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HR Design: Background, Goals and What It Means for You
Today’s Agenda
• Introduction and Format
• Upcoming Events
• What is HR Design?
• HR Design Components
• Q&A
Introduction
Mark Walters Director of Classified Human Resources Acting Director of the Academic Personnel Office (APO)
Bob Lavigna Assistant Vice Chancellor - Human Resources
Anjali Sridharan Project Manager, HR Design
Your Presenters Format • Presentation followed by Q&A • Please hold your questions until the end of the presentation • Please email
[email protected] for support issues during the webinar
• Video recording of webinar will be available on hrdesign.wisc.edu within 24 hours
Don Schutt Director, Office of Human Resource Development
Open and hide your control panel Join audio:
• Choose “Mic & Speakers” to use VoIP • Choose “Telephone” and dial using the
information provided • Note: Attendees are muted during the
webinar
Questions Submit questions via the Questions panel
Upcoming HR Design Events
Brownbag on Employee Category Choice for Classified Exempt Employees
Thursday, February 12, 2015 Noon – 1 pm
Pre-registration required Visit hrdesign.wisc.edu for details
and to determine exempt or non-exempt status.
Upcoming HR Design Events HR Design Campus Info Sessions
Breakout Sessions on: Performance Management Onboarding
Recruitment, Assessment and Selection (RAS) Tools HR Design Overview
Monday, February 23, 2015 9:30 am – 11:30 am Gordon Dining and
Event Center Sessions in English only
Thursday, February 26, 2015 11 pm – 1 am
HSLC Sessions in English, Spanish,
Hmong, Tibetan and Mandarin Chinese
Tuesday, March 3, 2015 1:30 pm – 3:30 pm
Union South Sessions in English, Spanish,
Hmong, Tibetan and Mandarin Chinese
All locations are wheelchair accessible. Schedule with your supervisor if you wish to attend.
Visit hrdesign.wisc.edu for details.
Poll Question
What is HR Design?
HR Design Vision
Thoughtful Design
Efficient Each process, step or rule adds value and can be accomplished in a timely way Flexible and Responsive Processes can be adapted to a broad range of situations and allow for improvement Aligned HR components integrated across employee lifecycle Consistent Policies and processes are common to as many employees as possible unless required by a business need Transparent Processes driven by clearly communicated guidelines
21st Century Workforce and
Community Diverse Create a community that draws upon the ideas, experiences, and perspectives of a diverse workforce and promotes an inclusive culture Engaged Foster trust and commitment to employees; support their development Right Talent Attract, develop and retain the talent to sustain and continually improve a world-class university Adaptable Create a culture that fosters a shared ability to embrace and respond to change
University Vision
“A model public university in the 21st century, serving as a resource to the public and working to enhance the quality of life in the state, the nation, and the world.”
Key HR Design Dates
Jun. 2011 2011-13 biennial budget provides
authority to create new personnel
system
Sept. 2012 HR Design
Strategic Plan presented to
campus
Dec. 2012 Board of
Regents/UW governance
approves HR Design
Strategic Plan
May 24, 2013 Joint Committee on Employment Relations votes to delay aspects
of HR Design until July 2015
April 23, 2014 Joint Committee on
Employment Relations approves
HR Design
July 1, 2015 Begin
implementation of many elements of
HR Design
HR Design Has Engaged Employees Campus-Wide
• Cross-campus work teams formed in 2012 to develop recommendations for new HR system
• Teams included more than 150 members of the campus community
HR Design Work Teams
• HR Design planning and implementation has involved massive and ongoing campus engagement using multiple-audience focus groups, interactive web chats, quarterly campus-wide information sessions, surveys, polls, brochures and many other communications vehicles
• Involved more than 15,000 participants to date
Campus Engagement
HR Design Components
Recruiting and Hiring By July 1, 2015
No longer governed by state laws/rules •Units recruit/assess candidates
for all jobs
•Develop more efficient and effective assessments
•Expand direct hire authority
•Provide toolkit and training on new policy and best practices
• Implement temporary applicant tracking system
After July 1, 2015 Campus-wide applicant tracking system •Automate end-to-end
recruitment and selection process
•Collect comprehensive diversity data on job candidates
