1. Human capital management
AJCU Conference
September 11, 2019
Winifred Williams, PhD
Vice President
Chief Human Resources Officer Chief Diversity & Inclusion Officer
Joan Stasiak
Associate Vice President
Human Resources

2. Project Overview Human Capital Management Initiative:
Launched at the President’s Retreat
August 1, 2017
Objective:
To achieve a more efficient and effective use of Loyola’s human capital resources
:Loyola University Chicago

3. Identify mission requirements
What are the core mission requirements for division/school?
Which positions are most critical to delivering offerings and services?
Mission Critical positions
Will those requirements change?
What knowledge, skills, and abilities are needed from the current and future workforce?
Loyola University Chicago

4. current organizational structure
Organizational Chart Review
Any expected transitions (retirements, transfers, separations)?
Are new hires going to replace current employees or go into new types of jobs?
Do any positions have additional capacity?
Which positions could be shared with another division/school?
Can managers increase span of control (i.e., manage more staff)?
Is centralizing the functions of a position (along with other existing like positions) an option to reduce duplication and costs?
Is the scope of the position clearly defined so that it does not overlap with other positions?
Loyola University Chicago

5. Position REVIEW Toolkit
COST EFFECTIVE
Position Justification
Job Redesign/
Redeploy
Centralization/
Consolidation
Technology
& Process Improvement
Transitions
Loyola University Chicago

6. Project focus
Achieve a more efficient and effective use of Loyola’s human capital resources
Initial emphasis was on positions vacant for 12 months or more
Vacant positions less than 12 months were also reviewed and assessed
Loyola University Chicago

7. NEXT STEPS
Administrative Work Teams identified in each school/division HR
HR partnered with each Administrative Work Team to review open positions and human capital strategies
Staffing plans developed
One plan for each school/division submitted to HR/Finance
Loyola University Chicago

8. Cost Savings RESULTS VACANT POSITIONS
Salaries and benefits from 12 month or older vacant positions totaled $452,360
A review and analysis of vacant positions less than 12 months resulted in the elimination of salary and benefits totaling $2,334,616
Total salary and benefit reductions from all vacant positions totaled $2,786,976
Loyola University Chicago

9. CHALLENGES Remain Change in mindset = CULTURE
Fear of giving up positions; doing work with less
Willingness to start thinking differently
On-going initiative
Loyola University Chicago