1. IT Workforce Development Updates
4/19/2018
IT Workforce Development Updates
HR Deans & Directors
CIO Council
April 6, 2015

2. Agenda CIO Goals for IT Workforce Development
Work accomplished to date
Discussion

3. Goals established by CIO Council
4/19/2018
Goals established by CIO Council
Define Career Maps
Enable IT staff to see a possible career at Harvard
Increase transparency across job functions and titles
Provide management greater insight into our workforce
Encourage Internal Mobility
Establish baseline measures for mobility
Develop protocol for handling internal candidates
Communicate measures to staff
Increase transparency around actual mobility
Expand Opportunities for Training and Professional Development
Leverage resources to improve opportunities available to all IT staff
Improve visibility and accessibility to training – “one stop shop”
Develop IT core curriculum

4. Accomplishments: Career Mapping
4/19/2018
Accomplishments: Career Mapping
IT Job Family has been incorporated into the CWD Career Framework, viewable by all staff at HARVie
The career paths, developed by subject matter experts, have been simplified and are ready to be shared with all staff
IT job family work completed to date will be used with Towers Watson job framework

5. Accomplishments: Job Function Guide on HARVie
4/19/2018
Accomplishments: Job Function Guide on HARVie

6. Career Map for Applications Architecture
4/19/2018
Career Map for Applications Architecture
(Each stage of the career map is additive)
Applications Architect
Senior/Principal Applications Architect
Critical General Skills
• Formal presentations
• Aligning performance for
success
• Building partnerships
• Planning and organizing
• Influence/Persuasion
Critical Technical Skills
• OOA/OOD
• Java
• Design patterns
• ORM technology
• Web outward facing applications
• Industry trends
Primary Duties
• Apply best practices across enterprise
• Develop architecture for small systems
• Apply IT policies-procedures-standards
• Develop solutions for customer needs
• Identify and design new solutions
• Solution implementation
• Best practices implementation
• Project management
• Problem solving
• Work through barriers
• Decision-making
• Analysis
• External systems integration
• Core Java/XML/XSD
• Networking languages
• Software architecture
• Multi-team development
• Security; Architectural trends
• Shape/execute IT Architecture strategy
• Create concrete designs for themes
• Define best practices for enterprise sys
• Research new technologies
• Align Arch IT vision to customer needs
Suggested Education/Experience/Certifications
• B.S. degree (or equivalent)
• 8-10 years IT/relevant experience w/ advanced knowledge of 1+ area of technology
• 10+ years IT/relevant exp w/advanced knowledge of architecture & systems integration
• Design certifications and/or advanced certifications
Potential Future Roles
• Software Engineer
• Sr. Applications Architect
• Project manager
• Sr. Software Engineer; Manager of Software Development
• Practice Manager; Project Manager
• Director
Potential Readiness for Next Role
• Volunteer for project leader roles
• Establish credibility outside department; A leader among peers
• Effectively lead projects/project teams
Potential Readiness for Next Role
• Manage complex IT projects and lead project teams
• Manage and deliver work through others (inspire and motivate)
• Inspire and motivate project teams and direct reports

7. Accomplishments: Internal Mobility/IT Leadership Commitments
4/19/2018
Accomplishments: Internal Mobility/IT Leadership Commitments
As an IT community, we recognize the value of the combined knowledge and talent of our staff and have a vested interest in seeing them develop at the University. We commit to the following important shared protocols for career development.
As managers, we will:
Encourage a culture where staff can be open in their job search
Offer staff opportunities for growth within their current role; we are not an “up or out” environment
Incorporate career development more formally into performance management conversations
Provide a semi-annual report of internal mobility/hiring to all IT staff
As hiring managers, we will:
Ensure qualified internal candidates in good standing are interviewed for positions and receive feedback*; internal candidates who do not meet the basic qualifications (as posted) may be offered an informational interview
Be transparent when posting positions for which we think we need to bring in outside skills/a new skill set
Honor our colleagues by speaking with them before contacting their staff with new opportunities (i.e., no “poaching”), and contacting them when a staff member reaches finalist stage
Honor our applicants by holding their candidacy in confidence when requested, encouraging them to speak with their current manager regarding their search, and requiring them to speak with their current manager at finalist stage
*For positions where there are an overwhelming number of internal applicants, we may not be able to interview every candidate and in those cases other resources will be offered

