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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 2 Presentation Author, 2006 Group’s vision (steps) • Develop a Story • Create a Vision • Plan the Journey • Develop a Game plan • Construct Roadmap 3 Presentation Author, 2006 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 4 Presentation Author, 2006 OUTCOMES AGENDA Day 1 ROLES Karl Sparks: Facilitator • DEFINE OUR MISSION 8:00 Housekeeping Laura Purifoy: Event Coord. • DEFINE OUR CORE 8:15 Expectations VALUES David: Notes recorder • DEFINE OUR FUTURE 8:30 Methodology overview Linda: Template recorder VISION Shannon: Chart recorder 9:00 Roles and rules • DEFINE PRIMARY AND Angela: Timekeeper OTHER OBJECTIVES 9:45 Break • DEFINE SUPPORTS AND 10:00 Context Discussion RULES CHALLENGES 11:00 Visioning presentation • Respect other opinions • Present alternatives 12:00 Lunch • Speak freely 1:00 Visioning • Let people finish thoughts 3:00 Break • Don’t take things personally 3:15 Visioning • Consensus 4:30 End • Absolute confidentiality • Humor encouraged • Keep an open mind 5 Presentation Author, 2006 OUTCOMES AGENDA Day 2 ROLES Karl Sparks: Facilitator • DEVELOP A DETAILED 8:30 Review Day 1 SCHEDULE TO ACHIEVE Laura Purifoy: Event Coord. THE FUTURE VISION 9:00 Identify/set project David: Notes recorder • DEVELOP A DETAILED schedules Linda: Template recorder PLAN TO ACHIEVE THE FUTURE VISION 9:45 Break Shannon: Chart recorder • ASSIGN/TAKE Angela: Timekeeper 10:00 Identify/set project RESPONSIBILITY FOR schedules THE PLAN 12:00 Lunch/discussion RULES • PLAN OUR COMMUNICATIONS 1:00 Develop project plans • Respect other opinions • Present alternatives 3:00 Break • Speak freely • Let people finish 3:15 Develop project plans thoughts • Don’t take things 4:00 Develop personally communication plan • Consensus • Absolute confidentiality • Humor encouraged • Keep an open mind 6 Presentation Author, 2006 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.” 7 Presentation Author, 2006 Chancellor Santiago This year (2006/7): • Improve student retention/graduation • Renew State investment in budget • Comprehensive campaign • Improve UWM image • Research Growth Initiative 9 Presentation Author, 2006 QUOTES • Sen Kanavas “UWM proves good steward V ER of state funds” CO ep ort • Chancellor M R Santiago “ The HR UW Dept continues on its journey of M ES innovaqtion…” R NA BO M OF UW TER CE! BIG HEADLINES SIDEBARS CEN ELLEN C EX HEADLINE HEADLINE HEADLINE HEADLINE • Metrics Prove • BOR Publishes • Top WI Employer • UWM Leads Most Effective UWM Best of Choice HR/Payroll & Efficient UW Practices • SHRM Award Implementation Campus • $10 Million in Goes to UWM • BOR Adopts Savings Back to HR • Improved Campus UWM Comp Instruction • CUPA-HR Award Climate Attracts Recommendation • Work/life Balance Goes to UWM IMAGES & Retains • HR and Lubar Improves HR Students, Faculty Partnerships Diversity and Staff Reap Big Grants 10 Presentation Author, 2006 • Right organization • Campus/UWS Strategic • Space utilization Center of • Community Partnerships Excellence Innovation/ • Best practices Employer Continuous • Work/life balance Of • Process Improvement Choice • Compensation simplification Foster a campus culture that attracts/inspires individual excellence, success and • Diversity Inclusiveness alignment with UWM mission/ Empowered • Training and • Campus climate And retention initiatives stakeholders Development • Self-service 5. Process reengineering CHALL h ange   4. Comprehensive training E NGES c ORTS penness to • Budg SU PP et •O 3. Develop WLB and diversity • Highl • Dec y siasm entra hip u lizatio regulated ders en th n • Lea • HR 2. Strategic partnering • Iner tia resist / ance dwill • Goo 1. HR leads enabling technology • Resp o staf f Witho nsibility H R ut Au thorit nted • Tale B O L D S T E P S y VALUES 11 • Integrity Presentation Author, 2006 