Agenda –February 8, 2018 Governance Council Charge & Talent@Iowa Updates – Cheryl Diversity, Equity, and Inclusion Updates – Candace and Nadine Talent Acquisition and Taleo Implementation Updates- Angie and Keith Talent Acquisition Input – Teresa

21 Member Governance Talent@Iowa Council Kevin Kregel, Associate Provost, Prov Office Admin* Cheryl Reardon, Chief HR Officer Associate VP* Jana Wessels, Associate VP, Health Care* Chris Annicella, Director HR, Education Dan Clay, Dean, College of Education Elizabeth Conley, Behavioral Health Consultant Laurie Croft, Clinical Associate Professor, Education Raul Curto, Executive Associate Dean, CLAS Nancy Fick, Director HR, CLAS Suzanne Hilleman, Director HR, Athletics Angie Johnson, Faculty HR Director, Provost Office Jamie Jorgensen, Deputy General Counsel Laura McLeran, Associate VP, Office of the President Jennifer Modestou, Director, EOD Mike Noel, Senior IT Director, AIS Tonya Peeples, Associate Dean for Diversity, Engineering Alan Reed, Professor and Chief Transplant & Hepatobiliary Surgery Joni Troester, Assistant VP Total Rewards, UHR Joe Wagner, Associate VP, Health Care Information Systems Jan Waterhouse, Director HR, Engineering Sherree Wilson, Associate Dean for Diversity & Cultural Affairs, UI Health Care 21 Member Governance Talent@Iowa Council The Governance Council provides oversight and guidance to ensure successful implementation of Talent@Iowa: Representing stakeholder interests  Providing input Enhancing communications   Promoting transparency * Exec Sponsor

Succession Planning Input Sessions Please plan to attend one of the following sessions to learn more about succession planning recommendations and to provide input into the process. March 19, 1-2 pm March 21, 4-5 pm March 23, 9-10 am RSVP to Neda Barrett (neda-barrett@uiowa.edu)

Talent@Iowa Updates Data Driven Decisions Class/Comp Inactivity Rate POC Data Dashboard in review phase Class/Comp Proposed Spot Award increase to $150 is pending approval Centralized leave management One-third of the employees (non health care) are managed under this new service. Scale up plans for remaining employees by summer 2018 HR Lead Roundtable – 2nd meeting held Feb 1st Payroll - Exploring IT System Enhancements for HR Transaction System

Diversity Equity and Inclusion Committee Co-chairs: Nadine Petty and Candace Peters Committee Members: Lori Berger, Diane Finnerty, Maria Bruno, Consuelo Garcia, Corinne Stanley, Bruce Drummond, Vanessa Steffen, Sarah Lobb, Tracy Peterson and Adam Potter Committee Charge: Research and propose strategies and tools to acquire, promote and retain diverse faculty and staff Deliverables Initiation: Research strategies and best practices in acquiring, promoting and retaining diverse faculty and staff  Planning: Submit written recommendations to Talent@Iowa Governance Council regarding strategies and best practices in acquiring, promoting and retaining diverse faculty and staff and building a recruitment ambassador program Implementation: Establish collaborations and system for acquiring, promoting and retaining a diverse, equitable and inclusive faculty and staff.  Provide monthly updates to Talent@Iowa Governing Council regarding progress of initiative. Evaluation: Evaluate effectiveness of strategies.

Phased Approach Phase Two Info Graphic Committee Recommendations Phase I Propose research based strategies to acquire, promote and retain diverse faculty and staff Phase II Develop strategic plans based on priority recommendations Phase III Evaluate effectiveness of strategies Phase Two Info Graphic Committee Recommendations Develop subcommittees where identified

UI Project Team Updates

Strategy – Attract, Engage, Recruit We need to recruit and retain faculty and staff who possess the broad diversity essential to our missions. To remain competitive in a knowledge based economy, the UI must attract and retain world class talent across all sectors. Campus leaders have identified talent acquisition as their highest priority for HR enhancements. New System (Taleo) and redesigned processes will create efficiencies, improve productivity and realize cost savings.

Attract Focus: Outreach Lead: Jan Waterhouse

Engage Focus: Pipeline development Lead: Wanda Malden

Recruit Focus: Recruiter skill development Lead: Keith Becker

IT – Taleo Implementation Project Focus: Process redesign, technology implementation and tool integration Lead: Keith Becker and Angie Bell Core and Extended Teams

IT Project Updates Decisions to Date Three track focus (Faculty, Health care, Staff) Consolidation of Staff processes Identification of Recruiter Role Job Aggregator Purchase External Marketing Contract

February’s Demo… What is it….. Highlights initial decisions from Harmonizing step Provides details on every stage of the new process plan First time Taleo screens will be demonstrated When is it…. February 21st – Kelch Conference Room, 1289 CBRB February 22nd – IMU, Indiana Room 346 Invitations and specific time information to come Together…….

Change Management Governance Council February 8, 2018 Teresa Kulper and Blair Wagner

What is Change Management? A structured approach for achieving an objective involving people... The process, tools, and techniques utilized to manage the human side of change and achieve the required outcome A controlled process of moving people from a current state to a desired future state that helps to minimize setbacks and mitigate risks associated with adoption

The Lifecycle of Change Mountain of Unrealistic Expectations Valley of Despa ir Plateau of Unmet Dreams Ascent of Succes s Decrease Duration Manage Expectations Denial Anger Depression Bargaining Acceptance Awareness Commitment Understanding Effective change management: “Smooth” the change curve (move from navy to turquoise) Manage expectations to realistic levels Minimize the depth of the “Valley of Despair” Minimize the time before benefits are realized Maximize your chances of project success 5

The Value of Change Management Adds value by considering the human element along with systems and processes Reduces risk of not delivering on original objectives Assists people in transitioning to new processes and systems Prepares us to operate in the new environment Increases success rate and speed of adoption Minimizes productivity declines during and after the change Increases our capacity to change in the future

Governance Council Discussion Break into groups of 4 people. Select a facilitator and a scribe. Capture answers to the questions (2-3 minutes per question). Prepare to share with large group.

Discussion Questions General Project: A1 – What are you hearing about the project so far? A2 – What are the top 5 things we should look for to improve the likelihood of project success? Understanding & Engagement: B1 – What are the top 3 things you can do to help ensure the success of the project? B2 – What are the key issues that you want the core team to be aware of as the project moves forward? Communication: C1 – In your opinion, what are the most effective ways to communicate this type of change? C2 – How can we keep the communications interesting? C3 – What are the most important things we should remember about successful project communications (based on your experience)? Training: D1 – What training lessons have been learned from past initiatives?

Thank You! Email comments and suggestions to Teresa Kulper (Teresa-Kulper@uiowa.edu)