Organizational Development Human Resources Realignment President ’s Leadership Development Program Welcome to GRCC Thank You For Your Service To GRCC Congratulations.

Slides:



Advertisements
Similar presentations
Customer Care Standards: Moving Forward as One Coordinator: Evon Ufland Committee members: Kendra Carrington, Lynnette Calvin-Epps, Debra King-Cooper,
Advertisements

Accreditation – Progress Report Recommendations 3, 5.1, 7.1, 8.1
Project THRIVE Goals and Objectives Achieving HR Excellence and Transforming APS The district views this Human Capital project as the primary vehicle to.
Presentation to Management Forum April 25, 2007, 2007 Human Resources.
CUPA-HR Strong – together!
CUPA-HR Strong – together!
Responding to customers Business partners Faculty / service customers Customer services Self service HR website Specialist HR teams Business partners aligned.
HR Manager – HR Business Partners Role Description
Competencies Are King… Improving organizational and staff performance
1 Vision Area of Focus Success Metrics* * All success metrics to be completed by Spring ’08. Commitments to ActionStatus Provide access to quality and.
System Office Performance Management
Human Resource Champions: The Next Agenda for Adding Value and Delivering Results Presented by Ivan Chang.
Chapter 16 Strategically Managing the HRM Function Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without.
SAS Project Insight Planning Session 1 Good Morning!
UWM CIO Office A Collaborative Process for IT Training and Development Copyright UW-Milwaukee, This work is the intellectual property of the author.
System Office Performance Management
Status of Army’s Civilian Human Capital Strategic Plan (HCSP)
SAU #53 Serving the School Districts of Allenstown, Chichester, Deerfield, Epsom, and Pembroke Action Plan
Employee Opinion Survey Human Resources CAUBO Presentation June 2007 University of Saskatchewan.
Emerging Latino Communities Initiative Webinar Series 2011 June 22, 2011 Presenter: Janet Hernandez, Capacity-Building Coordinator.
MGT-555 PERFORMANCE AND CAREER MANAGEMENT
Monday May Who are the collaborators? Community Health Charities is a federation dedicated to improving the lives of people affected by disability.
The Office of Human Resources
Strategic Planning Summit GAP/Committee Chairs/IE December 5,
Update. Where Are We Now?  Executive Steering Team met on February 20th & agreed to shift our go live date back by 12 months to July 2014.
The Integration of Embedded Librarians at Tuskegee University Juanita M. Roberts Director Library Services Ford Motor Company Library/Learning Resources.
Module 2.1 Finance and Administration Cabinet Organizational Changes and Agency Impact March
1 APPENDIX A Cluster 1 Modifications and Cluster 2 Design September 2009 HR Solutions Center.
Linda B. Hendricks Vice President and Chief Human Resources Officer April 14, 2009.
TTUHSC HR  Need common ground  Opportunity to assess organization  Make us all better at what we do  Reaffirm: Why we do what we do  Improve:
Human resources reform: a people strategy for IFAD Liz Davis Director, Human Resources Division 8-9 July th Replenishment.
Redirecting the Librarian’s Mindset: Emerging Framework for Managing Human Resources in Libraries “Emerging Landscape, Mindscape and Netscape of the Philippine.
September 10, Introductions Steering Committee Members Action Teams Action Plans by teams Group discussion - Comments Networking AGENDA.
WELCOME Strategic Directions Finale May 1, SUSTAINABLE CONTINUOUS QUALITY IMPROVEMENT.
WELCOME Strategic Directions Finale May 1, SETTING THE STAGE Planning for BC’s Future 2015—2018.
Welcome! Please join us via teleconference: Phone: Code:
Strategic Management of Human Capital FY04 Implementing Projects Farm Service Agency FY 2004.
College of Agricultural Sciences & Hatfield Marine Science Center Business Center May 7, 2009.
Campus Quality Survey 1998, 1999, & 2001 Comparison Office of Institutional Research & Planning July 5, 2001.
Staff Council 27 January 2011 Joeann Humbert Organizational Development, HR Sarah Pillittere Center For Professional Development, HR 1 Leadership Academy.
NCURA 54 th Annual Conference USDA National Institute of Food and Agriculture Office of Grants and Financial Management November 7, 2012.
HR Initiative 2013 Symposium October 22, HR: Agenda 20 Minute Presentation –Team –Opportunity Statement –Initiative Scope –Survey –Sysnet Redesign.
P&A: Professional Academic and Administrative Employees
OIT Reorganization August 27, Today’s Agenda Principles of Reorganization Survey Feedback Organization Chart Leadership Team Structure Items to.
Division of Information Technology Chuck Shomper Vice Chancellor / Vice President September 5, 2003 We are IT Building the IT Community... Together.
FMDG FMDG at Virginia Tech: A Synergestic Approach Virginia Tech Facilities Managers' Development Group : A Synergistic Approach Dawn Maxey, Facilities.
GEORGIA DEPARTMENT OF ADMINISTRATIVE SERVICES SEPTEMBER 2015 Georgia Fiscal Managers Conference 1.
HR-A Rightful place at the table
1 Partnerships and Collaboration: Building Interagency Teams Strategic Service Delivery Component Disability Employment Initiative.
Welcome to HR Presents July 23, :30 am – 12:00 pm Milton Hall, Room 85.
1 Planning and Programming for Effective Use of External Audit Resources Victor Rezendes Managing Director Strategic Issues U.S. General Accounting Office.
UCSF Human Resources Update to stakeholders December 18, 2014.
College of Agricultural Sciences & Hatfield Marine Science Center Business Center May 13, 2009.
Dean’s Overview Spring 2016 Karen Merriman. The Department of Professional Development & eLearning facilitates educational experiences to all employees.
NSW Public Sector Capability Framework An Introduction These slides are designed to provide an introduction to the NSW Public Sector Capability Framework.
New HR service Launch date - 23 April Agenda Reasons for change New HR services Responding to customer requirements Implementation 2.
© All rights reserved Your Voice, Your CC: The Colorado College Employee Climate/Engagement Survey Advancement.
Managing Talent – Maximizing Your Employee’s Potential 3 rd SACCO LEADERS’ FORUM Monique DunbarLorri Lochrie Communicating Arts Credit UnionCentral 1 Credit.
Forward Together: UW Madison’s Framework for Diversity and Inclusive Excellence Ad Hoc Diversity Planning Committee Shared Governance (Faculty, staff,
August 08 Montgomery College 1 Institutional Effectiveness Facilities Master Plan Middle States Review College Area Review Outcomes Assessment Academic.
1 GOAL: Provide students with a quality educational experience that enables them to complete their educational goals in a timely fashion. Review and restructure.
Note: In 2009, this survey replaced the NCA/Baldrige Quality Standards Assessment that was administered from Also, 2010 was the first time.
Strategic Plan: Goals, Objectives & Success Measures Administrative Forum, South Campus June 17,
MANAGING EMPLOYEE PERFORMANCE Facilitator: Joan Strohauer, CalHR Guest Presenters: Marva Lee, Personnel Officer, CalSTRS Brenna Neuharth, Workforce Planning.
Welcome To University Shared Services
Moving Towards Information Literacy Through Data Governance
Strategic Management of Human Capital FY04 Implementing Projects
Maine is IT! at SMCC Grant Playbook for
Human Resource Champions: The Next Agenda for Adding Value and Delivering Results Presented by Ivan Chang.
Responding to customers
Presentation transcript:

