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

2. 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.

3. 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
Once enrolled in the preview period, you should have access to items on the “UAT” (User Acceptance Testing) menu.  
Need help? use the Support link on the GET HELP menu. 
Nov 27 is targeted date for dashboard delivery

4. 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)

5. 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.
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.

6. Policy Review Committee
Background -- 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)

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

8. 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

9. 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

10. 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

11. 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
Governance – Looking Ahead
Thursday, November 30th 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 Initiatives
Talent Acquisition Transition (Cheryl)
Succession Planning (Keith/Dee)
Roundtable (Kevin/ Angie)

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