Project Lead: Cheryl Reardon

Funding Approved: Fiscal Year 24
Project Status: In Progress  
Funded amount: $520,000 over three years

This project aims to increase engagement and reduce turnover among Merit staff at Iowa. Merit staff are vital contributors to the university’s missions, functions, and strategic goals. Previous feedback from Merit staff on culture, supervision, and training will guide the development of pilot initiatives to address retention. The project will introduce Merit-specific orientation programs, expand supervisor training, and develop tailored mentoring and career-pathway programs. Assessment of the effectiveness of these initiatives will inform whether they are integrated into University Human Resources operations to enhance the overall employee experience and advance the university’s strategic plan goals for holistic well-being and success.

Activities to date:

• Successfully recruited and hired a project coordinator.
• Formed an advisory committee to guide the project. 
• Conducted introductory meetings with leadership from each of the three pilot units, laying the groundwork for the pilot and establishing next steps.
• Developed the peer mentor framework, including resource materials such as mentor job descriptions, applications, and expectations for mentors and supervisors. Actively engaged in recruiting, selecting, and training mentors.
  • Since spring 2024, 12 peer mentors have been mentoring new employees.
  • Conducted a mentor training session in October 2024, providing helpful resources for mentors to use during their check-in sessions with new employees.   
• The project manager participated in educational facility tours and departmental staff meetings in the Office of Animal Resources and University Housing and Dining to understand operational processes and staff dynamics.
• Began laying the groundwork for initiatives focused on enhancing the onboarding process, supporting career pathways and development, and improving supervisor training.
  • Conducted two supervisor training sessions in July 2024 on the topic of having difficult conversations with staff. Additional supervisor training sessions are scheduled for January 2025 and July 2025. 

Next Steps:

In year two, the project will continue implementing the pilot programs, gather and analyze feedback from participants, and refine the programs as needed. The team will also focus on enhancing onboarding processes, developing targeted supervisor training, and exploring career pathways for merit staff. Baseline metrics will be established to track and measure progress throughout the pilot program.