CQI Steering
Committee
President's
Address
Fall 2003
President's
Address
Fall 2002
President's
Address
Fall 2001
AQIP
Agendas
Discussion
Meetings
Minutes
Process
Improvement
Teams
Dr.
Yowell's
CQI e-mail
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Module 1: Human Resources
The Human Resources module is under the direction of the Personnel
Specialist. All employment forms and paperwork (Federal, State & College)
are completed to establish your personnel file and enter this data into the
payroll process. All of the benefits offered to employees of the college are
explained during this module.
Module 2: Getting Started
This module is under the direction of the new employee’s supervisor or
his/her designee. The intent of the module is to ensure that the new
employee has sufficient information, tools, and access to begin his/her job
duties. It is also the responsibility of the supervisor to assign a liaison
to provide information and support related to day-to-day work
responsibilities.
Module 3: Tour
This module is under the direction of the Personnel Office. The intent
of this module is to familiarize new employees with the staff and facilities
of the Piqua and Darke County campuses. Participants will become acquainted
with the basic functions of each department during a guided tour of the
facilities.
Module 4: ITS
The intent of this module is to ensure that new employees have
sufficient IT tools and training to do their jobs. New employees should call
or e-mail (with a subject line of “orientation”) 711 to arrange for specific
requests.
Module 5: Introduction to the President’s Target
The president will present the graphic known as the Target, explaining
how it is driven and permeated by the Strategic Guide. This diagram
illustrates the interrelationship and complementary nature of Edison’s
quality initiatives, CQI, CQIN, and AQIP. The president will discuss how
these initiatives are embraced by our Employee Working Core Values, by
Servant Leadership, and by Policy Governance.
Module 6: Specialized Departmental Needs
The intent of this module is to identify the specific needs that are unique
to that job or department. The immediate supervisor is responsible for
identifying those needs and providing to the new employee the training,
information or resources required.
Some examples might be training on specialized software or equipment; the
procedure used to open/close your department; what steps are required to
request a textbook change; or how to make a cash deposit.
Module 7: Engineered Experience
The Coordinator of Institutional Effectiveness will introduce the concept of
the ‘engineered experience’ and the role it plays in customer service at
Edison. Discussion of the Target will continue, tying together all the
quality initiatives, the ‘engineered experience,’ and Edison’s mission and
vision.
Module 8: Student Development
The intent of this module is to familiarize the participant with the
services offered by the Student Development Staff, and to provide an
overview of the college's marketing goals and procedures. Participants will
meet with the individual coordinators/directors and gain an overview about
how each department within the area collaborates with each other and other
parts of the college to provide students with a holistic experience at
Edison.
Module 9: Supervisor
The supervisor or the supervisor’s designee for the specific area will
review the goals, performance and evaluation procedures for both the
employee and the department. Professional development plans and any other
pertinent information for the employee’s specific position should be
outlined, discussed, and reviewed on a regular basis.
Module Completion:
When each of the modules is completed, the person responsible for presenting
the module will notify the personnel office.
Agendas
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Meetings |
Minutes
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