8. Accomplishments: Internal Mobility/Reporting
4/19/2018
Accomplishments: Internal Mobility/Reporting
Proposed data points for reporting
Number of IT Jobs Filled
Average Number of Applicants
Average Number of Internal Applicants
Number of Posted Jobs filled with Internal Applicants
Internal Hire Rate
Reporting can be done University-wide, by School/Unit, or both

9. Accomplishments: Training and Development
February 2014 – CIO Council Retreat
“Consumerization” of IT and ‘‘SMAC-V” calling for new workforce skills
Summer 2014 – “Big Think” meeting
CIO Council commits to university-wide IT workforce development initiative
Data Gathering
Talked with every CIO (with exception of HGSE)
Focus groups and 1:1 meetings with ~100 staff and managers across HUIT & Schools
Transition to “T-Shaped Professionals”
Depth in subject matter expertise
Breadth creating connections/integration points across multiple functions
Service-minded, trusted advisors to faculty, students and staff

10. Specialized Disciplines
Service Mindset*
Accountability
Collaborative Partnerships
Empathy
Trusted Advisor
Mission Understanding
Proactive Problem Solving
Effective Communications
Core Practices
ITIL PM
Agile
InfoSec
Management Effectiveness
Performance Management
Staff Development
Decision Making
Financial Responsibility
Managing Change
Leadership & Coaching
Strategic Thinking
Building Trust & Openness
Building High-Performing Teams
Interpersonal Skills
Specialized Disciplines
Application Development
Networks
Telecommunication
Infrastructure
Support Services
Info Security
IAM
Academic Technology
Teaching & Learning
Social/Mobile/Video
Analytics/Research Computing
Dev-Ops
Vendor Mgt
Integration/ Architecture
Competencies for all IT staff
University-wide rollout starting June 2015

11. Vision for the Harvard IT Academy
A comprehensive professional development program designed to transition Harvard’s IT community to “T-Shaped Professionals” for the benefit of the schools/units they support.
Six development tracks organized around the “T Shaped” competencies
All IT staff complete Service Mindset, Trusted Advisor & Core Practice foundations
For HUIT, non-IT staff complete Service Mindset and Trusted Advisor foundations
Management Effectiveness and Leadership & Coaching foundations for IT managers
Core Practices
Service Mindset
Trusted Advisor
Specialized Disciplines
Management
Effectiveness
Leadership & Coaching
80% of staff complete common foundational training within the first 3 years of IT Academy rollout

12. IT Academy Curriculum
Four levels of development assessed in each track
Foundational (Developing)
Self-paced learning (Proficient)
O-J-T skills enhancement (Proficient)
“Expert-Mentor” development (Advanced)
Badges earned at each level of completion
Captured in employee profile
Annual recognition ceremony each June
Resources to be finalized; leverage local SMEs and trainers for savings
Alignment with performance management, career maps & job mobility
Adding “T-shaped” competencies to PeopleSoft (proposed)
Planning for future LMS integration
50% of managers are providing OJT skills enhancement to their staff within 2 years of IT Academy rollout.

13. IT Academy Roll-out at June IT Summit
Course catalog of all training resources: T-shaped professionals’ “one-stop shop”
Website capturing full suite development activities and interactive sharing
Printed brochure to define program and highlight key courses
Specially designed graphical logo and badging scheme
Service Mindset Foundations workshop
Custom-designed foundational course for Service Mindset competencies
Instructor-led by certified Harvard IT facilitators (train-the-trainer)
Delivered in two-½ day (~9 hr) workshops, weekly through June ’16
Manager cohort this summer; includes 2-hr “Coaching for Service Mindset”
ITIL Foundations 3 day workshop in June; quarterly courses after that

14. Course Catalog Sample

15. Discussion How do we best institutionalize this work?
How can we partner to communicate these opportunities?