What We've Accomplished Thus Far

In the fall of 2021, Deo Mwano Consultancy (DMC) initiated several data-gathering efforts designed to gain input from staff regarding the current work atmosphere and opportunities for improvement. Nearly 250 employees completed an anonymous survey and 120 employees participated in 50 small group listening sessions and individual interviews held with DMS staff.  

In 2022, DMC conducted the second-year survey, with 224 employees participting and 69% of participants indicating that the initiative is improving the culture of Campus Services.​

We have now completed year three of the Campus Services Culture and Climate Survey, with 217 employees participating in the survey, and 125 participating in listening sessions. You can find Year 3 Survey Data here, and data comparisons here.

Employee Expectations Training: All employees attended Employee Expectations Training, held across several weeks and facilitated by Deo Mwano Consultancy.

Culture & Climate Training:

Difficult Conversations Training:

Regular Town Hall meetings have been reinstated, effective April 2022. Town Halls are held three to four times per year, with the next being held on October ___, 2024.

Ymani Hawkins our Director of Culture and Employee Belonging since 2023, is committed to ensuring all employees at CS feel a strong sense of belonging and have a safe space to discuss cultural challenges, seek guidance, and contribute to fostering a culture aligned with our 7 Principles. Please feel free to email her at Ymani.S.Hawkins@Dartmouth.edu.

In 2022, Nick Davis, the Director of Culture and Employee Belonging, was hired to lead diversity activities across the division and help improve the culture of Campus Services. In 2023, Nick Davis transitioned to a new role as Senior Director for Inclusive Culture, for the Division of Institutional Diversity and Equity (IDE).  Nick's role will serve to elevate the work Campus Services is doing and as well as our voice.  

Celia Johnson, the Campus Service Recruiter, is partnering with hiring managers to better understand specific hiring needs, working to build strong candidate pools, and is guiding candidates through the hiring process. Since Celia's start several new employees have been hired using the new recruitment strategies in both Dartmouth Dining Services and FO&M.  

The CEB Program Coordinator role works with the Director of Culture and Employee Belonging to roll out programming, CEB initiatives, training sessions, and Campus Services events.  

Campus Services strives to acknowledge employees who exceed expectations. An employee may be nominated for meeting at least one of the following criteria:

1. Showcasing Innovation in the Workplace: Finding new ways to improve processes, methods, or technology and proactively solving problems.
2. Exceeding Expectations & Job Descriptions: Going above and beyond job duties with extra tasks, creative solutions, and outstanding service.
3. Embracing Opportunities for Extraordinary Contributions: Supporting projects and initiatives outside usual roles, leading special projects, or helping during busy times.
4. Practicing Our 7 Principles: Upholding CS's core values daily by being dependable, embracing diversity, admitting mistakes, and treating others with respect and empathy.

Employees may be nominated using this online form, by submitting a paper copy of the form (copies are located in McKenzie and '53 Commons,) or by emailing Sarah Smith, Program Coordinator for Culture and Employee Belonging.

On the first Friday of every month Campus Services employees can enjoy a $5 meal at '53 Commons. Campus Services leadership will be available at different times throughout the day so employees can connect.

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The Culture of Caring Committee is made up of members across Campus Services, and is devoted to establishing a more positive and caring culture across the division. This committee is responsible for putting on division-wide events, supporting interdepartmental communication, and supporting and promoting Culture & Employee Belonging initiatives.

TV monitors that transmit Campus Services communications have gone up throughout campus and more are in the works. The TV monitors are one of the new ways Campus Services shares information and communications with staff.

A biweekly newsletter is sent out to Campus Services staff via email and hard copies are placed by time clocks throughout campus. The newsletter highlights accomplishments and kudos, has a CEB in your corner section, and is designed to welcome staff to events happening throughout campus. To submit material or recognize the efforts of a colleague email Stephanie Kaufman, Manager of Communications.

The Culture & Employee Belonging (CEB) Council was established in the summer of 2022. The mission of the CEB Council is to foster a unified, inclusive community for Campus Services employees, promoting Vulnerability, Empathy, Respect, Inclusivity, Consideration, Dependability, and Fairness. We provide tools and resources to support and bridge gaps, ensuring everyone is accepted, valued, and empowered to excel. To learn more about the Council, the work of its subcommittees, and to meet its members, click here.  

The office of Culture and Employee Belonging, alongside the CEB Council, is continually seeking feedback on our events, communications, and training. We want to incorporate the thoughts and ideas of Campus Services employees so we can make our work and programs meaningful, accessible, and helpful to all. Email Ymani Hawkins to share your thoughts and concerns or to ask a question.

The office of Culture and Employee Belonging welcomes all Campus Services staff to meet with Ymani Hawkins to talk about professional development, what opportunities are available, and to develop a plan to achieve your goals. To schedule an appointment email Ymani.

In late winter, all employees were invited to meet with the DMC team to review and discuss findings from the data gathering efforts. Staff attended 90-minute engagement sessions, while managers and supervisors participated in 3-hour sessions to review the findings and learn about the 7 Principles. Key findings suggested we seek improvement in the following focus areas: communications, training, community building, mentorship, and career advancement.