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★ EMPLOYEE ENGAGEMENT


PROJECT CATEGORY: Expanded HR Services
HR UNIT: People, Culture and Engagement
TIMELINE: April 2023 - Present 
STATUS:  In Progress
PHASE:  Implementation Phase

 

 

 

SUMMARY & ACHIEVEMENTS

Summary

Investing in a Culture and Engagement unit at Stony Brook University strengthens the institution’s ability to foster a positive, inclusive, and high-performing work environment. The unit supports initiatives that enhance employee engagement, build trust, and reinforce a culture aligned with SBU’s values of community, excellence, equity, collaboration, and innovation. By actively listening to employees, identifying areas for improvement, and implementing targeted programs, the unit helps drive workforce satisfaction, retention, and productivity. Additionally, it enables leaders to make data-informed decisions, supports strategic workforce planning, and cultivates a sense of belonging and purpose across all areas of the university, ultimately contributing to organizational resilience and long-term success.

PHASE 3 - In Progress

Implementation Phase Achievements

In September 2023, HR joined the President’s Office, Marcomm and DoIT to launch two new recognition programs designed to celebrate employees across the SBU landscape. The  Stony Awards and the Thank a Seawolf programs recognize our employees who, through their service, collaborative effort, innovation and scholarship, are making our campus, the Long Island region, New York and beyond a better place. Read the memo here. Participation in this effort, highlighted a growing need for a dedicated Culture & Engagement space on campus.

 

 

 

 

 

 

What's Completed

In July 2024, the Culture & Engagement (C&E) Coordinator position was filled, and over the following six months, C&E engaged with stakeholders across campus to identify overarching needs and opportunities. These conversations led to several new initiatives and the streamlining of existing programs under the engagement portfolio. C&E developed engagement training modules for New Hire Orientation and the Supervisor Success program, as well as a framework for providing departmental engagement assessments.

In the programming and events space, C&E took ownership of the SEFA campaign in October 2024, hosted the first campus Bring Your Child to Work Day in April 2025, and became the home of the Thank-A-Seawolf Gratitude Gram initiative in May 2025, fostering recognition and appreciation across campus. Additionally, C&E contributed significantly to the first-ever Employee Appreciation Day in March 2025 and supported the launch of the Be Heard Engagement Survey from March 24 to April 7, further strengthening campus-wide engagement and a culture of recognition. C&E also made major contributions to the first-ever Employee Appreciation Day on March 7th and the Be Heard Engagement Survey launching March 24th-April 7th.

What's Next

This fall, C&E will launch a pilot Buddy Program on campus, designed to help new hires feel welcomed, supported, and connected from their first day by pairing them with experienced team members to foster belonging and build meaningful relationships. 

Additional initiatives in development include partnering with Stony Brook University Hospital to expand the STAR Rewards program to HSC/SOM staff, securing funding to grow the Gratitude Gram program with incentives redeemable for prizes, launching a Service Pin program to recognize employees reaching 5, 10, 15, and 20-year milestones, and introducing a digital Birthday Card initiative to celebrate staff across campus.

 

 

WHAT'S IN IT FOR ME? (wiifm)

 

 

 

 

 

Employees benefit from Culture & Engagement (C&E) initiatives through connection, recognition, and professional growth. New hires are supported through the Buddy Program, helping them feel welcomed and connected from day one. Engagement training modules, including New Hire Orientation and Supervisor Success programs, provide opportunities to build skills and advance professionally. 

Programs like Gratitude Grams and STAR Rewards allow employees to recognize and be recognized for contributions, while Service Pin milestones and digital Birthday Cards celebrate tenure and personal milestones. Campus events such as Employee Appreciation Day, Bring Your Child to Work Day, and SEFA participation create a sense of community and purpose. Collectively, these initiatives foster a culture of belonging, support, and appreciation, ensuring employees feel valued, engaged, and empowered to grow at Stony Brook University.

 

PREVIOUS PHASE ACHIEVEMENTS

PHASE 1: Completed

Assessment & Recommendation Phase

Kenya Lewis joined us as Assistant Vice President for People, Culture and Engagement (AVP) and filled new positions to lead and support enhanced services.

The HR Culture Working Group presented its findings to Central HR. They included a recommendation to formally create three committees within Central HR focused on Values, Recognition and Events & Activities.

PHASE 2 - Completed

Design Phase

The Central HR Values Committee, the Events & Activities Committee and the Recognition Committee were formed with five members in each group from across Central HR. While these early committees have since been put on hold, they played an instrumental role in shaping the foundation of the Engagement Unit. Their contributions helped spark important conversations and laid the groundwork for the direction we're now pursuing.

employee engagement implementation team

Core Team Participants

Kenya Lewis-Brewer, AVP, People Culture & Engagement

Joeesie Mathews, Culture & Engagement Coordinator

 

 

 

 

 

 

 

 

Team Charge

Oversee implementation and roll out of the new Employee Engagement unit:

  • Work with the HR Culture Committees to define the desired culture for Central HR, identify core values to adopt for the future, and make specific recommendations for strengthening culture and morale among the Central HR staff.
  • Lead efforts to assess and monitor employee engagement
  • Define the employee value proposition/EVP and support employer branding efforts
  • Provide consultation to leaders and managers on improving culture and engagement
  • Develop and lead strategies, programs and initiatives that support a highly engaged workforce
  • Lead employee recognition strategies and programs
  • Support community and wellness programs

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