Operations Plan | HCC

About

Operations Plan

HCC Vision

Henderson Community College strives to be the region's educational leader, providing affordable opportunities for academic excellence and workforce development.

HCC Mission

Henderson Community College's mission is to provide affordable, student-focused education that prepares learners for transfer, technical careers, employability, and the workforce.

Henderson Community College, a member of the Kentucky Community and Technical College System, is a public associate degree granting institution serving Northwest Kentucky.

HCC Values

The values of Henderson Community College are:

  • Student Success
  • Quality Education
  • Access and Opportunity
  • Accountability and Integrity
  • Serving and Caring

Goals, Measures, and Targets

1. Objective 1.1: Maximize student access, retention, and success.

  • Key Performance Indicator: Number of individuals educated and trained each year
  • Definition: Definition coming
  • Target/Objectives: to be determined

Supporting Institutional Priorities:

  • Resume food services as a retention strategy.
  • Streamline our recruitment processes to integrate academic and workforce opportunities.
  • Utilize our early alert approach for identifying retention, using the data to direct students to wraparound services. 

 

2. Objective 1.2: Improve student career pathway completion.

  • Key Performance Indicator: Graduation rate ranked amongst the 50 states.
  • Definition: Definition coming
  • Target/Objectives to be determined

Supporting Institutional Priorities:

  • Implement the KCTCS Career Development Model.
  • Expand HCC’s current professional advising model to incorporate career development.
  • Utilize CTE Pathways and revise as needed.

1. Objective 2.1: Leverage employer engagement to deepen relationships supporting student and program success.

  • Key Performance Indicator: Percentage of graduates employed in Kentucky companies
  • Definition: Definition coming
  • Target/Objectives to be determined

Supporting Institutional Priorities:

  • Continue to support work-based learning programs such as HCC FAME and Allied Health clinicals.
  • Offer professional development for program coordinators to collaborate effectively with program advisory committees.

 

2. Objective 2.2: Strengthen alignment between HCC’s programs and the region’s workforce needs.

  • Key Performance Indicator: Credentials awarded in key industry sectors
  • Definition: Definition coming
  • Target/Objectives: to be determined

Supporting Institutional Priorities:

  • Utilize Henderson Economic Development, the Perkins Comprehensive Local Needs Assessment (CLNA) process, and Program Advisory Boards to align our programs with regional needs.
  • Participate in community-wide planning and collaborations that support new and existing industries.

 

Objective 2.3: Grow new workforce training programs

  • Key Performance Indicator: Engagement with industry, education, and government that aligns training with the state’s workforce and economic priorities
  • Definition: Definition coming
  • Target/Objectives: to be determined

Supporting Institutional Priorities:

  • Leverage corporate giving to strengthen programs, such as the HCC FAME Endowment.
  • Implement and grow Electrical Technology program.
  • Utilize KCTCS TRAINS funds to develop new business partnerships.

1. Objective 3.1: Optimize institutional efficiency and ensure effective resource use.

  • Key Performance Indicator: Annual strategic resource review
  • Definition: Definition coming
  • Target/Objectives: to be determined

Supporting Institutional Priorities:

  • Leverage the Strategic Needs Analysis (SNA) to prioritize proper allocation of resources.
  • Review facilities space annually.

 

2. Objective 3.2: Strengthen employee recruitment and retention.

  • Key Performance Indicator: Employee retention
  • Definition: Definition coming
  • Target/Objectives: to be determined

Supporting Institutional Priorities

  • Foster a better understanding of employee benefits as an employee retention tactic.
  • Empower new hires to better understand the purpose of the Planning, Performance and Evaluation (PPE) process through first-year feedback.