Performance Enhancement Team

1. Performance Enhancement Team Streamlining the Hiring Process

2. Performance Enhancement Team #2 • Pat Bril, Library • Ruby Cook, BFA/Financial Operations • Dorothy Edwards, Human Resources • Sheila Faris, University Advancement • Rosamaria Gomez-Amaro, Affirmative Action • Norma Hernandez, University Advancement • Ellen Junn, Faculty Development Center • Maria Plimpton, Human Resources • Curt Swanson, H&SS • Mary Watkins, Faculty Affairs and Records • Peggy Atwell, Academic Affairs (Coach) • Bill Barrett, Administration (Coach) • Sue Lasswell, Information Technology (Coach) • Joan Weise, Bolero Associates (Facilitator)

3. Performance Enhancement Team Streamlining the Hiring Process

6. Three Distinct Hiring Processes • Faculty • Staff • Administrators (MPP)

11. Common Characteristics of the Current State • The process takes too long • The process is too complicated • The process is learned “on the fly” • The process requires too many approvals • The process has inherent delays and redundancies

12. Root Causes (1) • Information is not consistently communicated and absorbed • The status of recruitments is often not available

13. Root Causes (2) • In the current process, the level of staffing involved in recruitment does not meet customer needs • There are too many levels of approvals and recommendations

14. The underlying issues are two-fold • “Patchwork quilt of ad hoc band-aid solutions” • University has not determined the “value added” at each step prior to re-engineering the hiring processes

15. Our goal is to have a clear, streamlined, universally understood, and timely process that has shared ownership.

16. The benefits to be gained are... • We identify and hire the best candidates • We make the best use of our available time, resources, and energy • We achieve a higher level of morale and productivity • We experience improved relationships and increased harmony

17. Team Recommendation: We propose the following... • A cross-functional team should be charged with a comprehensive revision of all three hiring processes • Representatives from faculty, staff, and administration should be appointed to the team • A consultant should be hired to guide the project

18. Team Recommendation (2) • The project must reflect the University’s Mission and Goals and our desire to become “the best public comprehensive university in the nation” • The project must be given a high priority and supported as an institutional commitment

19. Team Recommendation (3) • Role of technology • Realistic timeline • Action Plan

20. Summary

21. Thank You!Any Questions?