CIO Council / HR Deans and Directors HR IT Overview April 6, 2015

Agenda HR IT Roadmap Performance Management Project Next Steps

HR IT tightly connected to the business For HR Systems with University-wide users: PeopleSoft HRMS, IBM Kenexa (Aspire), Perceptive Software (ImageNow), CREW HR, QlikView, Eureka. HRMS Product Strategy Group (monthly) HR Deans & Directors (monthly) 2003 Product/Practice Teams HHR, FAD, HUIT More… HR Focus Group (semi-monthly) Training Admin Grp (bi-monthly) Benefits BPO (biweekly) Faculty DFG (every 6 weeks) Recruiters Breakfast (monthly) ePerf Focus group (monthly) 2005 2012 2001 2010 2003 2012 HRMS User Group (Quarterly) 2002

HR IT road map aligned to business priorities AAD/HHR Enterprise Intelligence Strategy (QlikView Cloud) ePerformance Project Phase 1 Phase 2 Phase 3 IT Capital Projects PDCT Planning Professional Development and Compliance Training System Planning PeopleSoft 9.2 Upgrade Migration of PeopleSoft to the Cloud Career Planning Position Management (on hold) Succession Planning IAM feed enh New Portal / Interactive Hub Replacement Staff Recruiting SIS/HR Integration DR in Cloud Retro Pay Retro Costing FAS Aurora Integration Releases/Operational HMS Academic Appointments Disability?? eCompensation?? Workforce Analysis in QlikView QlikView Analytical applications- New and Enhancements (ongoing) OE15 OE16 OE17 OE18 OE Tax Tax Tax Tax Tools Upgrade Tools Upgrade Tools Upgrade Tools Upgrade Sept Dec May Now Sept Dec May Sept Dec May Sept Dec May Sept

ePerformance Project Bring the University from many local paper forms, ratings, and processes to one on-line performance management tool. One step toward an integrated talent management framework Performance management is foundational to managing and developing talent.

Project Time Line 2008 Sept 2012 May 2013 Oct 2013 June 2015 Business Case and Proposal Set Performance Management as a strategic priority Select PeopleSoft Get IT Capital Funding for the project Planning / Design Sessions Define Scope Educate users Set implementation rollout schedule Implementation Document requirements Configure and develop Testing / Hands-on Labs Local implementation plans Training Materials Support/Enhancements Continuous roll out to each school and unit Support first full performance management cycle Continuous improvements and enhancements

Project Guidelines Encourage a strong participation from all schools/units Provide flexibility whenever possible Expose users to the system early and often Leverage Harvard’s experience and expertise of internal resources

100% participation from all schools and units Accomplishments Elimination of paper forms and manual processes One step closer to “One Harvard” 100% participation from all schools and units ONE tool, process, rating scale, competency dictionary, set of core competencies One shared employee experience One set of common data to understand our workforce

Accomplishments Reporting Multiple ways to get data out Empower managers Monitor the process 94% of employees have approved FY14 goals 86% received written manager feedback for FY14 93% of all staff have a FY15 form (10,682 forms) Know where and who our top performers are Know strengths and weaknesses of workforce

Competencies “Heat Map” Example: HUIT managers Excel extract from PeopleSoft of core competencies Embraces Change Living the Vision and Values Teamwork and Collaboration Build a High Performing Team Resource Allocation Help identify areas of development

Manager Dashboard – Talent Summary

Qlikview – FY14 cycle status

Qlikview – FY14 ratings distribution Dummy data

Examples of recent enhancements Automated reminder emails for managers Embedded a workflow visual in the document Simplified feedback form for Faculty managers QlikView dashboards New form for Exit Interviews Cascading departmental goals (FAS) Adding IT Competencies for the IT Academy (in progress)

Next Steps Continue to build an integrated talent management framework Staff Learning Management System (aka Professional Development and Compliance Training System) Career Planning Succession Planning

Professional Development and Compliance Training system Title IX, IT Security, OSHA… Research Compliance (Human Subject, CITI, AALAS…) Monitor and report on training completion rates Consolidate multiple training systems One-stop-shop: integration with other systems Reduce administrative burden on Faculty and Researchers Enable schools to administer, deliver and track local training   Integrated Talent Management framework Support on-boarding Empower managers to monitor training plans for their teams Personalized development plans based on job, competency gaps  Support programs such as the Harvard IT Academy