2024 Diversity, Opportunity, and Inclusion Budget and Workforce Report, Virginia Military Institute

Summary

Letter dated August 1, 2024, from Cedric T. Wins, Superintendent of the Virginia Military Institute (VMI), to Members of the Virginia General Assembly, submitting the 2024 Diversity, Opportunity, and Inclusion Budget and Workforce Report under Code of Virginia section 2.2-602. The report describes recruitment through print ads, social media postings, and more job fairs, and use of the Alternative Hiring Process for job applicants with disabilities. It states that onboarding improved by hiring a dedicated employee trainer. Professional development programs through the Center for Leadership and Ethics include Lunch & Learn Seminars, Lean Forward, Supervisor Training, and Emerging Leaders. It references the new strategic plan Forging 21st Century Leaders: 2024-2034.

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August 1, 2024



Members of the Virginia General Assembly
General Assembly Building
900 East Broad Street
Richmond, Virginia 23219




In accordance with the Code of Virginia section § 2.2-602, Paragraph B, I am pleased to submit the 2024
Diversity, Opportunity, and Inclusion Budget and Workforce Report for the Virginia Military Institute
(VMI). This report provides an overview of our workforce onboarding, retention, and recruitment
efforts, aligning with the Commonwealth of Virginia's objectives and policies. Attached is an analysis of
our current initiatives and an outline of our goals for the upcoming year.

This year's report highlights several key initiatives, including targeted recruitment efforts to attract a
more diverse applicant pool, training programs to enhance skills, and improved onboarding processes
for new employees. Additionally, we are implementing a new strategic plan, Forging 21st Century
Leaders: 2024-2034, to ensure equitable opportunities for professional development and advancement.

Thank you for your continued support and partnership. We look forward to receiving any feedback or
questions you may have regarding this report.

If you have questions, please contact VMI’s Chief Diversity Officer at williamsba@vmi.edu.



Regards,




Cedric T. Wins
Major General, U.S. Army (Retired)
Superintendent
Virginia Military Institute
Lexington, VA


Enclosure: DOI Budget and Workforce Report for 2024

cc:     Valarie Stores, Director of Human Resources
        Briana Williams, Chief Diversity Officer
                  DOI BUDGET AND WORKFORCE REPORT 2024
The Virginia Military Institute (VMI) has always taken a comprehensive approach to creating a work environment
where employees can flourish, ensuring that VMI remains a leader in developing the next generation of visionary
leaders. In our pursuit of excellence, we understand that there is always room for improvement. We are
committed to fostering a culture of continuous growth and development. Our current practices focus on
identifying top talent, encouraging professional development, and offering each employee the resources they
need to succeed. Looking to the future, we plan to expand these programs further, focus more on wellness
initiatives, and increase diversity and inclusion efforts. By doing so, we will create an even more supportive and
dynamic environment where every team member feels valued and empowered.

Integration with Forging 21st Century Leaders: Strategic Plan 2024-2034
One of the objectives of VMI’s Forging 21st Century Leaders: Strategic Plan 2024-34 is to, “Provide a supportive
work environment that enhances employees’ well-being through effective recruitment, onboarding,
development, engagement, and compensation.” This objective underscores VMI’s commitment to fostering a
workplace where every individual feels valued and empowered. By prioritizing the well-being of its employees,
VMI aims to create a dynamic environment conducive to both personal and professional growth.

Link to Forging 21st Century Leaders: VMI Strategic Plan 2024-2034

Recruitment and Retention
VMI leverages a variety of recruitment platforms and engages in strategic outreach to attract a wide range of
talented individuals. Under our Director of Human Resources, we have expanded our recruiting grounds and have
become more diverse in our print ads and social media postings advertising open positions. We are also hosting
and attending more job fairs. We are committed to fostering an inclusive environment that welcomes individuals
from all backgrounds and aims to reflect the rich diversity of the Commonwealth of Virginia as well as the society
we serve.

Accessibility
VMI continues to utilize the “Alternative Hiring Process” to provide greater access for job applicants with
disabilities. We have also begun to post open positions at rehabilitation centers, on hospital job boards, and at
Veteran’s facilities.

Onboarding
In the past year, we have improved our onboarding and new employee orientation models by hiring a dedicated
employee trainer, developing new workshops, and increasing the frequency of our training modules.
Employee Development Programs
We desire to be an employer of choice within the Commonwealth of Virginia. To support this goal, we offer a
range of professional development opportunities through our Center for Leadership and Ethics (CLE). These
programs include one-hour Lunch & Learn Seminars as well as more intensive offerings such as Lean Forward,
Supervisor Training, and Emerging Leaders. Every employee can take advantage of at least one of these offerings.

Surveying
A best practice within any organization is conducting an annual employee climate survey. We use those results to
tailor our planning for the upcoming academic year. Currently, we are conducting a lifecycle audit of our Human
Resources Department because of feedback from the previous year’s survey. We have also engaged with Hanover
Research to conduct a series of climate surveys. Currently, we are engaged in a Manpower Assessment Survey.
The information gained from this assessment will help us identify greater leadership opportunities within our
environment and assist with succession planning efforts. We will continue to work with Hanover over the next
three years to improve both the employee and student experience.

Goals for 2024-2025
Agency Goal 1: Expand Employee Development and Training Opportunities. Much of VMI’s DO&I efforts have
been cadet-focused but we understand the importance of DO&I for employee recruitment, development,
retention, and succession planning. DO&I and Human Resources goals will be aligned to improve the employee
experience and to advance VMI’s reputation as an employer of choice within the Commonwealth of Virginia.

Agency Goal 2: Increase Collaboration Between Relevant VMI Offices. This includes but is not limited to Title
IX/Inspector General, Cadet Counseling, and Athletics to provide holistic support for employees and cadets.

Agency Goal 3: Continue to Partner with Community Organizations. We will continue to enhance our culture of
citizen soldiership, remove barriers to community participation, and share VMI’s extensive intellectual and
leadership resources within Rockbridge County and beyond.




    We believe that by investing in our employees, we are not only furthering
individual career goals but also strengthening the entire VMI community. As we
 move forward, we will continue to seek feedback from the Commonwealth of
  Virginia and other stakeholders and adjust where needed to ensure that our
  practices align with state and federal policies as well as the evolving needs of
   our workforce. Together, we can build a brighter future and maintain VMI’s
                 legacy of excellence in leadership development.


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