Equity Consistency Collaboration Professionalism Generosity of Spirit OUTCOMES AGENDA Day 2 ROLES Karl Sparks: Facilitator • DEVELOP A DETAILED 8:30 Review Day 1 SCHEDULE TO ACHIEVE Laura Purifoy: Event Coord. THE FUTURE VISION 9:00 Identify/set project David: Notes recorder • DEVELOP A DETAILED schedules Linda: Template recorder PLAN TO ACHIEVE THE FUTURE VISION 9:45 Break Shannon: Chart recorder • ASSIGN/TAKE Angela: Timekeeper 10:00 Identify/set project RESPONSIBILITY FOR schedules THE PLAN 12:00 Lunch/discussion RULES • PLAN OUR COMMUNICATIONS 1:00 Develop project plans • Respect other opinions • Present alternatives 3:00 Break • Speak freely • Let people finish 3:15 Develop project plans thoughts • Don’t take things 4:00 Develop personally communication plan • Consensus • Absolute confidentiality • Humor encouraged • Keep an open mind 12 Presentation Author, 2006 Employer Of Choice MISSION Strategic VALUES GUIDING PRINCIPLES Empowered Partnerships Foster a campus culture that Stakeholders attracts and inspires individual • Integrity • Need for external validation excellence, success and • Equity alignment with UWM mission • Dedicated to doing a great job • Consistency Center of and initiatives. • Better than outsourcing Retention/ Excellence • Professionalism • Follow best practices Inclusiveness • Collaboration • Generosity of Spirit Continuous Innovation Improvement IC AL ion ORY T tat HIST CRISUES implem en • Relatively short-tenured staff ONze ra t ion IS oft leS I T gan i bo eop rt IZoAreor onal co d EDS • Prior strategic plans failed lla P t ppo • e s u N udg er GANeed t s functi ll, ED, a n • FTE/budget reductions • B o ld nt R O • s o s t ak eh at ion opme cr o ayr air • S nic el • Stalled technology projects S R hP ff act mu dev ss • H wit ic A ene CIE to o m an d n em w • C g iv N lig Ac ad slo nin lus O REPETE staff e base • A tay in l t ure • Trai rsi ty /inc C M HR dg • S ion cu ive FUTURE CO ented l knowle llence duc at • D al na ce • E T CHALLENGES • T xc ep tio on t o ex MEN • Budget • E ati R N e d ic as ti c H le ab I fici RO ency ure s • Graying of faculty/staff • D usi dapt V ENpace e ia exp h f o s • Health care/insurance costs n t /a lls y • E taff ski ersit ed s pl e eo d uni v • S s/m hts • HRIS dedicated resources s rig dp n r e nc e oo ta t • P rna • Internal Reporting • G ders men o ve 13 n ro • U nviAuthor, Presentation n 2006 • G Relationships e BOLD STEP 1: HR LEADS TARGET ENABLING TECHNOLOGY February 1, 2009 Monthly HR Newsletter WC costs reduced Updated website TEAM/ RESOURCES Improved diversity • Laura S S /TASK Aug-Jan09 Metrics established STAGE Community Feb-Jul08 • Angela Aug-Jan08 FMLA game plan goodwill Feb-Jul07 • Develop Foster a campus Process imp complete • PS scoping • Perform • Develop and culture that attracts and timeline UWM/PS and implement and inspires Work/life bal program complete gap analysis implement UWM gap individual excellence, • Estab UWM • Develop UWM gap technology success and MISSION Reorganized • HR Leadership in UWM gap technology • Linda PS project tech plan plan plan alignment with UWM New orientation mission and • Present • Implement initiatives. Effective use of space consistent new HR • Shannon UWM view website Leading UWSA PS • Conduct BPR • Adopt NCBI Training • David for SCAC campus Expanded base of ops Work/life standards committee S&L training established • Carla Effective communication • Stacy Improved SUCCESS •Influence •Accepted • Asked to •Resources • Gap UWM image FACTORS PS into expand provided tech scoping project BPR trng for UWM plan leadership gap plan goes live CHALLENGES • Responsibility • Budget (lack • Decentralized • Highly regulated • Inertia/resistance without authority thereof) environment 14 Presentation Author, 2006 BOLD STEP 2: STRATEGIC TARGET February 1, 2009 Monthly HR Newsletter PARTNERING WC costs reduced Updated website TEAM/ RESOURCES