ROADMAP to EXCELLENCE TTUHSC HR 2009 Why strategic

ROADMAP to EXCELLENCE TTUHSC HR 2009

Why strategic planning was important Need common ground Opportunity to assess organization Make us all better at what we do Reaffirm: Why we do what we do Improve: Perception, relationships, HR value Still not systems focused----process focused

Why strategic planning was important Pro-active versus reactive Alignment with the work in the institution and individual campuses Internal staff and those we serve looking for consistency in direction: Different levels of expectations Need additional resources

Strategic Planning What we learned from those we serve Portrait of Excellence What we heard from hr staff How we align ourselves Where the institution is headed What we learned from each other

Background Information 20% return on customer survey administered in November 80% return rate for internal HR survey Results presented for the department as a whole and for individual campuses (lots of comments)

Background Information Interviews were held with TTUHSC President, VPs, Deans, several Directors, Managers and Supervisors Discussions were held with HR staff at each campus Best practices were researched Exit interviews held with HR staff in Lubbock who have taken other jobs outside the department

What we learned from customers Enhanced customer service More education on benefits Recruitment and retention strategies needed Employee relations issues need to be more effectively addressed Need more education on policies Develop leaders/managers Push for accountability

What we learned from customers Influence other departments to do what’s necessary Website / Access needs to be updated and more useful Confidentiality is questioned More training and development needed Job Performance Leadership Soft skills HR Accuracy & timeliness of information is needed from HR

What Direction is TTUHSC Going – How Will it Impact HR Key areas of focus Increase Access to Healthcare Effectiveness/Efficiency Increase in External Research Funding Impact on HR Attract & Retain Quality Staff New Recruiting Sources “New ponds by which to fish” Refine Recruitment Process Retention initiatives needed Refine HR Functional areas

What Direction is TTUHSC Going – How Will it Impact HR Key areas of focus Growth in Programs Impact on HR Increase in employee skill sets Need to assess current level of skill in workforce Pay equity assessment Communication (effective) Wage/Compensation education Increased training and development

What Direction is TTUHSC Going – How Will it Impact HR Key areas of focus Fairness Team Effectiveness Equitable Pay Change Orientation Impact on HR Focus on Diversity Issues/Awareness Regular salary assessments Employer of Choice Employee relations support

What we need to focus on! Ø Ø Ø People Communication Employee Development Operational Effectiveness and Efficiency Process Improvement

Department Mission ØACHIEVE excellence in all human resources functional areas and administrative responsibilities. ØSUPPORT Service Plus in both philosophy and everyday activity. ØPROVIDE quality human resources to support the teaching, research and public service functions of the organization. ØPROVIDE quality leadership from the Human Resources Office management team including the Human Resources Managers at the Amarillo, El Paso and Odessa campuses.

Work Alignment HR Lubbock office structure will change to better support HR regional offices, faculty and staff and the Lubbock campus More emphasis put on employee relations management, training and organizational development Streamline processes Improved efficiency Leverage HR resources across campuses

Immediate Changes New structure of Lubbock office HR functions Decrease in duplication of processes Office of Immigration Employment Services will be established (possibly three new positions) There will be increased focus on recruitment, wage and compensation administration Combined function of employee relations, training and development

HR Philosophy What We Value Relationships we have with those we support Value our people and the people we serve Competence The work we do Contributions to the institution Honesty, integrity Fun team philosophy

HR Philosophy What Must Be in Place! Credibility Skilled and knowledgeable personnel Resources/Funds Positive perception of the department Us/Them mentality demolished Ability to influence others Accountability