Organizational Development Human Resources Realignment President ’s Leadership Development Program Welcome to GRCC Thank You For Your Service To GRCC Congratulations On Your New Assignment WHY GRCC Alignment to Mission, Customer Service, Efficiency

Organizational Development Realignment Our work: PEOPLE Learning Centered Focus Area - Workforce Effectiveness & Engagement – The goal of all HR activities is to continually sustain the College as “a great place to work and learn”. – Organizational Development, a specialty framework of HR incorporates many planning elements such as strategic planning, HR redesign, organizational redesign, feedback systems and data analysis methods to accomplish the work. – The practice of OD is engage these planning elements in such as way that we deliver HR outcomes that align with the work of the College’s Strategic Planning commitments. The Agenda for today’s realignment review.... The Agenda for today’s realignment review.... WHY GRCC

Congratulations On Your New Assignment Thank You For Your Service To GRCC Welcome to GRCC Agenda Realignment Focus – Alignment to Mission – Efficiency – Customer Service President ’s Leadership Development Program WHY GRCC

Alignment to Mission How? How? – Three teams: Academic HR Team Administrative HR Team Employment Services Team When? Effective September 1, 2009 When? Effective September 1, 2009

WHY GRCC The Academic HR team Alignment to Mission The Academic HR team – Here’s the HR support team for the academic mission of the College Kathy Keating (Exec. Director), Jim Fox, Deb Bryde (Academic Generalists) – All academic departments are assigned to this team 57 Academic Departments – 402 employees (Faculty, Meet and Confer and ESP staff) 27 Departments w/ 492 Adjuncts (W09) – The Academic team will negotiate the GRCC Faculty Contract

