2. March What is the timeline for the changes to take effect?

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1 As you read through the questions and answers, please keep in mind that we presented the first iteration of the target organization structure at the December town hall. We are currently validating and testing the structure which means we will be presenting a second iteration prior to posting for management positions. Some of the questions you posted will be addressed in the next iteration. Contents Team Lead Roles... 2 Project Schedule... 2 Client Relationship Management... 3 Organization Structure... 4 Compensation/Classification... 7 Jobs/Staffing... 8 Management Jobs Rapid Response Team Service Level Agreements Other... 15

2 Team Lead Roles 1. April It is not clear from the FAQs what the fate of the current Team Leads will be. Will my current role be discontinued (following the Position Discontinuance process)? What happens to me if I am unsuccessful in applying (or choose not to apply) for a management role? One of the current challenges with the existing structure is the inconsistency across the Team Lead, Manager and Supervisor roles. This has led to variations in the application of managerial practices across IST and confusion amongst staff. To address this challenge, we have made two changes: 1. In the new structure, management functions will reside with the updated management jobs; and 2. instead of having both Team Lead and Supervisor jobs, we are moving to a more standardized approach and using Supervisory jobs under management, where required. As far as existing Team Lead jobs go, those jobs will follow the Position Discontinuance process if required. Management-level job descriptions have been re-written to include the management functions that must be performed. All management job descriptions are currently with AESES for review. If you currently fill a Team Lead job, you can apply for any of the management jobs and/or any of the net new staff level positions. If you are unsuccessful or choose not to apply, we will work with you to determine best fit based on skill set, career interest, organizational priorities and demand. Project Schedule 2. March What is the timeline for the changes to take effect? At this point we anticipate that staff will start to see changes in the fall of 2015 and target to complete implementation of the new org structure by March Dec When will the re-organization start taking place? The re-organization will happen incrementally over a two year period with several streams of activity happening at the same time. We are hoping to have manager roles filled by spring, We will then look at aligning teams and assigning staff to jobs. We will continue to keep you informed of progress using a variety of ways including bi-weekly updates, team meetings with your managers/supervisors and regular town halls.

3 Client Relationship Management 4. March What exactly does the IT Advocate do? On the straw man organization chart we refer to IT Advocates in the Client Relationship Management team, but we have not confirmed the job title nor finalized the role description at this time. We have heard clearly from our clients that they want a primary point of contact that understands their specific needs and processes. The intent is for this team of consultants / advocates to fulfill that role. IT Advocates will develop strong relationships with the clients throughout the University to facilitate nonstandard requests for support, understand the long term needs of the faculty or department, assist them with preparing IT Investment proposals, access rapid response service requests for research and generally act as a liaison between the clients and the technical resources in IST. They will engage the expertise of technical teams to design and deliver solutions. 5. March How will clients contact departments for requirements? A single point of contact works, but should not have multiple different areas returning calls for different levels of questions all related to one field. We have started to define and draft our client facing processes including: Initial requirements gathering, Fulfillment of nonstandard service requests, and Client consulting workflows. We have engaged some of our IT Leaders and clients to assist us in this work to ensure the workflows meet the needs of our clients and IST staff as efficiently as possible. We will introduce new processes as we roll out the new org structure. 6. Feb Under Client Solutions & Services there is a Head, Client Relationship Management Research & Education who talks to the Research & Education Rapid Response Team that is under the CTO. Is the level of authority of the Head CRMRAES equal or different to the RERRT? The Research & Education Rapid Response Team (RERRT) should not be thought of in the same way as the Head, Client Relationship Management Research & Education. The RERRT is a team with members that come and go as required, whereas the Head, Client Relationship Management Research & Education is a permanently staffed job. One of the primary responsibilities of the Head, Client Relationship Management Research & Education is to meet with the research community to determine common IT needs and feed that information into the work intake process as required, which will eventually get assigned to the appropriate team.

