Office of Strategy, Planning, and Budget

Human Resources (HR) Transformation Decisions

Decision

Done

No

Change

30

Days

60

Days

90

Days

RACI Individual(s) 
(Responsible, Accountable, Consulted, Informed)

Status

CHRO will remain a direct report to the President with a focus on strategic level HR work   X         R: n/a
A: n/a
C: n/a
I:  n/a
Complete. CHRO Keli Hite McGee began June 13 
 HR transactional work for statewide employees will be performed by UAF HR   X         R: UAF and SW HR
A: CHRO
C: Subject matter experts, HR staff, others impacted by changes
I: HR staff, others impacted by changes, Council
Effective January 4, 2017, SW HR will no longer act as the HR office for SW. UAF will now do all transactional work.  SW will focus on strategic system-wide initiatives related to compensation & classification, benefits, HR Information Systems, Accounting, process improvement & automation, and employee development.
 Charter for HR Council -- to lead HR policy for the UA system, chaired by CHRO -- will be created   X         R: CHRO, Other HR Leaders
A: CHRO
C: HR staff
I: HR staff

HRC resumed June 2016 and is composed of each campus HR Director, SW Rep., and CHRO. HRC will bring constituents in from SAA and other groups/specialties as needed for topical discussions and input.

 SWHR will maintain functions that are policy-related or require consistency across the system (labor relations, job family structure/market analysis, compensation, benefits)  X         R: HR Directors and CHRO
A: CHRO
C: Campus HR Directors, Leadership
I: Others impacted by change

Goals and objectives are being created by the HRC around labor relations, job family structure/market analysis, compensation, benefits, recruitment best practices, system data/maintenance, and training.

Operational HR services for statewide employees (recruitment, onboarding, data entry) will be provided by UAF; local HR offices will provide guidance to statewide employees in other locations   X         R: CHRO and UAF HR Director
A: CHRO
C: HR Staff, others impacted
I: HR Staff, others impacted
Completed January 4, 2017.  SW HR will serve as back up for UAF HR should the need arise.  SW and UAF will work closely to ensure excellent service to the organization.
CHRO to be “accountable” executive for HR institutional data definitions, in consultation with campus HR leaders   X         R: HR Systems Director, UA System leadership
A: CHRO
C: HR Leaders, CITO
I:  HR staff
Ongoing collaboration for process improvement and HR data to report.
Strategic Pathways program review of SWHR Systems group and IT by external consultant experienced in IT and process improvement to ascertain any enterprise management operations to move to IT          X R: HR Systems Director, UA System leadership and CITO
A: CHRO
C: HR Systems Director, CITO and subject matter experts
I: UA and Campus HR Directors and others impacted
Strategic Pathways for HR is nearly complete.  Team will report January 17, 2017 on options.
 SWHR will lead IT priority setting for HR projects and participate in priority-setting for IT portfolio  X         R: HR Systems Director, CITO and subject matter experts
A: CHRO
C: HR staff, others impacted by change
I: HR Directors, others impacted
 (A duplication of the SWHR Systems goal above. Combined now.)
 SWHR will delegate Banner access management to campuses  X         R: CHRO, CITO, HR Directors
A: CHRO
C: HR staff, others impacted
I: UA and Campus HR staff
New SW HRIS Director started October 2016 is driving the ongoing identification and implementation of campus access.
 Payroll for statewide employees will be moved to UAF   X         R: UAF HR Director, subject matter experts, CHRO
A: CHRO
C: subject matter experts, UA/UAF HR
Payroll was turned over completely to UAF HR for timesheet R20 in September 2017.
 SWHR will retain UA systemwide payroll accounting, and tax accounting for out of state and international students and employees  X         R:  n/a
A: n/a
C: n/a
I:  n/a
SW HR working proactively to develop best practices, process automation, and procedural efficiencies.
 Reduce number of out-of-state employees  On-going         R:CHRO, subject matter experts
A:UA leadership
C: HR Directors and staff
I: System wide departments, HR staff
SW HR created a new process for approvals in order to review through HR for out-of-state employee specialization.  Ongoing as we review and reject unnecessary out of state hires.
 SWHR will maintain oversight role for classification and compensation; will improve transparency to foster equity and consistency across the system  X         R: Director of Compensation and Classification and subject matter experts
A:Director of Compensation and Classification
C: UA leadership and Campus HR Directors
I: HR staff and other impacted
This goal is covered under the goal "SWHR will regularly review compensation across job families and between universities, and conduct market analyses; report to president and universities." 
 HR Council will consider centralized position classification for consistency  X         R: CHRO, HR Council, HR Compensation and Classification Director
A: CHRO
C: Subject matter experts
I: UA campuses, HR staff 
 Combined with the goal for SWHR maintaining oversight role.
 SWHR will regularly review compensation across job families and between universities, and conduct market analyses; report to president and universities  Ongoing         R: HR Comp and Class Director, HR Council, CHRO
A: HR Comp and Class Director
C: System Wide departments, subject matter experts, HR Staff
I: UA campuses and staff, HR Staff
2017 we will review the classification system and improve consistency and increase the simplicity in the process.  In addition, we will conduct a market analysis.
 SWHR will implement collaborative hiring for statewide recruitments  X         R:  n/a
A: n/a
C: n/a
I:  n/a
 Done.
SWHR will maintain responsibility for health insurance, wellness program, benefit accounting, benefits design/procurement and retirement compliance; will focus on process improvement and active consultation with HR Council  X         R: HR Benefits Director, Subject matter experts, HR Council
A: CHRO
C: Subject matter experts, HR Staff, JHCC
I: UA Campuses and staff, HR staff

