>> QUORUM OF THE COMMITTEE IS PRESENT IN ACCORDANCE OF THE TEXAS MEETINGS ACT,
[1. Roll Call - Announcement of a Quorum ]
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I CALL THE EDUCATION & WORKFORCE COMMITTEE BOARD OF TRUSTEES OF DALLAS COLLEGE AT APRIL 5TH, 2022, AT 9:38 A.M.REGISTERING TO SPEAK DURING THE PUBLIC COMMENT PORTIONS WILL BE GIVEN 5 MINUTES TO SPEAK.
THIS COMMITTEE MEET SOMETHING BEING BROADCAST OVER THE INTERNET AND ALL THE TRANSCRIPTS WILL BE MADE AVAILABLE ON THE WEBSITE.
[2. Certification of Notice Posted for the Meeting]
>> MR. CHAIR, I CAN CERTIFY THE NOTICE WAS POSTED PER SECTION 551.054 ACCORDING TO TEXAS CODE.
[4.1. Emeritus Program - Serving Older Adults in Dallas County]
DO WE HAVE ANY SPEAKERS?>> WELL, WE HAVE TWO INTERESTING ITEMS TO TALK ABOUT TODAY, WOULD YOU LIKE TO INTRODUCE THE FIRST ONE?
WE HAVE BEEN SPENDING QUITE A BIT OF TIME ON THE PAST SEVERAL MONTHS AS GREG WILL SHARE REALLY LOOKING AT OUR EMERITUS PROGRAM.
AND DURING THE PANDEMIC IT'S HAD CHALLENGES AND WE APPRECIATE GREG AND THE TEAM SPENDING TIME ENGAGING WITH COMMUNITY MEMBERS AND OTHERS THAT HAVE REALLY TAKEN ADVANTAGE AND UTILIZED THIS PROGRAM.
WITH THAT, GREG, WALK US THROUGH THE LATEST.
>> WELL, MEMBERS OF THE BOARD, THANK YOU SO MUCH FOR A CHANCE TO COME TO YOU A LITTLE BIT ABOUT EMERITUS PROGRAM.
I THINK THAT KIND TO KICK US OFF TODAY, I DO WANT TO SHARE WITH YOU, AS PART OF THE RESTRUCTURES, WE HAD A LOT OF AMAZING PROGRAMMING THAT WAS AT CERTAIN COLLEGE CAMPUS LOCATIONS.
AND THERE WAS SOME DELIVERED EFFORT IN STANDING UP THE NEW DALLAS COLLEGE AND THE PROGRAMS WHICH RESIDES IN ACADEMIC SERVICES BECAUSE WE WANTED TO GIVE LIFE AND ALSO SEE HOW WEKTD TAKE MAKING THE ASPECTS THAT CERTAIN CAMPUSES OFFERED THAT WERE SHINING EXAMPLES OF GREAT STUFF.
THAT WAS EMERITUS PROGRAMMING OR HONORS PROGRAMMING.
AND REALLY SEE HOW WE COULD STRATEGICICLY OFFER THOSE TYPES OF SERVICES ACROSS OUR NOW NEW DALLAS COLLEGE STRUCTURE.
SO, TODAY I HAVE A CHANCE TO TALK TO YOU ABOUT EMERITUS PROGRAMMING AND WHAT WE'VE BEEN DOING IN THE LAST SIX MONTHS TO A YEAR TO REDEFINE THE SCOPE OF IT AND MAKE THESE SERVICES TO A BROADER PART OF DALLAS COLLEGE.
AS YOU KNOW, EMERITUS PROGRAM FOCUSES ON OLDER ADULTS.
AND SO, IF YOU'LL GO TO THE NEXT SLIDE.
SO, I THOUGHT I WOULD START TODAY BY, YOU KNOW, I REALLY THINK IT'S IMPORTANT FOR US TO UNDERSTAND WHAT IS THIS COMMUNITY THAT WE'RE TALKING ABOUT IN DALLAS COUNTY AND WHY IS IT IMPORTANT TO US.
IT MAY BE SURPRISING WE HAVE CLOSE TO A MILLION RESIDENTS IN DALLAS COUNTY WHO ARE 65 AND OLDER.
BUT WHAT'S MORE SHOCKING IS WE HAVE 1.8 MILLION IN THE PIPELINE, THESE ARE THE BABY BOOMER POPULATION MOVING INTO THIS CATEGORY SOON AND SENIOR POPULATION CONTINUES TO INCREASE IN DALLAS COUNTY AS YOU COULD SEE THAT STATISTIC THERE.
TO GIVE CLARITY, THE STATE AND A LOT OF FOLKS DON'T REALIZE THIS, BUT THE STATE OFFERS AN EXEMPTION OF TUITION FOR MEMBERS OF OUR COMMUNITY WHO ARE 65 AND OLDER WHICH ALLOWS THEM TO TAKE CREDIT CLASSES, 6 CREDITS A SEMESTER, FREE OF CHARGE AND WE WAIVE THAT TUITION FOR THEM.
SO, AS YOU COULD IMAGINE, IT'S DEFINITELY A GREAT RESOURCE FOR MANY IN OUR COMMUNITY.
I ALSO WANTED TO SHARE WITH YOU, WE'VE TAKEN A LOOK AT KIND OF WHAT THE EDUCATIONAL ATTAINMENT IS OF OF THESE TWO SUBSETS, PARTICULARLY THE 45-64 BECAUSE WE'RE DOING TO START TO SEE A LARGER WAVE OF COMMUNITY.
AND THIS SHOWS THE EDUCATIONAL ATTAINMENT ACROSS THOSE TWO VERY DISTINCT AGE POPULATIONS.
IN A MINUTE I'LL SHARE WITH YOU WHAT TYPE OF PROGRAMMING WE OFFER TO EMERITUS GROWS WE NEED TO DO MORE WORKFORCE TRAINING TO THE OLDER POPULATION, BECAUSE OF THE ECONOMY OR BECAUSE THEY NEED TO RETRAIN TO GET BACK INTO THE
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WORKFORCE.SO, LET ME SHARE A LITTLE BIT ABOUT KIND OF WHAT IS EMERITUS PROGRAMMING THAT WE HAVE DONE.
SO, HISTORICALLY, AGAIN, AS I SAID, THE STATE EXEMPTION THAT ALLOWS 65 AND OLDER STUDENTS, THEY CAN ACTUALLY TAKE ANY CREDIT COURSE.
SO, THE ENTIRE 12,000 COURSES THAT WE OFFER IN ANY GIVEN SEMESTER EITHER LIBERAL ARTS OR CTE, EMERITUS STUDENTS CAN COME IN LIKE ANY OTHER STUDENTS, THEY CAN APPLY AND TAKE SIX COURSES FOR FREE EVERY SEMESTER.
IN ADDITION TO THAT, HISTORICALLY -- >> SO, WE HAVE THE NINE HOUR RULE THAT IF YOU TAKE A CREDIT COURSE, ONE COURSE MORE THAN THREE TIMES, YOU GET A DIFFERENT TUITION, OR IS IT EVEN IMPACTED SINCE WE WAIVE TUITION FOR THESE STUDENTS.
>> IF SOMEBODY 65 AND OLDER ENROLLS IN A PROGRAM, MOST OF THOSE CASES THEY WOULDN'T BE TAKING A REPEAT CLASS BECAUSE THEY WOULD BE PURSUING A CERTIFICATE OR A DEGREE, BUT TO YOUR POINT, TRUSTEE FLORES ALSO IN ADDITION TO OUR PORTFOLIO, WE HAVE THE EMERITUS PROGRAM COURSE THAT IS WE OFFER AND WE OFFER THEM AT BROOKLYN AND RICHLAND.
WE HAVE ESTABLISHED A MECHANIC NICHL SO THAT THEY'RE NOT PENALIZED IN ANY WAY WHEN THEY TAKE THEM MULTIPLE TIMES.
WE HAVE SOME EMERITUS STUDENTS WHO HAVE TAKEN A PAINTS COURSE FIVE OR SIX TIMES.
SO, WE PROVIDE A PROVISION FOR THEM TO CONTINUE TO DO THAT WITHOUT ANY PENALTY.
>> I WAS THINKING, FITNESS, IF IT WAS A CREDIT COURSE IN FITNESS, THEY WOULD KEEP TAKING THAT.
>> SO, ARE YOU SAYING NOW, NEXT SEMESTER WE'RE PREPARED TO OFFER THEM TO ALL OF THE CAMPUSES.
>> THAT'S PART OF THIS DISCUSSION.
>> I THINK THE MOST CRITICAL GROUP THAT'S OUTSIDE OUR NARNL CURRICULUM THAT WE WOULD OFFER IS THAT A 45-65, THE REASON BEING IS THAT OUR SOCIETY DOES NOT KNOW HOW TO TURN 65.
AND I'LL GIVE YOU ONE GOOD EXAMPLE IS IN HEALTH CARE, WHEN YOU BECOME MEDICARE ELIGIBLE, YOU CAN HAVE FOUR KINDS OF CANCER AND WITHIN SIX MONTHS OF TURNS 65, PRIVATE INSURANCE HAS TO TAKE YOU IF YOU APPLY WITHIN 6 MONTHS FOR THE SUPPLEMENTAL COVERAGE.
AND IF YOU MISS THAT WINDOW BY ONE DAY, OR WHATEVER IT IS, YOU'RE OUT IN THE COLD AND SUBJECT TO A PHYSICAL EXAM WHICH MEANS FOR THE REST OF YOUR LIFE, EITHER YOUR EMPLOYER, OR YOU ARE, OR SOMEBODY WILL PICK UP THAT 20% OF MEDICARE PAYMENT.
BUT PEOPLE DON'T UNDERSTAND THAT.
WE COULD HAVE A COURSE ON HOW TO APPLY FOR MEDICARE AND IT WOULD BE FILLED TO THE GILLS, BECAUSE NOBODY KNOWS.
DR. ANDERSON, THE CEO OF PARKLAND WHO PROBABLY PROCESSED MORE MEDICARE MORE THAN I KNOW, I HAD TO HELP HIM WITH HIS HOUSEHOLD GETTING SET UP WITH MEDICARE.
WHAT I'M SAYING IS THAT YOU CAN'T ASSUME EVERYBODY KNOWS.
I'M EXCITED BECAUSE THIS IS A TENTACLE THAT WILL GO INTO THE COMMUNITY THAT WILL TELL THE VALUE OF DALLAS COLLEGE AND WHAT WE DO AND BECAUSE THERES SO MANY OF THOSE HELPING OUT WITH THE GRAND KIDS.
THEIR DECISIONS ARE LIKE PARENTAL, RATHER THAN GRAND PARENTS.
AND IF WE OFFER THOSE EDUCATIONAL VALUES, WE'RE REALLY SERVING THE COMMUNITY.
UP UNTIL TODAY, I THOUGHT IT WAS ABOUT THE GYM I THOUGHT IT WAS ABOUT PHYSICAL BEING.
AND I WASN'T REALLY EXCITED ABOUT IT.
BUT I'M REALLY EXCITED ABOUT TODAY.
>> ONE OTHER THING THAT I MENTIONED ABOUT THE AGE RANGE THAT YOU MENTIONED AND WE'LL FIND TIME TO GET INTO THIS INTO MORE DETAIL.
THE STATE'S 60 BY 30 PLAN FOCUSED ON THE 24-34 YEARS-OLD AND THEY JUST REVISED THAT PLAN BUT IT WILL LOOK AT AGE 64 AND THE WHOLE RANGE OF INDIVIDUALS
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AND STUDENTS, SO, TO YOUR POINT, THERE'S A BIG POPULATION THAT THE STATE IS IDENTIFYING NOW THAT WE NEED TO SERVE DIFFERENTLY.AND SO, THAT WILL HAVE AN IMPACT CERTAINLY ON OUR STUDENT'S SUCCESS POINTS AND MEASURES AND SO, WE'LL SPEND TIME TO BRIEF THAT IN GREATER DETAIL.
>> I MEAN, THAT WILL IMPACT OUR STRATEGIC PLAN.
>> HAVE ANY OF YOU ALL TAKEN THE EMERITUS PROGRAM?
>> I DIDN'T KNOW THAT I COULD.
IT'S ANOTHER ONE OF THOSE THINGS THAT NOBODY TELLS ANYBODY.
>> WELL, IF YOU LIVE SOUTH OF THE TRINITY, YOU AREN'T TOLD THOSE THINGS.
>> IT WAS FOCUSED HEAVILY ON TWO CAMPUSES.
SO, THAT'S PROBABLY ONE OF THE REASONS WHY.
>> HOWEVER, AS AN EMERITUS STUDENT, WE HAVE SUCH A DIFFICULT ENROLLMENT PROCESS ONLINE THAT'S NOT THIS ISSUE.
>> IT IS PART OF THIS ISSUE AS WELL?
AND, I MEAN, GREG CERTAINLY HAD CONVERSATIONS WITH SOME OF THE EMERITUS COMMUNITY ON HOW TO HELP WITH THAT POPULATION, BUT TO I DON'T YOU ARE POINT, IT'S NOT JUST THAT POPULATION.
>> AND I'M GOING TO TOUCH ON THAT TOO, IN A FEW MINUTES, I'M GLAD THAT YOU MENTIONED IT.
I MENTION THAT HAD EMERITUS STUDENTS CAN TAKE ANY COURSE IN OUR PROGRAM AND WE OFFER UNIQUE AND CUSTOMIZED COURSES AS WELL.
AND THAT'S THE AREA THAT WE'RE LOOKING TO EXPAND AT OUR OTHER CAMPUSES.
THESE STAND-ALONE EMERITUS PROGRAMS. WE'VE BEEN HEAVY IN THE FITNESS BUT WE'VE DONE ANYTHING IN FINANCIAL PLANNING, HELPING PEOPLE BETTER MANAGE GOING INTO RETIREMENT AND FINDING CHALLENGES IN MANAGING THEIR LIMITED INCOME.
WE HAVE AN OFFERING IN THINGS LIKE ARTS AND PERSONAL INTEREST.
TECHNOLOGY IS A BIG ONE, HELPING, AS IT MIGHT SOUND COMICICAL, BUT HELPING PEOPLE UNDERSTAND HOW TO USE THE IPHONE TECHNOLOGY.
AND WE ALSO HAD A HEALTHY OFFERING IN THE PAST IN THINGS LIKE LANGUAGES.
AND I MENTION LANGUAGES PER SE, BECAUSE THIS IS NOT ONLY A FRONT-FACING EFFORT BUT THIS COMMUNITY HAS INVESTED A LOT OF TIME IN GIVING BACK TO YOU US.
AT RICHLAND, SPECIFICALLY, EMERITUS STUDENTS HAVE BEEN VOLUNTEERING FOR YEARS ON BEING CONVERSATION PARTNERS FOR ESL STUDENTS, THEY'VE SERVE IN OUR TUTORING CENTER AND ONE OF THE THINGS THAT WE WANT TO FOCUS ON IS THIS RELATIONSHIP, BECAUSE MANY OF THEM WANT TO GIVE BACK.
AND SO, WE'RE LOOKING AT HOW TO FURTHER PROMOTE THAT.
>> YOU KNOW, AS I SAID BEFORE, HISTORICALLY, EMERITUS WAS PRIMARILY CENTRALIZED IN RICHLAND, BROOKHAVEN.
