For the second consecutive year, Merced College has been named a national finalist for the prestigious Bellwether Award, this time for its innovative approach to employee engagement and well-being.
The recognition follows Merced College’s selection as the 2026 Bellwether Award winner in Workforce Development for its AgTEC Workforce Initiative. This year’s nomination highlights the district’s comprehensive approach to supporting employees, strengthening workplace culture, and creating an environment where faculty and staff can thrive.
Merced College is one of 10 national finalists in the Planning, Governance, and Finance category, which recognizes innovative approaches to college planning, management and resource optimization. The Bellwether College Consortium selected 30 finalists across three categories, drawing from 89 submissions representing 78 community colleges in 29 states.
“It’s fitting that after being recognized for our innovative work to help students succeed, we’re now being recognized for how we invest in the people who make that work possible,” Merced College President Chris Vitelli said. “Our faculty, classified professionals and administrators are foundational to our mission. When we prioritize their engagement, professional growth, and well-being, we also strengthen our ability to serve students and our community.”
Presented by the Bellwether College Consortium, the annual awards recognize innovative, evidence-based practices that address critical challenges facing community colleges and can serve as models for institutions nationwide.
As a Bellwether finalist, Merced College will present its work to a panel of judges—and a national audience of community college leaders and experts—at the 33rd Annual Community College Futures Assembly, scheduled for Feb. 21-23, 2027, in San Antonio, Texas. The 2027 Bellwether Award winners will be announced at the event.
From Onboarding to Retirement
Merced College’s employee engagement model brings together recruitment, onboarding, professional development, leadership training and employee well-being into a coordinated approach to supporting employees throughout their careers.
Among the college’s initiatives are the President’s Leadership Academy, which develops leadership capacity among employees; a comprehensive Well-Being Institute focused on personal and professional growth; and ongoing employee engagement activities designed to strengthen relationships, collaboration and a sense of belonging across the institution.
The Well-Being Institute, also offered through the college’s Business Resource Center to employers throughout the region, provides practical strategies for improving resilience, managing stress, developing healthy habits and finding greater satisfaction in work and life.
The college has also expanded its approach to employee onboarding and professional development, while using employee engagement surveys and feedback to identify opportunities for continued improvement.
These efforts have produced measurable results. Merced College has achieved an employee retention rate above 94% for six consecutive years, while more than 90% of Well-Being Institute participants reported increased access to tools and resources to support their well-being. Employee engagement surveys have also reflected strong relationships and positive perceptions of the college’s commitment to its employees.
The employee engagement initiatives also reflect Merced College’s core values and its commitment to creating a supportive environment in which employees can do their best work.
“Our goal has been to create an employee experience that is intentional and supportive from the moment someone joins Merced College,” said Kelly Avila, Vice President of Human Resources. “That means helping employees feel welcomed and connected, giving them opportunities to grow professionally, and making well-being a meaningful part of our workplace culture. This recognition validates the work we’ve done together while encouraging us to keep listening, learning and improving.”