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Advocacy Goals

Sacred Heart Chapel from a distance with trees in the foreground and a group of students sitting in a circle on the lawn in front of the chapel.

2023-2024 Priorities

As LMU welcomed two new administrators in fall 2023, the Executive Vice President/Chief Operating Officer and the Vice President of Human Resources, our attention is directed towards the areas where these individuals are positioned to drive meaningful change.

Staff Senate is asking for action in the following areas:

Comprehensive Reviews

  1. Conduct a university-wide staff titles and compensation review and adjust as needed to ensure equity.
  2. Review staff versus faculty retention rates; explore why there may be a difference and what LMU can take action on to improve retention.
  3. Evaluate the competitiveness of the LMU benefits package and revise as needed to maximize value to employees.

Recruitment and Retention

    1. Implement mandatory audits of divisions and/or teams that drop below a certain staff retention rate.
    2. Develop an employment brand and create plans to market internally and externally.

    Documentation and Standardization

    1. Standardize the performance review process across the university and create accountability for managers who administer these reviews.
    2. Revise the annual merit increase process to become more equitable across divisions and departments. Provide more transparency to employees regarding decision making and tie merit increases directly to performance reviews. 
    3. Consistently perform exit interviews with departing staff and collate responses into an annual trend report. Provide anonymized feedback to managers of low retention departments.

    Professional Development

    1. Create career maps for divisions and departments to facilitate employee advancement.
    2. Establish a protocol for conducting stay interviews and devise a clear timeline for the frequency at which these interviews should be conducted throughout an employee's tenure.
    3. Ensure pay parity for internal promotions versus external hires.

    Workday Implementation

    1. Provide more comprehensive and individualized trainings, particularly for hiring managers, personnel managers, and budget managers.
    2. Create a comprehensive instruction manual, tailored specifically to LMU procedures and policies, leveraging the best practices and insights shared by superusers and educational users.
    3. Report the findings of the Deloitte consultation to the LMU community.