Chancellor’s LEADERSHIP COUNCIL Thursday, May 24, 2018 10am-12pm California Room

1. Chancellor’s LEADERSHIP COUNCILThursday, May 24, 201810am-12pmCalifornia Room

2. Agenda and Outcomes • First, we’ll gain new insights/information to share with our teams and to use as we undertake our own unit planning by hearing from • Gregg Camfield, Interim Provost and Executive Vice Chancellor (effective June 1) who will overview academic changes • Brian Powell, Chief Human Resources Officer and Associate Vice Chancellor of People and Strategy, who will overview business and administrative changes. • Then, we’ll invite Donna Salvo, Executive Director for Systemwide Talent Management, to share information about expectations for the modern manager. • Next, I will discuss that as a leader, we must continuously adapt to UC Merced’s changing environment and search for or create ideas that lead to solutions. • Finally, Donna will lead us to identify actionable ideas to solve a problem and walk away with steps to take back to our teams.

3. LCPC’s plans for 2018-19: Goal The goal for LCPC is to foster an environment within Leadership Council for creativity and information sharing, building new knowledge, creating alignment, and developing comprehensive solutions among UC Merced’s middle management. To reach this goal, the LCPC will develop new strategies and programming for the 2018-19 academic year.

4. LCPC’s plans for 2018-19: Membership New members • Lindsay Daniels: Assistant Director - Sponsored Research Services • Tonya Kubo: Online Engagement Director - Internal Relations • Anali Makoui: Associate Director - Center for Engaged Teaching and Learning • Jason Martin: Organizational Development Consultant – Business and Financial Strategic Initiatives • Phil Woods: Director of Physical & Environmental Planning - Real Estate Services

5. LCPC’s plans for 2018-19: Membership Continuing Members • Jenna Allen: Director of Institutional Research - Institutional Research and Decision Support • Annette Garcia: Assistant Dean for Faculty Support - School of Natural Sciences • Joan Holmquist: Director Academic & Emerging Tech - Information Technology • Rachael Martin: Talent Development Manager – Human Resources • Brian O’Bruba: Executive Director - Office of Leadership, Service and Career • Leanne Taylor: Executive Assistant – Office of the Chancellor

6. LCPC’s plans for 2018-19: Membership Exiting Members • De Acker • John Jackson • James Leonard • Maggie Saunders • Susan Sims

7. Questions before moving forward?

8. Academic, Business and Administrative Change at UC Merced

9. HR Organization: Talent, total rewards, and the employee experienceBrian k. Powell, chief human resources officerLeadership Council presentation: May 24, 2018

10. A Maturing HR Organization “With growth in the organization and the passage of time, at some point the services and processes become so numerous that there are not enough hours in the day for one person to manage them all. A crisis of autonomy arises, prompting the organization to embrace delegation as a key driver for business continuity.”

11. Restructuring HR to Meet the Needs ofa Maturing Campus • HR will restructure around Talent, Total Rewards, and the Employee Experience • Streamlining of processes is already underway (OnBase). • Emphasis on IntegratedTalent Management &Total Rewards. • More consultative,less tactical. • Greater transparency. • Human Capital Planning (e.g.,workforce planning) operationalized and ongoing.

12. An Experiential Focus 18 Months in the Making • HR VISION: We deliver individualized, meaningful experiences to our staff and campus community, making UC Merced the employer of choice in the UC System. • HR MISSION: We optimize the performance of our people to deliver the University’s mission. We are entrepreneurial in spirit. To achieve employee fulfillment, we partner in strategies that create innovative and transformative experiences.

13. An Experiential Focus 18 Months in the Making • A productive, positive employee experience has emerged as the new contract between employer and employee. Just as marketing and product teams have moved beyond customer satisfaction to look at total customer experience, HR as a profession must refocus its efforts on building programs, strategies, and teams that understand and continuously improve the ENTIRE EMPLOYEE EXPERIENCE. • Experience is the gateway to Engagement.

14. Talent, Total Rewards, & the Employee Experience +

15. Conclusion • Next Steps • Questions

16. Equip or Fail: The Why and How of Arming People Managersto Engage and Develop Employees

17. UC Merced’s Continuous Change Environment and the Adaptive, flexible and Solution-Oriented Manager

18. 15% Solutions: Discover and Focus on What Each Person Has the Freedom and Resources to Do Now

19. Review Today’s Meeting • We gained new insights/information to share with our teams and to use as we undertake our own unit planning by hearing from • Gregg Camfield who will overviewed academic changes • Brian Powell who overviewed business and administrative changes. • Became informed about expectations for the modern manager with Donna Salvo • Luanna Putney asked us to consider how to continuously adapt to UC Merced’s changing environment and search for or create ideas that lead to solutions. • Donna Salvo led us to identify actionable ideas to solve a problem and walk away with steps to take back to our teams.

20. Closing Notes and Reminders • Closing comments from the group or from zoom participants? • All meeting information and a form to submit feedback can be found online at https://chancellor.ucmerced.edu/committees-departments/leadership-council • Please contact the Leadership Council Planning Committee (LCPC) at leadershipcouncil@ucmerced.edu • Next Leadership Council Meeting: September • An email with this information will be sent to you by next week.