WI Forward Award 2012 - Welcome to MATC - Milwaukee Area ...

Category 5: WORKFORCE FOCUS
5.1 WORKFORCE ENVIRONMENT
5.1.a(1) Workforce Capability and Capacity
The Strategic Goal “Valuing People” focuses our efforts on attracting and maintaining a quality faculty and staff reflective of our
core values of Excellence and Diversity. The MATC workforce is detailed in the Organizational Profile, P.1a(3), and our PDCA cycles
for hiring and maintaining employees are presented in Figures 5-1a and 5-1b.
Figure 5-1a: PCDA for Hiring Processes
(ACT)
• Implement changes and updates based on evaluation results
• Continue processes that are effective
(CHECK)
• Evaluate effectiveness of recruitment sources
• Assess interviewing teams, questions and processes
• Evaluate orientation and training processes
CHECK
ACT
DO
PLAN
(PLAN)
• Identify personnel needs (based on data and trends)
• Prioritize positions
• Update job descriptions and requirements
• Recruit candidates
ACT
CHECK
(DO)
• Screen applicants
• Interview applicants/ transferring employees
• Hire employees
• Orient / Train employees
PLAN
DO
The Organizational Chart (page B) also shows how the workforce is managed. This chart is updated annually to reflect changes in
the institution. Assessing workforce capacity begins with the President’s Cabinet. The vice-presidents share their staffing needs,
as discussed in department and divisional meetings, and these needs are prioritized and updated based on the overall needs of the
students, the college, and other stakeholders. When a job opening occurs, a priority position will be filled first. In 2010, via a Human
Resources Core Committee AQIP project, hiring processes and documents were reviewed and updated. In addition, individual
departments reviewed and updated their own credentialing requirements in 2012. Through these efforts, specific credentials, skills, and
values required for all categories of employees were identified. These factors are also considered when assessing workforce capability
and capacity needs: rates of planned and/or projected retirements; projected employment needs; and student demographics trends.
Figure 5-1b: PDCA for Workforce Management
(ACT)
• Determine new training needs
• Revise curriculum as needed
• Identify gaps in performance
(CHECK)
• Evaluate coaching meetings and progress toward goals
• Evaluate performance of people and departments
• Assess training activities
CHECK
ACT
DO
PLAN
(PLAN)
• Identify training and certification needs (needs assessment)
• Establish courses and development activities
• Review labor laws and amendments
• Consider changes agreed upon by Unions
ACT
CHECK
(DO)
• Hold courses and workshops/ training activities and in-services
• Begin SMART Mentoring
• Facilitate grevience and complaint processes
PLAN
DO
The Wisconsin Technical College System (WTCS) Office evaluates the occupational, academic, and teaching experience of
district employees to determine their preparedness to work in the System. Through this process, WTCS ensures that personnel
involved with instruction and counseling, and those who supervise these areas, meet the appropriate academic, occupational, and
teaching requirements. The Certification Office staff at MATC reviews credentials and determines eligibility for initial and renewal
certification; maintains certification files and records; processes certification records with the WTCS Board; communicates with
internal and external customers regarding certification requirements, and facilitates the annual certification audit. The responsibility
for submitting documentation to acquire and maintain certification lies with the employee. Faculty and staff who fail to renew their
certification are subject to layoff.
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