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Human Resources Strategic Plan

Human Resources Strategic Plan. 2007-2012. HR Staff drives the plan. Idealized Design (visioning) Graphical planning sequence Retreat format Small working group Full staff review, revision, acceptance. Group’s vision (steps). Develop a Story Create a Vision Plan the Journey

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Human Resources Strategic Plan

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  1. Human Resources Strategic Plan 2007-2012

  2. HR Staff drives the plan • Idealized Design (visioning) • Graphical planning sequence • Retreat format • Small working group • Full staff review, revision, acceptance

  3. Group’s vision (steps) • Develop a Story • Create a Vision • Plan the Journey • Develop a Game plan • Construct Roadmap

  4. Timeline • Choose working group December 2006 • Retreat first week of January, 2007 • HR Staff review second week of January • Campus review last two weeks of January • Start date February 1, 2007

  5. OUTCOMES AGENDA Day 1 ROLES Karl Sparks: Facilitator Laura Purifoy: Event Coord. David: Notes recorder Linda: Template recorder Shannon: Chart recorder Angela: Timekeeper • • DEFINE OUR MISSION • DEFINE OUR CORE VALUES • DEFINE OUR FUTURE VISION • • DEFINE PRIMARY AND OTHER OBJECTIVES • DEFINE SUPPORTS AND CHALLENGES 8:00 Housekeeping 8:15 Expectations 8:30 Methodology overview 9:00 Roles and rules 9:45 Break 10:00 Context Discussion 11:00 Visioning presentation 12:00 Lunch 1:00 Visioning 3:00 Break 3:15 Visioning 4:30 End RULES • • Respect other opinions • • Present alternatives • • Speak freely • Let people finish thoughts • • Don’t take things personally • Consensus • Absolute confidentiality • Humor encouraged • Keep an open mind

  6. OUTCOMES AGENDA Day 2 ROLES Karl Sparks: Facilitator Laura Purifoy: Event Coord. David: Notes recorder Linda: Template recorder Shannon: Chart recorder Angela: Timekeeper • • DEVELOP A DETAILED SCHEDULE TO ACHIEVE THE FUTURE VISION • DEVELOP A DETAILED PLAN TO ACHIEVE THE FUTURE VISION • ASSIGN/TAKE RESPONSIBILITY FOR THE PLAN • PLAN OUR COMMUNICATIONS 8:30 Review Day 1 9:00 Identify/set project schedules 9:45 Break 10:00 Identify/set project schedules 12:00 Lunch/discussion 1:00 Develop project plans 3:00 Break 3:15 Develop project plans 4:00 Develop communication plan RULES • • Respect other opinions • • Present alternatives • • Speak freely • Let people finish thoughts • • Don’t take things personally • Consensus • Absolute confidentiality • Humor encouraged • Keep an open mind

  7. UWM Mission “…the University of Wisconsin-Milwaukee must provide a wide array of degree programs, a balanced program of applied and basic research, and a faculty who are active in public service.”

  8. Chancellor Santiago This year (2006/7): • Improve student retention/graduation • Renew State investment in budget • Comprehensive campaign • Improve UWM image • Research Growth Initiative

  9. QUOTES • Sen Kanavas “UWM proves good steward of state funds” COVER • Chancellor Santiago “ The HR Dept continues on its journey of innovaqtion…” UWM Report BOR NAMES UWM CENTER OF EXCELLENCE! SIDEBARS BIG HEADLINES HEADLINE HEADLINE HEADLINE HEADLINE • • Metrics Prove Most Effective & Efficient UW Campus • BOR Adopts UWM Comp Recommendation • HR and Lubar Partnerships Reap Big Grants • • BOR Publishes UWM Best Practices • $10 Million in Savings Back to Instruction • Work/life Balance Improves Diversity • • Top WI Employer of Choice • SHRM Award Goes to UWM HR • CUPA-HR Award Goes to UWM HR • • UWM Leads HR/Payroll Implementation • Improved Campus Climate Attracts & Retains Students, Faculty and Staff IMAGES

  10. VISION • Right organization • Space utilization • Campus/UWS • Community Strategic Partnerships Center of Excellence Innovation/ Continuous Improvement • Best practices • Process simplification Employer Of Choice • Work/life balance • Compensation M I S S I O N Foster a campus culture that attracts/inspires individual excellence, success and alignment with UWM mission/ initiatives • Diversity • Campus climate Inclusiveness And retention Empowered stakeholders • Training and Development • Self-service 5. Process reengineering CHALLENGES 4. Comprehensive training • Openness to change SUPPORTS • Budget 3. Develop WLB and diversity • Highly regulated • Decentralization • Leadership • HR enthusiasm 2. Strategic partnering • Inertia/ resistance • Goodwill 1.HR leads enabling technology • Responsibility Without Authority • Talented HR staff B O L D S T E P S VALUES • Integrity Equity Consistency Collaboration Professionalism Generosity of Spirit