4 The arrow between this job and the RERRT is there to indicate a close working relationship and shouldn t be interpreted as talking. Conversely, the lack of an arrow between other groups does not imply they do not talk as required. 7. Feb It would appear that the Head, Client Relationship Management Research & Education will talk to the Build/Run side. How does either of those parties talk to the Plan side? How much input and feedback does the Build/Run part of the organization have on the Plan part (i.e. will there be reality checks)? The model has a Plan, Build and Run framework with a Client overlay. There are aspects of plan, build and run included in the Client Solutions and Services function that focus on first point of contact, relationship management and direct support of clients. Operational processes will be designed around inter-team communication in all areas. For example, the Client Relationship Management function will work collaboratively with architects and project managers for planning activities and applications and infrastructure teams for build and run activities. Service Desk will work collaboratively with build and run teams to resolve incidents or fulfill service requests. Once the next steps in the organization design are completed, operational processes will be developed or at minimum documented to illustrate the work flow. Organization Structure 8. March Where does IST Tele-communication fit in the overall plan? And under whose leadership do we fall? As we are moving to more of a unified communications approach, telecommunications will be the responsibility of network staff. Please keep in mind that plan or designing responsibilities fall under the Director, Planning and Governance and build and run responsibilities fall under the CTO. 9. March How will this model allow for rapid response times for classrooms and special project requirements? Ie. 10 minute classroom change? Issues with streaming video? Our clients seem to be very happy with the level of service they are receiving for in classroom support, and so it is our expectation that this support will move as is into the run side of the operation. Projects will follow a process very similar to what is done today. We will add some structure and consolidate the planning and execution of projects under the plan and build areas respectively. Streaming video issues is an example of a production problem which will be resolved in the run area. 10. March Will the Director, Information Security & Compliance also handle all security items including cameras?

5 No, the Director, Information Security & Compliance is concerned with policies, processes and compliance as related to information systems and data, and works largely with the audit community. Security cameras will eventually become the responsibility of the Director, Security Services in the Risk Management area, with consultation from the CTO from a technology perspective. 11. Feb Why are Database and Storage combined? These kinds of technical combinations can be argued back and forth forever. However part of a good organizational design is a balancing of staff amongst the groups which is what we attempted to do with the Database and Storage combination. The Server team is quite large, whereas the Storage team and Database team comprise a group about the same size as the Server team. 12. Feb Is Classroom Technologies the existing AV Classroom Services? Classroom Technologies includes some aspects of desktop / computer support and incident response for specialized technologies. As head role descriptions are drafted, reviewed and filled we will continue to work through how this might change existing workflow and team structures. We are trying to find a name the better describes the value and services that this group provides, so please don t consider the name final. 13. Feb Originally there was talk of a Documentation group. Is that still happening? If so where would it be positioned? That really depends on what kind of documentation. Having one area responsible for all IST documentation has not been identified as a requirement at this point in time. If in the future we identify a need for a Documentation group, we will re-evaluate it at that time. 14. Feb Where does IST s own research and development fit? Ideally everyone should be allowed to contribute to some degree. There is a research and development aspect within the Planning & Governance unit through IT Strategic Planning and Enterprise Architecture. As we are moving to a client-focused, service-based structure, the research and development we do will be in alignment with the University s strategic goals and the needs of our clients. 15. Feb Under the existing scheme the open areas and teaching labs are back underneath Client Solutions & Services (Client Support). Given that the operation of the labs is handled by multiple units can we clarify their roles (i.e. integration remains under the CTO and provides OS and apps, while CTS moves under CS&S and supports deployment and physical maintenance)?

6 The Client Support group supports all desk side computer deployment, request fulfillment, incident response for computers (and tablets and mobile devices) and telephones for offices, teaching labs (where IST supports them), open area labs and classrooms. Image design/build (OS and apps) and automated deployment of images or patches basically the other side of the wall port work are expected to remain as part of the integration team responsibilities. 16. Feb Will the management layer still produce technical work? Or only manage/direct technical work? One of the desired outcomes of the transformation is to have managers focus primarily on management responsibilities (budgeting, resourcing, performance management, etc.). With that said though, managers will be working managers with some deliverables relevant to the function and particular team they manage. 17. Feb What do the dotted lines mean under the Head, Core Application Build, the Head, Core Application Run and the Head, Core Infrastructure Run? We used the dotted lines to demonstrate that while the Application and Infrastructure Resource Pools report up to the Head, Core Applications Run and the Head, Core Infrastructure Run respectively, the resources are shared with the other areas. What this means is that staff within these resource pools will have the opportunity to work on assignments and projects within other areas. 18. Feb There s a Senior Head for Build and Run but not Plan. Is the Director Planning & Governance the equivalent of a Senior Planning Head? There are differences between the Director and Senior Head positions and so they should not be considered equivalent. 19. Feb What impact does ITIL have on the organization design? ITIL is a framework that advocates that IT services are aligned to the needs of the business and support its core processes. It provides guidance to organizations and individuals on how to use IT as a tool to facilitate business change, transformation and growth. The ITIL Service Lifecycle is inclusive, beginning with the identification of client needs and drivers of IT requirements, through to the design and implementation of the service and finally, the monitoring and improvement phase of the service. The university has chosen to apply this best practice framework to many of our information management and technology processes and the organization design will support the accountabilities and responsibilities. 20. Feb Even if it has not been explicitly stated, the org chart implies a matrix management structure. The rest of the town hall PPT deck doesn t say much about planning the matrix.