WE HAVE A PARTNERSHIP WITH HUMAN AND HEALTH SERVICES IN MOUNTAINVIEW.
WE HAVE 20 OR 30 SENIORS WHO COME TO MOUNTAINVIEW, BUT ONE OF OUR TEAM MEMBERS, I DO WANT, YOU KNOW, SOMETIMES AS I SIT UP HERE, THIS IS NOT STUFF THAT I'M DOING, WE HAVE AMAZING GROUP OF INDIVIDUALS.
WE HAVE TWO DOCTORS SITTING AT THE BACK OF THE ROOM AND THEY'VE BEEN LEADING THIS CHARGE AND I WANTED TO RECOGNIZE THEM.
>> CAN THEY SIT WITH YOU GUYS UP THERE, I KNOW WHAT A TEAM YOU GUYS HAVE BEEN.
>>> GRANT MET YESTERDAY WITH THE MOUNTAIN VIEW, HEALTH AND HUMAN SERVICES SO WE'RE LOOKING AT DOING EMBEDDED PROGRAMMING AT MOUNTAIN VIEW, COMING THIS FALL.
>> HOW DO WE GET AN OVERVIEW OF WHAT IS ALREADY IN PLACE IN THE AREAS LIKE FINANCIAL PLANNING.
HOW CAN YOU Y'ALL PROVIDE IT'S TO US SO I CAN SEE WHAT PROGRAMMING IS THERE?
>> WE HAVE JUST FINALIZED BOTH THE SUMMER AND THE FALL SCHEDULE.
AND WE WILL HAVE THAT POSTED ON OUR WEBSITE, BUT WE WOULD BE HAPPY TO SHARE THAT IN A VERY EASY -- IT'S IN EXCEL FOR MAT NOW WITH A LIST OF COURSES AND WE HAVE THAT AVAILABLE.
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AND I KNOW THAT WE DON'T HAVE ENOUGH TIME, WE'RE GOING TO GET PUSHED PUSHED HERE IN A MINUTE.BUT TO ME, THIS IS THE CORE OF OUR FUTURE OF THE COLLEGE OF HOW WE TAKE THESE TYPES OF SUBJECTS AND FLESH THEM OUT AND GIVE THE STAFF THE SUPPORT THEY NEED FROM A POLICY POINT OF VIEW.
AND, SO THIS, TO ME, IS MAY JOB.
FOR EXAMPLE, ONCE YOU ARE MAYOR, YOU'RE NEVER NOT A MAYOR.
WHEN SOMEBODY TURNS 65 OR BECOMES UNEMPLOYED OR WHATEVER, I'M ALWAYS ASKING ABOUT, I KNOW THAT WE NEED TO DO A WILL, END OF LIFE PLANNING, WE NEED TO KNOW WHAT HOSPICE IS, HOW DO I SELECT A NURSING HOME OR HOME HEALTH CARE, ALL OF THOSE THINGS ARE SO CRITICAL.
AND WE'RE SO CAPABLE AND EQUIPPED TO OFFER THOSE SERVICES, SO IT SHOULD BE AN EASY DEAL JUST LIKE THE CHANCELLOR TALKED ABOUT THE FAITH-BASED COMMUNITY AND PREPARING THEM.
THEY'RE THE FIRST AVENUES THAT YOU COULD TAKE OUR STUFF TO, BECAUSE THEY'RE THE ONES TOUCHING THAT COMMUNITY ALL DAY LONG EVERYDAY OF THE WEEK WITH THE PROBLEMS THAT YOU YOU COULD SOLVE.
WE HAVE A BUILT-IN MARKETING DEAL THAT HE'S PUTTING TOGETHER THAT TIES IN WITH Y'ALL'S DELIVERY.
AND THAT'S WHAT, I THINK, IS GOING TO CHANGE THE COMPLEX OF DALLAS COLLEGE.
>> WELL, YOU HIT THE NAIL ON THE HEAD, BECAUSE OUR NEXT, WE JUST MET YESTERDAY AND NOW WE HAVE A FORMALIZED SCHEDULE BUILT, WE WILL PIVOT QUICKLY TO LOOK AT HOW TO LEVERAGE, TOAST TRUSTEE BOYD TO YOUR POINT, UP CHURCHES AND COMMUNITY CENTERS TO TAKE THIS INTO ACCOUNT.
>> TO YOUR POINT, WE ARE DOING RETIREMENT PLANNING, WILLS AND ESTATES, WE HAVE TALKED WITH OUR EMERITUS CORE GROUP ABOUT THE THINGS THAT THEY'RE INTERESTED IN.
YOU WOULD BE DELIGHTED TO SEE THE BREADTH, AND THE PROGRAM THAT WE HAVE PLANNED.
>> (INDISCERNIBLE) >> FOR MEMBERS OF OUR OR ANYONE 65 AND OVER, YOU COULD LITERALLY USE THAT DEGREE AT NO COST.
WOULD YOU GO TO THE NEXT SLIDE?
>> SO, LET ME GIVE YOU JUST AN OVERVIEW OF HOW WE HAVE REORGANIZED BROADENING OUR LENS TO SERVE BETTER OUR COMMUNITY.
AND WE HAVE ABOUT SEVEN GOALS THAT WE AS A TEAM ARE FOCUSSING ON.
WE JUST RECENTLY REESTABLISHED AN EMERITUS COUNCIL AND THOSE ARE KEY MEMBERS OF OUR COMMUNITY WHO ARE FOCUSED ON DRIVING A LOT OF THIS WORK.
AND I WILL MENTION, THE SUCCESS OF THIS IS DRIVEN BY AN ACTIVE COMMUNITY POPULATION AND RICHLAND, SPECIFICALLY, YOU HAVE TO HAVE A VERY STRONG COMMUNITY BASE THAT HELPS DRIVE THIS PROGRAM.
BECAUSE WE RELY ON THEM ALLOT FROM THAT GRASS ROOTS WORD OF MOUTH.
SO, WE'RE LOOK TO GO EXPAND ON HOW TO TAP INTO STRONG VOICES AND COMMUNITIES AT OUR OTHER LOCATIONS.
>> WHENEVER, AND I'M SCHEDULING A PRESENTATION, EACH CITY COUNCIL, THIS IS WHAT I WOULD WANT TO PRESENT, UNLIKE WHAT WE PRESENTED AT THE SCHOOL BOARD MEETING.
SO, WHEN WE GO TO CITY COUNCIL, I WANT THIS TO BE THE PRESENTATION.
>> AND WE'LL BE HAPPY TO JOIN YOU.
>> WE HAVE PLANS TO PUT OUR SCHEDULE IN THE UTILITY BILL THAT GOES IN THE DIFFERENT CITIES, SO, IF YOU COULD HELP US DO THAT LITTLE BRIDGE, THAT WOULD BE GREAT.
>> AND I'VE ALREADY SAID THIS BEFORE, TOO, FOR A PROGRAM LIKE THIS, LET ME TELL YOU WERE YOUR BEST MONEY IS SPENT IS (INDISCERNIBLE) EVERYBODY WANTS TO GET THE SPRING CREEK BARK CUE BUY ONE GET 1.
>> SO, TO YOUR POINT, WE'RE TRYING TO REBUILD THOSE PARTNERSHIPS, SO, WE WOULD COVERT ANY ASSISTANCE, OUR BOARD MEMBERS, OR MEMBERS OF OUR COMMUNITY CAN HELP OUT WITH THAT.
WE'RE EXPANDING OUR FACE-TO-FACE HYBRID AND ONLINE PROGRAMMING AT OUR STRATEGICIC CAMPUS LOCATIONS IN THE NORTH AND THE SOUTH.
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AND WE'RE FOCUSSING ON GRASS ROOTS MARKETING BECAUSE I THINK THAT'S THE MOST EFFECTIVE WAY TO GET TO THIS COMMUNITY.WE CURRENTLY HAVE ABOUT 800 MEMBER EMERITUS DATABASE.
WE NEED TO DRASTICALLY EXPAND THAT.
SO, WE'RE LOOKING AND GETTING OUT INTO THE COMMUNITY AND LOOKING FOR WAYS THAT WE COULD EXPAND THAT.
WE'RE GOING TO RELAUNCH THINGS LIKE THE NEWS LETTER, AND WE'RE EXPLORING (INDISCERNIBLE) 65 AND OLDER INDIVIDUALS LIKE SOMETHING IN THEIR HANDS.
SO WE'RE LOOKING AT A LIMITED SUPPLY OF PUBLICATIONS.
>> THERE'S BEEN, WE DON'T NEED TO INCUR THAT COST, BECAUSE WE COULD FIND PARTNERS IN THE FINANCIAL ADVISORY, THEY CAN PAY FOR THAT, SO WE DON'T NEED TO PAY FOR PRINTS STUFF.
WE COULD FIND SPONSORS THAT WE ALREADY HAVE RELATIONSHIPS WITH.
>> IS THERE ANY OPTION OF INSTRUCTORS IN THE EMERITUS PROGRAM, OF COURSES PARTICULARLY TAILORED TO THE SENIOR CITIZENS, IS THERE AN OPTION FOR THE CITIZENS TO GO TO A COMMUNITY CENTER BECAUSE OFTEN THEY DON'T HAVE THE CHANCE TO GET TO ONE OF OUR CAMPUSES?
>> WE CURRENTLY HAVE CONTRACTS WITH SOME LARGER FACILITY, IN THE FORM OF A CLASS OR A GUEST SPEAKER SERIES WE GO OUT AND CONTRACT AND TAKE THOSE SERVICES RIGHT OUT TO THE COMMUNITY.
>> THAT WAS ONE OF MY QUESTIONS AS WELL, COULD THIS BE UTILIZED IN A
SCHOOL FOR EXAMPLE, A HIGH SCHOOL, I COULD SPEAK FOR DUNKINVILLE, >> WHEN WE WERE REASSESSING THE DIRECTION, WE WERE SURPRISED AT THE NUMBER OF SENIORS WHO SAID NO, I DO WANT IT ONLINE.
I'M EITHER, MY, LIFE SCHEDULE OR WHATEVER IT IS.
WE'RE TRYING TO OFFER A HEALTH AMOUNT OF FACE-TO-FACE, WHICH IS STILL THE PRIMARY DELIVERY, BUT THERE ARE ALSO ONLINE, AND HYBRID COURSES WHICH GIVES US GREATER FLEXIBILITY.
>> I DO WANT TO MENTION THAT WE'VE ALSO BEEN WORKING ON -- BECAUSE THERE HAVE BEEN QUESTIONS ABOUT HOW DO WE REALLY RESOURCE THIS, AGAIN, THE STRUCTURE AND TRYING TO SET UP THESE OFFICES WITH YOU ALSO WAYS TO SERVE EMERITUS STUDENTS AT ALL OF OUR CAMPUSES SO REGARDLESS OF WHAT CAMPUS THEY GO TO REQUESTING INFORMATION.
AND I DID WANT TO SHARE AND THIS IS JUST, I WANTED TO SHOW THE STRUCTURE UNDER DR. BOCCALANDRO, SHE'S TAKEN THE LEAD ON BETTER DEFINING CROSS TRAINING, YOU COULD SEE SHE HAS QUITE THE PORTFOLIO, FROM HONORS PROGRAMMING, SKILLS BANK AND OTHERS.
BUT SHE HAS EMERITUS THERE AS WELL.
WE'RE STRATEGICALLY PLACING THOSE INDIVIDUALS ACROSS OUR CAMPUSES.
WE DON'T HAVE THE RESOURCE TOSS STAND UP AN EMERITUS STAFF AT EVERY CAMPUS LOCATION IT'S NOT FEASIBLE.
AND MARIA'S TAKEN THE LEAD IN SETTING UP THAT STRUCTURE AND WE CONTINUE TO GETTING THOSE OFFICES SET UP.
WE'RE HOPING TO OFFER 103 COURSES, WHICH ARE A BLEND OF EMERITUS ONLY COURSES AND TECHNOLOGY, GENEALOGY, FINANCIAL PLANNING.
AND WE ALSO FEATURE REGULAR COURSES ON OUR SCHEDULE ALREADY, A LOT OF OUR EMERITUS LIKE THE ART'S COURSES AND THE PE COURSES AND SOIOUS WE ADVERTISE THOSE, BUT THEY'RE JUST OUR GENERAL POPULATION COURSES THAT WE HAVE LEVERAGED TO MAKE UP OUR EMERITUS PORTFOLIO AND YOU COULD SEE SOME OF THE NUMBERS THAT WE WILL BE OFFERING.
TRUSTEE FLORES, YOU MENTIONED PHYSICAL EDUCATION IS STILL VERY HIGH.
AND I'VE BEEN BLOWN AWAY AT THE NUMBER OF EMERITUS STUDENTS WHO CONTRIBUTE BEING ABLE TO TAKE PHYSICAL EDUCATION COURSES AS KEEPING THEM HEALTHY INTO THEIR 80S, AND IN SOME CASES IN THEIR 90S.
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>> I WANTED TO SAY THAT COUNCIL, WE HAD THE MEETING LAST WEEK, AND I WAS BLOWN AWAY BECAUSE THERE WAS A STUDENT WHO HAD 300 CREDITS OF EMERITUS COURSES.
AND SAID THAT LEFT THE WORKPLACE BECAUSE OF A HEALTH ISSUE.
AND BECAUSE OF DALLAS COLLEGE, WAS IN SUCH GOOD HEALTH THAT I THINK IN DECEMBER, THEY SEE HOW DID YOU RECOUPERATE SO FAST AND SHE SAID, I'VE BEEN TAKING PHYSICAL EDUCATION FOR YEARS.
AND WE WILL BE HAVING FOUR, VERY SOON, WE HAVE ONE IN RICHLAND AND WE'LL BE HAVING ONE IN EASTFIELD NORTH LAKE, AND BROOKHAVEN.
AND SO, THEY'RE GOING TO SHARE THIS SPACE TO CREATE A BLEND OF MULTIGENERATIONAL SUPPORT SYSTEMS. ONE THING THAT WAS AMAZING IS THE EMERITUS STUDENTS PAINTING IN THE HONOR'S STUDENTS CENTER.
WE INVITE YOU TO COME, THE EMERITUS STUDENTS SAID, THAT'S MY PAINTING AND SO THEY'VE BEEN CONTRIBUTING BACK TO RICHLAND AND BROOKHAVEN WITH THEIR ART OR KNOWLEDGE, WHEN THEY TUTOR THEM.
>> ON THIS SLIDE IT'S GOT PHOTO-SHOP, ELEMENTARY TUTORIAL.
>> SO, THE TWO THINGS I GOT TO DO WHEN I TURN 65 IS TALK TO CLIFF ABOUT MEDICAID ENROLLMENT AND ENROLL IN PHOTO SHOP.
>> WOULD YOU ALLOW TRUSTY RITTER TO DO THAT FOR YOU?
>> ONE OF THE COMMENTS, CHANCELLOR THAT I THINK IS IMPORTANT AND IS AN OFFERING ON MY PART, I'M NOT GOING TO SPEAK FOR THE REST OF THE TRUSTEES, BUT, I WOULD LIKE TO HAVE KNOWN YOUR DEVELOPING OF THIS SIX OR NINE MONTHS AGO.
