HumanResourcesStrategicPlan

2007-2012
 HRStaffdrivestheplan
Idealized Design (visioning)
Graphical planning sequence
Retreat format
Small working group
Full staff review, revision, acceptance

2 Presentation Author, 2006

 Groupsvision(steps)
Develop a Story
Create a Vision
Plan the Journey
Develop a Game plan
Construct Roadmap

3 Presentation Author, 2006

 Timeline
Choose working group December 2006
Retreat first week of January, 2007
HR Staff review second week of January
Campus review last two weeks of
January
Start date February 1, 2007

4 Presentation Author, 2006

 OUTCOMES
AGENDA Day 1 ROLES
Karl Sparks: Facilitator DEFINE OUR MISSION
8:00 Housekeeping
Laura Purifoy: Event Coord. DEFINE OUR CORE
8:15 Expectations VALUES
David: Notes recorder
DEFINE OUR FUTURE
8:30 Methodology overview Linda: Template recorder
VISION
Shannon: Chart recorder
9:00 Roles and rules DEFINE PRIMARY AND
Angela: Timekeeper OTHER OBJECTIVES
9:45 Break
DEFINE SUPPORTS AND
10:00 Context Discussion RULES CHALLENGES

11:00 Visioning presentation Respect other opinions

Present alternatives
12:00 Lunch
Speak freely
1:00 Visioning
Let people finish thoughts
3:00 Break Dont take things
personally
3:15 Visioning
Consensus
4:30 End Absolute confidentiality
Humor encouraged
Keep an open mind

5 Presentation Author, 2006

 OUTCOMES
AGENDA Day 2 ROLES
Karl Sparks: Facilitator DEVELOP A DETAILED
8:30 Review Day 1 SCHEDULE TO ACHIEVE
Laura Purifoy: Event Coord.
THE FUTURE VISION
9:00 Identify/set project David: Notes recorder
DEVELOP A DETAILED
schedules
Linda: Template recorder PLAN TO ACHIEVE THE
FUTURE VISION
9:45 Break Shannon: Chart recorder
ASSIGN/TAKE
Angela: Timekeeper
10:00 Identify/set project RESPONSIBILITY FOR
schedules THE PLAN

12:00 Lunch/discussion RULES PLAN OUR

COMMUNICATIONS
1:00 Develop project plans Respect other opinions
Present alternatives
3:00 Break Speak freely
Let people finish
3:15 Develop project plans thoughts
Dont take things
4:00 Develop personally
communication plan Consensus
Absolute confidentiality
Humor encouraged
Keep an open mind

6 Presentation Author, 2006

 UWMMission
the University of Wisconsin-Milwaukee
must provide a wide array of degree
programs, a balanced program of
applied and basic research, and a
faculty who are active in public service.

7 Presentation Author, 2006

 ChancellorSantiago
This year (2006/7):
Improve student retention/graduation
Renew State investment in budget
Comprehensive campaign
Improve UWM image
Research Growth Initiative

9 Presentation Author, 2006

 QUOTES
Sen Kanavas UWM
proves good steward

V ER of state funds
CO
ep ort Chancellor
M R Santiago The HR
UW Dept continues on
its journey of
M ES innovaqtion

R NA
BO M
OF
UW TER CE! BIG HEADLINES SIDEBARS
CEN ELLEN
C
EX HEADLINE HEADLINE
HEADLINE HEADLINE

Metrics Prove BOR Publishes Top WI Employer

UWM Leads Most Effective UWM Best of Choice
HR/Payroll & Efficient UW Practices SHRM Award
Implementation Campus $10 Million in Goes to UWM
BOR Adopts Savings Back to HR
Improved Campus UWM Comp Instruction CUPA-HR Award
Climate Attracts Recommendation Work/life Balance Goes to UWM
IMAGES & Retains HR and Lubar Improves HR
Students, Faculty Partnerships Diversity
and Staff Reap Big Grants

10 Presentation Author, 2006

 Right organization Campus/UWS
Strategic
Space utilization Center of Community
Partnerships
Excellence

Innovation/
Best practices Employer
Continuous Work/life balance
Of
Process Improvement
Choice Compensation
simplification

Foster a campus culture that

attracts/inspires individual
excellence, success and
Diversity
Inclusiveness alignment with UWM mission/ Empowered
Training and
Campus climate And retention initiatives stakeholders
Development
Self-service

