveness?
University Academic Programs
Central Administrative
units
Student support
units
[Research] [Community Service]
(Integration grid)
DMD VPAA CAPS OAPR MUSC Gives Back
PhD Biomed Sci
Deans Offices Student Programs
OT ESL Wellness Center
Pharm D OAPR Student Health
BSN Library OEM
MD Finance and Administration
CAE
Etc…… Etc… Etc…
What institutional effectiveness isn’t (or shouldn’t be)
Imbalanced as primarily a top-down or bottom up exercise Top down: Standardized process and centralized documentation
Bottom up: Goal setting; assessment tools; target setting; determination of how to respond to results
Unsustainable Must be continuous, thus must be both useful and easy
Emphasize success over improvement Targets should be meaningful and ambitious—the ultimate purpose
is to afford continuous quality improvement (not marketing)
Why it’s important1. It is the basis of accountability and
continuous quality improvement2. Demonstrates sound stewardship
of resources3. Inspires students’ and other
stakeholders’ trust and confidence4. It is required for academic
accreditation (both professional accreditation and institutional accreditation)
Integration grid (to show University Effectiveness)
Assessment Plan
Things that stay the same
1. Annual goal setting by units2. Commitment to addressing the five
Excellence Pillars3. Annual institutional surveys
Employee Satisfaction Survey Student Satisfaction Survey
Things that will change
1. Nomenclature Old terms: Pillar goal=90% of COP employees
agreed they are pleased to be working at MUSC
New terms: Employs greater specificity Goal=Attract and retain high quality employees
(formerly unwritten) Metric (ideally, at least 2 per goal)=Rate of COP
employees who agree they are pleased to be working at MUSC
Target=90%
Things that will change
2. Tracking and reporting of goals and results is required by SACS and must be centralized
OIE TaskStream
3. Three-year cycle of trend tracking, then identification and documentation of results-driven modifications/changes expected to improve results
Units may elect to report modifications annually, but are not “required” to do so
Office of Institutional Effectiveness
Suzanne [email protected]
Regan [email protected]
Vince Moseley Bldg41 Bee Street, 2nd floor