Status Update on TalentIowa InitiativesBaker Tilly on WebEx Succession Planning KeithDee Talent Acquisition Governance Cheryl Governance Council Membership Suzanne Hilleman Director HR Athletics ID: 795981
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Slide1
Agenda
–January 11, 2018
Status Update on Talent@Iowa Initiatives/Baker Tilly on
WebEx
Succession
Planning (Keith/Dee
)
Talent
Acquisition Governance (
Cheryl
)
Slide2Governance Council Membership
Suzanne Hilleman, Director HR, Athletics
Joni Troester, Assistant VP Total Rewards, UHR
Jan Waterhouse, Director HR, College of Engineering
Chris Annicella, Director HR, College of Education
Angie Johnson, Faculty HR Director, Office of the Provost
Jamie Jorgensen, Deputy General Counsel
Laura McLeran, Associate VP, Office of the President
Jennifer Modestou, Director, EOD
Mike Noel, Senior Information Technology Director, AIS
Joe Wagner, Director, Health Care Information Systems
Alan Reed, Professor and Chief Transplant and Hepatobiliary Surgery
Elizabeth Conley, Behavioral Health Consultant
Sherree Wilson, Associate Dean for Diversity and Cultural Affairs, UI Health Care
Dan Clay, Dean, College of Education
Tonya
Peeples
, Associate Dean for Diversity, College of Engineering
Kevin
Kregel
, Associate Provost, Office of the
Provost, Executive Sponsor
Jana Wessels, Associate VP for HR, UI Health
Care,
Executive Sponsor
Slide3We need to
recruit
and retain
faculty and staff who possess the broad diversity essential to our missions.To remain competitive in a knowledge based economy, the UI must attract and retain world class talent across all sectors.Efficiencies and improved productivity can realize cost savings and return on investment.Campus leaders have identified talent acquisition as their highest priority for HR enhancements.
Integration of Talent Initiatives/Change for Change
Slide4Replacement of the
Jobs@UIOWA
system
Slide5Slide6Slide7Slide8Slide9Slide10Slide11Slide12Why Succession Planning?
Benefits of succession planning:
Ease of transition of mission critical roles
Retention of high potential faculty and staffFocus on increasing diversity in higher levels of the organizationBrings awareness and methods for development opportunities for all faculty and staffIncreased engagement of faculty and staff, especially the millennial generation
Slide13The Committee
Chairs - Dee Hurst and Keith Becker
Administrative liaison - Teresa Kulper
Committee - Danielle Allen, Jim Sayre, Wendy Loney, Laurie Croft, Wanda Malden, Julie Cunningham, Brenda Van Dee, Trevor Glanz, Carlton Petty, Kari Gates
Slide14Committee Timeline
Committee
Description
September
2017
December
2017
January
2018
March
2018
September 2018
Succession Planning
Research and recommend strategic organizational succession planning best practices including internal mobility opportunities for UI staff
Finalized definition of succession planning
Develop tools for identification of roles and high potentials. Identify data elements needed. Begin process design
Present succession planning tools and process
Pilot succession planning tools and process
Evaluate and modify based on pilot
Slide15Succession Planning
Proposed definition for succession planning at UI:
Succession
planning is a future focused practice of developing a diverse set of employees to replace key leadership and mission critical roles through effective workforce planning.Developed subcommittees to focus on three areas:Role IdentificationIndividual SelectionData
Slide16Succession Planning
Slide17Pilot(s) Timeline
January 8, 2018
: Present to Senior HR Leadership
January 11, 2018: Present to Talent@Iowa Governance CouncilFebruary 1, 2018: Identify pilot implementation teamMarch 1, 2018: Select organizations to pilot March 31, 2018: Begin pilot(s)September 1, 2018: Evaluate and modify recommendations based on pilot
Slide18Talent@Iowa Governance – Looking Ahead
Feb 8
th
11:00-noonStatus Update on Talent@Iowa Initiatives Talent Acquisition Progress/Updates (Angie/Keith)Diversity, Equity \, and Inclusion
March 8th
11:00-noon
Status Update on
Talent@Iowa
Initiatives
Talent Acquisition Progress/Updates (
Angie/Keith)
TBA
Slide19Talent
Acquisition@Iowa
Committee Structure Highlights
55 number of individuals assigned to project committees (95 % acceptance rate)Talent@Iowa Government – oversight of the projectRoster as of January 10, 2018Strategic Project Committees
IT Implementation Teams
Engage Committee
Core Team
Attract Committee
Steering Committee
Recruit Committee
Process
Leads
Health care/faculty/staff
Stakeholders
Subject Matter Experts
Compliance Oversight