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Culture Committee

ggoelogo Culture Committee

The Culture Committee was formed in March of 2016. Its purpose as a representative body is to serve as an advocate, advisor, communicator, and champion for the Great Game of Education. Initially, the committee will focus on the development and rollout of our GGOE training materials and communication with the campus community. The Culture Committee will then become the engine that drives the GGOE initiative forward as it permeates the culture of Missouri Southern.

Culture Committee Members 

Scott Cragin, Coach (Past Chair)

Staff Members
Landon Adams, Director, Student Activities
Elisa Bryant, Development Officer
Debra Fort, Director, Project Stay
Felicia Morley, Distance Learning Instructional Designer
Tonya Nickle, Student Employment Coordinator
Sherry Noller, Assistant Director, Career Services (Chair Elect)

Faculty Members
William Delehanty, Associate Professor, Political Science
Dustin Faulstick, Assistant Professor, English
Michael Garoutte, Professor, Chemistry
Elke Howe, Department Head, Industrial Engineering Technology
Nick Nicoletti, Associate Professor, Political Science
Scott Wells, Professor, Biology & Environmental Health

Administration
Becca Diskin, Director, Financial Aid (Secretary)
Cheryl Dobson, Registrar
Wendy McGrane, Associate Provost, VP of Academic Affairs
Scott Snell, Director, Distance Learning (Chair)
Albert Stadler, Chief Information Officer
Julie Wengert, Dean, Student Success

Great Game of Education Culture Committee (CC)

In order to effectively develop and nurture our Great Game of Education and employee culture within MSSU, we have formed a GGOE Culture Committee.  We believe by establishing a Culture Committee we can more effectively communicate and educate everyone on the practice of The Great Game of Education. We also believe this committee will greatly encourage more employee involvement and buy-in, foster an increase in the understanding of The Great Game of Education, and provide a direct contribution to improving our bottom line results - our Critical Number. The goal is to create an organization of business thinkers to truly think, act, and feel like owners (physic ownership). 

CC Objectives:

CC Authority:
The GGOE Culture Committee will serve formally as an advisory committee to the University Council.  The CC committee is not offering binding advice, just serving as a two-way communications channel between employees and the University COuncil. 

The CC committee will be involved in a wide variety of issues, making recommendations ranging from education and employee engagement training needs, determining how best to design and deliver such training, and operating issues around The Great Game of Education and improving financial performance.  The CC will have the responsibility to conduct a broad range of tasks, includeing:

  1. Delivering and/or arranging education, financial and engagement training; conducting new employee orientations (as related to The Great Game of Education).
  2. Conducting and/or publishing communication tools and events (i.e. newsletters, presentations, celebrations, etc.)
  3. Frequently assessing the University's GGOE Culture and The Great Game of Education practices (i.e. quarterly/annual surveys, soliciting employee input, etc.).  The CC will get its authority from the University Council, which will delegate certain kinds of decisions to the committee at its discretion.  The committee is authorized by and accountable to the University Council.  With that said, the University Council will commit to providing clear direction regarding issues on which the CC should offer recommendations, and its members also will be provided the necessary training and support to meet their objectives effectively. 

CC Structure:
The committee will remain a representative cross-section of employees consisting of 18 members - six each from faculty, staff, and administration.  Officers will consist of a Chair-Elect, Chair, Past Chir, and Secretary. 

CC Membership Criteria:
Broad Representation. The objective is for the committee to include members who, take together, represent the experienced groups within the University - different departments, locations, different seniority levels, differed job classifications, etc.  The two purposes of this are: first, to capture the various experiences and perspectives that exist within the University so that the CC has access to the broadest range of thinking; and second, to build credibility of the CC by giving as many employees as possible the sense that 'someone like me" is serving. 

It is critical that the University Council demonstrate a commitment to the goals of the committee.  This will be best served by having at least one University COuncil member serve directly on the committee, to provide legitimacy, to give immediate feedback, and to be able to report back o the University Council effectively. 

Effective Mix of Skills.  The committee will consist of members who have a broad range of knowledge, expeirence, and skills.  This may include: running teams or subcommittees, running meetings, managing projects, understanding The Great Game of Education, working effectively with multiple levels of employees, communicating effectively with peers, demonstrating a strong mix of writing and stand-up speaking and training skills, designing and conducting training programs, and promoting the committees objectives through print and electronic publications, just to name a few.  Although, some skills can be learned relatively easily, it is important that the committee begin with and maintain the necessary skills.  Employees who do not have these skills or the desire to acquire them should not serve or should be assigned roles on the committee that fit their skills and interests. 