HRC and SWHR Benefits Director to develop an annual timeline and resources needed to implement with the assistance of the JHCC.

 Eliminate dedicated SWHR training office         R: n/a
A: n/a
C: n/a
I:  n/a
SW HR will provide leadership through the HRC to eliminate duplication and improve training opportunities.  In 2017 SW in collaboration with HR Offices, will roll out performance management training with an online tool and leadership development.
Training and development policy and requirements will be within the scope of the CHRO after consultation with HR Council  X         R: CHRO and HR Council
A: CHRO
C: HR Council, UA leadership
I: UA Campuses and staff, HR staff, others impacted
Done.
HR Council will coordinate a common mandatory training standard for all UA employees (Title IX, safety, etc.) using local HR staff. Tracking will be standardized.  X       X R: CHRO and HR Council
A: CHRO
C: HR Council, UA leadership
I: UA Campuses and staff, HR staff, others impacted
HRC and EHS developed required training tiers. Implementing Tier I in the first quarter of 2017 and are utilizing the development Page Up tool for compliance tracking. Tier II and III will be implemented throughout 2017.
HR Council will launch a comprehensive effort to redesign and automate key HR processes and transactions; HR Council Charter will clarify roles and responsibilities.       X   R: CHRO, HR Council and CITO
A: CHRO
C: Subject matter experts, HR council, SW HR systems
I: HR staff, others impacted

This project combined with the goal to have SWHR leading IT priority setting with the HRC. This project will include lean process improvement. Output will be a plan for implementation 2016/17.

SWHR and campus HR teams will mutually establish a culture of trust and collaboration.  X         R: CHROS, Campus HR Directors and SW HR directors, HR Staff
A: CHRO
C: CHROS, Campus HR Directors and SW HR directors, HR Staff
UA leadership
I: UA staff, oth
CHRO and HR Directors are collaborating and utilizing the strengths of each campus to champion changes for a positive organizational culture of trust, greater efficiencies, cost savings, and HR best practices. We will continue this for all collective HR strategies, goals, and resource sharing.  First project completed was a unified performance review tool for staff system-wide.
SWHR will shift to policy level, strategic leadership role, leading HR policy (not advisory).  X         R: CHRO and HR Council
A: CHRO
C: HR Directors, UA leadership
I: UA staff, others impacted
Final transactional work was transitioned to UAF HR beginning January 4, 2017.  SW HR will focus on driving strategic HR policies, projects, and organizational enhancements.
HR Council will inventory strengths and best practices across the system. HR issues will be triaged at the university level and experts across the system will be leveraged.  Ongoing     X   R: CHRO, HR Council, Campus HR Directors, SW HR Directors
A: CHRO
C: HR Council, Campus HR Directors, SW HR Directors, Subject matter experts
HRC will continue to determine opportunities for improvements and implement changes.
HR Council will address development of a self-service system for key HR transactions.  Ongoing       X R: CHRO, HR Council, Campus HR Directors, SW HR Directors
A: CHRO
C: Subject matter experts, HR council, SW HR systems
I: HR staff, UA staff, others impacted

This project combined with the goal to have SWHR leading IT priority setting with the HRC. This project will include lean process improvement. Output will be a plan for implementation 2016/17.

SWHR will explore outsourcing of some HR processes/transactions.  Ongoing       X R: CHRO, HR Council, SWHR Directors
A: CHRO
C: subject matter experts, procurement
I: UA staff, HR Directors, others impacted
Implemented outsourcing of employment verification.  Next projects are potential for outsourcing (1) family medical leave requests and tracking, and ACA reporting.
CHRO will be accountable for follow through and implementation of decisions.  Ongoing       X R: CHRO, SW staff
A: CHRO
C: CHRO, SW staff, HR Council
I: UA staff, HR Directors, others impacted
Done

 

Back to Top