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Objective 1: Enhance and promote a divisional culture of engagement and belonging demonstrated by reduced employee vacancies and increased retention.

• Number of employees participating in training programs that prepare them for promotion.
• Number of career ladder programs
• Divisional engagement plan action items implemented
• Improved employee satisfaction
• Completion of a document memorializing the activities and initiatives of the KSU Police community policing efforts.

Emphasize employee engagement through divisional meetings, recognition programs, and team-building activities

Tactics:

• 1.3a - Survey divisional personnel, benchmark external resources, and develop a Divisional Employee Engagement Plan.
• 1.3b - Implement the priorities and action items proposed in the Divisional Employee Engagement Plan.
• 1.3c - Continue to grow the portfolio of programming to stay current and relevant.

Expand career ladder opportunities to advance staff from entry-level positions.

Tactics:

• 1.2a - Evaluate and assess current career ladder programs within the Division.
• 1.2b - Develop a plan for replicating best practices identified during the assessment of existing career ladder programs.
• 1.2c - Implement planned career ladder programs in identified areas, especially those with staffing issues.
• 1.2d - Assess results and continue to expand in other departments.

Prioritize professional development by expanding in-house training programs.

Tactics:

• 1.1a - Identify specific areas for training, develop curriculum and launch pilot.
• 1.1b - Assess results, expand content, and launch new programming.
• 1.1c - Continue to grow the portfolio of programming to stay current and relevant.

Esteemed Colleagues and Stakeholders:

At ºÚÁÏÍø, one phrase says it all: Students First.

This is our mantra and our call to action. It is how we measure our success and how we identify opportunities to improve. It frames our reflections every day on whether we are making a difference in servicing our students and community.