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Institutional Accountability Plan and Report 2011/12Employment Resource Centre partnered with 19 Wing, Comox to deliver a workshop to militaryemployees and NIC students on marketing themselves on social media.Work with ElderCollege to inspire and support lifelong learning.ElderCollege continues to play a significant role within the College community. With one of thelargest active ElderCollege organizations in the Province, NIC provides facilities, promotions andpartnering opportunities to support ElderCollege.In 2011 NIC expanded its ElderCollege offerings and opened a new branch in Port Alice.Strategic Direction #6: Employee EngagementNIC will strengthen and develop employee skills and enhance employee engagement.Integrate the College’s values into all aspects of hiring, performance management andprofessional development planning.Human resources staff has continued to provide and support workshops, orientation sessions, teammeetings and one-on-one training sessions introducing all staff to the direct linkage between hiring,performance management and development. Health and wellness has been a focus of employee engagement efforts. Activities in 2011/2012included conducting voluntary health screening clinics for employees on campus to assist inidentifying health risk factors and encourage employees to take proactive measures to improve theirhealth. On-campus flu clinics were also provided in 2011.A review of HR-related policies is underway to ensure all policies are up-to-date with respect torelevant legislation and best practice and are aligned with College values. Revised and new policieswill be brought forward for consideration and approval in 2012.Increase employee involvement in decision making through open sharing of informationand use of inclusive consultation processes.North Island College undertakes an open and inclusive strategic planning process. Members fromacross the College community actively participate in the development and delivery of annual tacticalplans supporting departmental objectives. This active participative process brings together faculty,staff and administrators from across the institution to review and provide input into all of our coreactivities.Over 130 faculty and staff and over 950 students participated in the College’s most extensiveconsultation on the future of distributed learning at NIC in 2011/12. The consultation processincluded face-to-face meetings at department, division and campus levels; a faculty survey; and, astudent technology use survey. Emerging from the consultation process is a series ofrecommendations on topical areas for the College to consider as it movesforward. Recommendations span a broad range of areas including social media, interactive television(ITV), blended learning and the College’s learning management system. To guide the College in the46
Institutional Accountability Plan and Report 2011/12implementation of recommendations emerging from the consultation, a cross-college, interdivisionalcommittee on educational technologies has been struck. One of the first initiatives arisingfrom the distributed learning consultation is a major upgrade to our interactive televisionsystem. This upgrade allows high definition (HD) broadcasting, increased capabilities at the campuslevel, a dual screen dual monitor delivery system as well as the ability to provide instruction,instructional support and student services to desktops, laptops tablets and eventually mobiledevices. Other related initiatives include an emphasis on increasing distributed learningopportunities for students in the 2012-2015 Education Plan.Expand training offerings for employees through an institutional model that links trainingto skill development, career paths and College strategic directions.Human Resources staff has continued to promote the use of on-line training resources introducedin 2011 to allow employees to access self-development opportunities in a cost-effective and efficientmanner.On a demand-driven basis, departmental workshops, coaching and facilitated training were providedto assist teams in developing conflict resolution and communication skills to support productive andsupportive work environments.Through joint committee processes with both unions, professional and career developmentguidelines/handbooks have been reviewed and revised to ensure the processes for applying for andreceiving funds to support employee development activities are efficient, clear and well understoodby all eligible employees.Exploration of training and development options in the areas of diversity, inclusiveness and crossculturalawareness is underway to further support the College’s strategies of improving accessibilityfor the communities the College serves and supporting internationalization activities.Use a comprehensive performance management approach to provide timely and usefulfeedback to employees.The Performance Objects on-line evaluation tool has been upgraded to allow for the establishmentand measuring of objectives for each individual employee, in addition to measuring demonstration ofjob competencies, within the performance planning and review cycle. Training on this newfunctionality will be provided in 2012 in advance of re-commencing the performance planning cyclefor Admin and Support employees in fall 2012.Human Resources staff is working with the North Island College Faculty Association and Deans toinput approved and established performance evaluation forms for faculty into an on-line format in2012 to facilitate a timely and efficient faculty review process while adhering to the terms of thecollective agreement.47
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