Career Pathing Initiatives at Johns Hopkins University

1. Career Pathing Initiatives at Johns Hopkins University Higher Ed Staff Career Management Consortium University of Washington October 3, 2008 Audrey Trapp

2. A Little History on Johns Hopkins U JHU opened it�s doors in 1876, the first university dedicated to graduate research and education JHH opened in 1889; JH School of Medicine in 1893 Maryland�s largest private employer 39,000 faculty and staff in university and hospital University has 5600+ undergraduate students and 13,500+ graduate students

3. Change is All Around Us! New Compensation system in July 2006; SAP implementation in January 2007 New provost, who joined JHU in September, 2007, has initiated university-wide strategic planning A new University president is expected to be named by January 1, 2009 Parts of HR were re-organized in July 2008

4. Was founded in 1992 to provide confidential and free career services to faculty and staff Lisa Heiser, Director, 1992-2005 Successful, well-respected program provided individual career counseling/assessment, workshops, mentoring, coaching, job transition, dual career services, etc. Published Career Pathing Guide for Human Resources in 2003 Career Management Program at JHU

5. Career Management Program at JHU (continued) Career Pathing Guide for Oncology Research Technicians published in 2008 Talent Management & Organization Development (TMOD) emphasis and re-organization in HR, July 2008 Career Management Program is no longer; focus on group career services, on-line (self-help) resources, career pathing - work beginning Fall 2008

6. TMOD Focus � What this means�.. For our business partners: Ensuring the right people in the right job at the right time Ensuring a �pipeline� of high potential talent for succession planning Achieving higher levels of faculty and staff engagement to ensure retention and high performance

7. TMOD Focus � What this means�.. For our employees: Delivering tools and resources to support learning, career development, and career pathing in order to increase morale and engagement Emphasizing development of skills to support current and future needs of the organization Implementing a consistent and fair performance management system that aligns performance with the university�s strategic direction

8. Job Groups at JHU (used in SAP) Administrative Services Academic Services Clinical Services Development Faculty Finance Human Resources Information Technology Library Management Research Research/Clinical Students Support Services

9. Career Pathing - Next Steps Finalize high-level process to be used Establish priorities for job groups (Finance is likely to be next) Form working groups Utilize the work of other universities and their �lessons learned� Link with the work of core competencies, performance management, and succession management working groups to ensure collaboration Obtain buy-in from leadership at all levels

10. In Closing There is much work to be done If we are successful, the results will be: Better understanding by employees of paths to career advancement Better understanding by employees of competencies and transferable skills Clearer understanding of performance measures Better career coaching by managers And, ultimately, a more productive, satisfied and engaged workforce ready to solve the problems of tomorrow