7 Yes, the org structure introduces a matrix management structure. A matrix structure is one where the reporting relationships are set up in a matrix as opposed to a traditional hierarchy. A matrix configuration can be thought of as a cross-functional work team, which brings together individuals who report to different parts of the organization to complete a particular project or task. What this means is that some staff may have dual reporting relationships a manager charged with overseeing their functional area and a temporary manager charged with overseeing their assignment to a specific project or task. The benefits of a matrix structure for staff include: Opportunity to work with staff from different parts of IST Opportunity to develop a wider set of skills than you would in a purely functional structure Better information sharing between functional areas 21. Feb Is the Multimedia Production job at the supervisor or management level? Does this job cover both campuses? We have not yet determined which leadership jobs will be supervisor (AESES) or management (EMAPS). The intent is that the Multimedia Production job at the supervisor or management level will cover both campuses. Compensation/Classification 22. Feb Will anyone s pay go down? The intent of the transformation is not to reduce anyone s pay. Any re-classifications that result in changes to salaries will be handled in accordance with our current AESES collective agreement and our Human Resource policies and practices. 23. Feb If you re not in the management layer, what s a reasonable career path expectation? I.e. will there be a glass ceiling in the IT5 and under range, or will there be IT6 and higher positions? Two questions career pathing (value of resource pooling) and classification (plan on using full range of classification). This really depends on the jobs created within the new org structure. There currently are job classification categories for IT Tech s all the way to level 8. Whether any of the new jobs or changed jobs reach this level will be dependent on what people are doing. Until the new job descriptions are written and evaluated we will not know how many (if any) of these roles will be IT Tech 7 s or 8 s. 24. Dec Classification and compensation changes? Any classification and compensation changes will be handled on a case by case basis. Our intent is to follow the standard processes employed by HR.

8 Jobs/Staffing 25. March What is happening with my job? If my job changes will I be told in advance? At this point in time, our focus has been on developing the job descriptions required to support the management structure. We have identified the functions that will exist within each area but have not yet drilled down far enough into the design to know if and how staff jobs are changing. If your current job does change, you will be engaged in advance of implementation so you are aware of the changes in responsibilities. In addition, we will provide you with the necessary supports to ensure that you continue to be successful in your job. Regardless of whether your job is changing, we will continue to communicate information to IST and Distributed IT staff as it becomes known. 26. March There is a promise of new opportunities and jobs. Will I have a heads up? Say I am not fully qualified but am close. Will I get assistance to get there? When determining staff alignment to the new organization, we will be looking at the work, demand, skill set and career interests. Where ever possible staff will move with their work. We have chosen this approach to minimize impact on the organization and staff. 27. Feb If a person s responsibilities change, or a person changes position, will they be subject to the 3 month probation period? If they fail the probation period, are they then subject (potentially) to dismissal? Probation and trial periods are two different things. Probation periods are only for brand new employees to the university. Trial periods are for employees who are successful in getting a position through the posting process or who have been transferred into the position without posting due to something like position discontinuance. If the employee cannot meet the job requirements during a probation/trial period, the probation period can be extended or failed. Provisions of the collective agreement or policy will then apply. If there is no job posting but there is a change to an employee s job duties or to their reporting relationship there is no trial period. 28. Feb Will education be available to allow staff to move into a new job if we are interested? We want you to succeed in your job, whether you remain in the same job, take on a similar job to your current one or take on a completely new one. As part of the implementation of the new structure, we will review the data collected in the skills inventory to identify our current skill set, individual career

