The Iowa State University (ISU) Professional and Scientific Council (Council) continually strives towards service, advocacy, and representation of the Professional and Scientific Employees of ISU. As part of this service, advocacy, and representation, the Council—in communication with all Professional and Scientific Employees of ISU—identifies strategic initiatives important to Professional and Scientific employees, and the greater ISU community.
Initiatives were originally identified during the July 2019 Council meeting, and have been evaluated and summarized by Amy Ward (Professional and Scientific Council President) and the Professional and Scientific Council Executive Committee. This is not meant to be a finite list, and initiatives will evolve over time. If you have any questions regarding any of the initiatives below or have suggestions for additional initiatives, please send them to the Professional and Scientific Council Executive Committee (email@example.com).
Strategic Initiatives for 2019-20
The Iowa State University Professional and Scientific Council engaged in a 2019-2020 strategic initiative planning session during the General Council Meeting on July 11, 2019. Council will work to address these 2019-20 priorities in addition to, or in conjunction with, the Council Priorities of: Serving as the voice of P&S employees in the shared governance structure; investigating and responding to P&S employee concerns; providing professional development opportunities for P&S employees; honoring P&S employees, representing P&S employees, and encouraging P&S employee engagement.
The strategic initiative ideas, suggestions, and comments provided by Councilors during the July 11, 2019 meeting were grouped by the Council Executive Committee, during their retreat on July 30, into four strategic initiatives which include:
✓ Expand efforts with university leadership to improve employee engagement, retention and satisfaction through effective supervisor training and support including hiring practices, robust employee evaluations, campus climate, as well as compensation inequities across departments and divisions.
✓ Strengthen advocacy efforts and involvement in university-wide initiatives impacting P&S employees including the classification and compensation review process, Improved Service Delivery (ISD) processes, WorkCyte development, and the university budget model.
✓ Advocate for competitive employee compensation and benefits as well as policies/procedures that make our workplace attractive including flexible work hours, telecommuting, professional development, and other benefits.
✓ Continue to build and cultivate the P&S Employee experience to create a work environment where P&S employees feel safe, welcomed, supported, and included, and a work culture where P&S employees are valued through fair compensation and meaningful contribution, and empowered through effective and equitable opportunity.
Council committees and vice presidents will reference ideas and suggestions collected from councilors as a foundation for the development of meaningful strategies to address priorities and initiatives.