I THINK THAT THE VALUE OF OUR CONTRIBUTION, EVERYBODY SEEMS TO THINK THAT IT'S AFTER YOU GET IT DONE YOU COME AND TELL US ABOUT.
WE'RE NOT GOING TO HELP MAKE THE SAUSAGE, OKAY, JOHN AND I HAVE THIS DISCUSSION ALL THE TIME, THAT'S NOT THAT WHAT WE DO.
BUT WE'VE ALL BEEN AROUND AND EXPERIENCED ENOUGH TO KNOW THAT YOU PUT TURKEY WITH SAUSAGE AND THIS AND THAT.
SO, OUR VALUE TO Y'ALL IN HELPING SOONER AND I DON'T KNOW IF Y'ALL HAVE FELT THAT AS AN OFFERING, BUT, I SAY FOR MYSELF, I WOULD LIKE TO BE IN A FUTURISTIC PROGRAMMING TO JUST BE MADE AWARE OF IT, INCASE WE HAPPEN TO HAVE AN EXPERTISE OR SOMETHING.
I DON'T KNOW ABOUT EVERYBODY'S BACKGROUND HERE ON THE BOARD, BUT, I'M JUST SAYING, THAT, TO ME, WOULD BE IMPORTANT TO THE STAFF.
AND LET ME BE CLEAR THAT WE'RE NOT DONE, AND SO THERE'S CERTAINLY WITH THIS, SPECIFICALLY THERE'S STILL A LOT OF WORK TO DO.
AND, IT HAS BEEN A LOT OF DIALOG AND CONVERSATION WITH SOME OF THE EMERITUS COMMUNITY THAT'S BEEN PART OF THIS FOR AWHILE TO HELP US THINK THROUGH TO THIS STAGE ON HOW TO RELAUNCH IN A DIFFERENT WAY POST-PANDEMIC WHEN WE KNOW THAT EVERYONE TOOK A HIT.
SO, IN CONJUNCTION WITH WHAT TRUSTEE BOYD IS SAYING, I THINK IT WOULD BE HEALTHY FOR US TO HAVE A LARGER DISCUSSION ON THAT TRUSTEE INPUT INTO PROGRAMS THAT CAN GET OPERATIONAL, SO, WE KNOW WHERE SOME OF THE LINES ARE, BECAUSE BY THE TAME TOKEN WE'RE HERE REPRESENTING THE COMMUNITY AND HAVE SOME INSIGHTS INTO OUR COMMUNITIES THAT POSSIBLY STAFF DON'T HAVE.
SO, IF THERE'S A MECHANICISM SET UP TO WHERE WE COULD PROVIDE SUGGESTIONS, SO THERE'S A GENERAL IDEA OF WHAT WE AS TRUSTEES KNOW ABOUT THE COMMUNITY THAT CAN BE INCORPORATED INTO DIFFERENT PROGRAMMING.
>> I APPRECIATE BOTH OF THOSE COMMENTS.
I'M JUST GOING TO WAIT, BUT I'LL SHARE A LITTLE PERSPECTIVE RIGHT NOW.
BECAUSE, GROUND 0 FOR EMERITUS AS GREG DESCRIBED HAS BEEN IN RICHLAND ESPECIALLY AND A LITTLE BIT OF BROOKHAVEN AND NOT MUCH ANYWHERE ELSE.
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WHEN I GOT ELECTED TO THE BOARD ALMOST 6 YEARS AGO, I HAD PEOPLE COMING UP TO ME IN CHURCH SAYING, I'M PART OF EMERITUS, DR. K COMES AND SEES US ALL THE TIME.IT WAS A FACTOR OF THE CAMPUS DRIVEN LEADERSHIP.
WHICH IN A SEVEN CAMPUS MODEL IT'S GOING TO BE DIFFERENT AND NOT NECESSARILY THE LEVEL OF DISTRICT SUPPORT.
BUT UNOF THE EMERITUS PROGRAM MEMBERS SHARED WITH ME THE CATALOG.
THIS PROGRAM HAS BEEN AROUND FOR 20 PLUS YEARS.
THE CATALOG WAS THIS FREAKING BIG AND IT'S HEARTENING THAT THE EMERITUS GROUP OF PEOPLE DEDICATED TO RUN THIS THING AND PEOPLE ATE IT UP.
AND I GET 80% OF NAMES IN THEIR DATABASE CAME OUT OF RICHLAND OR BROOKHAVEN.
>> PROGRAMS GOING AWAY, ONE COLLEGE, STAFF CHANGES, PEOPLE LEFT.
THESE THREE PEOPLE UP HERE HAVE LEANED INTO THE REDESIGN OF EMERITUS AND TAKING THE BEST OF WHAT HAS WORKED IN RICHLAND AND BROOKHAVEN AND SEEING HOW IT COULD WORK FOR THE ENTIRE COLLEGE ACROSS DALLAS COUNTY.
THERE'S BEEN A LOT THAT'S HAPPENED AND THINKING THAT HAD TO TAKE PLACE IN THE CONTEXT OF THE LARGER REDESIGN OF THE DALLAS COLLEGE.
I'M GLAD EMERITUS HAS A HOME AND WE KNOW WHOSE ACCOUNTABLE AND WE COULD BUILD METRICS ON THAT, AND NONE OF THAT EXISTED BEFORE.
THIS IS EXTRAORDINARILY GOOD NEWS.
THIS IS ONE OF THE THINGS THAT WE COULD REALLY LEAD WITH, YOU KNOW, WHEN WE TALK ABOUT WHAT DALLAS COLLEGE IS, AND IT'S SO COMPLIMENTARY TOO, WITH THE EARLY COLLEGE HIGH SCHOOL WORK THAT WE DO WITH THE YOUNGER DEMOGRAPHICS, AND THE WORK READY YOU WORK, TO UP SKILL PEOPLE.
THIS IS THE THIRD PART OF WHAT WE NEED TO BE DOING TO SERVE THE ENTIRE COMMUNITY.
SO, I WOULD LIKE TO EXPRESS APPRECIATION TO OWL OF YOU.
THERE HAVE BEEN TWO ROBERT, AND JERRY WHO HAVE SPENT HOURS WITH OUR STAFF TRYING TO THINK THIS THROUGH, WHAT DOES THE ADVISORY BOARD LOOK LIKE AND HOW CAN WE SCALE IT BROADLY.
THESE PEOPLE ARE ON FIRE TO WORK WITH US AND THAT ENERGY IS BEING HARNESSED AND COMING TO A CAMPUS NEAR YOU.
SO, LET'S ALL SUPPORT THIS BECAUSE I THINK THIS IS ONE OF THE MOST EXCITING THINGS I'VE SEEN SINCE BEING ON BOARD AND I EXPRESS APPRECIATION.
>> I WOULD SAY, IF I WAS A CANDIDATE FOR REELECTION, THAT WOULD BE THE BIGGEST PIECE OF MY WHOLE BROCHURE, I WOULD BE TALKING ABOUT THIS BECAUSE THESE ARE THE PEOPLE WHO VOTE.
EVERY BOARD MEETING I COME TO, I GET MORE EXCITED BECAUSE I LEARN MORE AND MORE ABOUT THE THINGS THAT WE DO THAT NOT EVERYBODY KNOWS ABOUT.
NOT EVERYBODY KNOW THAT IS SHOULD KNOW.
>> I THINK THIS IS GOING TO BE AN INTERESTING TEST CASE ABOUT HOW PROGRAMS TRANSITION FROM CAMPUS TO SYSTEM LEADERSHIP AND HOW DO WE ARTICULATE THAT GREAT BALANCE BETWEEN CAMPUS AND LEADERSHIP.
WE COULD SET UP THE FRAMEWORK AND EVERYTHING THAT WE TALK ABOUT TODAY, BUT IT'S GOING TO BE THE PRESIDENTS, AND THEIR JOB IS TO BE MUCH MORE OUTWARD FACING IN THE ONE COLLEGE MODEL AND THIS IS AS GOOD AS IT COULD POSSIBLY GET IN TERMS OF AN OUTWARD FACING PROGRAM AROUND COLLEGE CAMPUSES, SENIOR CITIZEN'S HOMES AROUND OUR CAMPUS, ET CETERA.
I KNOW THAT IT WILL BE EMBRACED, BECAUSE I HAVE SPOKE TO SOME ABOUT IT.
AND I THINK THAT'S A KEY FACTOR IN MAKING IT BROADER.
>> OUR PARTNERSHIPS THAT WE HAVE WITH US SOUTHWESTERN AND THAT, THIS GIVES A STRUCTURE TO AN AREA THAT'S NEAR TO EVERYBODY'S HEART THAT'S OVER 65, YOUR CALENDAR IS SPENT BY NEGOTIATIONS, WHICH DOCTOR WHICH MONTH THAT YOU SCHEDULED.
SO, HELPING OUT, THAT COULD BE GOOD PARTNERS TO HAVE THAT PARTNERSHIP WITH.
>> ONE OF OUR OHM STUDENTS ON THE ADVISORY TEAM HAS SPENT YEARS WORKING DALLAS HOSPITAL COUNCIL.
AND SO, WE'VE BEGUN TO LEVERAGE HER TO GET SOME OF THE -- SHE'S EMBED WOULD
[00:35:02]
SOME OF THE MAJOR HOSPITALS.>> THERE'S A FEW MORE SLIDES AND I'LL GO THROUGH THEM QUICKLY.
WE'RE REFRESHING A LOT OF OUR WEB PRESENCE AND RELAUNCHING THAT FOR THIS COMMUNITY AND I MENTIONED EARLIER ABOUT A NEW CATALOG OFFERING.
MANY OF YOU PROBABLY SAW WITH DALLAS MORNING NEWS FEATURED US.
WE'RE CONSIDERING BRAND AWARENESS IN PUBLICATIONS AND COMMUNITY BASED PUBLICATIONS TO GET THE WORD OUT ON EMERITUS.
THIS IS THE ONE THAT WE'RE PLANNING ON BUILDING ON.
I JUST WANTED TO SHOW YOU A FEW PICTURES OF THE CAPACITY BUILD THAT WE'VE BEEN DOING TO REENGAGE THIS COMMUNITY IN VARIOUS LOCATIONS.
>> THE SELFIE ON THE RIGHT, YOU COULD SEE THAT HEART PIECE ARE THREE IMMIGRANT WOMEN WALKING SOMEPLACE.
AND THIS IS THE AUTHOR OF ONE, THE PAINTER, ONE OF OUR EMERITUS STUDENTS.
SHE CAME INTO THE OFFICE TO SEE WHAT WE WERE DOING, AND SHE SAID, THAT'S MY PAINTING AND I SAID, LET'S GET A PICTURE.
SO, THEY'RE VERY TALENTED AND THEY'VE BEEN GIVING BACK TO THE COMMUNITY WITH THEIR PAINTINGS.
>> YOU SAID THAT YOU HAVE AN ADVISORY GROUP?
>> AND IS THERE SOMEBODY FROM EVERY GEOGRAPHIC DISTRICT OR AREAS?
>> WE HAVE THREE, ONE FROM BROOKHAVEN AND ONE FROM RICHLAND.
>> WE'RE TRYING TO MAKE THOSE CONNECTIONS TO BRING THOSE PEOPLE IN.
>> I WOULD SUGGEST FOR THOSE AREAS THAT YOU DON'T HAVE SOMEBODY, I WOULD GO, LIKE, TO THE CITY'S DIRECTOR FOR SENIOR SERVICES.
THAT WOULD BE AN AUTOMATIC PICK AND THEY'RE ON FIRE FOR SENIORS AND THEY'RE LOOKING FOR PROGRAMMING AND THEY WOULD BE FANTASTIC, GRAND PRAIRIE, CEDAR HILL, IRVING, THEY ALL HAVE ONE.
>> SO, FOR THE LATINO COMMUNITY, IT'S SEVERAL SENIOR CITIZENS AND NOW YOUNGER PEOPLE ARE COMING IN, BUT THE ONES WHO WERE IN THE BASE OF THE MEMBERSHIP WERE THOSE IN THE 64 OR WHATEVER AGE GROUP THAT WOULD BE A GOOD BLAH.
>> MAY I PUT IN THAT 65 IS THE NEW 40, JUST BECAUSE YOU RETIRE DOESN'T MEAN YOU GIVE UP ON LIFE.
SO, THIS IS A GOOD PLACE TO START.
>> TRUSTEE BOYD SAID 78 IS THE NEW 40.
>> AND THE LAST SLIDE, WE'RE BUILDING NEW PROGRAMMING, WORKING WITH DALLAS ARBORETUM.
WE DO A CULINARY FEATURE ONCE A MONTH SO, WE'LL DO AN EMERITUS ONLY SECTION OF THAT.
DALLAS POLICE DEPARTMENT CAME LAST WEEK AND DID SOME TRAINING IN PERSONAL SAFETY AND INTERNET FRAUD, AND WE'RE GOING TO CONTINUE DOING THINGS LIKE THAT.
>> GOOD PRESENTATION AND GREAT WORK.
>> ARE THOSE CULINARY THINGS ARETHY LIKE, MINI BITS AND BITES EVERY MONTH?
>> I'M GOING TO GET THAT ON MY GROCERY BILL, AM I?
>> NOT QUITE ON THE SCALE OF BITS AND BITES.
>> I HOPE WE TALK ABOUT THAT LATER.
[4.2. Success Coach Professional Development & Student Satisfaction Outcomes]
>> ALL RIGHT, NEXT WAY UP WE HAVE SUCCESS COACH PROFESSIONAL DEVELOPMENT & STUDENT SATISFACTION OUTCOMES.
>> WE HAVE TALKED ABOUT OUR INVESTMENT IN STUDENT SUCCESS AND OUR INVESTMENT AND FOCUS OF OUR SUCCESS COACHES.
[00:40:04]
WE RECOGNIZE SOME OF THOSE SUCCESS COACHES LAST MONTH.AND WE'VE TALKED A LOT ABOUT PROFESSIONAL DEVELOPMENT AND OUR INVESTMENT AND FOCUS IN PROFESSION DEVELOPMENT.
AND KAREN'S GOING TO WALK US THROUGH BOTH OF THOSE TOPICS AND HOW WE ENGAGE OUR STUDENTS TO GET FEEDBACK.
>> SO, CHAIR BRAVO, CHANCELLOR AND ALL THE MEMBERS OF THE BOARD, IT'S ALWAYS A PLEASURE TO HAVE THE OPPORTUNITY TO SHARE, WITH YOU I COME TO YOU REPRESENTING THE HARD WORK OF HUNDREDS OF STUDENT SUCCESS TEAM MEMBERS ON THE FRONT LINES EVERYDAY WORKING HARD TO SERVE OUR STUDENTS IN OUR COMMUNITY.
SO, WHILE I'M SPEAKING, I'M BRINGING FORTH THE GOOD WORK SOME OF THE MEMBER ARE HERE IN OUR AUDIENCE TODAY I WOULD LIKE TO ACKNOWLEDGE DR. GERMANE GIBBONS WHO JOINS US AND IS OUR DEAN OF SUCCESS COACHING AND I WANT TO ACKNOWLEDGE TO THOSE WHO CONTRIBUTED TO TODAY'S PRESENTATION.
