1. Talent Management: Using a Competency Model to Attract, Develop, and Retain the SEM Workforce AACRAO SEM Conference November 12, 2013

2. Welcome Presenters Tina Cajigas – Director of Divisional Workforce Strategy Jane McGrath – Asst. VP of Division Planning & Management Session Introduction David Kalsbeek – Senior Vice President of Enrollment Management & Marketing

3. Strategic View of Workforce Strategy and Talent Management Find it at http://bit.ly/dejobbing http://bit.ly/dejobbing

4. Impetus for a Talent Management Approach Job vs. Talent Organizational Effectiveness Focus on How Success

5. Employee Lifecycle Attraction Selection DevelopmentReward Retention

7. EM&M at DePaul

8. De-jobbing Concept Employees Job Descriptions Competencies

9. Competency Model 101 What is a Competency? A combination of knowledge, skills, abilities and behaviors that describes how to accomplish what an individual is expected to contribute.

10. EM&M Talent Management Competency Library – 4 Categories of Competencies Role Profile – The HR Job Description + Competencies Competency Model – Role Profiles and their application Talent Management – The ongoing utilization of the above tools in a systematic, process-oriented way across the division

11. EM&M’s Competency Library

12. Foundational Competencies Effective Communication Maintains professional demeanor Demonstrates active listening Able to tell a story Keeps audiences engaged Relationship & Network Building Uses one’s resources and network to accomplish goals Uses collaborative behaviors Understands and navigates political landscape of the university

13. Functional Competencies Advising & Counseling Establishes self as a trusted advisor Seeks to understand others’ personal background and situation Offers clear and appropriate insight Audience Awareness Distinguishes among audience segments Identifies key messages that will resonate with each audience segment

14. Strategic Competencies Stays ahead of research, literature and trends Frames and takes positions on issues Active in professional communities Thought Leadership Creativity & Innovative Thinking Synthesizes ideas from multiple and diverse sources Identifies new patterns and insights from information Takes measured risks to drive results

15. Sustaining Competencies Assesses own feelings Knows how to monitor ego Is authentic and accountable to oneself and others Asks for feedback for self improvement Self-Awareness Change Acumen Adapts own behavior to maintain effectiveness during times of change Leads others through change with enthusiasm and energy

16. Role Profiles

17. Admission Counselor Role Profile 4 0 5 7 Total of 16 Expected Competencies

18. Dean of Undergraduate Admission Role Profile 7 4 8 7 Total of 26 Expected Competencies

19. Office of Undergraduate Admission Competency-based Career Ladder

20. Comparison of Role Profiles

21. Creating Role Profiles Activity

22. Selecting Competencies Admission Counselor 1 to 2 years experience Guidance counselors, students, parents Reviews some applications Knowledge of the university

23. Selecting Competencies Director of Web Communications 8 to 10 years experience www.depaul.eduwww.depaul.edu and core Team of 12 Content and design

24. Implementation

25. Benefits of Implementing a Talent Management Strategy Management Staff Division Operations

26. Employee Lifecycle Application & Successes Attraction Selection DevelopmentReward Retention

27. Establishing a Competency Model Desired outcome Resultant approach Necessary resources Organizational change implications

28. 2009-2011 Milestones Engaged AXIOM Consulting Partners Winter 2009 Piloted Program with University Marketing Summer/Fall 2009 Finalization of Library and Model with EM&M Leadership; Creation of Online Tool Winter/Spring/Summer 2010 Manager Education & Standardized Role Profile Creation Fall 2010 Staff Education Fall 2010 Division Role Profile Calibration & Standardized Role Profile Roll-out Winter/Spring 2011

29. 2012-2013 Process Timeline Undergrad Admission Career Ladder Spring/Summer 2011 Division Leadership: Talent Management Strategy Fall 2011 Competency Assessment Pilot Winter/Spring 2012 Manager Education & Personalized Role Profile Creation Fall 2012 Staff Education Fall 2012 Full Division Personalized Role Profile Roll-out & Yearly Performance Assessment Winter/Spring 2013

30. EM&M Handouts Competency Model Library “Triangle” Sample Admission Counselor Role Profile Office of Undergraduate Admission Competency-based Career Ladder

31. Thank you! Questions?