5. Process reengineering
CHALL
h ange
4. Comprehensive training E NGES
c
ORTS penness
to Budg
SU PP et
O 3. Develop WLB and diversity Highl
Dec y
siasm
entra
hip u lizatio regulated
ders en th n
Lea
HR 2. Strategic partnering Iner
tia
resist /
ance
dwill
Goo 1. HR leads enabling technology Resp
o
staf
f Witho nsibility
H R ut Au
thorit
nted
Tale B O L D S T E P S y

VALUES
11 Integrity
Presentation Author, 2006 Equity Consistency Collaboration Professionalism Generosity of Spirit
 OUTCOMES
AGENDA Day 2 ROLES
Karl Sparks: Facilitator DEVELOP A DETAILED
8:30 Review Day 1 SCHEDULE TO ACHIEVE
Laura Purifoy: Event Coord.
THE FUTURE VISION
9:00 Identify/set project David: Notes recorder
DEVELOP A DETAILED
schedules
Linda: Template recorder PLAN TO ACHIEVE THE
FUTURE VISION
9:45 Break Shannon: Chart recorder
ASSIGN/TAKE
Angela: Timekeeper
10:00 Identify/set project RESPONSIBILITY FOR
schedules THE PLAN

12:00 Lunch/discussion RULES PLAN OUR

COMMUNICATIONS
1:00 Develop project plans Respect other opinions
Present alternatives
3:00 Break Speak freely
Let people finish
3:15 Develop project plans thoughts
Dont take things
4:00 Develop personally
communication plan Consensus
Absolute confidentiality
Humor encouraged
Keep an open mind

12 Presentation Author, 2006

 Employer
Of Choice
MISSION Strategic
VALUES GUIDING PRINCIPLES
Empowered Partnerships
Foster a campus culture that Stakeholders
attracts and inspires individual Integrity
Need for external validation
excellence, success and Equity
alignment with UWM mission Dedicated to doing a great job
Consistency Center of
and initiatives. Better than outsourcing Retention/ Excellence
Professionalism
Follow best practices Inclusiveness
Collaboration
Generosity of
Spirit
Continuous Innovation
Improvement

IC AL ion
ORY T tat
HIST CRISUES implem
en

Relatively short-tenured staff

ONze ra t
ion IS oft
leS
I
T gan i bo eop rt
IZoAreor onal co d EDS
Prior strategic plans failed lla P t ppo
e s u
N udg er
GANeed t s functi ll, ED, a
n
FTE/budget reductions B o ld nt
R
O s o s t ak eh
at ion opme
cr o ayr air S nic el
Stalled technology projects
S R hP ff act mu dev ss
H wit ic A ene
CIE to o m an d
n em w C g iv
N lig Ac
ad slo nin lus
O REPETE staff e base A
tay
in l t ure
Trai
rsi
ty /inc
C M HR dg S ion
cu
ive FUTURE
CO ented l knowle llence duc
at
D
al na ce E T CHALLENGES
T
xc ep tio
on
t o ex
MEN Budget
E ati R N
e d ic
as ti c H le
ab I fici RO ency
ure
s
Graying of faculty/staff
D usi dapt V
ENpace e ia exp
h f o s Health care/insurance costs
n t /a lls y
E taff ski ersit ed
s pl e
eo d uni
v S s/m hts HRIS dedicated resources
s rig
dp n r e nc e
oo ta t P rna Internal Reporting
G ders men o ve
13 n
ro
U nviAuthor,
Presentation
n
2006 G Relationships
e
 BOLD STEP 1: HR LEADS TARGET
ENABLING TECHNOLOGY February 1, 2009 Monthly HR Newsletter
WC costs reduced
Updated website
TEAM/
RESOURCES Improved diversity
Laura S
S /TASK Aug-Jan09 Metrics established
STAGE
Community
Feb-Jul08
Angela Aug-Jan08
FMLA game plan goodwill
Feb-Jul07 Develop Foster a campus Process imp complete
PS scoping Perform Develop
and culture that attracts
and timeline UWM/PS and
implement and inspires Work/life bal program
complete gap analysis implement
UWM gap individual excellence,
Estab UWM Develop UWM gap
technology success and MISSION Reorganized
HR
Leadership in UWM gap technology
Linda PS project tech plan plan
plan alignment with UWM
New orientation
mission and
Present Implement
initiatives. Effective use of space
consistent new HR
Shannon UWM view website Leading UWSA PS
Conduct BPR Adopt NCBI Training
David for SCAC campus
Expanded base of ops
Work/life
standards committee
S&L training established
Carla
Effective communication

