The need for a strong assessment culture persists as a top priority of importance for the future of the Lory Student Center (LSC). This cannot be done alone, and needs a dedicated cohort of people across LSC departments. 

While the need for assessment has long been acknowledged in student affairs and college unions, such assessment efforts have become increasingly important in the specific areas we work in, due in part to the emphasis on accountability from accreditation agencies, legislators, the institution, and students and families. The bottom line is that this must become integrated into our organizational culture.  

A-PREA Work Group Charge: 

• Centralize and provide assessment resources and expectations across the Lory Student Center. 

• Commit to the disaggregation of data to understand results from varying populations. 

• Coordinate assessment efforts from all areas throughout the LSC, seeking efficiencies in data gathering and analysis efforts. 

• Work collaboratively with department directors to: 

• Communicate A-PREA happenings to department staff 

• Prioritize assessment at staff meetings 

• Send out applicable assessment information  

• Review all-LSC assessment data: Benchworks (formerly Skyfactor), Culture Climate, Quality of Work Life Survey, Employment Data, etc. 

• Support Program Review Process where applicable 

• In addition to committee members reporting information to their respective departments, feedback should be gathered from the department to inform and further assessment efforts.  

• Coordinate reporting efforts related to Anthology “Planning & Effectiveness” and “Outcomes” reporting web site, both short term and longer term. 

• Review CAS standards and share responsibility in addressing the varied areas, specifically “4.6 Reporting Results and Implementing Improvement”. 

• In consultation with the LSC Leadership Team, contribute to and create a clearly-articulated and dynamic 3-year assessment plan which addresses data collection, analysis, reflection, prioritization of challenges, and the development of continuous improvement strategies for the LSC, based on the results of the LSC Program Review Self-Assessment. 

• Provide recommendations for staff training, development, and expanding the use of assessment methods throughout the LSC.  

• Ensure the LSC Leadership Team and Department Directors develop action plans in response to the data and follow through on such plans. 

• Chair: Associate Director for Talent Development & Assessment 

• Membership requested commitment: 2 years, 1-2 meeting hours per month, data review hours vary and should not exceed 3 hours per month