THAT BEING SAID, I'M EXCITED TO SHARE GREAT NEWS ABOUT A SUPPLIES OF THE PROFESSIONAL DEVELOPMENT EFFORTS STUDENT SUCCESS HAS BEEN INTENTIONAL AND PLAYING TO BE RESPONSIBLE FOR THE NEEDS OF IT EVERYTHING THAT WE'VE LISTENED TO AND HEARD AND UNDERSTOOD ABOUT THE NEED TO STREAMLINE THE NAVIGATION PROCESS THROUGH THE COLLEGE TO HELP SUPPOR EMPLOYEES THROUGH PROFESSIONAL DEVELOPMENT AND TO THE IMPACT INCOME DISPARITY HELPING STUDENTS WITH LIFE ISSUES THAT'S ALL BEEN FOLDED INTO WHAT WE'R TALKING ABOUT TODAY.
SO, THIS ISN'T THE FIRST TIME THAT WE'VE HAD A CHANCE TO TALK ABOUT THE STUDENT SUCCESS AREA, AND WE TALKED TO THE BOARD PREVAI DISCUSSING THE PAIN POINTS THAT WERE A PART OF THE STUDENT SUCCESS PREVAIL IN THE OLD MODEL.
WE KNEW THERE WERE GAPS IN SERVICES AND RESOURCES ALLOCATED FROM LOCATION TO LOCATION.
SO THERE WASN'T EQUITABLE SERVICE ACROSS EACH OF OUR CAMPUSES.
AND IN ADDITION, THERE WAS AN EQUITABLE PROFESSIONAL DEVELOPMENT SUPPORT ACROSS THE VARIOUS LOCATIONS BECAUSE OF THE GAPS IN RESOURCES, AND BECAUSE OF THAT, WE WERE NOT ABLE TO ASSESS, SYSTEMICALLY OUR IMPACT ON HOW PROFESSIONAL DEVELOPMENT IMPACTED THE WAY WE PROVIDED THAT SERVICE TO STUDENTS AND THE SUCCESS OUTCOMES OF WHAT STUDENTS WERE ABLE TO ACHIEVE AND WE WEREN'T CONTRIBUTING ANY OF THAT DEVELOPMENT TO THE SATISFACTION THAT STUDENTS EXPRESSED RECEIVING OR NONSATISFACTION STUDENTS EXPRESSED RECEIVING.
BECAUSE WE WERE NOT COLLECTING THAT INFORMATION.
I'M HAPPY TO TELL YOU ABOUT THE SIGNIFICANT SHIFT THAT WE'VE MADE IN CHANGING THE INTENTIONALITY OF THIS PROFESSIONAL DEVELOPMENT AND COLLECTING MORE DATA TO SHARE WITH YOU TODAY.
AND SO, JUST TO GIVE YOU A FRAMEWORK, I WOULD LIKE TO SHARE, TO ADDRESS THOSE PAIN PAINTS WE KNEW THAT WE COULDN'T JUST PROVIDE RANDOM PROFESSIONAL DEVELOPMENT, OR JUST TRY TO COME WITH SOLUTION THAT IS WEREN'T BASED IN A FRAMEWORK.
SO, IN 2020, WE ESTABLISHED WHAT WE CALL THE LEARN AND CARE MODEL.
AND THIS MODEL IS AN OFFSHOOT OF THE NETWORK MODEL.
WE TOOK BEST PRACTICES FROM THE HEALTH CARE INDUSTRY.
AN INDUSTRY THAT PROVIDES BOTH PRIMARY AND SPECIALIZED CARE FOR STUDENTS AND TRIED TO APPLY THAT TO THE WAY WE SERVE OUR STUDENTS.
AND AS YOU COULD SEE HERE, THERE ARE FIVE PILLARS THAT MAKE UP THE LEARNER CARE MODEL AND THE ONE THAT I WOULD LIKE TO DRAW YOUR ATTENTION TO AND IT MAY BE THE ONE MOST DIFFICULT TO SEE IS THE ONE HERE IN THE CENTER AND IT TALKS ABOUT FOCUSSING ON BEING HEAVY PREPARED AND ACCOUNTABLE EMPLOYEES.
WE BELIEVE WHEN YOU HAVE ACCOUNTABLE AND PREPARED EMPLOYEES PAIRED WITH HIGH IMPACT ENGAGEMENT, STUDENT-CENTERED ENTER GRATED SERVICES AND PREPARED STRONG LEVERAGING OF TECHNOLOGY TO GET THE WORK DONE.
THAT'S OUR PLAN AND APPROACH TO ACHIEVING THE OUTCOMES OF IMPROVING THOSE
[00:45:09]
STUDENT ACCESS PERSISTENCE COMPLETION TRANSFER AND EMPLOYMENT OUTCOMES THAT WE ALL WANT FOR YOUR STUDENTS AND COMMUNITY.AND IT'S NOT JUST THE PILLARS, THEY'RE UNDER THREE CRITICAL PILLARS TO THE SUCCESS AND ONE IT'S HAVING AN EQUITY MINDED CULTURE OF CARE.
AND THAT'S JUST TO SAY THAT EVERY STUDENT MATTERS.
EVERY STUDENT COUNTS, AND EVERY STUDENT'S GOALS MEAN SOMETHING TO US AND OUR JOB IS TO PROVIDE RESOURCE TOSS HELP EVERY STUDENT WHERE EVER THEY ARE.
THAT WE VALUE DATA AND WE'RE USING DATA ACCURATELY TO MAKE DECISIONS AND INFORM HOW WE IMPROVE AND I'LL SHARE ABOUT THAT TODAY.
AND LASTLY, THE TRANSFORMATIONAL LEADERSHIP WHILE NOT EASY, IT'S NECESSARY FOR US TO REALLY GENERATE THE SUSTAINING CHANGE THAT WE WANT TO SEE FOR OUR STUDENTS.
>> I HAVE SEVERAL QUESTIONS ON THIS ONE.
>> FIRST OF ALL, I THINK IT'S EXCELLENT THERE'S SO MUCH EMPHASIS PUT ON PROFESSIONAL DEVELOPMENT FOR THE SUCCESS COACHES BECAUSE THAT'S A LARGE INVESTMENT OF TAXPAYER DOLLARS.
SO, THERE'S A HUGE PAYOFF FOR STUDENTS, HOPEFULLY, SO, ONE THEY WON'T HAVE AN AVERAGE SEMESTER HOURS, THEY WERE TAKING 90 CREDIT HOURS WHICH IS A LOT OF WASTE OF THEIR TIME AND MONEY, AND OUR TIME AND MONEY, ET CETERA.
SO, IF WE COULD GET AN UPDATE ON THAT.
WHAT IS THE AVERAGE AMOUNT OF CREDIT HOURS NOW THAT THE STUDENT HAD AS THEY EXITED? I DON'T KNOW IF THERE'S BEEN ENOUGH TIME SINCE WE INSTITUTED THIS, BUT IT WOULD BE GOOD TO KNOW, BECAUSE WE KIND OF KNOW THE BASELINE, RIGHT? WHEN WE GOT DATA MAY BE TWO OR THREE YEARS AGO ON THAT.
SO, STUDENT SUCCESS AND JUST TO SAY, GREAT THAT Y'ALL ARE DOING THE PROFESSIONAL DEVELOPMENT BECAUSE THAT'S SO NEEDED AND HOW IS HAS A PURPOSE AND PRIORITIES ET CETERA, IN TERMS OF WHY YOU ARE DOING IT.
SO, YOU HAVE YOUR STUDENT SUCCESS 1.0, ARE YOU Y'ALL TALKING ABOUT 2.0, WHEN THIS IS DONE SUCCESSFULLY.
WE WANT TO ALWAYS HAVE ROOM TO CONTINUOUSLY IMPROVE.
WE KNOW IN THE INITIAL LAUNCH THERE MAY BE OPPORTUNITIES OR THINGS THAT WE MISSED AND FEEDBACK WE RECEIVE.
THE ONE POINT THAT IS ALWAYS REMINDED IS THAT THERE'S ALWAYS ROOM TO IMPROVE AND GET BETTER.
AND ON YOUR PILLARS HERE, AND YOU HIGHLIGHTED PREPARED AND ACCOUNTABLE.
BY PREPARED, THAT'S WHERE THE PROFESSIONAL DEVELOPMENT COMES IN, RIGHT?
>> SO, WHAT ARE YOUR MEASURES OF ACCOUNTABILITY?
>> SO, PART OF THAT IS WHAT WE'RE GOING TO TALK ABOUT IN THIS EXAMPLE IS WHAT I'M SHOWING TODAY IS THE REVIEW OF THE DATA AND IT'S NOT JUST LOOKING AT NUMBERS OF SATISFACTION OF STUDENTS, FOR EXAMPLE, BUT, I HAVE A SMALL BOOK OF QUALITATIVE DATA AND WE RECEIVE THIS REPORT BIWEEKLY, AND THE LEADERSHIP FOR SUCCESS COACHES, FOR EXAMPLE, GO THROUGH THIS, BUILD THE QUALITATIVE DATA AND FOLLOW UP.
BECAUSE STUDENT'S NAMES, THE SUCCESS COACHES WHEN THEY'RE HAPPY OR NOT.
THERE'S THE EXPECTATION THAT WHENEVER THIS REPORT COMES BACK WITH THE ASSOCIATE DEANS SUPERVISING THE SUCCESS COACHES TO ADDRESS THE FEEDBACK WE RECEIVE EVERY TIME WE RECEIVE THIS REPORT AS ONE EXAMPLE.
THE OTHER EXAMPLE IS THERE ARE ON-BOARDING PROFESSIONAL AVAILABLE REQUIREMENTS THAT ARE JUST AN EXPECTATION OF US BRINGING ON TEAM MEMBERS.
SO IT'S NOT OPTIONAL THAT TEAM MEMBERS HAVE TO LEARN ABOUT THE LEARNER CARE MODEL AND WHAT THAT MEANS IN THEIR EVERYDAY WORK.
SO, IT'S PROFESSIONAL DEVELOPMENT, BUT IT'S ALSO ENSURING THAT THE ASSOCIATE DEANS ARE HOLDING THOSE SUCCESS COACHES ACCOUNTABLE IN A NUMBER OF WASTE AND THAT'S THROUGH ONE ON ONE CHECK-INS, PERFORMANCE CHECKS, TALKS IF WE'RE RECEIVING, TO ADD THAT FEEDBACK.
THEY'RE GETTING A TALK FROM THEIR ASSOCIATE DEAN AND A PLAN, AN ACTION PLAN IT SAY, IF YOU'RE NOT PERFORMING WELL HERE, LET US GIVE YOU THE RESOURCES THAT YOU NEED TO IMPROVE IN THIS AREA AND THEN WE'RE GOING TO RECHECK TO BE SURE THAT YOU ARE DELIVERING THE LEVEL OF SERVICE EXPECTED.
>> IT'S GOOD TO HEAR THERE'S ACCOUNTABILITY, BECAUSE STUDENTS ARE TOO IMPORTANT
[00:50:01]
TO US TO WALK AWAY BECAUSE THEIR EXPECTATIONS ARE NOT BEING MET IN TERMS OF INTERFACING WITH SUCCESS COACHES OR ANYBODY IN DALLAS COLLEGE BECAUSE THAT'S WHAT WOULD HAPPEN PREVAIL AND HOPEFULLY THAT'S NOT HAPPENING, WE HAVE INVESTED A WILL THE OF TIME AND MONEY FOR THAT TO CONTINUE TO HAPPEN.ONE, IT'S PROFESSIONAL DEVELOPMENT, AND TWO THAT ACCOUNTABILITY IS BEING WORKED IN AND THREE THAT THE ACCOUNTABILITY IS DATABASED.
>> I APPRECIATE YOUR COMMENT ON THAT.
AND THIS IS CUSTOMER SERVICE, WHERE WE'RE IDENTIFYING THE CHALLENGES, AND THERE'S THAT FEED BACK THAT WE GET IN A DIFFERENT WAY AND THEN THE ACTION PLAN AROUND THAT.
BECAUSE HISTORICALLY, WE HAVE NOT ALWAYS MODELLED CUSTOMER SERVICE THE WAY WE WANT.
WE WANT TO FOCUS ON THIS FRAMEWORK.
>> YOU TALKED ABOUT THE ASSOCIATE DEANS HOLDING THE SUCCESS COACHES ACCOUNTABLE.
SO, I HOPE UP AND DOWN THE ORGANIZATIONAL LINE PEOPLE WILL BE HELD ACCOUNTABLE, THE SOCIETY DEANS, DEANS, AND Y'ALL.
AND I THINK THAT'S A CRITICAL COMMENT TO MAKE, BECAUSE IT'S SOMETHING THAT WE TALK ABOUT VERY OVERTLY AS A TEAM.
THAT, I'M ACCOUNTABLE FOR MY ROLE AND EVERY DECISION THAT I MAKE IS WITH THE STUDENTS IN MIND AND THAT EXPECTATION IS TO BE TRICKLED DOWN AND HAS A LOT TO DO WITH LEADERSHIP.
AND YOU'LL SEE IN A MINUTE THE FOE CAUSE AREAS THAT WE'VE DEVELOPED BY WAY OF THE TOPICS AND LEADERSHIP IS ONE OF THEM.
AND SO, WHEN WE'RE DEVELOPING LEADERS, WE'RE TEACHING OUR LEADERSHIP AND REITERATING TO OURSELVES AS LEADERS, THAT ACCOUNTABILITY IS NOT JUST FOR THE FRONTLINE WORKER, IT'S FOR ALL OF US.
AND WHEN WE ALL HOLD THE LINE, WE SEE THE POSITIVE OUTCOMES AND I'LL SHARE THAT WITH YOU TODAY.
>> JUST A COUPLE MORE THINGS, SO, I MET A PERSON WITHIN STUDENT SUCCESS AT MOUNTAIN VIEW, WITH A RETURN DAY OR SOMETHING THAT YOU Y'ALL HAD.
SO, MY QUESTION WAS IN TERMS OF GOOD CUSTOMER SERVICE, WHEN A STUDENT REACHES OUT TO A SUCCESS COACH WITH AN INQUIRY OR ISSUE, WHAT IS THE EXPECTATION OF WHEN THEY WOULD GET THE RESPONSE AND THE RESPONSE WAS WELL, WE'RE REALLY BUSY AND STRESSED, VERSUS, THIS IS THE STANDARD.
IT SOUNDED LIKE THERE WAS NO STANDARD, I WAS REALLY APPOINTED BY THAT RESPONSE.
IS THERE IS STANDARD OF EXPECTATION WITHIN 24 HOURS, THAT A STUDENT WOULD HEAR FROM THAT SUCCESS COACH.
>> YES, THERE'S AN EXPECTATION FOR OUR FOR OUR TEAM TO RESPOND IN ONE BUSINESS DAY.
THAT'S THE EXPECTATION THAT WE'VE COMMUNICATED ACROSS THE BOARD.
WE ALL SAID, 24 HOURS BECAUSE OF THE WEEKENDS AND SOMETIMES HOLIDAYS, AND THINGS LIKE THAT.
BUT WITHIN A BUSINESS DAY, THAT'S THE EXPECTATION THAT WE HAVE COMMUNICATED TO OUR TEAM.