Improved diversity • Laura S S /TASK Aug-Jan09 Metrics established STAGE Community Feb-Jul08 • Angela Aug-Jan08 FMLA game plan goodwill Feb-Jul07 • Align EDS Foster a campus Process imp complete • LA/BFS •Joint • Align culture that attracts regular mtgs projects payroll and inspires Work/life bal program • Dev review individual excellence, • ID community • Make • Make method success and MISSION Reorganized • HR resources contacts contracts • Linda alignment with UWM New orientation • Align w/ ED mission and • Form trng strg • Coord • Develop TA initiatives. Effective use of space comm programs RD • Shannon Leading USWA PS • Estab UW • Offer RD NCBI Training • David UWSA BPR trng Expanded base of ops Work/life contacts committee S&L training established • Carla Effective communication • Stacy Improved SUCCESS • HR and •Community • HR and • HR and • One- UWM image FACTORS Payroll align ties pay ED align EDS stop mutual gains w/ align dev. site providers CHALLENGES • Responsibility • Budget (lack • Decentralized • Highly regulated • Inertia/resistance without authority thereof) environment 15 Presentation Author, 2006 BOLD STEP 3: DEVELOP WLB TARGET February 1, 2009 Monthly HR Newsletter AND DIVERSITY WC costs reduced Updated website TEAM/ RESOURCES Improved diversity • Laura S S /TASK Aug-Jan09 Metrics established STAGE Community Feb-Jul08 • Angela Aug-Jan08 FMLA game plan goodwill Feb-Jul07 •Units Foster a campus Process imp complete • Identify •Identify •Train units in schedule culture that attracts issues resources NCBI NCBI and inspires Work/life bal program • Communicate • Establish • Communicate training individual excellence, with units partnerships programs & • Implement success and MISSION Reorganized • HR • Prioritize • Establish actions • Linda • Hire Metrics NCBI trng • Finalize FMLA plan alignment with UWM New orientation • Measure mission and Analyst • Establish FMLA game results initiatives. Effective use of space FMLA game plan • Shannon plan Leading USWA PS NCBI Training • David Expanded base of ops Work/life committee S&L training established • Carla Effective communication • Stacy Improved SUCCESS • Metric • Issues & • NCBI • Unit • Metric UWM image FACTORS Analyst resources training in personnel analysis hired identified place trained completed CHALLENGES • Responsibility • Budget (lack • Decentralized • Highly regulated • Inertia/resistance without authority thereof) environment 16 Presentation Author, 2006 TARGET BOLD STEP 4: February 1, 2009 Monthly HR Newsletter COMPREHENSIVE TRAINING WC costs reduced Updated website TEAM/ RESOURCES Improved diversity • Laura S S /TASK Aug-Jan09 Metrics established STAGE Community Feb-Jul08 • Angela Aug-Jan08 FMLA game plan goodwill Feb-Jul07 • Schedule Foster a campus Process imp complete • Solicit input •Deliver • Implement exec-level culture that attracts • Identify needs responsive leadership training and inspires Work/life bal program • Identify orientation training • Implement individual excellence, budget • Design and • Research feedback & success and MISSION Reorganized • HR • Design & develop and • Linda develop leadership explore suggestions alignment with UWM New orientation for mission and orientation training executive modifications initiatives. Effective use of space • Align with ED • Implement training • Shannon for enrollment supervisory Leading USWA PS management training NCBI Training • David • Design Expanded base of ops Work/life supervisory committee training S&L training established • Carla Effective communication • Stacy •Supervisory Improved SUCCESS • Align with training in •Leadership • Comprehensive •Continuous UWM image FACTORS ED place training in orientation improvement place delivered process in place CHALLENGES • Responsibility • Budget (lack • Decentralized • Highly regulated • Inertia/resistance without authority thereof) environment 17 Presentation