HR Operational Roadmap
Staff Success Strategic Plan Action Resource Committee (SPARC)
Employee Value Proposition: Develop employee profiles, outreach to key student pipeline groups, job description templates.
- UHR lead: Justin Fraase
Student pathways: Evaluate pilot and determine scope for future expansion.
- UHR leads: Keith Becker and Sean Hesler
Talent acquisition model for staff positions: Analyze new hire survey results, apply lessons from recent acquisition, further optimize the candidate experience, explore OTAC functionality.
- UHR lead: Keith Becker
Employee life cycle: Identify gaps and high impact practices that drive retention and optimize the employee experience.
- UHR leads: Rachel Napoli and Jan Waterhouse
Optimize onboarding: Define roles/responsibilities, enhance communications,
refine/automate pulse surveys, develop dashboard(s), and explore executive leadership onboarding process. Make recommendations for enhancements.
- UHR leads: Keith Becker and Erin Litton
Develop career pathways framework; align learning and development resources: Define career pathways terminology, develop pathway framework, identify pilot job family or organization, explore scalable approaches.
- UHR lead: Rachel Napoli
Define and cultivate leadership excellence: Implement awareness campaign for leadership attributes, embed attributes in ELA, explore integration of attributes into HR processes.
- UHR leads: Sean Hesler and Heidi Zahner-Younts
Analyze total rewards package for competitiveness: Undergo an RFQ to explore potential next steps and assess the viability of adding new, voluntary benefits: short term disability and pet insurance.
- UHR lead: Rebecca Olson
Review and analyze staff recognition programs: Establish a committee, review and benchmark data, assess effectiveness of campus programs, explore automated solutions, develop recommendations.
- UHR leads: Abigail Schaver and Justin Fraase
Variable pay options: Explore variable pay options for temporary employees.
- UHR lead: Trevor Glanz
P3
Merit Experience Pilot Program: Implement Merit-specific supervisor training, continue implementation of peer mentoring and onboarding, explore Career Pathways initiative with pilot departments.
- UHR leads: Jan Waterhouse and Steven Anderson
Dual career: Promote expanded use of the P3-funded external job placement services for dual career partners of newly relocated faculty and staff.
- UHR lead: Keith Becker
Well-being SPARC and Well-being Services
Basic needs: Build inventory for campus financial services, identify potential gaps and develop recommendations; deliver pilot program for DSL staff.
- UHR leads: Erin Litton and Diana Kremzar
Built and natural environment: Embed well-being considerations into design and construction process, develop DIY strategies for existing spaces.
- UHR lead: Joni Troester
Mental health: Develop/implement peer support: R U OK?, develop and pilot peer-to-peer support for students.
- UHR lead: Bronwyn Threlkeld-Wiegand
Connection and belonging: Update inventory of existing services, analyze connection/belonging data, identify gaps/improvements, recommend approaches. Conduct analysis on “belonging in the workplace” utilizing PHA data set.
- UHR leads: Tanya Villhauer and Joni Troester
Communications: Launch well-being website, identify communication opportunities, identify campus groups with low engagement and ID communication opportunities to increase engagement.
- UHR leads: Joni Troester and Trish Welter
Evaluation: Develop internal dashboards, share metrics, expand evaluation questions for well-being. Conduct outcome evaluations on identified services (quantitative and qualitative).
- UHR leads: Erin Litton and Melanie Cuchna
Engagement: Improve engagement in well-being services in hard-to-reach populations through tailored service delivery models (i.e. health care).
- UHR lead: Erin Litton
Operational Excellence
KPIs and Dashboards: Review current dashboards for enhanced utilization and specificity; develop new dashboards that align with HR strategy.
- UHR leads: Joni Troester and Mike Kaplan
Pharmacy Benefit Manager: Implement new PBM agreement and manage expanded PBM
requirements.
- UHR leads: Joni Troester and Rebecca Olson
Performance review refresh: Implement recommendations from performance evaluation system and process review.
- UHR lead: Sean Hesler
Compliance: In collaboration with the Provost’s Office, create a Faculty Investigations Unit with functional support and supervision provided by Director of ELR and AVP (pilot).
- UHR leads: Jan Waterhouse and Todd Rent
Tuition assistance: Implement new tuition assistance policy changes.
- UHR lead: Sean Hesler
Working at Iowa survey: Administer Working at Iowa survey with new belonging questions integrated; distribute results and support action planning.
- UHR leads: Rachel Napoli and Nichole Singer
TIAA fund review: Evaluate the fund line-up of the 403(b) mandatory retirement plan and identify opportunities to improve the fund line-up offering.
- UHR lead: Joni Troester
FLSA implementation: Make necessary adjustments to impacted employee categories.
- UHR lead: Trevor Glanz
Campus Priorities
Artificial Intelligence (AI) exploration: Develop strategy for the impact of AI on HR programs and services, including AI literacy, training; partnering with ITS and Ivy.ai on an internal HR AI chatbot.
- UHR lead: Cheryl Reardon
Health Care collaboration: Collaborate and support UI Health Care in recruiting, retaining, and growing the Health Care Enterprise.
- UHR leads: Cheryl Reardon and Kyle Anson
Succession planning for HR: Begin a future state plan for distributed HR function and UHR
leadership positions; develop a knowledge transfer plan.
- UHR lead: Cheryl Reardon
UHR relocation: Work with stakeholders to prepare for eventual office relocation to main campus.
- UHR lead: Cheryl Reardon