Stacy
Improved
SUCCESS Influence Accepted Asked to Resources Gap UWM image
FACTORS PS into expand provided tech
scoping project BPR trng for UWM plan
leadership gap plan goes live

CHALLENGES
Responsibility Budget (lack Decentralized Highly regulated Inertia/resistance
without authority thereof) environment

14 Presentation Author, 2006

 BOLD STEP 2: STRATEGIC TARGET
February 1, 2009 Monthly HR Newsletter
PARTNERING
WC costs reduced
Updated website
TEAM/
RESOURCES Improved diversity
Laura S
S /TASK Aug-Jan09 Metrics established
STAGE
Community
Feb-Jul08
Angela Aug-Jan08
FMLA game plan goodwill
Feb-Jul07 Align EDS Foster a campus Process imp complete
LA/BFS Joint Align
culture that attracts
regular mtgs projects payroll
and inspires Work/life bal program
Dev review individual excellence,
ID community Make Make
method success and MISSION Reorganized
HR
resources contacts contracts
Linda alignment with UWM
New orientation
Align w/ ED mission and
Form trng strg Coord Develop TA
initiatives. Effective use of space
comm programs RD
Shannon Leading USWA PS
Estab UW Offer RD NCBI Training
David UWSA BPR trng
Expanded base of ops
Work/life
contacts committee
S&L training established
Carla
Effective communication

Stacy
Improved
SUCCESS HR and Community HR and HR and One- UWM image
FACTORS Payroll align ties pay ED align EDS stop
mutual gains w/ align dev. site
providers

CHALLENGES
Responsibility Budget (lack Decentralized Highly regulated Inertia/resistance
without authority thereof) environment

15 Presentation Author, 2006

 BOLD STEP 3: DEVELOP WLB TARGET
February 1, 2009 Monthly HR Newsletter
AND DIVERSITY
WC costs reduced
Updated website
TEAM/
RESOURCES Improved diversity
Laura S
S /TASK Aug-Jan09 Metrics established
STAGE
Community
Feb-Jul08
Angela Aug-Jan08
FMLA game plan goodwill
Feb-Jul07 Units Foster a campus Process imp complete
Identify Identify Train units in
schedule culture that attracts
issues resources NCBI
NCBI and inspires Work/life bal program
Communicate Establish Communicate
training individual excellence,
with units partnerships programs &
Implement success and MISSION Reorganized
HR
Prioritize Establish actions
Linda Hire Metrics NCBI trng Finalize
FMLA plan alignment with UWM
New orientation
Measure mission and
Analyst Establish FMLA game
results initiatives. Effective use of space
FMLA game plan
Shannon plan Leading USWA PS
NCBI Training
David Expanded base of ops
Work/life
committee
S&L training established
Carla
Effective communication

Stacy
Improved
SUCCESS Metric Issues & NCBI Unit Metric UWM image
FACTORS Analyst resources training in personnel analysis
hired identified place trained completed

CHALLENGES
Responsibility Budget (lack Decentralized Highly regulated Inertia/resistance
without authority thereof) environment

16 Presentation Author, 2006

 TARGET
BOLD STEP 4: February 1, 2009 Monthly HR Newsletter
COMPREHENSIVE TRAINING WC costs reduced
Updated website
TEAM/
RESOURCES Improved diversity
Laura S
S /TASK Aug-Jan09 Metrics established
STAGE
Community
Feb-Jul08
Angela Aug-Jan08
FMLA game plan goodwill
Feb-Jul07 Schedule Foster a campus Process imp complete
Solicit input Deliver Implement
exec-level culture that attracts
Identify needs responsive leadership
training and inspires Work/life bal program
Identify orientation training
Implement individual excellence,
budget Design and Research
feedback & success and MISSION Reorganized
HR
Design & develop and
Linda develop leadership explore
suggestions alignment with UWM
New orientation
for mission and
orientation training executive
modifications initiatives. Effective use of space
Align with ED Implement training
Shannon for enrollment supervisory Leading USWA PS
management training NCBI Training
David Design
Expanded base of ops
Work/life
supervisory committee
training S&L training established
Carla
Effective communication

