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Agenda

Agenda. Welcome: Cheryl Reardon FMLA Recommendations: Tiffini Stevenson Earl, Nathan Stucky Talent Acquisition Update: Marguerite Granat, Angie Bell Closure of Phase One committees: Cheryl Reardon Phase Two Committee Progress: Sue Sager Governance Council Communication: Lin L arson

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Agenda

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  1. Agenda • Welcome: Cheryl Reardon • FMLA Recommendations: Tiffini Stevenson Earl, Nathan Stucky • Talent Acquisition Update: Marguerite Granat, Angie Bell • Closure of Phase One committees: Cheryl Reardon • Phase Two Committee Progress: Sue Sager • Governance Council Communication: Lin Larson • Next Meetings: Cheryl Reardon

  2. FMLA & Leave Management Committee • Co-Chairs: Tiffini Stevenson Earl, Nathan Stucky • Membership: Amy Kirkey, Tammy Showers, David Bergeon, Becky Iliff, Melissa Fiacco, Kari Gates • Administrative Liaison: Joni Troester • Charge: Develop and implement a centralized service for the administration of FMLA and medical leaves of absence incorporating input and feedback from campus.

  3. FMLA & Leave Management Committee Rationale for Change • TIER HR Redesign • Talent@Iowa Benchmarking • Big 10 institutions • UI Health Care centralized services

  4. FMLA & Leave Management Committee Recommendations • UHR to provide voluntary centralized leave of absence services for all non-health care campus orgs • Administered by Faculty & Staff Disability Services • Will include all medical leaves, both FMLA and non-FMLA for faculty and staff • Provided at no cost to colleges and departments • Begin offering services using a phased approach utilizing current FSDS staff • Partner with Information Technology to make revisions to the existing FSDS database and FMLA eligibility tool/reports in self service

  5. Interconnection of the Talent Initiatives

  6. Talent Acquisition Strategy Guiding Principles • Candidate Experience- Enhance internal and external candidate experience while meeting compliance requirements • Sourcing- Build robust talent pipelines for positions that have the most impact on UI’s strategic plan • Minimize Administrative Burden- Enhance hiring supervisor experience by creating methods to identify obstacles, enable continuous process improvements and measure progress • Employer Reputation- Enhance image, reputation, pride and branding of organization and Iowa as an attractive environment in which to work and live

  7. Talent Acquisition Strategy Timeline April Draft Guiding Principles June Draft of framework to Advisory Committee May Draft of framework to Advisory Committee co-chairs July Framework to HR Seniors Fall Begin to Implement August Framework to Governance Council, UHR, Health Care Leaders

  8. Talent Acquisition System Progress • System demonstrations PeopleFluent, Cornerstone, PageUp Oracle demonstrations • Due Diligence

  9. Phase One Committee Closure All committee deliverables on schedule Positive HR community engagement (51 members)

  10. Phase One Committee Feedback

  11. Phase Two Committee Status

  12. Governance Council Communication • Inform campus of Talent@Iowa • Share infographics • Refer to key talking points: • T@I advances the UI strategic plan’s emphasis on the university’s people. • Implementing T@I is a collaborative effort driven by the whole HR community. • T@I prioritizes strategy alongside operations—more proactive approaches to recruiting, workforce planning, etc. • Increased efficiencies should save departments time and money. • Changes will balance coordination and flexibility, giving departments additional autonomy. • Other projects (like Working@Iowa) are closely integrated—they all inform each other.

  13. Governance Council Meetings • Proposed June Agenda • Training and Onboarding • Benchmarking • Talent Acquisition • CHRO Regional Roundtable

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