The proposed QEP needs adequate support—financial and administrative—to be successful. The University administration is committed to ensuring that funds are available to run the QEP. Since the nature of the QEP does not call for new facilities, new equipment or new hiring, but mostly for deploying existing human resources in new roles, the focus of the budget is on incentivizing and supporting participation in the instructional transformation brought about by the QEP. The University already has a budget line to support faculty travel and research, so the QEP will not require additional funds for those purposes. Instead, much of the spending will be on professional development involving the concept of Design Thinking and effective instructional delivery. Below are the human resources and proposed budget items essential to the program's success.

The project will need a QEP Director who will facilitate faculty professional development, oversee the mechanics of running the new courses (scheduling and staffing sections), offer regular meetings for participating faculty, and work with individuals and institutions outside the University. The QEP Director will report to the QEP Steering Committee on the project's progress and solicit feedback on obstacles that arise. The QEP Director is responsible for overall management of the program. This person is the Chair of the Steering Committee and serves on the Advisory Group. The QEP Director is the liaison between the QEP team (faculty, the Advisory Group, etc.) and the administration. He or she is responsible for the following: assessing the QEP; recruiting faculty, scheduling courses, and arranging for effective and cost-efficient professional development for faculty teaching in the new course sequence; chairing meetings; establishing relationships and working with community partners; managing the budget; working with University partner programs (particularly University College); working with the community and industry; and writing grants, among other possibilities. The Director would thus be a person of high profile at the University and in the community and should be compensated at the level of similar employees. Based on analogy with the work of a Chair and by recommendation of the Committee, the Director should be given two course releases per semester as well as approximately $20,000 stipend per year if the Director will be under a twelve-month contract (Chairs get a 1/3 addition to their base salaries for serving as a twelve-month employee). If the Director remains as a nine-month faculty member, there will be release time but only additional monetary compensation for limited summer duties involving assessment, professional development, and curriculum development. As part of the Director's duties, particularly in the first year of the QEP's implementation (AY 2019-20), the Director will be expected to seek internal and external funding sources and write grant proposals, with the goal of making the QEP as close to self-funding as possible.

A QEP Steering Committee, comprised of individuals drawn from the administration, the faculty, the staff, and the student body, will offer assistance to the QEP Director. This group will meet at least once a month to assess the project's progress and to identify areas of improvement. Some members might be directly involved in teaching the HUM courses or some other component of the project. This would allow first-hand experience with the project to supplement the QEP Director's findings. While service on the Steering Committee will count as a part of the members' usual service expectations and not come with additional compensation, members of the Steering Committee will be afforded the opportunity to participate in professional development activities.