Author, 2006 BOLD STEP 5: PROCESS TARGET REENGINEERING February 1, 2009 Monthly HR Newsletter WC costs reduced Updated website TEAM/ RESOURCES Improved diversity • Laura S S /TASK Aug-Jan09 Metrics established STAGE Community Feb-Jul08 • Angela Aug-Jan08 FMLA game plan goodwill Feb-Jul07 • Analyze Foster a campus Process imp complete • Develop BPR •Train core •Prioritize and culture that attracts training team existing BPR document and inspires Work/life bal program • Identify • Add to • Assemble processes individual excellence, campus existing sub-teams • Begin success and MISSION Reorganized • HR participants BPR list • Assign • Linda • Review APBS • Identify processes to process alignment with UWM New orientation improve- mission and processes future BPR subteams ments initiatives. Effective use of space • Convene core possibilities • Analyze & • Shannon team document Leading USWA PS • Begin BPR processes NCBI Training • David training • ID future PS Expanded base of ops Work/life requirements committee S&L training established • Carla Effective communication • Stacy Improved SUCCESS • Successful •Commitment • Leveraging • • UWM image existing FACTORS implementation by HR. & Campus to technical & of PS BPR personnel resources CHALLENGES • Responsibility • Budget (lack • Decentralized • Highly regulated • Inertia/resistance without authority thereof) environment 18 Presentation Author, 2006 Living the Strategic Plan • Model new behaviors • Create early wins • Support continuous improvement • Review, revise and re-communicate • Celebrate milestones 19 Presentation Author, 2006 MISSION Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. • UWM Strategic • Center of Excellence • Work/live • Best Practices Balance Leader • Award Winning Feb07-Apr07 May07-Jul07 Aug07-Oct07 Nov07-Jan08 Feb08-Apr08 May08-Jul08 Aug08-Oct08 Nov08-Jan09 Process Develop Convene core Review/expand Prioritize BPR, Assign processes Continue analysis Improve Continue process Reengineering procedures. Re- team, set mtg existing BP list convene and to subteams, and processes, reeng improvements eng training, ID schedule, determine analyze & doc, documentation existing for future and units, review conduct BPR trng subteams ID future BPR processes existing APBS processes Enabling Present BPR trng Develop PS Analyze UWM Complete UWM Write Write high level Build UWM gap Launch UWM gap Technology to SCAC. Estab scope. Build gaps. Adopt gap planning. requirements for design for UWM plan. plan. project UWM consensus campus stds. UWM gap plan. gap plan. leadership Implement web. Strategic Attend BFS ID community Make contacts. Offer RD/BPR Make contacts. Align with Align with ED. Align with EDS. Partnering regular mtgs. resources. Form Coordinate training. Develop TA Payroll. Develop review Estab UWSA training steering program. Implement joint Requirements method. contacts committee projects. documentation. Develop WLB ID issues. Hire Communicate ID campus & Establish NCBI Communicate Maintain Schedule and Schedule and And Diversity metrics analyst. with units. community train the trainer programs and updated listing. start NCBI start NCBI Prioritize. resources. Estab class. actions. Train Schedule/start training. training. partnerships. units. NCBI training. Measure results. Comprehensive Solidify $, ID Eval SCE plan, Present NHO, Ongoing trng Eval SCE trng, Design/develop Schedule Exec Eval/improve Training needs, meet w/ NHO contacts, design Supv admin, deliver research lead lead trng, trng, design exec trng, align Preps, review existing NHO, ED needs, design trng, make lead supv trng, one on trng, continue explore exec based on ED with ED, eval and ED info, Lubar & develop NHO trng contacts. one supv trng. trng admin. trng input, coord trng use feedback 20 Presentation Author, 2006 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 Presentation Author, 2006 Job well done!