Objective 7 Project Reports
March, 2026
Objective 7: Enhance the employee experience and improve employee retention
Below are project reports for four projects in UM's Playbook focused on Objective 7. Each report includes details about the intent of the project, why it's important, and progress made this fiscal year.
Objective 7 Project Reports
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The project
Implement a revamped performance development process and software system
Project Lead: Shawn Blair
Executive Sponsor: Jay StephensWhat we’re trying to accomplish
This project is redesigning UM’s performance evaluation approach by implementing NeoED Perform as a campus-wide system that emphasizes continuous feedback, development, and accountability. It replaces a once-a-year review model with a more consistent, role-specific, and growth-oriented performance management process.
Why it matters
A modern, development-focused performance evaluation system is essential to retaining talent, supporting employee growth, and living into UM’s Mission First, People Always principle. Strengthening performance management improves employee engagement, supports timely intervention and recognition, and positions UM as an employer of choice.
Progress
UM has completed the build of three customized performance evaluation templates in NeoED Perform (staff, supervisory, and executive), selected and trained pilot groups, and launched the pilot for FY26 evaluations. Feedback from pilot participants is actively informing refinements, training development, and alignment with professional development offerings in NeoED Learn, setting the stage for a campus-wide rollout in FY27.
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The project
Implement a new employee learning management system and work with campus partners to build trainings
Project Leads: Jasmine Laine
Executive Sponsor: Jay StephensWhat we’re trying to accomplish
This project is building a centralized, campus-wide employee training library using NeoED Learn so that employees have consistent access to required and job-relevant training. It establishes NeoED Learn as UM’s primary platform for delivering and tracking employee training across units.
Why it matters
A centralized and trackable training system improves employee effectiveness, consistency, and confidence while reducing institutional risk related to compliance and legal obligations. By ensuring employees are well trained and supported, UM strengthens workplace culture, reduces errors and burnout, and reinforces its commitment to employee success and accountability.
Progress
All core required trainings—including Cybersecurity, Digital Accessibility, FERPA, Harassment and Discrimination, and Indian Education for All—have been created and launched in NeoED Learn, with a successful soft rollout completed in fall semester. All employees have now been assigned required trainings (starting January) and this process will be automated going forward. Additional trainings have been published, collaboration with subject matter experts is ongoing with hopes of adding multiple additional trainings over time positioning NeoED Learn as a functional training hub moving into full campus deployment.
More from the project lead
It's important to provide training to employees on the systems and processes that they need to understand to do their jobs. If you would like help in creating and posting trainings in NeoED Learn, contact the Office of Organizational Learning and Development (OOLD).
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The project
Identify, prioritize and begin to address internal processes that need improvement and that most impact the employee experience
Project Leads: Pamela Altmaier
Executive Sponsor: Jay StephensWhat we’re trying to accomplish
This project is identifying and redesigning the internal administrative processes that most frustrate or hinder employees, using broad campus input to prioritize high-impact improvements. It focuses on simplifying workflows, clarifying responsibilities, and improving systems, guidance, and training to make everyday work easier and more efficient.
Why it matters
Cumbersome and unclear processes contribute to burnout, inefficiency, and employee turnover, directly affecting UM’s ability to attract and retain talent. By addressing the processes that most impact daily work, UM can improve employee wellbeing, strengthen institutional alignment, and build a more adaptive and high-performing organization.
Progress
A campus-wide process inventory survey and targeted listening sessions surfaced key pain points, leading to the identification of eight high-impact processes and prioritization of three for redesign: Hiring/Recruitment, Pre-Boarding, and Travel & Reimbursement. Journey mapping and scoping work are complete for the initial processes, with redesign efforts now aligned to existing improvement initiatives and upcoming system updates, and early work underway to strengthen guidance, training, and change management.
More from the project lead
Some of these process improvements still need campus involvement and feedback! If you are interested in participating in forthcoming efforts, such as pilot users and resource feedback opportunities, please contact Pamela directly at pamela.altmaier@umontana.edu.