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

2. 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 Council
The Governance Council provides oversight and guidance to ensure successful implementation
Representing stakeholder interests 
Providing input
Enhancing communications  
Promoting transparency
* Exec Sponsor

3. 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

4. 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

5. 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 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 Governing Council regarding progress of initiative.
Evaluation: Evaluate effectiveness of strategies.

6. 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

7. UI Project Team Updates

8. 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.

9. Attract
Focus: Outreach
Lead: Jan Waterhouse

10. Engage
Focus: Pipeline development
Lead: Wanda Malden

11. Recruit
Focus: Recruiter skill development
Lead: Keith Becker

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

13. 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

14. 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…….

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

16. 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

17. 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

18. 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

19. 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.

20. 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?

21. Thank You! Email comments and suggestions to Teresa Kulper