The Administrative HR team Alignment to Mission The Administrative HR team – Here’s the HR support team for the administrative support mission of the College Cathy Wilson (Exec. Director), Jessica Berens (Administrative Support Generalist) – All administrative support departments are assigned to this team 43 Administrative Support Departments – 240 Meet and Confer, Campus Police, CEBA, and ESP Staff. Additionally, Cathy Wilson continues to provide leadership for the Student Employment Services. Luanne Wedge and Chris Allen provide student employment for 75 Departments serving 450 student employees – The administrative support team will negotiate the CEBA, ESP and CP contracts and oversee the Meet and Confer Handbook WHY GRCC

Alignment to Mission Departments will have a designated point of contact for their HR support needs.... for example: Departments will have a designated point of contact for their HR support needs.... for example: – Recruitment, Hiring and Employment – Employee Relations – Labor Negotiations/Employee Handbook – Contract/Handbook administration – Classifications & Compensation – Retiree Relations – Organizational Planning..... And much, much more!

Alignment to Mission The Employment Services Team – Here’s the Employment Services team that will redesign HR systems and processes Faye Davis (Employment Services Manager), Rachel Paulucci, Lydia Ventura, Jan Benham (Coordinators) – Cynthia Springer will directly oversee the work of the Employment Services team. – Cynthia Springer will directly oversee the work of the Employment Services team. This team will work cross- college and collaboratively to ensure that HR programs are refocused on the academic and administrative HR support needs and to improve customer service, efficiency and accountability. – 09/10 Process redesign projects: – Decentralized hiring process – Human Capital Report (e-HR data driven decisions) – Compensation/job analysis process – Streamline tuition reimbursement process WHY GRCC

Cynthia Springer VP for Organizational Development & Human Resources Cathy Wilson Exec. Dir for Administrative Human Resources Jessica Berens Admin Support Human Resources Generalist Luanne Wedge Assoc. Dir Student Employment Services Chris Allen Student Employment Coordinator Christine Davis Educational Support Professional Kathy Keating Exec. Dir for Academic Human Resources Jim Fox Academic Human Resources Generalist Deb Bryde Academic/Adjunct Human Resources Generalist Chris Arnold Dir for Bob & Alecia Woodrick Diversity Learning Center Tamber Moore Manager of DDS Diversity Coord (Vacant) Jennifer Smith Educational Support Professional Stephen Wagner Exec. Dir for Org Learning Liz Timmer Coord of LA for Faculty & Staff MB Vantil Staff Facilitator Pam DeGryse Educational Support Professional Faye Davis Manager of Employment Services and Compliance Lydia Ventura Coordinator of Employment Services Jan Benham Coordinator of Contingency Employment Rachel Paulucci HR Data Analyst Lisa Snider Exec Admin Assistant

WHY GRCC Efficiency Focusing the Academic & Administrative Support teams on: – Expanding HR expertise with greater knowledge of the department’s needs, perspectives & mission – Greater responsiveness to day-to-day decision making. – Having inter-department conversations about cross- college workforce needs and consistency of response – Enhanced accountability for ensuring program & process improvements are aligned to mission – Cross training and development

WHY GRCC Efficiency Focusing the Employment Services Team on: – Working cross-college and with the academic and administrative HR teams – Continual evaluation of HR processes – Evaluating, developing and implementing HR policies, programs, functions and processes that support the Academic and Administrative HR needs – Greater accountability for HR improvements that are linked to measurable data driven outcomes

Customer Service Communicate, Communicate, Communicate Communicate, Communicate, Communicate – Communicate with a single point of contact who is accountable for your department’s HR needs – Quickly identify your dept’s HR Rep. Web based Find your HR Representative -department List (right click here to open hyperlink).(right click here to open hyperlink). – Quickly locate information on various HR Topics Web based A-Z HR Topics (right click here to open hyperlink).(right click here to open hyperlink). – Increased Internal Customer Satisfaction feedback point of contact , return cards and web surveys College survey through IRP – Redesign web site so “Human Resources” is point of entry WHY GRCC

Thank you! Dear Colleagues, Sustaining the College as “a great place to work and learn” is a personal commitment and the staff in Organizational Development has made a commitment to regularly seek your input on how were doing! (New customer satisfaction survey links have been added to the signatures of our staff and to our websites). Your voice is extremely important in understanding how we can improve your overall experience and the service we provide for you. Please right click here to open hyperlink and post your comments. Your comments will be routed directly to Institutional Research and Planning to ensure that your feedback is included in the Internal Customer Service feedback.open hyperlink My goal is to make certain you can say YES when asked if HR was helpful in addressing and resolving your HR needs. Cynthia Springer