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CMU launches Employee Value Proposition Project to strengthen workplace culture

| Author: Lori Hella | Media Contact: Lori Hella

Central Michigan University (CMU) has launched a strategic initiative to develop a comprehensive Employee Value Proposition (EVP), a key step in enhancing its organizational culture and reinforcing its commitment to faculty and staff. This project supports Priority 3 of CMU’s strategic plan: to raise the university’s national profile as a vibrant, nurturing community where all employees feel valued and empowered to thrive. 

The EVP project, initiated by the Priority 3/Goal 1 Strategic Planning Workgroup, aims to define and communicate the unique benefits, values, and experiences that CMU offers its employees. By aligning the EVP with the university’s core values and leadership standards, CMU seeks to foster a workplace where employees feel connected to the mission and inspired to make impactful contributions. 

Why an EVP matters 

An EVP defines the tangible and intangible elements that shape the employee experience. It defines what employees receive in return for the skills, capabilities and experiences they bring to the organization. A well-crafted EVP not only attracts top talent but also influences and strengthens retention, engagement, and alignment of culture with institutional goals.  

A collaborative process 

CMU has partnered with Marsh McLennan Agency (MMA)’s workplace well-being consultancy, to guide the EVP development process. The project will unfold in two phases: 

  • Phase I involves data collection and initial assessment of existing policies, programs, and structures 
  • Phase II includes an employee survey and focus groups to validate and expand on the findings, followed by steering committee workshops to craft and refine the final EVP 

This collaborative approach ensures that the EVP reflects the authentic voice and aspirations of CMU employees and supports a thriving, sustainable workplace. 

Beyond pay and benefits 

An EVP encompasses more than compensation. It will focus on several key pillars of the employee experience: 

  • Material Support: Salary, benefits, tuition waivers, equipment, schedules 
  • Growth Opportunities: Professional development, training, and skill-building 
  • Well-being: Resources supporting physical, mental, social, and financial  
  • Environment: Flexibility, work-life balance, safe working conditions 
  • Culture: Community, recognition, meaningful mission and vision, aligning values and behaviors 

Lori Hella, Associate Vice President of Human Resources and a member of the EVP Steering Group, emphasized the importance of this initiative:  

“Our goal is to nurture an environment where every employee feels seen, supported, and inspired. The EVP will help us articulate what makes CMU a special place to work and ensure that our values are reflected in every part of the employee experience.” 

Meet the Steering Committee 

  • Jeff Angera – Chair/Human Development & Family Studies  
  • Nel Boose* - Executive Director/Innovation & Online Business Operations  
  • Jim Bujaki* - Vice President/Information Technology & CIO  
  • Abby Dean - Deputy Chief Marketing Officer  
  • Robin Decker - Office Supervisor/Psychology  
  • Jennifer DeHaemers* - Vice President/Student Recruitment & Retention  
  • Dan Gaken* - Director/Leadership Institute  
  • Joe Garrison - University Budget Officer/Assistant to the President for Strategic Planning  
  • Deb Gross - Administrative Office Assistant III  
  • Lori Hella* - Associate Vice President/Human Resources  
  • Mike Horace - Radio Programs & Operations Manager  
  • Angie Moss* - Assistant Director/Faculty Personnel Services  
  • Anne Pashenee - Dispatcher/CMU Police  
  • Shawna Patterson-Stephens* - Vice President/University Engagement & Student Affairs  
  • Toby Roth* - Vice President/Government & External Relations  
  • Jonathon Russell - Associate Dean/College of Arts & Media   
  • Heather Tubbs* - Director/Advancement Operations & Budget 

*member of Strategic Planning Workgroup for Priority 3/Goal 1  

Looking ahead 

The steering committee was formalized in July and have been working on communicating the initiative to the university community from mid-August through September. Full campus surveys and smaller focus groups will be conducted through the fall. By early 2026, CMU aims to finalize its EVP statements and identify action items to integrate the EVP into the workplace culture. 

For more information and updates, faculty and staff are encouraged to visit: the EVP webpage and participate in upcoming feedback opportunities. 

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