I WAS GOING TO SHARE THIS LATER IN THE PRESENTATION, BUT I'LL SHARE NOW BECAUSE OF OUR QUESTION.
ONE OF THE FUTURE DEVELOPMENTS THAT WE HAVE COMING FORWARD IS THAT WE'RE SENDING STUDENT SUCCESS SPECIALISTS TO COMPLETE THE DISNEY LEADERSHIP CUSTOMER SERVICE TRAINING, BUT IT'S TO BRING THAT WORK BACK TO ESTABLISH HELP US TO ESTABLISH MORE STANDARDS ACROSS THE BOARD SO THAT WE COULD SAY, AS A STUDENT SUCCESS UNIT BASED ON A BEST PRACTICE OF A WORLD RENOWNED ENTITY THAT'S KNOWN FOR GREAT CUSTOMER SERVICE.
AND WE'LL BUILD UPON THAT AFTER SENDING THOSE TEAM MEMBERS GOING THROUGH THE INSTITUTE TO ESTABLISH THOSE STANDARDS.
>> WELL, THAT STANDARDS IS 24 HOURS ACCORDING TO WHICH DAY OF THE WEEK IT FALSE WAS ESTABLISHED BEFORE PREVIEW DAY, YOU MIGHT WANT TO COMMUNICATE THAT TO EVERYBODY SO THEY KNOW.
>> AND IT WAS ESTABLISHED AFTER, WELL THEN THAT'S UNDERSTANDABLE, THE RESPONSE
[00:55:01]
PUTS INTO MORE CONTEXT.AND THE INTEREST OF TIME, IF YOU COULD, YOUR STRATEGIC PARTNERSHIPS, IS THAT WHAT'S SHOWN IN THE NETWORK MODEL OR IS IT DIFFERENT STRATEGIC PARTNERSHIPS FOR STUDENT SUCCESS?
>> AND ALSO IN THE INTEREST OF TIME, MAY BE AT A FUTURE, EDUCATION AND WORKFORCE COMMITTEE MEETING, I WOULD BE INTERESTED TO KNOW THE TECHNOLOGY AND INNOVATION FOR STUDENTS AND THE PURPOSE OF THAT TECHNOLOGY.
WE DEFINITELY HAVE ENOUGH TO FILL A LENGTHTHY PRESENTATION.
>> I HAVE GOT A LOT OF QUESTIONS, BUT I KNOW THAT WE HAVE A CERTAIN TIME LIMIT.
>> SO, I WANT TO REMIND THE BOARD OF A CONVERSATION THAT WE HAD A MONTH OR TWO AGO WITH DR. BRAUMBOWER.
WHEN WE LOOK AT THESE ECONOMIC, AWARENESS, HIRING WHATEVER.
AT THE SAME TIME, THERE'S A SET OF SHARED VALUES THAT WE'RE TRYING TO DEVELOP HERE AT DALLAS COLLEGE AND SURROUNDING AROUND THE COMMUNITY.
AND THE SYSTEM THAT WE'VE BEEN BLESSED WITH, YOU KNOW IN THIS COMMUNITY AND COUNTRY AND SO FORTH, AND I THINK, SOMEHOW, CAPTURING THAT THOUGHT, AND WE'RE GOING TO COME BACK TO IT, I THINK IN THE STRATEGIC PLAN DISCUSSION.
BECAUSE, I KNOW PEOPLE ARE THINKING ABOUT THIS, YOU KNOW, THERE SHOULD BE SOME EXPECTATION THAT WE PLACE ON OUR STUDENTS FOR WHAT THEY RECEIVE.
YOU KNOW, AND IT'S CONTRIBUTIONS TO THE COMMUNITY, MAY BE CITIZENSHIP, MAY BE CIVIC VALUES.
HOW DO WE CAPTURE THAT IN TERMS OF WHAT WE EXPECT OF OUR SUCCESS COACHES? BECAUSE YES, THIS IS ACCESS TO EDUCATIONAL CURRICULUM AND TRAINING AND SERVICES, BUT THERE'S ALSO A LARGER COMMUNITY TO WHICH WE DELIVER THESE SERVICES THAT WE NEED OUR STUDENTS TO CONTRIBUTE TO.
>> AND WE SHOULD STATE THAT EXPECTATION, I THINK, WHEN WE ENGAGE WITH OUR STUDENTS.
AND I DON'T KNOW EXACTLY WHAT THAT LOOKS LIKE AND HOW TO DO IT, BUT I WOULD WELCOME THE THOUGHTS OF YOU AND THE REST OF THE LEADERSHIP TEAM AS YOU THINK ABOUT THIS IN THIS AREA AND CONTEXT OF OUR STRATEGIC PLANS.
I DON'T KNOW IF YOU HAVE THOUGHTING ON THAT OR?
>> WELL, FIRST OF ALL, THE GREAT THING ABOUT THE SHIFT AND CHANGE TO THIS SUCCESS COACHES MODEL IS THAT AS WE'VE TALK ABOUT A LOT IS REALLY FOCUSED ON THE WHOLE STUDENT.
NOT JUST THE INSTRUCTIONAL PART OF WHAT WE DO, BUT WHAT THEIR OVERALL STUDENT CARE NEEDS ARE AND CONNECTS TO ALL OF THESE PARTNERSHIPS THAT WE'VE TALKED SO MUCH ABOUT.
AND CERTAINLY, I THINK AS WE BRING BACK THE NEXT VERSION OF THE IT STRATEGIC PLAN.
MAY BE WE'LL CAPTURE THAT AROUND THE WHOLE STUDENT ADD BUILDING CITIZENSHIP AS WELL.
>> THE PROOF IN THE PUDDING IS, ARE THE STUDENTS DOING BETTER? ARE WE GETTING DOWN THE ROAD FURTHER, NOT WHETHER THEY'RE HAPPIER OR FEEL COMPLETE, BUT LIKE IN HEALTH CARE, MEDICAL, YOU GOT TO MEASURE RESULTS TO KNOW WHERE TO PUT THE EMPHASIS.
SO, I'M REALLY INTERESTED IN THE METRICS THAT TALK ABOUT THE MEASURABLE SUCCESS.
>> MORE THAN I AM ABOUT WETHER OR NOT THEY'RE HAPPY OR WHETHER THEY FEEL WE'RE COURTEOUS OR NOT.
BECAUSE IF WE'RE ALL THE RIGHT THINGS, THEN THE SUPPORT WILL BE THERE.
AND IF WE'RE NOT GETTING THE RESULTS, NO MATTER HOW HAPPY THEY'RE, IT WAS A FAILURE.
>> WITH YOU IF WE'RE SERVING THEM, RESPONDING AND PROVIDING THE ANSWERS THEY NEED TO GET FURTHER ALONG IN THEIR COURSE WORK, YEAH, THEY'RE GOING TO BE HAPPY, BUT THEY'RE ALSO GOING TO EXIT, THE PROBABILITY IS HIGHER THAT THEY WILL EXIT SUCCESSFULLY.
>> THAT'S THE MEASURE THAT I WANT TO SEE.
TO ME IT'S A "BOTH ANT" NOT "EITHER OR".
>> WE'RE GOING TO GIVE YOU SEVEN MINUTES OF UNINTERRUPTED TALK TO GO THROUGH THESE SLIDES.
SO, TRUSTEES, PLEASE HOLD YOUR QUESTIONS.
LET'S LET HER GET THROUGH SOME OF THIS.
>> I DO WANT TO NOTE THAT WITH THE SUPPORT OF THIS BOARD, AND THROUGH THE
[01:00:03]
REORGANIZATION OF THE NEW DALLAS COLLEGE, WE WERE ABLE WITHIN STUDENT SUCCESS TO CREATE STUDENT SUCCESS OFFICE OF PROFESSIONAL DEVELOPMENT.THAT WAS ARE REORGANIZATION COMPONENTS CRITICAL FOR US TO BE ABLE TO SUPPORT.
IT'S A SMALL BUT MIGHTY STAFF.
WE HAVE A PHENOMENAL DIRECTOR, HER PHOTO IS THERE, MS. BETSY RIVAS, SHE DOES OUTSTANDING WORK FOR A SMALL TEAM.
THE OVERALL ESSENCE OF THIS WORK IS TO CULTIVATE THAT CULTURE OF HIGH QUALITY, I'M AGREEING THAT IT'S "BOTH/AND", BECAUSE WHEN STUDENTS RECEIVE BETTER SERVICE, THE LIKELIHOOD OF THEM STAYING WITH US, AND COMPLETING THEIR GOAL SUNSHINE HIGHER AND THE MEANINGFUL PROFESSIONAL DEVELOPMENT THAT SUPPORTS THE STUDENT'S OUTCOMES THAT WE HOPE TO ADD AND THE ONLY OTHER THING THAT I WOULD LIKE TO ADD IS THE REINVESTMENT OF THE DOLLARS INTO THE STUDENT SUCCESS AREA AND HANDING THIS OFF IS ANOTHER BLTABILITY COMPONENTS THAT WAS INTENTIONALLY DESIGNED TO MAKE SURE THAT WE HAD RESOURCES AVAILABLE TO SUPPORT THESE EXPANDED RESOURCES OF SUCCESS COACHES AND THE VARIOUS OTHER STUDENT SUCCESS PROFESSIONALS.
BETSY DOESN'T JUST SUPPORT SUCCESS COACHES, BUT SHE SUPPORTS PROFESSIONAL DEVELOPMENT FOR TEAM MEMBERS ACROSS STUDENT SUCCESS.
SO, THE SMALL BUT MIGHTY TEAM, AND THIS IS ONE YEAR.
AND I KNOW THAT WE ULTIMATELY WANT TO GET TO THE LONGER TERM OUTCOMES, THIS IS REPRESENTING WHAT'S BEEN DONE IN ONE YEAR.
OVER A THOUSAND HOURS OF PROFESSIONAL DEVELOPMENT HAS BEEN MADE AVAILABLE FOR STUDENT SUCCESS EMPLOYEES.
TRUSTEE FLOORS, THE ADDED COMPONENTS OF THE BUILT IN SUCCESS OF LEARNING BUT THE CONTINUED IMPROVEMENT.
HOW WE'RE USING WHAT'S BEING LEARNED TO BETTER BE ABLE TO PROVIDE SERVICES.
WE DIVIDED THE TRAINING IN FOUR HOURS AND THOSE ARE LOOKING AT THE STUDENT SUPPORT CENTER AND HOW WE HELP OUR TEAM TO LEARN THE TECHNOLOGY AND HOW TO USE THE TECHNOLOGY IN A MEANINGFUL WAY.
WE TEACH THEM HOW TO DO THEIR JOB WELL, SO, THE ACTUAL FUNCTIONAL OPERATIONS OF WHAT IT MEANS TO BE A SUCCESS COACH, WHAT THAT MEANS AND LOOKS LIKE.
AND THE LAST PIECE IS THE IS A LEADERSHIP DEVELOPMENT TO BE SURE THAT WE'RE SUPPORTING THE LEADERS IN OUR AREAS AND GIVING THEM WHAT THEY NEED TO SUPPORT ALL OF OUR GOALS.
THIS IS JUST A DIFFERENT VISUALIZATION THAT DEPICTS THOSE AREAS AND IT SHOWS BY THE NUMBER OF HOURS.
AS I MENTIONED TO YOU EARLIER, THERE'S A SIGNIFICANT INVESTMENT IN LEADERSHIP DEVELOPMENT FOLLOWED BY FUNCTIONAL OPERATIONS.
WHICH HAS BEEN IMPORTANT THIS FIRST YEAR TO HELP PEOPLE UNDERSTAND HOW TO DO THEIR JOBS, HOW TO MEET THE EXPECTATIONS AND FOLLOWING WITH THE TECHNOLOGY PIECE WHICH ALIGNWISE YOUR REQUEST TO LEARN MORE ABOUT THE ONSLOT OF TECHNOLOGIES THAT ARE USED IN THE CUSTOMER SERVICE COMPONENTS.
AND SO, WE WANTED TO SHARE A LITTLE BIT MORE ABOUT HOW WE ASSESS.
THERE ARE FOUR WAYS OF BUILT-IN ASSESSMENT THAT GOES ALONG WITH THAT PROFESSIONAL DEVELOPMENT.
SO, WE HAVE FOR EVERYBODY COMPONENT OF THE ONBOARDING CURRICULUM, THERE'S A SUMMATIVE ASSESSMENTS, THERE ARE ASSESSMENTS TO MAKE SURE THAT THEY MASTERED WHAT WAS EXPECTED OF THEM OUT OF THE TRAINING.
AND THE FOLLOWING SPRING, SUPERVISORS WILL CONNECT WITH THOSE TEAM MEMBERS AND GIVING THEM PERFORMANCE EVALUATION AND FOLLOWUP TO SEE IF THERE'S BEEN IMPROVEMENT.
THE MONTHRY CORNERSTONE REPORTING SO THERE'S EVIDENCE TO PROVE THEY'VE COMPLETED THE TRAINING.
AND LASTLY, WE'RE TRACKING STUDENT SATISFACTION.
WE DO WANT TO KNOW IF THEY'RE HAPPY.
NOT IN ISOLATION, BUT WE DO WANT TO KNOW BECAUSE THAT'S BEEN ONE OF THE MAIN COMPLAINTS THAT STUDENTS HAVE EXPRESSED FRUSTRATION OVER AND OVER, TO MANY OF YOU AND TO MANY OF THE LEADERS ACROSS THE COLLEGE AND WE REALLY WANT TO
[01:05:10]
CHANGE THAT CULTURE SO WE COULD GET TO THOSE OUTCOMES THAT THE TRUSTEE MENTIONED EARLIER.>> SO, I DID HAVE QUESTIONS ON SLIDE FOUR AND FIVE, BUT SLIDE SEVEN ANSWERED MOST OF THOSE.
SO, THERE'S VALUE IN RESTRAINT?
YEAH, BUT HE TOLD HER TO READ, SO.
SO, WHAT DO YOU DO IF LEADERSHIP IS NOT TAKING THE TRAINING, THAT'S FEEDBACK GIVEN, I DON'T KNOW HOW ACCURATE THAT IS, BUT IF THAT'S HAPPENING, IT SENDS A GOOD MESSAGE OF DO AS I SAY NOT DO AS I DO.
>> I CAN TELL YOU FROM MY TEAM THAT I'M PERSONALLY LOOKING AT THOSE PROFESSIONAL DEVELOPMENT REPORTS AND THERE'S FOLLOWUP WITH THE DEAN TO SAY, I NOTICED THAT THESE TWO ASSOCIATE DEANS DIDN'T COMPLETE THE TRAINING, AND WE NEED TO CIRCLE BACK.
SO, IT MAY BE TRUE THAT THERE ARE SOME INSTANCES WHERE THAT'S OCCURRED, BUT I ASSURE YOU THAT WE'RE FOLLOWING UP AND MAKING THAT CORRECTION AND HAVING THE CONVERSATION WHERE THE DEAN IS BEING AWARE AND FOLLOWING UP WITH THE ASSOCIATE DEANS.
>> I WOULD SAY, I WOULD SCHEDULE A LUNCH WITH THE CHANCELLOR FOR THOSE TWO PEOPLE.
>> NOT LUNCH, TAKE THEM TO (INDISCERNIBLE).