  1. Each member is limited to a 2-year term.  If the member serves as Chair-Elect, they may serve additional terms as necessary to fulfill their obligation.
  2. In order to keep the committee active and viable, a certain number of committee slots will be reserved for employees who have never served on the committee before (approximatelyhalf of the available seats); to insure that there is a constant inflow of new members and that people across the organization have the opportunity to serve. 
  3. A certain number of committee slots will be reserved for employees who have served on the committee in the past (approximately half of the available seats, including Chair and Past Chair, to insure ongoing continuity and continued growth and learning of the committee. 

Note: The life cycle of the committee should always be considered.  In the early years, all committee members will be new.  However in the future, there will be an opportunity to include past committee members os that we constantly recapture the experience of past committee members and maintain the continuity and experience level of the committee over time.  The CC will also have an internal training agenda, i.e. goals and a plan to develop the skills and knowledge that it deems essential for the committee to have. (This may or may not be different from the external training agenda, i.e. the efforts of the committee to provide training to the rest of the Unviersity.)  The committee may elect within the first 12 to 18 months to require a certification process for all members.  This will include a structure training program designed to provide members of prospective members the knowledge, experience, and skill sets to serve effectively on the committee. 

Member Selection Process:

  1. Faculty and staff members shall be nominated by the respective senates.  Administration members shall be nominated by the President's Council and shall include at lest one member of the University Council.
  2. The nominating bodies must clearly communicate to all their employees the purpose and objectives of the committee and what knowledge, experience, and skill set are required to serve on the committee as outlined in this document.  they will then solicit nominations from their employees who meet the criteria. 
  3. At the first meet of each academic year, the Chair-Elect and Secretary will be selected by the committee and then approved by the University Counsil. Secretaries shall serve one-year terms. The Chair-Elect shall serve a one-year term, to be immediately followed by a second year as Chair and a third as Past Chair.  Therefore, Chairs shall serve three-yer terms. 
  4. Each regular member will serve a term of 2 years.  After one year off the committee, past committee members can serve additional terms if nominated and approved by the University Council. 
  5. From the slate of qualified nominees, the final selection of committee members will be chosen by the University Council. 
  6. To maintain continuity, charter members of the committee shall have staggered terms such that approximately one-half serve one-year terms and one-half serve two-year terms.  The charter committee shall determine how to allot those terms.  Thereafter, approximately one-half of the membership will be rotated each year. 
  7. During the first year of the committee a GGOE representative (coach) will also serve on the committee.  He or she will insure the committee is operating effectively and that the members clearly understand the principles and practices of The Great Game of Education. 

Decision-Making Process:
The CC will get its authority from the University Council, which will delegate certain kinds of decisions to the committee at its discretion.  The committee will be asked to make different kinds of decisions and the decision process should match the type of decision being made.  Therefore, when the committee is asked to make formal decisions regarding various issues around employee engagement and the Great game of Education, those decisions will be made through a variety of processes (majority vote, consensus of all members, final decision by the committee chair or the University Council, etc.) depending on the issue. 

Committee Meetings:
The committee will meet often enough to accomplish its goals without creating an excessive burden in terms of lost productivity.  Initially, the CC will meet monthly (for 2 to 3 hours) and review a standard agenda set by the committee members.  The first hour is typically used to review current goals/projects and progress toward those goals/projects.  The balance of the time is typically used to work directly on those activities.  This supports employees who may not have ample time during standard working hours to work on CC projects.  The committee Chair will have the option of canceling, postponing, or extending the scheduled meetings as necessary. 

Committee Resources:
The primary resource that the CC needs is time, both in terms of the time with other committee members and also in terms of the time of other employees who will utilize services provided by the committee.  Furthermore, the CC may require regular time with key individuals, inside or outside the University, depending on the issues the committee is attempting to address.  The University Council will support and accommodate these resource needs in order to further the committee's goals.  Depending on the goals set by the committee, a budget may also be required.  They may request funds for communication efforts, events, etc.  Committee members may also request funds to attend conferences and/or seminars to further expand their knowledge and experience.  The budget will be created by the committee members and submitted to the University Council for final approval. 

Committee Evaluation:
Committee members will establish a series of short and medium-term objectives and goals against which they can judge their progress and continually make adjustments to better reach their goals.  The committee shall be responsible for developing effective assessments of GGOE progress.  It will administer these assessments on a regular basis and analyze the results to determine a specific plan to improve the scores.