14 Strategic Trends for University of Human Resources

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1 Responsible Party: Jewel Washington Status Indicators: Not Started/Stopped Some Progress Human Resources Division Goals Areas of Strategic Focus Objective Initiative Target Date (Mo/Yr) Good Progress Achieved Measures of Success 1 Workforce Effectiveness: Foster a culture to enhance workforce effectiveness by building partnerships, competencies, and expertise To develop a leadership performance review tool based on UNM leadership competencies. Dec Pilot three groups for the 2014 review period. The pilot results will provide qualitative and quantitative data for improvement of leadership development programs To establish baseline metrics through an evaluation process to determine organizational impact of our professional development programs. Dec Measure by using Passport to Leadership, Management Academy and Professional Development Series participants who complete the programs. 2 Total Rewards: Support and promote a total rewards program that attracts, retains, and develops high quality employees. 1st Sept 2nd Dec 3rd Mar 4th June

2 Areas of Strategic Focus Objective Initiative Target Date (Mo/Yr) Measures of Success Implementation of a comprehensive review of all UNM staff position classifications in the IT job family to include classifications used across UNM Campuses by March 31, March 31, 2015 Address current and emerging internal and market equity concerns. The review and implementation of these studies will help ensure that the identified job families efficiently supports the University's current staffing and operational needs, while assessing and addressing any current market demands. Implementation of these studies will assist in the recruitment and retention of employees by allowing the University to accurately reflect the duties and responsibilities in the position classification descriptions, along with possible re- alignment of one or more grades within these families, which will assist in keeping the University market competitive. May reduce position classifications as a result of the review. 1st Sept 2nd Dec 3rd Mar 4th June

3 Areas of Strategic Focus Objective Initiative Target Date (Mo/Yr) Measures of Success Conduct a comprehensive review of all UNM staff position classifications in the Finance job family to include classifications used across UNM Campuses. Evaluation portion of review should be close to completion by June 30, Implementation to occur following fiscal year. August 31, 2014 Address current and emerging internal and market equity concerns. The review and implementation of these studies will help ensure that the identified job families efficiently supports the University s current staffing and operational needs, while assessing and addressing any current market demands. Implementation of these studies will assist in the recruitment and retention of employees by allowing the University to accurately reflect the duties and responsibilities in the position classification descriptions, along with possible re- alignment of one or more grades within these families, which will assist in keeping the University market competitive. May reduce position classifications as a result of the review. 1st Sept 2nd Dec 3rd Mar 4th June

4 Areas of Strategic Focus Objective Initiative Target Date (Mo/Yr) Measures of Success Partner with Gallagher Benefits Services to analyze the UNM Medical Plan costs as related to UNMH utilization and explore the negotiation of a UNMH/UNM Medical plan preferred fee schedule contract by March 31, March 31, 2014 Measurements of success will be to identify UNMH costs to the UNM Medical Plan in comparison to prior year UNM Hospital costs and, if appropriate based on results of the analysis, negotiate a preferred fee schedule between the UNM Medical Plan and UNMH. 1st Sept 2nd Dec 3rd Mar 4th June Implement federal health care reform mandates that become effective by June 30, June 30, Employer Shared Responsibility (Awaiting Final Regulations) a. Requirement to provide coverage to all full- time employees (defined as working 30 hour/week) b. Requirement to offer afforable coverage to full- time employees; 2. IRS Reporting Requirements for Employer Shared Responsbility and Exchanges; and 3. Employer required notice of Exhange Availability, to ensure UNM is compliant with federal regulations and avoid penalities assessed by the IRS for non- compliance.