  11. OUTCOMES AGENDA Day 2 ROLES Karl Sparks: Facilitator Laura Purifoy: Event Coord. David: Notes recorder Linda: Template recorder Shannon: Chart recorder Angela: Timekeeper • • DEVELOP A DETAILED SCHEDULE TO ACHIEVE THE FUTURE VISION • DEVELOP A DETAILED PLAN TO ACHIEVE THE FUTURE VISION • ASSIGN/TAKE RESPONSIBILITY FOR THE PLAN • PLAN OUR COMMUNICATIONS 8:30 Review Day 1 9:00 Identify/set project schedules 9:45 Break 10:00 Identify/set project schedules 12:00 Lunch/discussion 1:00 Develop project plans 3:00 Break 3:15 Develop project plans 4:00 Develop communication plan RULES • • Respect other opinions • • Present alternatives • • Speak freely • Let people finish thoughts • • Don’t take things personally • Consensus • Absolute confidentiality • Humor encouraged • Keep an open mind

  12. Employer Of Choice MISSION Strategic Partnerships VALUES Empowered Stakeholders GUIDING PRINCIPLES Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. • • Integrity • Equity • Consistency • Professionalism • Collaboration • Generosity of Spirit • • Need for external validation • Dedicated to doing a great job • Better than outsourcing • Follow best practices VISION Center of Excellence Retention/ Inclusiveness Continuous Improvement Innovation CRITICAL ISSUES HISTORY • • PeopleSoft implementation • Budget • Stakeholder support • Communication • Training and development • Diversity/inclusiveness • • Relatively short-tenured staff • Prior strategic plans failed • FTE/budget reductions • Stalled technology projects • • Need to reorganize • HR cross functional collaboration • Align with Payroll, ED, and EDS • Stay in Academic Affairs • Education culture slow to act ORGANIZATION CORE COMPETENCIES • Talented HR staff FUTURE CHALLENGES • Exceptional knowledge base • • Budget • Graying of faculty/staff • Health care/insurance costs • HRIS dedicated resources • Internal Reporting Relationships • Dedication to excellence ENVIRONMENT • Enthusiastic HR staff/adaptable • • Space efficiency • Press/media exposures • Governance rights • Good people skills • Understand university environment

  13. TARGET February 1, 2009 BOLD STEP 1: HR LEADS ENABLING TECHNOLOGY Monthly HR Newsletter WC costs reduced Updated website TEAM/ RESOURCES PRIMARY OBJECTIVES Improved diversity • Laura Aug-Jan09 Metrics established STAGES/TASKS Community goodwill Feb-Jul08 • Angela FMLA game plan Aug-Jan08 Feb-Jul07 • Develop and implement UWM gap technology plan Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. Process imp complete • • PS scoping and timeline complete • Estab UWM • Leadership in PS project • Present consistent UWM view • Conduct BPR for SCAC • • Perform UWM/PS gap analysis • Develop UWM gap tech plan • Implement new HR website • Adopt campus standards • Develop and implement UWM gap technology plan Work/life bal program MISSION Reorganized HR • • Linda New orientation Effective use of space • Shannon Leading UWSA PS NCBI Training • David Work/life committee Expanded base of ops S&L training established • Carla OTHER OBJECTIVES Effective communication • Stacy Improved UWM image SUCCESS FACTORS •Influence PS scoping •Accepted into project leadership • Asked to expand BPR trng •Resources provided for UWM gap plan • Gap tech plan goes live CHALLENGES • Responsibility without authority • Budget (lack thereof) • Decentralized environment • Highly regulated • Inertia/resistance

  14. TARGET February 1, 2009 BOLD STEP 2: STRATEGIC PARTNERING Monthly HR Newsletter WC costs reduced Updated website TEAM/ RESOURCES PRIMARY OBJECTIVES Improved diversity • Laura Aug-Jan09 Metrics established STAGES/TASKS Community goodwill Feb-Jul08 • Angela FMLA game plan Aug-Jan08 Feb-Jul07 • • Align EDS • Dev review method • • Align w/ ED Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. Process imp complete • LA/BFS regular mtgs • ID community resources • Form trng strg comm • Estab UW UWSA contacts •Joint projects • Make contacts • Coord programs • Offer RD BPR trng • Align payroll • Make contracts • Develop TA RD Work/life bal program MISSION Reorganized HR • • Linda New orientation Effective use of space • Shannon Leading USWA PS NCBI Training • David Work/life committee Expanded base of ops S&L training established • Carla OTHER OBJECTIVES Effective communication • Stacy Improved UWM image SUCCESS FACTORS •HR and ED align w/ providers •HR and Payroll align •Community ties pay mutual gains • HR and EDS align • One-stop dev. site CHALLENGES • Responsibility without authority • Budget (lack thereof) • Decentralized environment • Highly regulated • Inertia/resistance

