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Steve Barclay Alma Sisco-Smith Michael Adams Mike Tyburski January 29, 2008

Implementation Plans For Improving Staff Workforce Diversity, Climate, and Professional Development Chancellor’s Executive Committee. Steve Barclay Alma Sisco-Smith Michael Adams Mike Tyburski January 29, 2008. Summary of Actions. Institutional Climate Recommendations.

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Steve Barclay Alma Sisco-Smith Michael Adams Mike Tyburski January 29, 2008

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  1. Implementation PlansFor Improving Staff WorkforceDiversity, Climate, andProfessional DevelopmentChancellor’s Executive Committee Steve Barclay Alma Sisco-Smith Michael Adams Mike Tyburski January 29, 2008

  2. Summary of Actions

  3. Institutional Climate Recommendations • Institutionalize the 2006 proposal to recognize the Ombuds program and structure consistent with IOA professional standards and regulations and UC Ombuds Best Practices • Phase I - Oct - Dec 07, Education/Information completed with 2nd tier campus leadership and ongoing • Final implementation proposal submitted Dec 07(See Executive Summary handout) • Phase II - Jan - Jun 08, Campus wide announcement of “official” Ombuds function and implementation plans for Campus Ombuds Office: pending Jan 08 Executive Committee • Establish civility policy on unacceptable workplace behavior related to UCSF Code of Conduct • Policy research has been completed, early drafts discussed with Vice Provost, Associate Deans, Legal Affairs, HR (Campus and Medical Center), Ethics Subcommittee • Final draft on target for next review with Executive Committee

  4. Institutional Climate Recommendations • Implement assessment by new hires and exit interviews through neutral, impartial and confidential process as a resource to control points • Medical Center and School of Medicine have been conducting exit interviews; contract extended to rest of campus to gather exit data retroactive to July, 2007. Will provide quarterly reports as vendor collects data • Beginning collaboration with Medical Center and the School of Medical to engage same vendor for a campus wide new hire assessment program, proposed for FY 08-09

  5. Diversity Recommendations • Require training for supervisors, managers and departmental HR managers on diversity awareness, best practices in diverse outreach, and recruitment and retention • Executive Committee will authorize development of policy statement to be submitted for Chancellor approval. HR will publicize policy and imbed it in requirements for supervisor, manager and departmental HR manager qualifications, commencing with new vacancies

  6. Diversity Recommendations • Create and budget financial and other incentives for departments/units engaging in good faith efforts. Augment Chancellor’s best practices awards, implement reporting system for accountability • AA/EO/D will continue to provide updated goals and progress reports • Campus HR will monitor recruitments in job groups where Affirmative Action goals exist; perform job-by-job evaluation of the good faith efforts for each affected vacancy. Standards for this evaluation process will be developed by HR and AA/EO/D and made public • HR will provide an annual report on good faith efforts to Chancellor and Executive Committee • Exemplary performance in meeting goals will be rewarded annually by Chancellor using a financial bonus approach for individuals responsible for progress. Criteria for identifying responsible individuals will be public. • Departments/units will be notified that they meet or fail to meet standards for good faith efforts, with copies to Executive Committee, for discretionary action at Chancellor’s call. Criteria for discretionary action will include additional or reduced departmental support and FTE allocation

  7. Professional DevelopmentRecommendations • Expand development opportunities for staff • Job Families & Career Paths for Finance, HR, Research Admin by June 30, 2008; then continue to develop for all jobs • Utilize programs from other campuses and identify/purchase off the shelf opportunities • Update and revitalize the supervisory development program • Identify population • Validate Supervisory Competency Model by June 30, 2008 • Update Curriculum & purchase/augment where appropriate by June 30, 2008

  8. Professional DevelopmentRecommendations • Implement leadership development program • Validate Competencies by April 30, 2008 • Candidate Selection by May 30, 2008 • Begin Program Delivery for 2 Tiers – June to December 2008 • Align professional development offerings with UCSF Strategic Plan • Current development opportunities cataloged by June 30, 2008 • Report gaps with current opportunities by September 1, 2008 • Charge campus Human Resources with developing an over-arching training architecture to coordinate advertisement, enrollment, tracking (through learning management system) and delivery of training offerings • Learning Management System Implemented by June 30, 2008 • Current Developmental Opportunities Cataloged by June 30, 2008

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