9 interests, and skill gaps and use it as input into training plans. Training will depend on organizational priorities, budget, timing and criticality of skill gaps. If you have career aspirations to move into a job that you are not qualified for and/or have no experience in, you should raise it during your discussions with your leader. 29. Feb Does the reorg mean different people will move into the IST Annex (modular facility)? Yes, this is possible. Once we have a confirmed organizational structure, an implementation plan will be developed that will include space allocations for teams. 30. Feb With the assumption that managers/heads already have knowledge of the skill sets, behaviors and values of their staff, would it be reasonable and fair (within the rules of the union and HR) to fill new non-management jobs by offering them first to qualified staff within the group? For existing non-management jobs: Where the responsibilities of an existing job change less than 50%, the current incumbent will remain in that role, unless they apply and are the successful candidate for another role. Where the responsibilities of an existing job change more than 50%, that job will be posted internally. Interested and qualified staff within IST and Distributed IT can apply and the job will be awarded to the best candidate. For net new non-management jobs: Net new AESES jobs will be posted to the University s employment website in accordance with the Collective Agreement. Any staff who are qualified for and interested in a job are encouraged to apply. 31. Feb Will union seniority be a factor when existing supervisors have to apply for their new EMAPS equivalent jobs? If a supervisor job becomes excluded (EMAPS), it will have new responsibilities and therefore should not be considered equivalent. Management jobs include skills, abilities and responsibilities that reside within the management layer only (such as budgeting, performance management, etc.). When it comes to selecting the best candidate for an EMAPS job, we will be looking at skills, abilities, experience, and career aspirations. Union seniority is not considered a factor as it does not directly apply to EMAPS job qualifications. 32. Feb Will everyone in IST still have a job? The intent of the transformation is not to eliminate jobs or reduce head count. In fact, we will likely have more jobs in the department than we currently have today.

10 It is likely that not all the work done today within IST will be required in the target organization. As well, we are introducing new functions which mean we will be doing new work. If the work you do today is changing or no longer required under the new organization, we will work with you to determine best fit based on your current skills, abilities and career aspirations. 33. Feb Will external candidates be recruited to fill some jobs? We are committed to filling jobs with internal candidates first and helping staff grow and develop the necessary skills and abilities within a reasonable time frame. We do recognize that the full extent of the skills and abilities being sought within certain areas are not resident within the University community (e.g. Enterprise Architecture). As we are introducing some new functions, there may be some jobs that require skills and abilities that our current resource pool does not possess or does possess but not at the level of expertise required to execute within a job. In such instances, we may look for external candidates. 34. Feb Jobs are supposed to be filled internally if possible. Since there are several new Head jobs, at what point will the job description/requirements be determined for each? It is quite conceivable that a job description can be written, possibly intentionally, so that it is impossible to fill internally. We are writing job descriptions to address the needs of the University; we are not writing job descriptions in such a way that it forces us to go external. Job descriptions are currently being developed and will be classified and posted when complete. We are taking a much more standardized approach to the creation of the Head job descriptions which highlight the need for management skills. They are also being written based on the skills, capabilities and responsibilities required to perform them. 35. Feb Looking at all of the jobs under the Chief Technology Officer, is it correct to say that all of the regular IST employees and their immediate managers are located in either the Applications Resource Pool or the Infrastructure Resource Pool? No. Client services, project management, administrative and security staff are not in the resource pools. 36. Feb Is the expectation that by creating a new management layer the existing supervisors will be elevated to management? If so will their former positions be replaced with roles that focus back on developing technical solutions, overall boosting productivity? No. The expectation is not that supervisors will be elevated to management. Both jobs will exist within the new structure as we recognize the need for both managers and supervisors. Supervisors generally focus on the day to day supervision of staff to ensure work is completed on time and don t really focus on technical solutions. 37. Dec What happens to me if my job title is not on the org chart?

11 Becoming more client-focused requires us to change our existing jobs and introduce new ones. We have built an initial structure with new jobs and some new functions. As a result you probably won t find the same/current jobs on the new organizational chart. However, the work that you do today has not and is not going away. It will just be done differently. 38. Dec How will I be supported in my job? Training? Mentorship? One of the exciting aspects of the new organization structure is that it will provide development opportunities for you whether that is developing new skills and abilities or enhancing existing ones. We want you to succeed in your job, whether you remain in the same job, take on a job similar to your current one or take on a completely new one. Therefore, we will work with you to determine your development opportunities, develop training plans, and identify mentoring opportunities to help you develop/enhance the required skills and capabilities. 39. Dec What if my new job isn t a good fit for me? Understand this is an evolutionary process and we ll continue to make adjustments to jobs and responsibilities as we continue to roll out the organizational model. The interview process will allows us to make a joint decision about fit. We anticipate that not every decision we make will be perfect and we will work closely with you to address concerns. 40. Dec If I don t see my job title on the org chart, do I still have a job? Yes. The work you do today is not going away. Becoming more client-focused requires us to change our existing jobs and introduce new ones. We have built an initial structure with new jobs and some new functions. As a result you probably won t find the same/current jobs on the new organizational chart. However, the work that you do today has not and is not going away. It will just be done differently. 41. Dec Will staff jobs be posted as well? Net new staff jobs (AESUS) will be posted to give everyone the opportunity to evaluate their interest and potentially apply. There may be a degree of change for some staff jobs. We will determine our approach for aligning staff to jobs in phase II. However, it is not our intent to post for every staff job. 42. Dec Will net new staff jobs be posted externally?