  15. TARGET February 1, 2009 BOLD STEP 3: DEVELOP WLB AND DIVERSITY Monthly HR Newsletter WC costs reduced Updated website TEAM/ RESOURCES PRIMARY OBJECTIVES Improved diversity • Laura Aug-Jan09 Metrics established STAGES/TASKS Community goodwill Feb-Jul08 • Angela FMLA game plan Aug-Jan08 Feb-Jul07 • •Units schedule NCBI training • Implement FMLA plan • Measure results Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. Process imp complete • • Identify issues • Communicate with units • Prioritize • Hire Metrics Analyst • •Identify resources • Establish partnerships • Establish NCBI trng • Establish FMLA game plan • •Train units in NCBI • Communicate programs & actions • Finalize FMLA game plan Work/life bal program MISSION Reorganized HR • • Linda New orientation Effective use of space • Shannon Leading USWA PS NCBI Training • David Work/life committee Expanded base of ops S&L training established • Carla OTHER OBJECTIVES Effective communication • Stacy Improved UWM image SUCCESS FACTORS • Metric Analyst hired • Issues & resources identified • NCBI training in place •Unit personnel trained • Metric analysis completed CHALLENGES • Responsibility without authority • Budget (lack thereof) • Decentralized environment • Highly regulated • Inertia/resistance

  16. TARGET February 1, 2009 BOLD STEP 4: COMPREHENSIVE TRAINING Monthly HR Newsletter WC costs reduced Updated website TEAM/ RESOURCES PRIMARY OBJECTIVES Improved diversity • Laura Aug-Jan09 Metrics established STAGES/TASKS Community goodwill Feb-Jul08 • Angela FMLA game plan Aug-Jan08 Feb-Jul07 • • Schedule exec-level training • Implement feedback & suggestions for modifications Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. Process imp complete • • Solicit input • Identify needs • Identify budget • Design & develop orientation • Align with ED for enrollment management • Design supervisory training • •Deliver responsive orientation • Design and develop leadership training • Implement supervisory training • • Implement leadership training • Research and explore executive training Work/life bal program MISSION Reorganized HR • • Linda New orientation Effective use of space • Shannon Leading USWA PS NCBI Training • David Work/life committee Expanded base of ops S&L training established • Carla OTHER OBJECTIVES Effective communication • Stacy •Supervisory training in place Improved UWM image SUCCESS FACTORS •Comprehensive orientation delivered •Continuous improvement process in place • Align with ED •Leadership training in place CHALLENGES • Responsibility without authority • Budget (lack thereof) • Decentralized environment • Highly regulated • Inertia/resistance

  17. TARGET February 1, 2009 BOLD STEP 5: PROCESS REENGINEERING Monthly HR Newsletter WC costs reduced Updated website TEAM/ RESOURCES PRIMARY OBJECTIVES Improved diversity • Laura Aug-Jan09 Metrics established STAGES/TASKS Community goodwill Feb-Jul08 • Angela FMLA game plan Aug-Jan08 Feb-Jul07 • • Analyze and document processes • Begin process improve- • ments Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. Process imp complete • • Develop BPR training • Identify campus participants • Review APBS processes • Convene core team • Begin BPR training • •Train core team • Add to existing BPR list • Identify future BPR possibilities • •Prioritize existing BPR • Assemble sub-teams • Assign processes to subteams • Analyze & document processes • ID future PS requirements Work/life bal program MISSION Reorganized HR • • Linda New orientation Effective use of space • Shannon Leading USWA PS NCBI Training • David Work/life committee Expanded base of ops S&L training established • Carla OTHER OBJECTIVES Effective communication • Stacy Improved UWM image SUCCESS FACTORS •Leveraging existing technical & personnel resources •Commitment by HR. & Campus to BPR • Successful implementation of PS • • CHALLENGES • Responsibility without authority • Budget (lack thereof) • Decentralized environment • Highly regulated • Inertia/resistance

  18. Living the Strategic Plan • Model new behaviors • Create early wins • Support continuous improvement • Review, revise and re-communicate • Celebrate milestones

  19. MISSION Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. A S P I R A T I O N S • UWM Strategic • Center of Excellence • Work/live Balance • Best Practices Leader • Award Winning Process Reengineering Enabling Technology Strategic Partnering Develop WLB And Diversity Comprehensive Training

  20. Stakeholders Judge Us • Who are the stakeholders? • How do we engage them? • Does the HR plan make sense to them? • Does the HR plan work for them? • Is the plan “EFFECTIVE”?

  21. Job well done!

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