Compensation and Job Titles
By July 1, 2015 More flexibility •Hire hourly employees above
pay range minima • Increase all wages to at least
Madison living wage ($12.62/hour)
•Provide performance-based pay for all faculty and staff (with additional statutory changes)
• Increase salary maxima for academic and classified staff
After July 1, 2015 Job title and compensation study •Conduct comprehensive
assessment of campus job title and compensation structure
• Implement recommendations
Performance Management By July 1, 2015
New performance management policy • Annually, each supervisor (including
faculty) must: Meet with direct reports to agree on
goals/expectations Hold informal performance
conversations Have mid-year check-in Provide year-end formal evaluation
• Financial consequences for non-compliance • Training on policy and performance
management skills
After July 1, 2015 Performance management software to track evaluations
New Employee Onboarding
• Implement unit-specific onboarding programs that include specific components
•Units have flexibility to tailor to their needs
Campus-wide onboarding program
•OHR will provide training and resources on new policy and process
Available support
By July 1, 2015:
New Policies for University Staff
•Make seniority primary – but not only – factor •Narrow layoff groups (determined by operational area), not
entire colleges or divisions
Layoffs
•Continue standard three-step process (supervisor, dean, OHR review)
•Culminate in four-person panel (two administration, two governance reps) to review and recommend decision to Chancellor (for discipline)
•Require termination grievances to go to BoR
Grievances
By July 1, 2015:
New Policies for University Staff
•Continue standard 6-month probation period •Limit right of return to 30 days (currently 6 months) •Require that job expectations/performance be discussed
before terminating probationary employee
Probation
•Define parameters for temporary employees •Extend time periods under certain circumstances
Temporary employees
By July 1, 2015:
By July 1, 2015 Align UW–Madison employee categories with the Fair Labor Standards Act (FLSA) •Start moving salaried classified
positions to academic staff •Begin filling vacant university
exempt positions as academic staff
•Provide employee communication and consulting on options
After July 1, 2015 Employee category choice
•Allow university staff exempt employees to become academic staff (beginning in summer 2015)
•Fill all university exempt/salaried vacancies as academic staff
Change in Employee Categories
HR Professional Competencies, Certification
By July 1, 2015 Introduce campus-wide HR competencies (knowledge, skills, abilities and behaviors) that UW-Madison HR professionals need to master
After July 1, 2015 • Implement
training/certification program for HR community
• Link certification to HR delegation
Manager/Supervisor Competencies, Training
By July 1, 2015 Refine manager and supervisor competencies
After July 1, 2015 Incorporate competencies into training
Workplace Flexibilities By July 1, 2015:
• Provide easily accessible online inventory of existing workplace flexibilities
• Focus supervisory training modules on how workplace flexibilities can improve work/life balance – and performance
Workplace Flexibility Toolkit
Office of Human Resources
Better manage new personnel system (e.g., organized by HR function, not employee categories)
Reorganization
By July 1, 2015:
Key Takeaways – July 1, 2015 Unit-specific recruitment
More compensation flexibility for faculty and staff
Performance management campus-wide
Comprehensive new employee onboarding to help new employees acclimate
New policies balance management flexibility with employee protections
Salaried classified positions moving to academic staff
Standard HR competencies
Workforce flexibilities explained and promoted
Expanded training for managers and supervisors
For More Information…
• Attend our next series of information sessions: • Monday, Feb. 23, 2015, 9:30 – 11:30 am, Gordon Dining and Event Center • Thursday, Feb. 26, 2015, 11 pm – 1 am, Health Sciences Learning Center
(HSLC) • Tuesday, Mar. 3, 2015, 1:30 – 3:30 pm, Union South
• Visit hrdesign.wisc.edu for more information and to stay informed of upcoming trainings and events
• Email [email protected] with questions
Poll Question
Questions?
Please type your questions into the chat window and we will address as many as possible.
If your question isn’t addressed today:
1. Check hrdesign.wisc.edu
2. Email [email protected]
Thank You!
