1. Linda B. Hendricks Vice President and Chief Human Resources Officer April 14, 2009

2. Moving HR from Transactional-Focus to Strategic FINDING AND RETAINING TOP TALENT  Performance management (onboarding through professional development planning)  Recruitment branding and focus  Manager and leadership development (including mentoring and succession planning) HR TECHNOLOGY PLAN AND METRICS  System technology  Employee satisfaction survey  Effective and efficient workflow TOTAL COMPENSATION  Comprehensive plan, with phased implementation  Internal development and promotion WORKFORCE STRATEGIC PLANNING  Five-year plan (aligned with University’s strategic plan)  Ensure the right people with the right skills are in the right place at the right time

3. Economic Slowdown = HR Focus OPEN COMMUNICATIONS  Transparency  Invite input EMPLOYEES ARE VALUED  Organizational culture  Focus on retention DIFFICULT DECISIONS HANDLED WITH RESPECT  Support for staff who leave the organization  Support for remaining staff WORKFORCE PLANNING  Contingency staffing (float pools, internal temporary pools and negotiating external resources)  Job-sharing, compressed work weeks, flex years, telecommuting, etc.  Developing talent within the organization PRODUCTIVITY AND EFFICIENCIES  Reduce costs by leveraging technology Employee Assistance Program