Understanding Institutional Effectiveness

Understanding Institutional Effectiveness

What it isWhat it isn’t

Why it’s important

What is “institutional effectiveness?”

Systematic, explicit and documented process of measuring performance against the mission in all aspects of an institution

In essence: What did we say we were going to do? How do we know we’ve done it? How well did we do it? How are we going to do it better?

Identify goals and valid indicators of progress for each

goal (aka metrics); identify thresholds of success (targets)

for each metric

Collect data and analyze outcomes

Interpret outcomes; communicate outcomes; track

outcomes over time where appropriate and identify where

improvements are needed

Implement changes/modifications that are expected to improve outcomes

ClosingtheLoop

The process of evaluating a unit’s effectiveness builds on MUSC Excellence

Who must evaluate their effectiveness?

University Academic Programs

Central Administrative

units

Student support

units

[Research] [Community Service]

(Integration grid)

DMD VPAA CAPS OAPR MUSC Gives Back

PhD Biomed Sci

Deans Offices Student Programs

OT ESL Wellness Center

Pharm D OAPR Student Health

BSN Library OEM

MD Finance and Administration

CAE

Etc…… Etc… Etc…

What institutional effectiveness isn’t (or shouldn’t be)

Imbalanced as primarily a top-down or bottom up exercise Top down: Standardized process and centralized documentation

Bottom up: Goal setting; assessment tools; target setting; determination of how to respond to results

Unsustainable Must be continuous, thus must be both useful and easy

Emphasize success over improvement Targets should be meaningful and ambitious—the ultimate purpose

is to afford continuous quality improvement (not marketing)

Why it’s important1. It is the basis of accountability and

continuous quality improvement2. Demonstrates sound stewardship

of resources3. Inspires students’ and other

stakeholders’ trust and confidence4. It is required for academic

accreditation (both professional accreditation and institutional accreditation)

Integration grid (to show University Effectiveness)

Assessment Plan

Things that stay the same

1. Annual goal setting by units2. Commitment to addressing the five

Excellence Pillars3. Annual institutional surveys

Employee Satisfaction Survey Student Satisfaction Survey

Things that will change

1. Nomenclature Old terms: Pillar goal=90% of COP employees

agreed they are pleased to be working at MUSC

New terms: Employs greater specificity Goal=Attract and retain high quality employees

(formerly unwritten) Metric (ideally, at least 2 per goal)=Rate of COP

employees who agree they are pleased to be working at MUSC

Target=90%

Things that will change

2. Tracking and reporting of goals and results is required by SACS and must be centralized

OIE TaskStream

3. Three-year cycle of trend tracking, then identification and documentation of results-driven modifications/changes expected to improve results

Units may elect to report modifications annually, but are not “required” to do so

Office of Institutional Effectiveness

Suzanne [email protected]

Regan [email protected]

Vince Moseley Bldg41 Bee Street, 2nd floor