Connie Perme

Associate Vice President for Human Resources and CHRO
Xavier University

Project Title:

A Fresh Look at Integrating Mission and identity into Xavier University Culture

Overview:

Begin revising existing and developing new processes and procedures so that understanding and animating the mission of Xavier is as valued as the other competencies expected of employees.

Rational:

It is clear that if mission-related criteria is not built into the fabric of the institution mission will not be valued the same as the other competencies Xavier expects from its employees. Xavier’s current strategic planning road map, The Xavier Way, has an identified goal of “devising fresh ways to integrate mission and identity into staff and faculty hiring, development and evaluation.” The challenge is to develop systems and processes that focus on and reward employees for an understanding and animation of the mission.

Project Details:

The Xavier Way goal is far reaching and will take time to complete. Two initial objectives will be an assessment and revision of the staff performance review form and a change to the new employee Companion program, which matches new staff employees with veteran employees. An assessment and revision of the staff performance review form will take place with an eye on clearly articulating the importance of Xavier’s employees integrating the mission into their work in their own way. A change that has already taken place this year was to ask staff when completing their annual goals to include activities that will support the appropriation of Xavier’s Jesuit identity at the individual and group level. Focusing on the Companion program, as part of the annual training for veteran employees who wish to become or remain Companions a module will be added that offers ways to introduce mission to the new employee with whom they are matched. Thus acquainting new employees with the mission earlier in their tenure at Xavier and increasing their awareness of programs offered through the office of Mission and Identity.

Indications of Success:

The change to the performance review process will result in mission focused conversations between employees and supervisors during which employees will be able to articulate how they are individually and uniquely living the mission. Because these activities are part of employees’ stated annual goals they will be considered when determining annual performance based merit increases. The addition to the Companion program annual training will allow new employees to quickly embody the mission of the University and veteran employees will have an enhanced ability to express the mission in a deeper manner.

Challenges:

While core to the work we do understanding and animating the mission might be viewed as an add on to daily responsibilities. Change does not come easily on campus so it will take time and intentional modification to processes and procedures to impact the culture of the institution. It will be easier to influence changes related to staff process and procedures than those for faculty.