Metric 11: All employees will have an annual evaluation that aligns with the overall university objectives and a measurable professional development plan.
Metric 12: At least 25% of the merit salary improvement pool for faculty and unclassified staff will be used to recognize and reward exemplary performance that contributes to university and unit goals and objectives.
Metric 13:The timeline for the process of solictiing input and recommendations for governance purposes should not exceed one semester as appropriate.
Metric 14: One percent of total revenues annually will come from new or expanded revenue initiatives other than tuition rate increases.
Metric 15: Divisional deans will annually realign 1% of their divisional University budgeted funds by phasing out low priority organizational structures, programs, and activities. These funds will be set aside to support new, or expanding successful, programs and collaborations with an emphasis on inter- and multi-disciplinary activities.
Metric 16: 0.5% per year of permanent budgetary funds will be captured from improvements in divisional productivity, and these funds will be collected centrally and redistributed.
Metric 17: Implement, and annually update, a transparent, flexible, and dynamic ten-year budget plan that will ensure a sustainable and financially viable foundation.