Stacy
Supervisory Improved
SUCCESS Align with training in Leadership
Comprehensive Continuous
UWM image
FACTORS ED place training in orientation improvement
place delivered process in
place

CHALLENGES
Responsibility Budget (lack Decentralized Highly regulated Inertia/resistance
without authority thereof) environment

17 Presentation Author, 2006

 BOLD STEP 5: PROCESS TARGET
REENGINEERING February 1, 2009 Monthly HR Newsletter
WC costs reduced
Updated website
TEAM/
RESOURCES Improved diversity
Laura S
S /TASK Aug-Jan09 Metrics established
STAGE
Community
Feb-Jul08
Angela Aug-Jan08
FMLA game plan goodwill
Feb-Jul07 Analyze Foster a campus Process imp complete
Develop BPR Train core Prioritize
and culture that attracts
training team existing BPR
document and inspires Work/life bal program
Identify Add to Assemble
processes individual excellence,
campus existing sub-teams
Begin success and MISSION Reorganized
HR
participants BPR list Assign
Linda Review APBS Identify processes to
process alignment with UWM
New orientation
improve- mission and
processes future BPR subteams
ments initiatives. Effective use of space
Convene core possibilities Analyze &
Shannon team document Leading USWA PS
Begin BPR processes NCBI Training
David training ID future PS
Expanded base of ops
Work/life
requirements committee
S&L training established
Carla
Effective communication

Stacy
Improved
SUCCESS Successful Commitment Leveraging
UWM image
existing
FACTORS implementation by HR. &
Campus to technical &
of PS
BPR personnel
resources

CHALLENGES
Responsibility Budget (lack Decentralized Highly regulated Inertia/resistance
without authority thereof) environment

18 Presentation Author, 2006

 LivingtheStrategicPlan
Model new behaviors
Create early wins
Support continuous improvement
Review, revise and re-communicate
Celebrate milestones

19 Presentation Author, 2006

 MISSION Foster a campus culture that attracts and inspires
individual excellence, success and alignment with
UWM mission and initiatives.
UWM Strategic Center of
Excellence
Work/live
Best Practices
Balance Leader
Award Winning

Feb07-Apr07 May07-Jul07 Aug07-Oct07 Nov07-Jan08 Feb08-Apr08 May08-Jul08 Aug08-Oct08 Nov08-Jan09

Process Develop Convene core Review/expand Prioritize BPR, Assign processes Continue analysis Improve Continue process
Reengineering procedures. Re- team, set mtg existing BP list convene and to subteams, and processes, reeng improvements
eng training, ID schedule, determine analyze & doc, documentation existing for future and
units, review conduct BPR trng subteams ID future BPR processes existing
APBS processes
Enabling Present BPR trng Develop PS Analyze UWM Complete UWM Write Write high level Build UWM gap Launch UWM gap
Technology to SCAC. Estab scope. Build gaps. Adopt gap planning. requirements for design for UWM plan. plan.
project UWM consensus campus stds. UWM gap plan. gap plan.
leadership Implement web.
Strategic
Attend BFS ID community Make contacts. Offer RD/BPR Make contacts. Align with Align with ED. Align with EDS.
Partnering regular mtgs. resources. Form Coordinate training. Develop TA Payroll. Develop review
Estab UWSA training steering program. Implement joint Requirements method.
contacts committee projects. documentation.

Develop WLB ID issues. Hire Communicate ID campus & Establish NCBI Communicate Maintain Schedule and Schedule and
And Diversity metrics analyst. with units. community train the trainer programs and updated listing. start NCBI start NCBI
Prioritize. resources. Estab class. actions. Train Schedule/start training. training.
partnerships. units. NCBI training. Measure results.
Comprehensive
Solidify $, ID Eval SCE plan, Present NHO, Ongoing trng Eval SCE trng, Design/develop Schedule Exec Eval/improve
Training needs, meet w/ NHO contacts, design Supv admin, deliver research lead lead trng, trng, design exec trng, align
Preps, review
existing NHO, ED needs, design trng, make lead supv trng, one on trng, continue explore exec based on ED with ED, eval and
ED info, Lubar & develop NHO trng contacts. one supv trng. trng admin. trng input, coord trng use feedback

20 Presentation Author, 2006

 StakeholdersJudgeUs
Who are the stakeholders?
How do we engage them?
Does the HR plan make sense to them?
Does the HR plan work for them?
Is the plan EFFECTIVE?

21 Presentation Author, 2006

Jobwelldone!