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HR Faculty Dashboard: Ohio States Leadership Tool for Talent Planning

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HR Faculty Dashboard: Ohio States Leadership Tool for Talent Planning

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    1. HR Faculty Dashboard: Ohio State's Leadership Tool for Talent Planning Management Dashboards Session May 13, 2010 1:15pm - 3:00pm Data Driven Conference

    2. Laura Gast: Laura Gast is a Senior Research Consultant at The Ohio State University Office of Human Resources. She has twenty years of experience as a data analyst and has been with Ohio State since 1995. Her responsibilities include providing faculty and staff planning information to support Ohio State executive leadership and development of HR metrics. Her project work has included data warehousing and strategic reporting projects.     Ken Orr: Ken Orr is a Resource Planning Analyst at The Ohio State University Office of Human Resources. He has fifteen years of experience as a data analyst and has been with Ohio State since 1996. He’s developed a variety of Hyperion reports focusing on operational reporting for those with HR responsibilities within the university community, specialized flexible faculty reporting products, and executive-level strategic dashboards. Laura Gast: Laura Gast is a Senior Research Consultant at The Ohio State University Office of Human Resources. She has twenty years of experience as a data analyst and has been with Ohio State since 1995. Her responsibilities include providing faculty and staff planning information to support Ohio State executive leadership and development of HR metrics. Her project work has included data warehousing and strategic reporting projects.     Ken Orr: Ken Orr is a Resource Planning Analyst at The Ohio State University Office of Human Resources. He has fifteen years of experience as a data analyst and has been with Ohio State since 1996. He’s developed a variety of Hyperion reports focusing on operational reporting for those with HR responsibilities within the university community, specialized flexible faculty reporting products, and executive-level strategic dashboards.

    3. 3 Established: 1870 Location: Columbus, Ohio Enrollment: 63,217 students Courses: 12,000 (approx.) Employees: 26,804 (faculty/staff) Budget: $4.37 billion Columbus Campus: 1,762 acres Regional Campuses: 4 locations

    4. 4 Over 900 Human Resource Professionals located throughout main campus and across regional campuses Medical Center containing multiple hospitals in Columbus Different external timekeeping systems interface with HR Information System Varied business practices based on size and type of college / business unit 5 Arts & Sciences colleges restructuring into one with three divisions and 1,000 faculty in 65 units teaching 70% of undergraduate student credit hours

    5. 5 Oracle PeopleSoft: HR Core Payroll Benefits Grants Finance Student Hyperion Interactive Reporting (BI) Operational Reporting: SQR/Batch reporting Ad-hoc parameterized reports

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    10. 10 Ran off spreadsheetsRan off spreadsheets

    11. 11 A proof of concept dashboard was built in late 2007. Its purpose was to explore the feasibility of creating a tool utilizing the Faculty Analytics data repository which would be flexible and easy to use. The initial dashboard contained only two metrics and a few filter choices.   After receiving positive feedback from subject matter experts in the Office of Human Resources, the Faculty Analytics Dashboard Team built a prototype in 2008. The team worked with subject matter experts in HR to identify the key metrics as well as to define the dashboard functionality. The dashboard was continuously refined based on the recommendations and feedback.   As the Faculty Analytics dashboard became more robust, the team sought input and feedback from senior academic leaders. It was demonstrated to an HR Strategy committee, HR Technology group, and Academic Chair committee. In all cases, the feedback was very positive and members were eager to begin using the dashboard. Given the positive response and requests for access, the Faculty Analytics Dashboard was fully implemented in early 2009.A proof of concept dashboard was built in late 2007. Its purpose was to explore the feasibility of creating a tool utilizing the Faculty Analytics data repository which would be flexible and easy to use. The initial dashboard contained only two metrics and a few filter choices.   After receiving positive feedback from subject matter experts in the Office of Human Resources, the Faculty Analytics Dashboard Team built a prototype in 2008. The team worked with subject matter experts in HR to identify the key metrics as well as to define the dashboard functionality. The dashboard was continuously refined based on the recommendations and feedback.   As the Faculty Analytics dashboard became more robust, the team sought input and feedback from senior academic leaders. It was demonstrated to an HR Strategy committee, HR Technology group, and Academic Chair committee. In all cases, the feedback was very positive and members were eager to begin using the dashboard. Given the positive response and requests for access, the Faculty Analytics Dashboard was fully implemented in early 2009.

    12. 12 As the Faculty Analytics dashboard became more robust, the team sought input and feedback from senior academic leaders. It was demonstrated to an HR Strategy committee, HR Technology group, and Academic Chair committee. In all cases, the feedback was very positive and members were eager to begin using the dashboard. Given the positive response and requests for access, the Faculty Analytics Dashboard was fully implemented in early 2009. As the Faculty Analytics dashboard became more robust, the team sought input and feedback from senior academic leaders. It was demonstrated to an HR Strategy committee, HR Technology group, and Academic Chair committee. In all cases, the feedback was very positive and members were eager to begin using the dashboard. Given the positive response and requests for access, the Faculty Analytics Dashboard was fully implemented in early 2009.

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    14. 14 Initially the Faculty Analytics Dashboard was made available to HR central staff and all HR professionals distributed across the university. As academic leadership has been introduced to this tool, deans and chairs have been requesting and receiving access to the dashboard directly.   Academic leaders are also using the dashboard information for purposes not initially identified by the development team. For example, academic leaders in the College of Veterinary Medicine are using the dashboard to get information for their upcoming academic accreditation process in addition to informing their continuous strategic and talent planning.   In addition, university executive leadership uses dashboard information prior to embarking on a faculty recruiting campaign and when assessing the success of recruiting, selection, and retention implementation strategies.   The dashboard is still new to the community and is being marketed by word of mouth as well as by presentations to academic leadership groups. These groups enthusiastically added presentations to their full agendas and individual leaders in the groups are championing the dashboard and the value it brings to faculty talent management. Initially the Faculty Analytics Dashboard was made available to HR central staff and all HR professionals distributed across the university. As academic leadership has been introduced to this tool, deans and chairs have been requesting and receiving access to the dashboard directly.   Academic leaders are also using the dashboard information for purposes not initially identified by the development team. For example, academic leaders in the College of Veterinary Medicine are using the dashboard to get information for their upcoming academic accreditation process in addition to informing their continuous strategic and talent planning.   In addition, university executive leadership uses dashboard information prior to embarking on a faculty recruiting campaign and when assessing the success of recruiting, selection, and retention implementation strategies.   The dashboard is still new to the community and is being marketed by word of mouth as well as by presentations to academic leadership groups. These groups enthusiastically added presentations to their full agendas and individual leaders in the groups are championing the dashboard and the value it brings to faculty talent management.

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    17. 17 Laura Gast Senior Research Consultant Office of Human Resources, The Ohio State University gast.11@osu.edu (614) 688-3347 Ken Orr Resource Planning Analyst Office of Human Resources, The Ohio State University orr.7@osu.edu (614) 688-4427

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