>> WELL, I'LL LEAVE THAT TO YOU.
>> SO, THE DEEP, THE VICE CHANCELLORS, THE DEANS, WHO ARE THE ORGANIZATION EXPECTED TO ENGAGE IN LEADERSHIP TRAINING?
>> THERE'S NO TOO BUSY FOR THIS AND WE'LL CATCH UP TO YOU IF WE HAVEN'T YET.
AND EVEN ON THE STUDENT SUCCESS SIDE, WE HAVE HAD ADDITIONAL COACHING, OUTSIDE LEADERSHIP COACHING THAT I THINK EVEN IN THE LAST WEEK OR SO WAS HERE AND SO WE'RE FOCUSSING HEAVILY ON SEVERAL DIFFERENT PROFESSIONAL DEVELOPMENT OPPORTUNITIES AND REQUIREMENTS THAT WE'RE ASKING FOLKS TO GO THROUGH.
>> WE HAVE AN OUTSIDE PROGRAM ON LEADERSHIP DEVELOPMENT AND WE HAVE MET ONCE EVERY MONTH.
AND WE'RE GOING THROUGH A SERIES OF BOOKS, THEY'RE WORKING TO GET, SO, WE'RE DOING THAT AND I HAVEN'T HAD ANYBODY NOT ATTEND.
SO, YOU KNOW, IT WOULD BE INTERESTING TO HEAR WHO ARE THE INDIVIDUALS AND I KNOW, THE ONLY ADCS KEEP TRACK OF WHOSE DOING WHAT AND WE'VE HAD INSTANCES WHERE THERE'S BEEN A LEADERSHIP PROGRAM IN WHICH INDIVIDUALS WOULD BE ABLE TO PARTICIPATE, WE HAVE HAD SITUATIONS IN WHICH SOMETIMES INDIVIDUALS ARE ENABLE TO PARTICIPATE ON THE DATE THEY HAVE ORIGINALLY SIGNED UP FOR, AND SO THERE ARE OTHER OPPORTUNITIES TO DO SO, BUT WE'RE, UM, INTENTIONAL.
>> ARE YOU AN EXAMPLE OF WHAT HAPPENS WHEN THE CHANCELLOR? (INDISCERNIBLE).
>> I DIDN'T ATTEND MY SESSIONS.
>> THAT'S RIGHT, NOTHING BETTER THAN SHOW AND TELL.
>> GIVEN JUST SLIGHTLY MORE GRANULAR, I WANTED YOU TO SEE THE ACTUAL COMPONENTS OF THE SUCCESS COACH CURRICULUM AND HOW THEY'RE THE LINCHPIN OF OUR LEARN AND CARE MODEL.
THERE ARE OVER 100 HOURS OF TRAINING AND DEVELOPMENT FOR SUCCESS COACHES.
THAT'S INTENTIONAL IN THE ORIGINAL ON BOARDING IN THE FIRST 90 DAYS OF ON BOARDING SO THEY'RE EQUIPPED WITH WHAT THEY NEED TO BE SUCCESSFUL.
IT INCLUDES WHAT WE CALL A GRADUAL RELEASE MODEL SO THERE'S EXPERIENCEAL LEARNING WITH THAT, WHERE THEY'RE FIRST JOB SHADOWING AND THEN CO-COACHING WHEN THEY'RE WORKING ALONG SIDE A STUDENT AND THEN THEY'RE RELEASED TO WORK WITH A STUDENT WHERE SOMEONE IS OBSERVING THEM.
SO WE'VE BEEN INTENTIONAL ON THE WAY WE RELEASE THEM TO SERVE STUDENTS AND NOT JUST THROW THEM INTO THE WATER ON TAKE ONE.
[01:10:03]
THE MAJOR COMPONENTS OF TRAINING FOCUS ON THE EXPECTATIONS AND HELPING TO DEVELOP AND CULTIVATE RELATIONSHIPS WITH STUDENTS TO BUILD THAT CULTURE OF CARE AND CONNECT THEM TO THE VARIOUS RESOURCES AND THE REST OF THE TRAINING FOCUSES ON CASE MANAGEMENT AROUND ALL THE MILESTONE THAT IS WE WANT OUR P STUDENTS TO MEET.SO, HOW DO YOU TALK THROUGH WITH A STUDENT ON HOW TO CLARIFY THEIR PATHWAY, HOW DO YOU GET THEM ON A PATHWAY.
WHAT ARE THE THINGS THAT YOU NEED TO DO TO HELP KEEP THEM ON TRACK AND ULTIMATELY GET THEM THROUGH WITH COMPLETION AS THEY TRANSITION INTO A FOUR-YEAR COLLEGE OR EMPLOYMENT.
>> YOU KNOW, ONE OF THE COLLEGES THAT THE COLLEGE HAS IS AS YOU CON SOL DATED AND MADE COLLECTIONS THROUGH ALL OF YOUR POOLING AND EVERYTHING ELSE.
HOW HAS THE RESULTS BEEN THAT YOU THOUGHT THAT WAS A GOOD COACH, BUT AFTER YOU GOT THROUGH, YOU KNOW, THREE MONTHS, 5 MONTHS, SIX MONTHS, DO WE HAVE A TRACK RECORD OF WHERE WE'RE SAYING, I'M SORRY BILL, OR BETTY, OR JIM, THIS IS NOT YOUR CUP OF TEA.
ARE WE TURNING PEOPLE BACK TO SOME OTHER CAREER?
>> RIGHT NOW, THE FIRST YEAR IS WE'RE DIRECTING THEM THROUGH PROFESSIONAL DEVELOPMENT AND GIVING THEM THE OPPORTUNITY TO IMPROVE WHERE WE SEE THE CHALLENGES.
AND FRANKLY, TRUSTEE BOYD, SOME TEAM MEMBERS ARE SELF-SELECTING THEMSELVES OUT.
NOW THAT THEY SEE THE EXPECTATION, WE HAVE HAD TEAM MEMBERS THAT HAVE DECIDED SUCCESS COACHING IS NOT FOR THEM AND NOT THE WORK THAT THEY WANT TO ENGAGE THEM AND WE'RE HAPPY TO WISH THEM WELL.
>> AND SO, WE DID ADMINISTER A SURVEY IN THE FALL, BECAUSE THIS IS FOCUSED ON STUDENT SATISFACTION.
>> ON THE SLIDE EIGHT THAT YOU JUST TALKED ABOUT.
AS YOU KNOW, DALLAS COLLEGE PARTNERED WITH (INDISCERNIBLE) AND OTHER COMMUNITY ORGANIZATIONS TOLL PROVIDE CITIZENSHIP HELP TO FILL OUT THE APPLICATIONS AT NO COST SO WE WENT TO FOUR OF OUR CAMPUSES, THE LAST AT CEDAR VALLEY.
AND I GUESS IT'S AN INDICATION OF THE TRAINING BECAUSE THERE WERE LIKE THREE SUCCESS COACHES THERE, AND THEY WERE EXCELLENT AND THEIR DEMEANOR AND HOW THEY APPROACHED PEOPLE AND HOW THEY RESPONDED TO PEOPLE WHEN THEY WERE APPROACHED, THEY WERE EXCELLENT.
>> THANK YOU SO MUCH FOR THAT.
AND WE DO ATTRIBUTE THAT TO SOME OF OUR PROFESSIONAL DEVELOPMENT.
I'M THANKFUL FOR THAT POSITIVE FEEDBACK.
>> IN FALL, THE SELECTING OF THE STUDENT FEEDBACK, BECAUSE ORIGINALLY WE WERE TALKING ABOUT ONE OF THE PAIN POINTS WE WERE NOT ASSOCIATED SATISFACTION.
SO, WE ADMINISTERED A SURVEY IN MID-FALL.
AND WE PUT OUT PROFESSIONAL DEVELOPMENT STUDENT OPPORTUNITIES AND THE SPRING WE READMINISTERED THAT SURVEY TO SEE WHAT CHANGE TOOK PLACE.
EVERY STUDENT THAT RECEIVES ANY SERVICE, WHETHER THAT'S SUCCESS COACHING OR ANY OTHER AREA WITHIN STUDENT SUCCESS HAS THE OPPORTUNITY TO RESPOND BY SURVEY TO GIVE US THEIR FEEDBACK.
AND WE FOCUS ON THE TYPE OF SERVICE THEY RECEIVED, THE LOCATION WHERE THEY RECEIVED IT.
THE DELIVERY MAN, WAS IT FACE IT FACE, VIRTUAL, ONLINE, BECAUSE WE WANT TO MAKE SURE THAT WE HAVE EQUITY IN THE LEVEL OF SERVICE ACROSS ALL MODALITIES.
THE GOAL IS NOT THAT THE STUDENT COMES BACK FOUR OR FIVE TIMES BUT THAT THEY GET INFORMATION CORRECTLY THE FIRST TIME.
AS WELL AS THE COURTEOUSNESS AND RESPECTFULNESS THAT THE STAFF MEMBER RENDERED TO THEM.
AND THAT MAY NOT BE SOMETHING THAT YOU THINK THAT WE NEED TO INTENTIONALLY LOOK AT, BUT IT IS, AND IT MATTERS AND OUR STUDENTS INDICATED OVER AND OVER AGAIN IN THE QUALITATIVE FEEDBACK THAT WE HAVE, HOW MUCH THAT COURTEOUSNESS AND RESPECTFULNESS MEANS TO THEM IN TRYING TO NAVIGATE THEIR EXPERIENCE AS A COLLEGE STUDENT AND I'LL SHARE THAT QUALITATIVE FEEDBACK IN JUST A SECOND.
>> IN LINE WITH TRUSTEE BOYD'S COMMENT ABOUT BEING HAPPY VERSUS COMPLETING,
[01:15:01]
COULD THAT BE, IF IT'S NOT, COULD THAT BE A QUESTION THAT'S INCORPORATED, HOW IS THE SERVICE THAT YOU HAVE RECEIVED IMPACTED YOUR DETERMINATION YOUR DETERMINATION TO COMPLETE YOUR CERTIFICATION OR DEGREE, TO SEE IF THERE'S A DIRECT LINK, I THINK THERE IS, BUT THAT WOULD BE GREAT TO HAVE THAT BEFORE AND AFTER DATA.>> YOU'RE GENERATING STUDENT SATISFACTION DATA.
ARE THESE PROCESSES BEING BUILT AROUND OUR STATE OF THE ART IT INFRASTRUCTURE, ON HAND HELD DEVICES WILL WE BE ABLE TO TRACK STUDENT SATISFACTION AND USE THIS INFORMATION WHO IS MORE LIKELY TO FALL OUT, IN TERMS OF CONSISTENCE.
THIS IS A PERFECT USE CASE, RIGHT, ARE WE DOING THAT?
>> WE'RE ABSOLUTELY INCORPORATING HOW WE COLLECT STUDENT SATISFACTION IN ALL THE TECHNOLOGIES.
AND WHEN WE SIT DOWN AND TALK WITH THE VARIOUS VENDORS ABOUT THE CONTEXT, WE'RE LOOKING AT HAVING THE CUEING SYSTEM THAT WE HAVE, THAT WE'RE ACTUALLY UTILIZING RIGHT NOW, IT ALLOWS STUDENTS TO PROVIDE THAT FEEDBACK AND WE'RE WORKING TO GET THAT MORE COHESIVELY INTEGRATED BUT WE'RE CONTINUING TO MAKE THAT MORE STREAMLINE.
>> THIS SURVEY IS ADMINISTERED ON A 5 POINT SCALE FROM SATISFIED TO DISSATISFIED.
TO DIVERSITY YOU AN IDEA OF THE VERY FIRST FEEDBACK THAT WE RECEIVED IN EARLY FALL.
WE WERE HAPPY TO SEE THAT WE HAD HIGH MARKS IN EARLY FALL, THE FIRST TIME THAT WE THEY CANNED THIS, AND AS YOU COULD SEE OVERALL SATISFACTION WAS OVER 85% AS A WHOLE.
COURTESY AND RESPECT WAS 91% AND SERVICE WAS 86%.
AND I WILL SAY, WE WANTED TO MAKE SURE THAT THESE NUMBERS REFLECT ONLY ABOUT 3 OR 400 STUDENTS THE FIRST TIME THAT WE TRIED TO ADMINISTER THIS SURVEY, SO A RELATIVELY SMALL SAMPLE OF THE STUDENT POPULATION, BUT WE KNEW THAT WE DIDN'T WANT TO BRING FORTH DATA THAT ONLY REFLECTED A SUPER SMALL PERCENTAGE OF STUDENTS SO WE WERE INTENTIONAL ABOUT EXPANDING THE DISTRIBUTION OF THE SURVEY TO GET MORE FEEDBACK TO SEE IF THIS WAS ACCURATE.
AND I'LL SHARE THAT IN JUST A SECOND.
>> YES >> ALL STUDENTS RECEIVE CASE MANAGEMENT?
>> WHAT'S THE SUCCESS COACH TO STUDENT RATIO.
HOW MANY STUDENTS DO EACH COACH HAVE?
>> RIGHT NOW, WE HAVE HIREDED JUST UNDER 200 COACHES IS WHERE WE ARE, AND WE STILL HAVE 45 TO 50 MORE TO HIRE, BUT IN THE DESIGN, THE IDEA WAS TO HAVE 300 STUDENTS PER SUCCESS COACH AS A CASELOAD AND THAT'S DRASTICALLY DIFFERENT THAN THE OLD MODEL WHERE SOME LOCATIONS BASED ON THE RESOURCES, THERE WAS OVER 1,000 STUDENTS TO ONE ADVISOR, WHICH MEANS THEY WERE NOT RECEIVING ANY CASE MANAGEMENT.
>> ARE THEY CATEGORICALLY DESIGNED?
>> THEY'RE DESIGNED IN STUDENT TYPE.
WE DESIGNED THE COACH TOSS SUPPORT DUEL CREDIT STUDENTS, THERE ARE 40 COACHES THAT JUST SUPPORT DUEL CREDIT STUDENTS, THERE'S CE, CTE, SUPPORT FOR STUDENTS IN THAT TRACK, THERE'S STUDENTS FOR SPECIAL POPULATIONS AND WE HAVE ABOUT 8 OR 9 GROUPS IN SPECIAL POPULATIONS THAT REQUIRE DIFFERENT REQUIREMENTS OR REQUIREMENTS TO SUPPORT.
AND WE HAVE THE SPECIAL POPULATION AND EVERYONE ELSE FALLS INTO TRADITIONAL STUDENTS.
AND THE REASON THAT WE DO THAT, TRUSTEE BOYD IS SO THAT THE SUCCESS COACH STAYS WITH THE STUDENT THROUGHOUT THE JOURNEY.
>> I UNDERSTAND, IF YOU HAVE AN HVAC STUDENT, YOU WANT SOMEBODY THAT IS FAMILIAR WITH THAT.
>> DO YOU USE THE ACRONYMS FOR THE FIELDS?
[01:20:01]
>> WE DO PROVIDE THAT TRAINING NOW, WE HAVE A DIFFERENT TEAM MEMBER, THE ROAD CALLED A PATHWAY SPECIALIST AND THEY'RE ALIGNED WITH THE SCHOOL SO THAT WOULD BE OUR IN-HOUSE EXPERTS ON LEARNING THE INS AND OUTS OF THE NUANCES OF THE CURRICULUM AND PROGRAMS ALIGNED WITH THE SCHOOLS AND THEY CONNECT THAT INFORMATION WITH OUR SUCCESS COACHES.