12 We are committed to filling the jobs with internal candidates (you) and therefore will post the jobs internally (IST and Distributed IT). It will only be when we have exhausted internal options, or no one has expressed interest, that we will look externally. 43. Dec How will staff assignments be determined? Directors and Managers will be involved in the aligning of teams and assigning of staff to jobs. The exact process will be determined in the next phase of the project. We do know that several criteria will be used to determine staff assignments including current skills and career aspirations (captured through the skills workbook), best fit, and demand. 44. Dec Who will be involved in determining staff assignments? Managers will work closely with their Director to align teams, assign staff to jobs and develop processes. 45. Dec When will staff assignments be shared? The exact timing is not yet known. We will be working through the details as part of our phase II planning. We do know that we want to have all manager jobs filled before we start aligning any teams and assigning any staff to jobs. We will provide more information about staff assignments as details become known. 46. Dec IF a person s responsibilities change, or a person changes position, will they be subject to the 3 month probation period? If they fail the probation period, are they then subject (potentially) to dismissal? Probation/trial periods only come into play when an employee is awarded a position due to a job posting. If the employee cannot meet the job requirements during a probation/trial period, the probation period can be extended or failed. Provisions of the collective agreement or policy will then apply. If there is no job posting but there is a change to an employee s job duties or to their reporting relationship there is no probation/trial period. Management Jobs 47. Dec Will managers be appointed into management jobs? New org structure, new functions, new jobs, and new expectations! All of the manager jobs in the new org structure will change in some form. Some may essentially have the same

13 responsibilities but require a more strategic approach, while others may have a different set of responsibilities all together. As a result, we are taking the approach of posting all manager jobs. While it would be easiest for us to appoint people we don t want to be viewed as having favoritism. The benefit of posting all manager jobs is that you will have the opportunity to apply for one or more of them, depending on your interest. This is a great opportunity for all of us to grow and develop in our careers! 48. Dec How do I find out more about the new manager jobs? Over the next few months, we will be working closely with Human Resources to develop job descriptions for the new manager jobs. To ensure you get a complete picture before deciding which job/s you want to apply for, we will post all manager jobs at the same time. We will share all the job descriptions with you as soon as possible. Depending on interest, we may also hold information sessions prior to posting to provide you with further understanding about the jobs. 49. Dec When will the manager jobs be posted? We re hoping to have all manager jobs filled by spring. We ll look to HR to determine the timeline for posting. There is a lot of work to be done before we can post for manager jobs. Although the sequence of required activities to get us to the point where we can post the roles is known (write/update job descriptions, evaluate the jobs, and consult with the union to determine exclusions/inclusions), the exact timing on these activities is not yet known. 50. Dec Will manager jobs be posted externally? We are committed to filling the jobs with internal candidates (you) and therefore will post the jobs internally (IST and Distributed IT). It will only be when we have exhausted internal options, or no one has expressed interest, that we will look externally. 51. Dec Can I apply for any manager job? Yes! This is an opportunity for you (staff and managers) to look at all the jobs and apply for any job/s you feel qualified to fill. If you are currently in a manager position but have interest in more technical specialization, you may be interested in moving out of management and into one of the senior technical jobs, or vice versa.

