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Initiative 9: TREE – Talent Retention, Engagement, and Empowerment

At Indiana State, we provide programming for professional development and mentorship to retain, engage, and empower our faculty and staff. Through TREE, we support career advancement, leadership development, faculty research, and workplace well-being.

Our Purpose

We are committed to designing and implementing a program for professional development, mentorship, and well-being to ensure we attract, retain, and empower our exceptional faculty and staff. The program, TREE (Talent Retention, Engagement, and Empowerment), supports career growth, dynamic leadership development, innovative faculty research, strategic succession planning, and a thriving workplace for every member of our University community.

As a result, TREE fosters a cohesive, motivated University workforce where each employee proudly embraces the Culture of Care mission and their unique contribution to students’ career preparation.

Objective

Through Initiative 9, Indiana State will design and implement a program entitled TREE (Talent Retention, Engagement, and Empowerment), a comprehensive professional development, mentorship, and well-being program aimed at retaining and empowering faculty and staff. Through the program, the University will:

  • Support career advancement, leadership growth, faculty research, succession planning, and workplace well-being.
  • Foster a cohesive and motivated University workforce where each employee embraces the Culture of Care.

Key Actions

The University will take the following actions in support of Initiative 9:

  • Collaborate with Human Resources, Academic Affairs, and Student Experience and Engagement to develop and regularly update onboarding and training templates for each University unit.
  • Require training focused on Culture of Care and Career-Connectedness for all new hires and current employees, with refreshers on a regular basis.
  • Collaborate with Human Resources and Academic Affairs to develop customizable leadership development and career advancement training for common faculty, staff, and administrative succession pathways.
  • Promote and incentivize participation for faculty and staff at key career transition points.
  • Expand and strengthen comprehensive wellness initiatives that address the diverse needs of employees. Embed these initiatives across all units and establish a system for ongoing assessment, reporting, and continuous improvement to ensure programs remain effective and responsive.

Initiative 9: Key Performance Indicators

Achieve a 5% increase of feeling connected and valued at Indiana State based on climate survey results.

Implement at least one policy change annually based on campus feedback from climate survey results (pending Board of Trustees approval).

0.5-1% increase of staff retention annually.

Percentage increase in faculty and staff professional progression (promotion, reclassification, appointment to leadership role, or internal hires into higher responsibility positions).

Align Indiana State policies and standards regarding pay and employee compensation to promote total compensation equity.