5 Areas of Strategic Focus Objective Initiative Target Date (Mo/Yr) Measures of Success Implement changes to the VEBA and the Health/Dental insurance plans to address the GASB 45 unfunded liability of the University. July 1, 2013 The AAL Liability 7/1/13 is $162M and the goal is to decrease this amount by 50% to a level of $80- $85M. 1st Sept 2nd Dec 3rd Mar 4th June Rebrand recruitment initiatives to align with the President s 2020 Vision. June 30, 2014 Convene a key stakeholder group from campus to provide input, Develop and design recruitment video, brochures, recruitment paraphernalia Develop concept for a pilot project plan intended to establish and evaluate a "broadband" class/comp program for all staff who are employed under an employment contract and discuss with stakeholders to obtain buy- in and refine as appropriate. Implement feedback from stakeholders and complete pilot plan project. Communicate outcomes and integrate pilot plan study into HRPR systems. March 1, 2014 Buy- in/acceptance received from institutional stakeholders. Project integrated with current compensation structure to meet business needs. Banner and UNMJobs reflect the new structure; federal and state reporting formats revised. Continuous Improvement: Improve HR processes, systems, use of technology, infrastructure and ensure compliance to provide a high level of efficiency, quality, and cost effectiveness To transition Student Health insurance from Student Health to Human Resources to ensure compliance with federal health care reform requirements. June 30, 2014 Explore development of a Request for Proposal for student health insurance, and explore administration of student health insurance in the Banner ERP system.

6 Areas of Strategic Focus Objective Initiative Target Date (Mo/Yr) Measures of Success HRIT will convert to UNM s new reporting tools IBI- Web Focus or APEX or Jasper all of Human Resources 250+ Hyperion, E- print, & Oracle reports. September 30, 2014 New reporting tool IBI- Web Focus will provide more flexibility in giving more complete data access to UNM departments, staff, and faculty through the use of Guided Adhocs (Users will have ability to choose data elements and filter data) and Dashboards (Multiple reports in one dashboard) 1st Sept 2nd Dec 3rd Mar 4th June

7 Areas of Strategic Focus Objective Initiative Target Date (Mo/Yr) Measures of Success To implement BDMS (Banner Document Management System) to facilitate the electronic storage, retrieval, archiving and purging of employment transaction documentation. The implementation of BDMS will be measured by the completion of deliverables in the project plan, which will keep this very large, institutional project moving forward. August 1, 2014 I. Design and development of Security roles and folders in BDMS for the storage of documents such as the I- 9s, Benefits enrollment supporting documentation, and Payroll required forms. II. Identification of all current employment related documents from all employment areas, including their required time for retention, an archiving schedule and when they should be purged. III. Design and development of documents indexing process to allow filing and retrieveal of documents by type. IV. Since this project is very large and will be completed over time, a key measurement of success will also include the documentable reduction of hard copies that no longer have to be routed by the core offices. 1st Sept 2nd Dec 3rd Mar 4th June Evaluate current HR structure for opportunities to improve processes and alignment. Dec New Structure 4 Metrics: Create Metrics to Monitor Institutional Trends and HR Organizational Effectiveness

8 Areas of Strategic Focus Objective Initiative Target Date (Mo/Yr) Measures of Success Complete Organizational Effectiveness Metrics for UNM management to make effective human resources decisions. June 30, 2014 Convene committee to conclude process of identifying metrics and specs for report, Conduct focus groups to obtain feedback, Work with HRIT to develop metric report in the new WebFocus tool (Client Services) Updated as of June 5, st Sept 2nd Dec 3rd Mar 4th June

9 Responsible Party: Jewel Washington Responsible Position Mgr, EOD - Debbie Howard Mgr, EOD - Debbie Howard

10 Responsible Position Mgr. Compensation - Marleen Martinez

11 Responsible Position Mgr. Compensation - Marleen Martinez

12 Responsible Position Dir., Employee Benefits and Services - Elaine Phelps Dir., Employee Benefits and Services - Elaine Phelps

13 Responsible Position Chief HR Operations Officer - Michael Duran Mgr., HR Client Services- Sandra DuBrock Mgr. Compensation - Marleen Martinez Dir., Employee Benefits and Services - Elaine Phelps

14 Responsible Position Chief HR Operations Officer - Michael Duran

15 Responsible Position Chief HR Operations Officer - Michael Duran/Mgr., HR Client Services - Sandra DuBrock Interim Vice President, HR - Jewel Washington

16 Responsible Position Mgr., HR Client Services - Sandra DuBrock