14 You are encouraged to apply for any job that you are interested in. You don t have to stay in your current job. 52. Dec Why aren t Team Leads and Supervisors on the org chart? We have only detailed the straw man to the Director level with functions underneath. We have also used the Head of title on the straw man as opposed to manager titles. We know that we require more manager jobs than we currently have today; however, of those desired manager jobs, we need to consult with the Union to determine which ones we can in fact exclude and which ones will remain in the Union in supervisory capacity. Once this consultation is complete, we will update the straw man to clearly identify which jobs are excluded/included. You will not see the Team Lead within the new organizational structure. Currently, Team Leads are in a difficult position as they are expected to manage performance but do not have the authority to discipline. In the new organization, we will align all management type activities with manager jobs to ensure that those jobs with people management responsibilities have the appropriate authority. We will still have Supervisory jobs which will focus on staff work flow. Rapid Response Team 53. Feb Rapid response of mode 2 in Gartner speak is, according to them, doomed to fail without a dedicated staffing commitment. Not pulling cycles from production / mode 1. The idea of the Rapid Response Team is good but the % composition implies that there will be a fixed composition of the team members. Is there already a predetermined composition? No, there is no predetermined composition, and based on our experiences with the Research Community, their needs will vary widely. As with any new service offering, a period of time is required to determine the actual demand, and as a lot of research funding comes from the government grant process, this may be one or two years. We do know that the services provided by the Rapid Response Team will be opportunity driven and defined by the needs of our clients. Service Level Agreements 54. Feb What will the SLA be for the Rapid Response Team? Fast SLA = dedicated. Less bodies for daily ops = RRT, gnashing teeth. What will the balance be? Any sort of SLA for the Rapid Response Team has not been discussed at this point as it aims to serve a very unique client segment with the balance likely changing as needed.

15 55. Feb There is significant gap in my understanding of the relationship between ITSM and the more project work, less break-fix mantra. The ITSM townhall slides seem to focus on maintaining services but do not explain the connection between ITSM and project work. It is particularly telling that the Cherwell project component isn t used but a significant portion of the work requires man hours but the focus on SLA dictates how much (or little) time can be spent resolving a request or incident. The end result is that there will be a disconnect between Help Desk and workers meaning SLAs will be ignored. Service requests should be assigned a target completion date (priority) based on complexity and leadtime versus incidents which have a target resolution time (return to service) based on criticality and impact. The focus of service level agreements for requests is the target completion date not how much effort is required within that date. Any request including enhancements, requests for access, requests for other services, etc. that are expected to be completed in less than 140 hours and do not need to be approved through the new IT governance would be considered a service request. The IT Governance process has defined projects as any activity that requires more than 20 person days in total (140 hours). To assist us in tracking project requests that are submitted, the process has been modified to include tracking new project intake through the Cherwell ticketing system. This will also allow IST to reclassify an intake submission if necessary. Other 56. April It might not fit with Transformation, but does IST have any plans to add more resources to the CNS-Integration team to expand the desktop standardization offering we currently provide? Or to explore desktop virtualization? I see these as areas that IST could find efficiencies in. IST definitely wants to expand desktop standardization and explore desktop virtualization. However we are not in a position right now to accurately determine the resource requirements to manage this, or any other new opportunities. 57. March The surveys are not anonymous as they know how many people are doing them. Why are they calling them anonymous? Survey responses do not have names attached to them. Although we will know how many staff completed the survey (e.g. 78%), there is no way of knowing which staff did or did not complete it. 58. Feb If questions are sent to ISTFeedback, how/where will they get answered? The ISTFeedback mailbox is being monitored by the Change Management Consultant. Questions will be shared with the appropriate subject matter expert. Once answered, you will receive a response via

16 . As well, the FAQs on the IT Transformation web site will be updated to include the question and answer. 59. Feb Org chart seems to use PRINCE 2 components. It would have been nice to see a legend explaining dashed, dotted, group lines. Future iterations of the org chart will include a legend explaining what the lines mean. 60. Dec Who do I talk to if I have a question? If you have any questions about the organizational design project, you should speak directly to your manager. Acting CIO 61. June Will budget cuts impact the direction of the IT Transformation? No, budget cuts will not impact the direction of the IT Transformation. We have full support from Senior Executive to move forward with the ITT. With that said, budget cuts could impact how and/or the extent to which we implement various components of the ITT. 62. June Will you (Mario) continue in the role of CIO? The possibility exists that I may continue on in the role. I m currently in an acting capacity over the next few months as I evaluate the role and the University evaluates my performance within the role. 63. June Do you expect any more departures at the executive level? I m not in a position to answer this question nor do I want to speculate. 64. June Will some IST staff move to different teams as part of the IT Transformation? The answer is yes. We have stated from the start that where ever possible you will follow the work. If the work you do today is being performed by a different team in the new structure, then yes you will likely be realigned with that team.