>> THE REASON I ASKED IS THAT I TRIED TO ENROLL IN A COURSE AND GOT ASSISTANCE FROM A SUCCESS COACH BUT THEY WERE ENABLE TO FIND THE COURSE THROUGH THE ACRONYM.
HOW DOES THE GENERAL STUDENT KNOW WHAT POFI MEANS OR BOSMI.
>> SO THAT'S ANOTHER CONFUSION AND BARRIER FOR OUR STUDENTS.
>> THAT'S A GOOD POINT TO NOTE AND AN OPPORTUNITY FOR US TO KNOW.
>> IF YOU COULD SEND ME THE ACRONYM AND RAH IT MEANS, THAT MAY HELP ME IN TERMS OF LOOKING FOR A CLASS.
I WANTED TO THOUGH YOU THAT, AGAIN, WE WEREN'T JUST COLLECTING THE FEEDBACK JUST TO COLLECT IT, BUT WE IDENTIFIED TWO AREAS FOR IMPROVEMENT AFTER WE RECEIVED THAT INFORMATION IN THE FALL.
AND ONE WAS THAT EVEN THOUGH WE HAD HIGH LEVELS, WE REALIZED THERE WERE STILL IMPROVEMENT.
AND AGAIN, WE ALSO WANTED TO MAKE SURE THAT WE INCREASED THE RESPONSE RATE AS I MENTIONED TO YOU EARLIER.
AND SO, UM, SOME OF THE TRAININGS, THE VERY SPECIFIC TRAININGS THAT THE SUCCESS COACH HAS RECEIVED FOCUSED ON ACCESSIBILITY AND HOW TO SUPPORT STUDENTS NEEDING ACCESSIBILITY SUPPORTS.
DALLAS COUNTY PROMISE WAS ONE MODEL TO LOOK AT HOW WE SUPPORT OUR DALLAS PROMISE STUDENTS.
THE PATHWAY SUCCESS, WHICH I JUST MENTIONED TO YOU, THE PATHWAY SPECIALISTS THAT WORK WITH THE SCHOOLS TO BE SURE THAT THEY HAVE SCHOOL-SPECIFICS INFORMATION AND A COACHING EXCELLENCE PROFESSIONAL DEVELOPMENT DAY WITH THE EXPECTATIONS OF WHAT WAS EXPECTED OF THEM AS WELL AS SUPPORT ON WHAT IT MEANT TO CASE MANAGE WAS PROVIDED TO THEM.
>> SO, THE PATHWAY TO SUCCESS, THE ROADSHOWS AND LUNCH-AND-LEARN, WHO IS THE AUDIENCE?
>> WE HAVE MULTIPLE AUDIENCES.
WE HAVE DONE THEM FOR SUCCESS COACHES SPECIFICALLY, BUT WE ALSO HAVE OFFERED IT FOR IN COLLABORATION WITH CHAIRS, SCHOOLS OF DEANS.
BUT, THAT TEAM DOES PROVIDE SCHOOL SPECIFIC INFORMATION TO STUDENTS AS WELL.
>> WE ALSO CREATE ADD PROFESSIONALISM MINI SERIES THAT ZEROS IN ON THINGS LIKE ETHICS, EMOTIONAL INTELLIGENCE, WHAT IT MEANS TO BE A PROFESSIONAL AND TO HELP THEM UNDERSTAND WHAT IT LOOKS LIKE TO EXIT PROFESSIONALISM.
SO, REALLY TAKING TIME TO NOT JUST SAY WE WANT YOU TO BE PROFESSIONAL, BUT THIS IS WHAT WE MEAN BY THAT.
AND, WE'VE HAD OVER 400 OF OUR STUDENT SUCCESS TEAM MEMBER TOSS COMPLETE THAT PROFESSIONALISM MINI SERIES WITH POSITIVE FEEDBACK.
I WANTED TO SHARE WITH YOU THAT WE AREN'T JUST SURVEYING STUDENTS, WE ARE ALSO TALK TO GO EMPLOYEES BECAUSE WE WANT TO MAKE SURE THAT THIS INVESTMENT IN TIME AND RESOURCES AND TRAINING, THAT IT'S ACTUALL SOMETHING THAT'S HELPFUL AND BENEFICIAL TO OUR EMPLOYEES.
AND WE WERE REALLY HAPPY TO SEE THAT 96% OF SUCCESS COACHES REPORTED THAT THE INFORMATION THAT THEY RECEIVED WAS THINKS THAT THEY COULD USE NOW.
IN THE NEXT MONTH OR THE NEXT SIX MONTHS OF DOING THE JOB.
>> DO YOU RECORD ANY OF THESE WHERE THEY CAN BE AN ONLINE OR GO BACK AND CLICK ON SOME OF THESE ROADSHOWS?
IT'S A GENERAL PRACTICE TO RECORD OUR SESSIONS.
AND WE TRACK THEM TO CORNER STONE.
95% OF EMPLOYEES INDICATED THAT PROFESSIONAL DEVELOPMENT INCREASED THEIR KNOWLEDGE, A GREAT DEAL, A LOT OR A MODERATE AMOUNT.
AND WHAT I NOTED TO NOTE HERE IS THAT WE KNOW THAT MORALE IS AN OVERALL ISSUE
[01:25:01]
IN THE COLLEGE AS A WHOLE, AND THEN THE STRATEGIC OFFERING OF PROFESSIONAL DEVELOPMENT THAT'S MEANINGFUL TO EMPLOYEES IS ONE OF OUR STRATEGIES TO HELP BUILD AROUND.BECAUSE WE BELIEVE THAT WHEN EMPLOYEES FEEL COMP ABOUT THEIR JOBS, THEY KNOW HOW TO DO THEIR JOBS WELL, THEY HAVE THE SUPPORT, AND KIND OF A SAFETY NET TO LEARN MORE IF THEY NEED THE HELP, THEN THAT HELPS THEM TO FEEL HAPPIER ABOUT PROVIDING SERVICE AND THEN HOPEFULLY, PROVIDING A BETTER LEVEL OF SERVICE TO OUR STUDENTS.
AND SO, IN THE SPRING, WE HAVE SENT THE STUDENT SATISFACTION SURVEY OUT AGAIN AND WE'RE PLEASED TO SEE THAT WE HAVE GAINS AND WHILE YOU SEE IT HERE, THIS SLIDE SHOWS THE COMPARISON AND SO IN JUST ONE SEMESTER AND WITH THE INTERVENTION OF THOSE PROFESSIONAL DEVELOPMENT ACTIVITIES HAPPENING IN THE FALL.
WE HAD 7% GAINING IN OVERALL SATISFACTION AS WELL AS THE NUMBER OF STUDENTS WHO INDICATED THAT WE GOT THE SERVICE RIGHT NOT FIRST TIME.
WE ALSO INCREASED THE RESPONSE RATE BY 300% AND THE WAY WE WERE ABLE DO THAT IS WE CHANGED THE WAY THAT WE WERE DISTRIBUTING THE SURVEY.
PREVIOUSLY WE WERE JUST SENDING AN E-MAIL SAYING PLEASE, RESPOND TO THE E-MAIL IF YOU RECEIVE SERVICE, AND WE WERE DOING THAT ONCE A WEEK THEN WE CHANGED IT TO WHERE EVERY SUCCESS COACH THAT IS THAT IN THEIR LINE, SO EVERY TIME THEY ENGAGE WITH A STUDENT, AND IT SAYS, TELL US HOW YOU FEEL ABOUT THIS, AND BY DOING THAT WE WERE ABLE TO INCREASE THE RATE TO GET OVER 1,000 STUDENTS TO RESPOND.
>> IS THE SUCCESS COACH REQUIRED?
>> WE ASSIGN EVERY STUDENT A SUCCESS COACH.
>> I'M AT THE END TO TALK ABOUT NEXT STEPS.
MY SERVICE WAS NOTHING SHORT OF AMAZING, BEING A FORMER STUDENT OVER 15 YEARS AGO, I AM EXCITED TO ATTEND COLLEGE AGAIN AFTER SPEAKING WITH THE SUCCESS COACH, SHE'S EVERY PART OF WHAT IT MEAN TOSS PROVIDE EXCELLENT CUSTOMER SERVICE.
I SPOKE WITH HER ON WEBEX INITIALLY AND SHE FOLLOWED UP WITH E-MAIL AND SHE BEN FOLLOWED UP WITH A PHONE CALL TO KEEP ME UPDATED ON EVERYTHING SHE WAS DOING.
SHE WAS ABLE TO GET ME REGISTERED IN TWO CLASSES WHILE SPEAKING ON THE PHONE SHE WAS COURTEOUS, PLEASANT AND VERY DETAILED ON WHAT SHE WAS DOING.
SHE HAD ME EXCITED TO START SCHOOL AGAIN AFTER 15 YEARS BUT SHE ALSO GAVE ME THE CONFIDENT IN USING E-CONNECT AND OTHER RESOURCES.
I DON'T NORMALLY DO SURVEYS, HOWEVER, I DECIDED TO DO ONE AFTER THE SERVICE THAT I RECEIVED.
I HOPE THAT YOU REALIZE THAT AN ASSET SHE IS TO THE DALLAS COLLEGE COMMUNITY AND AS A PERSON.
>> I THOUGHT THAT WAS SO REFLECTIVE OF WHAT WE WANT TO ACCOMPLISH WITH EVERY SINGLE SUCCESS COACH BY HAVING THESE EXPECTATIONS AND ASSESSING THE STUDENT SATISFACTION.
>> THAT WASN'T YOUR MOM, WAS IT?
MOVING FORWARD, TO YOUR POINT, MOVING FORWARD, THE NEXT STEP, IMPORTANT ONE IS ALIGNING OUR EFFORTS WITH THE STRATEGIC PRIORITIES AND THE KPIS SO THAT THE NEXT TIME I COME BEFORE YOU OR SOMEONE ELSE FROM STUDENT SUCCESS COMES BEFORE YOU WE'RE ABLE TO SPEAK TO THE CONNECTION OF THIS WORK AS IT RELATES TO RETENTION, OUTCOMES, EMPLOYMENT OUTCOMES, TRANSFER OUTCOMES AND SO THAT'S THE DIRECTION THAT WE'RE HOPING TO MOVE IN NEXT.
[01:30:04]
WE'LL GET THE RESULTS OF THAT SURVEY BACK IN THE SUMMER HOPING TO ALIGN THE RESULTS WITH THE RESULTS THAT I JUST SHARED WITH YOU SO WE CAN LOOK TO SEE IF THERE ARE GAPS THAT NEED TO BE ADDRESSED AND LASTLY, WE'LL CONTINUE TO OFFER THE HIGH QUALITY PROFESSIONAL DEVELOPMENT AS I MENTIONED TO YOU, THE DISNEY INSTITUTE IS ONE EXAMPLE THAT WE'RE MOVING FORWARD ON AND WE'RE HOPING TO GET POSITIVE OUTCOMES OUT OF IT.AND I APPRECIATE ALL THE ENGAGEMENT.
AND I'M HAPPY TO TAKE ADDITIONAL QUESTIONS.
>> DO OTHER SCHOOLS HAVE SUCCESS COACHES AND TRAINING OF THIS CALL BAR.
I'M CONTACTED REGULARLY, AND I WILL TELL YOU THAT YOU NEED THE PROFESSIONAL DEVELOPMENT ARMED WITH IN STUDENT SUCCESS.
THAT IS UNIQUE AND I DON'T KNOW IF ANY OTHER PROGRAM THAT HAS THAT INTENTIONAL ALIGNMENT WITHIN THE PROGRAM.
AND ALSO, THE NUMBER OF COACHES THAT WE HAVE.
THE COACH TO STUDENT RATIO IS ALSO SOMETHING THAT YOU NEED.
>> HOW CAN YOU MARKET THIS FOR THE COMMUNITY TO KNOW MORE ABOUT IT? WE'RE OBVIOUSLY VERY INTERESTED AND ENGAGED WITH ALL OF OUR QUESTIONS, AND ALL OF US CAN STAND A REFRESHER, ON BOARDING, THAT WAS A NEWER TERM THAT USED TO BE CALLED TRAINING, AND NOW IT'S ON-BOARDING, BUT, I MEAN, WE'VE GOT SOMETHING SPECIAL HERE.
SO MANY PEOPLE WANT TO KNOW ABOUT IT.
>> WE DO, TRUSTEE WILLIAMS. AND, AS WE WERE GOING THROUGH THE RESTRUCTURING, WE WERE VERY INTENTIONAL ABOUT LOOKING AT BEST PRACTICES AT OTHER INSTITUTIONS AND TAKING THE BEST PARTS THAT WE FOUND TO PUT TOGETHER IN OUR STRUCTURE, AND SO, THE SUCCESS COACH WAS ONE VERSION OF THAT.
AND HOW DO WE BUILD ON THAT DIFFERENTLY.
BUT, AGAIN, IT REALLY IS, YOU KNOW, THANKS TO THE SUPPORT AND INVESTMENT OF THIS BOARD, TO FOCUS ON SUCCESS COACH TO FOCUS ON PROFESSIONAL DEVELOPMENT ASPECT AND WE'RE CERTAINLY UNIQUE FROM A STAND POINT THAT WE WERE GOING THROUGH A MAJOR RESTRUCTURING.
AND THROUGH THAT ALLOW US ON HOW TO THINK WITH THINGS DIFFERENTLY AND INVEST DIFFERENTLY AND SUPPORT OUR TALENT DIFFERENTLY.
AND ONE OTHER THINK THAT I WOULD SAY QUICKLY, YOU KNOW, OBVIOUSLY WE'RE TRYING TO MEET STUDENTS WHERE THEY ARE AND WHEN THEY ARE.
SO, JUST THE OTHER EVENING, WE HAD BRAD, FROM EL CENTRO, JOINED THE EVENING SHIFT OF A SUCCESS COACH AT 11:45 P.M., AND, BECAUSE THEY HAD THEIR END OF THE DAY RAP UP FOR THAT TIME PERIOD.
KAREN'S FOCUS THAT THIS IS NOT FOR EVERYBODY, BUT THE FOLKS THAT WE HAVE IN THESE ROLES ARE SO PASSIONATE AND CARING.
AND, SO THAT GROUP, AT 11:45 P.M., THEY WERE ENERGIZED.
>> THEY WERE PROBABLY SO SHOCKED.
BUT, THEY WERE ENERGIZED ABOUT THE WORK THAT THEY DO AND SO, THAT'S WHAT WE WANT OUT OF FOLKS AS KAREN SAID EARLIER TO FEEL SUPPORTED IN WHAT THEY DO, TO FEEL PASSIONATE ABOUT WHAT THEY DO AND TO BE IN THE RIGHT MIND SET TO PROVIDE THE SERVICES WE NEED THEM TO PROVIDE.
ALL I'M SAYING, IF THEY'RE FRUSTRATED OR UPSET THAT WE DON'T GIVE THEM COLORING BOOKS TO SETTLE THEM DOWN.
I WANT TO KNOW THE DAY YOU START THAT.
