planning and 3. Increase access to a broad array of professional 3. 2019 training at all levels development opportunities both skill-specific and – of the organization. leadership development by fostering collaboration between – Human Resources, Talent Management (TM), and other key University functions. (Songer) 4. Hire a full-time trainer no later than calendar year 2017 to 4. 2017 further assess and address key professional development needs of division staff. (Songer) 5. Require comprehensive performance management training 5. Ongoing (24 hours) of all division directors every three years, focusing on common supervisory weaknesses identified across the division. Evaluative methods might include measures such as 360 degree appraisals. (Kirsch, Songer) 6. Encourage and reward strategic collaboration within and 6. Ongoing across the division. (All) 7. Broaden and enhance the Diversity Committee’s 7. Ongoing programming and participate in the CASE Diversity Recruiting Fair on an annual basis. (Songer) 2. A key to creating 1. Develop a robust and diverse 1. Hire an Associate Director of Talent Acquisition dedicated 1. Dec 2014 an effective Talent candidate pool for 75% of open to identifying and cultivating candidates for critical Management frontline development positions and development positions. function is to reduce time to fill open positions from UPDATE 2-3-15: Drew Kovacs hired August 2014. expand and enhance an average of 80 days to 60 days by 2. Engage and train development staff to partner with Talent 2. June our recruiting June 2015. Management in order to actively recruit qualified candidates 2015 efforts to attract the from their professional circles (via networking and best talent in the conference attendance). industry. UPDATE: Referral program has produces 2 new hires. 3. The TM team will engage directly in key searches to 3. Ongoing provide consulting support, context, and calibration across all OUD units. 4. Identify strategic recruiting venues that are appropriate for 4. June each hiring unit (region, industry, etc.) 2015
planning and training at all levels of the organization. 3. Increase access to a broad array of professional development opportunities – both skill-specific and leadership development – by fostering collaboration between Human Resources, Talent Management (TM), and other key University functions. (Songer) 3. 2019 4. Hire a full-time trainer no later than calendar year 2017 to further assess and address key professional development needs of division staff. (Songer) 4. 2017 5. Require comprehensive performance management training (24 hours) of all division directors every three years, focusing on common supervisory weaknesses identified across the division. Evaluative methods might include measures such as 360 degree appraisals. (Kirsch, Songer) 5. Ongoing 6. Encourage and reward strategic collaboration within and across the division. (All) 6. Ongoing 7. Broaden and enhance the Diversity Committee’s programming and participate in the CASE Diversity Recruiting Fair on an annual basis. (Songer) 7. Ongoing 2. A key to creating an effective Talent Management function is to expand and enhance our recruiting efforts to attract the best talent in the industry. 1. Develop a robust and diverse candidate pool for 75% of open frontline development positions and reduce time to fill open positions from an average of 80 days to 60 days by June 2015. 1. Hire an Associate Director of Talent Acquisition dedicated to identifying and cultivating candidates for critical development positions. UPDATE 2-3-15: Drew Kovacs hired August 2014. 1. Dec 2014 2. Engage and train development staff to partner with Talent Management in order to actively recruit qualified candidates from their professional circles (via networking and conference attendance). UPDATE: Referral program has produces 2 new hires. 2. June 2015 3. The TM team will engage directly in key searches to provide consulting support, context, and calibration across all OUD units. 3. Ongoing 4. Identify strategic recruiting venues that are appropriate for each hiring unit (region, industry, etc.) 4. June 2015
DevelopmentAndAlumniRelations-SP-qd8dz9.docx