The Executive Leadership Team is also responsible for ensuring momentum is maintained by reducing or eliminating barriers to implementation. This includes the endorsement of policy or philosophy changes that are initiated in support of the recommendations.

Communication

The entire Lane community must receive continuous and clear communication concerning what changes are occurring, why and when the changes will occur, and how the changes will impact employees and their work. Various communication tools should be used and employees encouraged to provide feedback. The implementation coordinator responsible for communication will play a key role in ensuring that there are regular reports to the Lane community on the progress and successes of implementation.

Training

Employees will need to possess the skills and knowledge that will enable them to successfully function in a dynamic team-based environment. Training that addresses all aspects of team interaction, technical knowledge, and customer service is essential. Lane needs to ensure that time is specifically dedicated to training activities, and participation in training is integral to both the employee and team's responsibilities and performance. Lane must develop a structure that supports the delivery of training with a focus on the use of internal resources. The implementation coordinator responsible for training needs to identify resources that will provide employees with the guidance needed to understand how to effectively work in a team environment.

Human Resource Practices

Prior to the creation of teams, Lane will need to develop job descriptions that accurately reflect all team member skills and responsibilities. In addition, evaluation criteria that incorporate team and individual performance need to be established. Personnel Services will play a key role in facilitating and initiating Lane's progression to a team-based structure for the services to students organization. In particular, the implementation coordinator responsible for human resources will need to identify resources that will assist them in developing new job descriptions and a related compensation and incentive system.

Labor Relations

Lane must continue its proactive approach to addressing employee concerns related to collective bargaining contract issues and employment security. In particular, the active involvement of employee group representatives in implementation will serve both employees and the college in ensuring a smooth transition to a team-based organization.

Technology

The investment of resources in technology and related staffing will ensure that all employees possess innovative tools to deliver services to students. Lane needs to ensure that a support structure is in place to provide for both the development and maintenance of computer systems. Concurrently, it is essential that Lane continually assesses current and future capabilities to support various service delivery methods, particularly student self-service and ensure that college-wide technology needs are not compromised.

Measurement and Assessment

Performance measures are needed to ensure that the college realizes the intended improvements from its investment. The Redesign Team indicated that Lane needs to establish baseline performance measures for each recommendation. It will also be necessary to measure the effectiveness of process changes. The determination of process baseline measures will be made by the implementation coordinators and teams in consultation with the Office of Research.