>> AND FOR THOSE OF YOU WHO ARE NEWER ON THE BOARD, THEY USED TO BE CALLED ADVISORS, YOU MAY BE FAMILIAR WITH THAT TERM, AND I THINK THE RATIO WAS 1 TO 800.
AND THE ADVISORS WHICH REQUIRED A BACHELOR'S DEGREE, IF I REMEMBER
CORRECTLY WERE PAID AROUND $24,000, OR $25,000, >> NOW THEY'RE SUCCESS.
>> YES, I THINK WE DEFINITELY IMPROVED.
>> AGAIN WITH THE SUPPORT OF THIS BOARD, WE'RE NOW, SUCCESS COACHES EARN
[01:35:02]
$65,000.THAT'S ONE OF THE QUESTIONS THAT I GET THE MOST QUESTIONS ON IS HOW ARE WE COMPENSATING OUR COACHES AT THAT, BUT IT'S NOT JUST COMPENSATION FOR COMPENSATION'S SAKE, IT'S WITH THE EXPECTATIONS OF ALL THE THINGS THAT WE SPOKE ABOUT.
>> IT'S BECAUSE THEY'RE OUR FRONTLINE, THEY ARE, ONCE THEY GET THROUGH ADMISSIONS AND CUT THROUGH THE BARRIERS OF ONLINE ENROLLMENT.
>> WE NEED TO TOOT OUR HORN MORE ABOUT THAT, IN MY OPINION, BECAUSE THIS IS UNIQUE.
AND LARGE SCHOOLS CAN'T HAVE TOO MANY STUDENTS.
>> THEY DON'T EVEN HAVE IT AT HIGH SCHOOL LEVEL TO THE DEGREE THEY SHOULD.
THAT'S ANOTHER REAL DEFICIENCY.
>> I KNOW TARRANT HAS SUCCESS COACHES.
AND BACK WHEN I BROUGHT UP THE ISSUE, AT THAT POINT, TARRANT WAS PAYING THEM $45,000.
I DON'T KNOW IF THEY CALLED THEM SUCCESS COACHES BUT THAT WAS ADVISORS AND THAT WAS A $25,000 DIFFERENCE.
>> I HAVE A FEW QUESTIONS FOR YOU, WE'RE USED TO HAVING EXTERNAL ORGANIZATIONS BRING US PROGRAMS. WITHIN HIGHER EDUCATION HERE WITH SUCCESS COACHES.
SO, WE MIGHT THINK ABOUT IMAGINING OUR OWN STACKABLE CREDENTIAL FOR SUCCESS COACHES THAT REALLY OUGHT TO BE A (INDISCERNIBLE) I MEAN, THE BEST OF THE BEST, AND FOR WHATEVER THAT'S WORTH.
>> LIKE AN ASSOCIATE'S DEGREE OR CERTIFICATION.
>> THE SECOND THING IS YOU SHARE ADD LOT OF DATA AND WE TALKED WITH THE BOARD AND MOSTLY QUITE FRANKLY, THE FACULTY, HOW WE CREATE DIFFERENTIATION AMONGST AWARDS, BASICALLY FINANCIAL AWARDS FOR OUR TOP PERFORMERS.
WE TALKED ABOUT IT TWO BOARD MEETINGS AGO.
PERFORMANCE AND VARIOUS COMPENSATION IS COMING TO DALLAS COLLEGE, THE FIRST PLACE IS HERE IN THIS CASCADING DATA.
SO, WHAT'S THE STATUS, AND HOW YOU DEFINE SUCCESS AND DELIVER REWARDS FOR SUCCESS COACHES WILL BE DIFFERENT THAN HOW IT'S DONE IN OTHER PARTS OF SUPPORT SERVICES.
HOW IS THIS PROCESS PLAYING OUT IN TERMS OF USING THIS DATA TO CREATE AN INCEPTIVE BASED REWORD PROGRAM?
>> AS WE START USING THE PERFORMANCE EVALUATIONS, WE WILL BE LOOKING, AT, FOR INSTANCE, IF SHE HAD A TOP PERFORMER, THAT TOP PERFORMER MAY BE ELIGIBLE FOR, SAY YOU HAD AN OVERALL KAREN AS THE LEADER OVER THAT AREA, HER OVERALL SALARY BUDGET WOULD HAVE TO WORK OUT TO 3% BUT SHE COULD AWARD THIS PERSON A 7% WHITE HOUSE OF THE HIGH PERFORMANCE BASED UPON THE EVALUATIONS AND THE TRAINING.
WHAT THAT WOULD MEAN IF SOMEBODY HAD A LOW PERFORMER, IN ORDER FOR SOMEBODY TO GET A 7, SOMEBODY ELSE WOULD BE GETTING A 0 OR A 1.
AND THAT'S HOW THAT WOULD WORK OUT AND AS WE WORK THROUGH THE COMPENSATION STUDY, THE OUTSIDE CONSULTANTS AND THE TEAM WILL BE WORKING ON WHAT THE GUIDELINES LOOK LIKE IN CONJUNCTION WITH THE PERFORMANCE EVALUATION, FOR INSTANCE, SO IN SOME ORGANIZATIONS IF YOU GET A DOZE NOT MEET, OBVIOUSLY, THEY'RE NOT ELIGIBLE FOR ANYTHING.
IF YOU GET A MID, YOU KNOW, MEETS, BUT, DOESN'T GO ABOVE AND BEYOND, MAY BE IT'S A 0-2%.
AND IF YOU ARE AT THE THIRD LEVEL, MAY BE IT'S A 0-4 AND AT THE HIGHEST, IT'S THE 0-6 OR 7, WHATEVER, SO THERE ARE GUIDELINES THAT YOU PUT IN PLACE WITHIN THE STRUCTURE TO ACCOUNT FOR THAT.
AND AS WE'RE MOVING TOWARD THAT STRUCTURE, IT'S IN DESIGN AND YOU'RE GOING TO ALLOW YOU'RE STUDENT SERVICES AND YOUR ACADEMIC LEADERS, I MEAN, DR. JOSEPH AND FLOYD AND THE PEOPLE THAT WORK UNDER THEM TO DEFINE WHAT THAT REWARDS PROGRAM LOOKS LIKE?
>> WELL, WE'LL DEFINE THE PROGRAM, AND THEY WILL DETERMINE THE EMPLOYEES ELIGIBLE.
>> AND THE EFFORTS AND CRITERIA.
[01:40:01]
>> BECAUSE ON THE ACADEMIC SIDE, DR. FLOYD WOULD HAVE THE CRITERIA.
ONE OF THE THINGS THAT WE WILL BE DOING IN CONJUNCTION WITH THAT AND YOU'VE HEARD ME TALK ABOUT IT IN THE WORKFORCE PLANNING PROGRAM IS THAT WE WILL SIT DOWN WITH EACH AREA ONNEN A ANNUAL BASIS AND DO WHAT WITH HE CALL CALIBRATION SESSIONS AND THAT IS, LET'S SIT DOWN AND TALK ABOUT YOUR WHOLE TEAM, WHO ARE YOUR HIGH PERFORMERS, WHAT TYPE OF DEVELOPMENT, OR TRAINING OR LEADERSHIP EXPERIENCE AND HAVING THOSE ON AN ANNUAL BASIS SO THAT NOT ONLY DO YOU HAVE A GOOD BASIS AS A TEAM AS A WHOLE BUT A GOOD PLATFORM FOR YOUR PLANNING.
AND THE ORGANIZATION AS A WHOLE HASN'T DONE THAT, BECAUSE ONE WE HAVEN'T BEEN STRUCTURED IN A MANNER TO DO THAT.
BUT NOW THAT WE'RE IN FUNCTIONAL AREAS, IT WILL BE A ROLE TO DO THAT BECAUSE WE'RE PREPARING LIKE FUNCTIONS.
>> THE HOPE WOULD BE TO ROLL OUT ALONG WITH THE PERFORMANCE EVALUATION THE CALIBRATION MEETING PROCESS.
THE WORKFORCE PLANNING TEAM IS WORKING ON WHAT THAT OUTLINE WILL LOOK LIKE.
IT WON'T BE FULLY FLESHED OUT THIS FISCAL YEAR BUT WE WILL HAVE THE OUTLINE AND PLATFORM TO HAVE THOSE TYPES OF DISCUSSIONS.
>> THAT WOULD BE GREAT, IF WE COULD GET AN UPDATE ON THAT THE THIRD QUARTER.
>> WE HAVE A LOT OF STUDENT THAT IS ASPIRE TO BE TEACHERS, EDUCATORS, COUNSELORS, ET CETERA.
IS THERE AN OPPORTUNITY IN THE SUCCESS COACH FUNCTION THAT YOU ARE BUILDING TO ENGAGE OUR STUDENTS AS PEER SUPPORT POTENTIALLY? WHAT DO YOU THINK ABOUT THAT? WE HAVEN'T CREATED A PEER SUPPORT GROUP BUT WE HAVE RECENTLY GOTTEN AN APPROVAL FOR A SENIOR SUCCESS COACH WORKING IN TANDUM WITH OUR SCHOOL EDUCATION.
AND THE OPPORTUNITIES AND GETTING THEM CONNECTED WITH OUR PROGRAM.
THAT'S WHAT WE'VE DONE SO FAR TO BE SURE THAT WE'RE SUPPORTING STUDENTS INTERESTED IN EDUCATION.
AND ADDRESSING YOUR EARLIER COMMENT ABOUT US POTENTIALLY HAVING OUR OWN UNIQUE PROGRAM, WE'VE BEEN WORKING WITH THE FOUNDATION AND WE HAVE A POTENTIAL DONOR WHO IS INTERESTED IN WORKING WITH US AND LOOKING AT WHAT A CASE MANAGEMENT INSTITUTE MIGHT LOOK LIKE OR A PROGRAM THAT FOCUSES ON THE DAYS MANAGEMENT COMPONENTS AND SO WE'LL BE WORKING TOGETHER TO DRAFT A PAPER TO LOOK AT HOW WE MIGHT BE ABLE TO PARTNER WITH THAT POTENTIAL TO LOOK AT EXPANDING THAT OPPORTUNITY.
>> COP WRITE ALL OF OUR INSTRUCTIONAL OPPORTUNITIES.
>> THAT'S RIGHT, I WAS GOING TO SAY, WE DO NOTHING IN THE FUTURE THAT WE DON'T GET COMPENSATED.
>> WHENEVER A DEPARTMENT IS COMING IN, THE VARIOUS LEVEL RIGHT BELOW YOURSELF THAT WOULD BE APPROPRIATE TO TAKE THREE TO FIVE MINUTES AND TALK ABOUT THINGS THAT AREN'T GOING TO BE ON THE AGENDA BUT JUST A LITTLE FLAVOR OF WHAT'S HAPPEN NATIONAL GUARD THAT DEPARTMENT OR AREA WOULD BE A REAL APPROPRIATE TIME AND WE WOULD HAVE TO PROMISE NOT TO DIG INTO THINGS, I THIN THERE WOULD BE A TIME TO SEE AND THAT WILL GENERATE THE PROGRAMS BENEFICIAL TO THE BOARD.
>> I APPRECIATE YOU SAYING THAT.
YOU KNOW, WE HAVE TALK ABOUT HOW TO DO LITTLE MINI SPOTLIGHTS OF OUTSTANDING FACULTY DOING THINGS AND PROGRAMS. BUT WE COULD ALSO THINK ABOUT HAVING SENIOR LEADERSHIP DO A WHAT'S
[01:45:01]
HAPPENING NOW SORT OF THING THAT JUST, GIVES SOME DIRECTIONALITY ON THE WORK THAT WE'RE DOING.>> BUT YOU HAVE TO PROMISE NOT TO ASK QUESTIONS.
>> I JUST WANT TO SAY THIS WAS AN EXCELLENT PRESENTATION.
I KNOW THERE'S A LOT OF STILL, CHURN IN THE ORGANIZATION.
IN TERMS OF BETTER DIRECTION FOR STUDENT SUCCESS AND OUTCOMES.
AND OPENFULLY, AMONG SUCCESS COACHES THEY'RE FEELING MORE SETTLED AND VALUED.
AND I THINK, AND THAT FOR JOSEPH, I GOT TO COMMEND YOU IN TERMS OF THE PROFESSIONAL DEVELOPMENT.
I KNOW, WE AT THE BOARD TALKED ABOUT THE NEED FOR PROFESSIONAL DEVELOPMENT, ESPECIALLY IN LIGHT OF THE CHANGES WE'VE MADE.
I THINK THAT YOU HAVE TAKEN IT, LIKE WHEN THE BOARD CAME ON BOARD, AND WE TOLD THEM WE WANTED MORE DUEL CREDIT.
WE WENT TO HIGH SCHOOL AND WHATEVER, WE TALKED ABOUT PROFESSIONAL DEVELOPMENT DEVELOPMENT AND YOU HAVE TAKEN IT TO A HIGHER LEVEL A THAT EVEN I ENVISIONED IT.
IT'S VERY IMPORTANT TO HOW IT IMPACTS OUR STUDENTS.
>> IF I MIGHT, AT THIS POINT SHH THE DRINKING OUT OF THE FIREHOSE IS OVER.
BECAUSE NOW THERE ARE THOSE WHO HAVE SOME BACKGROUND FOR THE TWO SEMESTERS AND HAVE A BETTER IDEA OF HOW IT'S DONE, WHERE IT'S DONE AND HOW TO GET THE INFORMATION THEMSELVES.
SO, THE DRINKING OUT OF THE FIREHOSE IS PRETTY MUCH, SLOWED DOWN.
BECAUSE CUSTOMER SERVICE, LOTS OF TIMES, WHEN IT'S DONE CORRECTLY, THERE'S NOT THE NEED FOR THE PHONE CALLS OVER AND OVER AND OVER AND EMAILS, AND THE CONTACTS, BECAUSE, IF THEY KNOW HOW TO DO IT NOW, THEY CAN DO IT FOR THEMSELVES.
>> THERE'S A LOT OF GOOD WORK BEING DOWN BY YOU AND YOUR TEAM.
WOULD YOU LIKE TO INTRODUCE THEM?
>> THIS IS JERMAIN PITKINS, HE WORKS WITH OUR 12 ASSOCIATE DEANS WHO HAVE 20 SUCCESS COACHES REPORTING TO THEM.
AND HE DOES A PHENOMENAL JOB AND I WOULD LIKE TO PUBLICLY SAY, I APPRECIATE YOU AND THANK YOU FOR ALL OF YOUR HARD WORK AND YOUR WORK MAKE AS DIFFERENCE.
>> THANK YOU, IT'S A PLEASURE.
[6. Executive Session]
WE HAVE AN EXECUTIVE SESSION ON THE EDUCATION WORKFORCE COMMITTEE, WE'LL ADJOURN TO THAT WITH CONSULTATION WITH ATTORNEYS RELATING EMPLOYMENT AND OTHER DELIBERATIONS AS PERMITTED BY LAW.
WE WILL RETURN AT APPROXIMATELY (INAUDIBLE) .
(MEETING IS IN EXECUTIVE SESSION) >>> MEETING IN EXECUTIVE SESSION.
[INDISCERNIBLE] [LAUGHTER]
* This transcript was compiled from uncorrected Closed Captioning.