Agenda – October 12th Data Driven Decisions (Keith and Nik) Policy - (Jamie and Shelley) Talent Acquisition (Cheryl) A Look Ahead to 2018 (Cheryl)

Data Driven Decisions Charge: Develop and implement strategies for acquiring and utilizing Human Resources and University data to better support data driven decisions related to human resources operations and strategy. Membership Technical Co-chairs – Michael Kaplan, Joni Troester Members – Brenda Ulin, Trevor Glanz, Angie Bell, Deb Tiemens, Peter Forkenbrock Advisory Co-chairs – Keith Clasen, Nikole Mac Members – Mary Curtis, Megan Hammes, Alaina Hanson, Cheryl Niemeyer, Shannon Schrup, Chris Stevens Senior HR leaders will automatically granted access via a Directory yet will still need to sign off on rules of use agreement. Biz rules will be developed in Oct. for consistency in broader approval processes.

https://sharepoint.uiowa.edu/sites/bi/HR Timeline Recap Proof of Concept demonstration 7/31 Data validation by 9/13 Governance Council 9/14 User Acceptance Testing 9/25-9/29 Training development (Advisory Grp) September Training delivery (phase 1) Oct/Nov Dashboard(s) delivery December https://sharepoint.uiowa.edu/sites/bi/HR  Once enrolled in the preview period, you should have access to items on the “UAT” (User Acceptance Testing) menu.   Need help? use the Email Support link on the GET HELP menu.  Nov 27 is targeted date for dashboard delivery

Late Oct.-Mid Nov.: Data Analytics Training Initiate overviews within the HR community to build awareness and skill in appropriate access and effective use of data.   Provide instructor-led, computer-based learning, starting with Senior HR leaders. Learning objectives include: Understanding the “why, what, and how” of utilizing the dashboard. Understanding data availability in the first phase, and vision for future. Managing appropriate use and access of data. Increasing familiarity of dashboard through active searching and querying. Emphasis on the role of HR leaders as strategic business partners in using data to influence effective decision-making. Applying data in a brief case study to present to your leadership. Release Notes Definitions Demographics Foundational data related to workforce planning Utilization of standardized data and formulas Comparison with UI Turnover/Retention Key metrics related to recruitment, retention and the employee experience Comparison within UI and to Bureau of Labor Statistics (BLS)

2018: Data Analytics Training Use existing HR meetings to introduce future phases and uses of the dashboard. Long-term goal: Integrate into HR learning programs and initiatives, such as: HR representative and Senior HR professional development. WISK series (formerly known as the HR Fundamentals series), where appropriate. Talent @ Iowa workgroups where needed. Seek input from Senior HR leaders to evaluate training effectiveness and guide roll-out, as well as to assess data utilization and impact on organizational outcomes. Part of the training is for Snrs to understand what’s in the data so that they can assess how to apply the business rules in evaluating access within their orgs.

Policy Review Committee Background -- Talent@Iowa Task Force Recommendation Regularly review and update policies: Develop more consistent and systematic processes for identifying policy review needs and generating campus input. Allow operational flexibility while preserving policy purpose and intent. (Policy development and administrative oversight, appendix 10) Charge: Develop and implement a systematic review process for human resources policies Goals/Guiding Principles Consistent approach Systematic (designating responsibility for this process) Seeks campus input Promotes operational flexibility Preserves policy purpose and intent Phase III Committee Committee Membership Co-chairs – Jamie Jorgensen and Shelley Stickfort Admin Liaison is Kevin Ward Jane Caton Amy Kirkey Jennifer Modestou Heather Schnoebelen Ellen Twinam (ad hoc – Susan Johnson – Ombuds)

Policy Review Committee Deliverables Initiation: Review for systematic policy review process ideas Planning: Submit written recommendations to the Talent@Iowa Governance Council regarding a policy review process Implementation: Initiate policy review process. Provide updates to Talent@Iowa Governance Council regarding progress of initiative Evaluation: Evaluate effectiveness of Strategies Kick off in early July 2017 Buy-in

Process Current State Existing processes and related work Draft process Scope Identify HR–owned or co-owned policies Removed program policies Activities Solicit information from policy co-owners about current processes, if any Invited campus stakeholders to weigh in Created draft process for identifying policy review needs and generating input Campus stakeholders- Audit, Ombuds, Provost representation, Policy Oversight Committee Led by University HR, include a Senior HR Leader from UIHC, 2 other Seniors and GC rep Solicitation of policies for review from key stakeholders - minimum q 10 years Form and charge ad hoc committees to focus on specific policies Review the review process annually to identify opportunities for improvement Ad Hoc Policy Specific Committees – describe mechanics

Process Policy Review Process Proposal Policy Oversight Committee Led by University HR, including Senior HR members from UIHC and central campus, Office of the General Counsel Solicit policy review recommendations and field suggestions from campus, with all policies reviewed once at least every ten years Form ad hoc committees to review specific policies Ad Hoc Policy Specific Committees Appointed by the Policy Oversight Committee to engage in actual policy review Involve governance groups and other campus stakeholders, as appropriate Campus stakeholders- Audit, Ombuds, Provost representation, Policy Oversight Committee Led by University HR, include a Senior HR Leader from UIHC, 2 other Seniors and GC rep Solicitation of policies for review from key stakeholders - minimum q 10 years Form and charge ad hoc committees to focus on specific policies Review the review process annually to identify opportunities for improvement Ad Hoc Policy Specific Committees – describe mechanics

Preliminary Talent Acquisition Roadmap August Oracle/Taleo Contracted Signed September Finalize talent strategy Select implementation partner Launch branding committee October Establish talent acquisition teams November/December Introduce preliminary high-level talent acquisition roadmap Finalize governance January 2018 Begin planning the talent acquisition implementation Develop and implement change management and a communication strategies

Talent@Iowa Governance – Looking Ahead Governance Council Focus Every other month meeting Project Team Focus: Talent Acquisition Implementation (weekly meeting) Committee co-chair Focus: quarterly deliverable updates Monthly meetings Talent@Iowa Governance – Looking Ahead Thursday, November 30th 11:00-noon @ USB 112 Thursday, January 11th 11:00-noon Compensation (Kyle/Bob) Decision Framework (Jamie/Jan) Diversity & Inclusion (Candace/Nadine) Talent Acquisition (Cheryl) Status Update on Talent@Iowa Initiatives Talent Acquisition Transition (Cheryl) Succession Planning (Keith/Dee) Roundtable (Kevin/ Angie)

Talent@Iowa 12 month Progress Report Calendar Year 2018 Shift focus to Talent Acquisition Define and clarify roles Introduce data-driven decisions