Metropolitan State University of Denver leaders have developed tailored action plans to address operational inefficiencies and other concerns that employees expressed in an employee-engagement survey last year. 

The plans, which are available on Human Resources’ SharePoint page,  outline how each college, school and administrative branch on campus is working on opportunities specific to their areas. 

Initiatives include improving communication, efficiency 

While each plan is designed to address specific needs and survey responses, clear themes emerged from employees across the institution, including the need to improve communication, meeting structures and operational efficiencies, said Charles Kibort, director of Human Resources Operations and Strategy. Survey respondents desire communication strategies that build awareness and inclusivity but that also help employees at all levels better understand why and how decisions are made, he said.  

“Based on feedback, many leaders are also focused on ensuring that meetings are meaningful, with a stated purpose and outcome,” Kibort added. This includes reducing duplicate meetings and ensuring that the right people are included. 

Another theme that arose across multiple teams was a desire to improve efficiency. In response, many action plans aim to reduce time needed to complete tasks, remove non-value tasks and make roles and responsibilities more efficient for the betterment of the employee, department and University. 

“Where we work should be a place of purpose and joy,” said President Janine Davidson, Ph.D. “When employees share honest, constructive feedback, it’s our responsibility as leaders to respond with meaningful action that builds a work environment in which we can all thrive.” 

Initial survey results

Results from September’s employee-engagement survey showed overall workplace satisfaction to be 59%, down 4 percentage points from the same survey conducted in January 2022.   

More than half of MSU Denver employees participated in the 2023 survey. Initial results published in November showed that 80% of respondents feel their work is meaningful and that their manager cares about their concerns, but many also noted operational inefficiencies and lack of interdepartmental cooperation. 

The University has addressed a number of concerns since the survey was issued, including concerns around compensation. Last year, for example, employees received an across-the-board pay raise and one-time stipend. 

Meanwhile, Human Resources asked deans and vice presidents to develop action plans that addressed concerns specific to their employees. Deans and branch vice presidents are working to complete those plans by fall and will provide an update on their progress this summer. 

For questions about an action plan, connect with your supervisor or contact Kibort