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

2. Agenda
HR IT Roadmap Performance Management Project Next Steps

3. 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

4. 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

5. 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.

6. 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

7. 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

8. 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

9. 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

10. 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

11. Manager Dashboard – Talent Summary

12. Qlikview – FY14 cycle status

13. Qlikview – FY14 ratings distribution
Dummy data

14. Examples of recent enhancements
Automated reminder s 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)

15. 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

16. 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