An Attitude of Gratitude: Creating an Institutional Culture of Appreciation Presented by Jacqueline C. Almquist, Ex. Dir. of the SFCC Foundation Michael

An Attitude of Gratitude: An Attitude of Gratitude: Creating an Institutional Culture of AppreciationCreating an Institutional Culture of Appreciation

Presented by Jacqueline C. Almquist, Ex. Dir. of the SFCC Foundation Michael Ash, Ed.D., V.P. of Institutional Advancement and Resource Development

AQIP Colloquium 2010

AppreciationAppreciation"Don't forget, a person's greatest emotional need is to feel appreciated." — H. Jackson Brown Jr. from Life's Little Instruction Book: 511 Suggestions, Observations, and Reminders on How to Live a Happy and Rewarding Life


Make Their Day!*Make Their Day!*Employee Recognition That WorksEmployee Recognition That Works

By Cindy VentriceBy Cindy Ventrice

•Take it off the to-do list

•Create a culture of appreciation

•Tie recognition to performance and outcomes

•Praise, opportunity, respect & thanks

•Catch people doing things right

*Adapted from Ventrice, C. (2003). Make their day: Employee recognition that works. Berrett-Koehler: San Francisco.


SFCC CultureSFCC Culture


SFCC is an accessible,

learning-centered

institution, enriching its

students and community by

providing skills, knowledge

and perspectives essential

for a changing world.

Employee Recognition at SFCCEmployee Recognition at SFCC

• Recognition Gap

• Current System

• Employee Needs

• Improvement Process

• Next Steps


Recognition Defined As…Recognition Defined As… “Recognition practices refer to

nonmonetary rewards through which an organization tangibly signals its appreciation of quality work and achievements. They also include efforts made by the organization to carefully consider employee suggestions and provide employees with positive feedback” (Paré & Tremblay, 2007, p. 330).

Recognition Gap at SFCCRecognition Gap at SFCC


Recognition Gap at SFCCRecognition Gap at SFCCAdditional QuestionsAdditional Questions

• Employees’ suggestions are taken into consideration• In my work unit, employees’ suggestions are followed up

on regularly.• When an employee does good quality work, his or her

colleagues regularly show him or her their appreciation.• In my work unit, supervisors tangibly recognize employees’

efforts in different ways (e.g. awards, certificates, etc.).• In my work unit, employees receive written recognition

from their supervisors (e.g. memos, performance review, thank-you cards, or e-mails).

• In my work unit, supervisors regularly congratulate employees in recognition of their efforts.


Systems Portfolio – Current Programs

Employee recognitionEmployee recognition AQIP categoriesAQIP categoriesFull-time faculty of the year Helping Students Learn

Valuing PeopleAdjunct faculty of the year Helping Students Learn

Valuing PeopleService awards Helping Students Learn and Accomplishing

Other Distinctive ObjectivesValuing People

Sizzle Award (peer to peer award recognizing outstanding quality service)

Accomplishing Other Distinctive ObjectivesValuing People

President’s Mission Award (exemplary service in support of the college’s mission)

Helping Students LearnValuing People

STAR awards (recognizes participation on improvement teams)

Helping Students Learn and Accomplishing Other ObjectivesValuing People

SFCC Foundation employee campaign Accomplishing Other Distinctive ObjectivesValuing People

Figure 4P7.1 Employee recognition and reward system alignment with Categories 1, 2 and 4

Basic Employee Needs*Basic Employee Needs*1. I know what is expected of me at work.2. I have the resources I need to do my work properly3. At work, I have the opportunity to do what I am best at daily.4. In the last 7 days, I have received recognition or praise for doing good work.5. My supervisor, or someone at work seems to care about me as a person. 6. There is someone at work who encourages my development.7. At work my opinions seem to count.8. The mission/purpose of my organization makes me feel my job is important.9. My coworkers are committed to do quality work.10. I have a best friend at work.11. In the last 6 months, someone at work has talked to me about my progress.12. This last year, I have had opportunities to learn and grow.

* Adapted from survey information from the Gallup Organization as presented (and adapted) by M. Buckingham & C. Coffman, First Break all the Rules, New York: Simon

& Schuster, 1999, p. 28 and subsequently by M, Kets de Vries. AQIP Colloquium 2010

Leadership Needs Leadership Needs Analysis*Analysis*Self-ReportSelf-Report

•The self report contains a list of 27 statements under 2 categories

•Rate both the “Importance of the Skill to the Job” and “Present Level of Ability”

•On my job I have to…

*Adapted from Development Dimensions International Inc.

Valuing People AQIP Valuing People AQIP TeamTeamNeeds and Process AnalysisNeeds and Process Analysis• SFCC’s gap is typical of community colleges nationwideSFCC’s gap is typical of community colleges nationwide

• A larger, formal program based on best practices is A larger, formal program based on best practices is

desireddesired

• Processes need to be continuously defined for formal Processes need to be continuously defined for formal

recognition awards recognition awards

• Data suggests need for supervisor trainingData suggests need for supervisor training

• Change = A New Norm = Organizational Change = A New Norm = Organizational

TransformationTransformation

ApproachIntegrate

Learn

Deploy

Process Implementation/Improvement Plan Process Implementation/Improvement Plan StepsSteps


Valuing People AQIP Valuing People AQIP TeamTeamOpportunitiesOpportunities•Professional Development•Supervisor Training•Personalized Appreciation Processes for Full time, Part-time/Half-time employees

•Employee Appreciation Day•Formal Awards Enhanced•Group Celebrations

Implementation – Pilot Implementation – Pilot ApproachApproach

Next Steps, Recommended by Next Steps, Recommended by Valuing People AQIP TeamValuing People AQIP Team

•Survey Staff Regarding Supervisor Training Needs

•Develop a Supervisors’ Training Program

•Develop a Flexible Professional Development

Training Schedule for all employees

•Develop a Succession Plan


QUESTIONS?

Documents

An Attitude of Gratitude: Creating an Institutional Culture of Appreciation Presented by Jacqueline C. Almquist, Ex. Dir. of the SFCC Foundation Michael