OATdb Archive

2014 - 2015

Human Resources

Goal
Develop A Strong Employee Development Process
The Human Resources Department will develop a strong employee development process.

Objective
Integrate Staff Development Into The Staff Appraisal Process
The Human Resources Department will integrate the use of the Learning Management System into the staff appraisal process to promote continuous learning and improvement for department managers and employees.

KPI
Link Training And Professional Development To Performance
The Human Resources Department will link training and professional development to performance, utilizing core competencies established for managers and staff employees.  Appraisal factors will be linked to the corresponding core competencies, providing managers and employees with the ability to select training and development sessions to enhance knowledge and skills in the area of the applicable core competencies.


Result
Training And Professional Development Linked To Performance
The Human Resources Department linked training and professional development to performance, utilizing core competencies for managers and staff employees.  Appraisal factors in the Cornerstone Performance Management System are linked to the corresponding core competencies.  This information provides managers and employees with the ability to select training and development sessions in the Cornerstone Talent Management System to enhance knowledge and skills in the area of the applicable core compentencies.

Action
Communicate Employee Development Opportunities To Department Managers And Employees
The Human Resources Department will communicate employee development opportunities to department managers and employees.  Communications will include Learning Academies @ SHSU e-mails, information on the Professional Development and Training website, News and Events topics included on the Talent Management System, and the New Hire Training and Professional Development Orientation e-mail for new employees.  


Objective
Implement The Cornerstone Performance Management System
The Human Resources Department will complete the implementation of the Cornerstone Performance Management System.

KPI
Pilot Group Implementation Of Cornerstone Performance Management System
The Human Resources Department will complete the implementation of the Cornerstone Performance Management System and initiate the annual appraisal process for a pilot group of managers and employees during April 2015. 

Result
Completed Pilot Group Implementation Of Cornerstone Performance Management System
The Human Resources Department completed the implementation of the Cornerstone Performance Management System and initiated the annual appraisal process for a pilot group of managers and employees during April 2015.  The pilot group was successful, without any technology issues experienced during the appraisal process.  The Human Resources Department met with the pilot group of employees and supervisors to gather additional feedback regarding their experience with the Cornerstone system.  This feedback will be used for future updates to the system.

Action
Full Implementation Of The Cornerstone Performance Management System
The Human Resources Department will complete the full implementation of the Cornerstone Performance Management System.  This implementation will include the Six Month Review process and the Annual Appraisal Process for all staff employees during April 2016.


Goal
Facilitate Continuous Improvement Within Department
Facilitate continuous improvement efforts within the Human Resources Department.

Objective
Consolidation Of Classification System
The Human Resources Department will consolidate staff position classes within the classification system.

KPI
Provide More Reliable Compensation Analysis And Career Paths
The Human Resources Department will consolidate staff position classes within the Staff Classification System in order to provide more reliable compensation data analysis and aid in the design of staff position career paths.

Result
Compensation Analysis And Career Paths
The Human Resources Department completed a review of 150 Coordinator and Specialist classifications during January 2015.  Seventy-nine classifications were reduced to ten.  The Human Resources Department completed the analysis of 128 Position Description Questionnaires for the clerical and administrative support position review for the non-academic divisions of the University.  Twenty-nine classifications were reduced to four administrative support classification descriptions, to be effective September 1, 2015. 


Action
Review Of Classification System And Development Of Career Paths
The Human Resources Department will continue to review the current Classification System in order to develop career paths for positions.  The Performance Management and Talent Management Systems will be utilized to assist department managers and employees with ongoing employee development.


Objective
Compensation Review For Staff Internal Pay Equity
The Human Resources Department will complete a compensation review of staff job offers and reclassification requests for internal pay equity.


KPI
Review Of Staff Job Offers And Reclassification Requests
The Human Resources Department will review each staff employee job offer and reclassification request for internal pay equity, addressing any concerns with the applicable hiring supervisor or department administrator.

Result
Staff Job Offer And Reclassification Request Process
The Human Resources Department reviews each staff employee job offer and reclassification request for internal pay equity, addressing any concerns with the applicable hiring supervisor or department administrator.

Action
Ongoing Staff Job Offer And Reclassification Request Process
The Human Resources Department will continue to review each staff employee job offer and reclassification request for internal pay equity, addressing any concerns with the applicable hiring supervisor or department administrator.


Update to previous cycle's plan for continuous improvement

The following elements of the Human Resources Department's plan for improvement developed based on the 2013-2014 Cycle Findings were implemented:

1.  Coordinated Optional Retirement Program, Supplemental Retirement Program, and Employee Assistance Program sessions for employees, allowing time in each session for employee questions.

2.  Reviewed each staff employee job offer and reclassification request for internal pay equity, addressing any concerns with the applicable hiring supervisor or department administrator.

3.  Currently in the process of completing the annual update to the AAP Document.

4.  Completed the development of the second year of The Learning Academies @ SHSU.


Plan for continuous improvement The Human Resources Department's plan for improvement developed based on the 2014-2015 Cycle Findings is as follows:

1.  Offer additional Optional Retirement Program, Supplemental Retirement Program, and Employee Assistance Program sessions for employees, allowing time in each session for employee questions.

2.  Continue to review each staff employee job offer and reclassification request for internal pay equity, addressing any concerns with the applicable hiring supervisor or department administrator.

3.  Communicate employee development opportunities to department managers and employees, to include:  Learning Academies @ SHSU e-mails, information on the Professional Development and Training website, News and Events topics included on the Talent Management System, and the New Hire Training and Professional Development Orientation e-mail sent to new employees.

4.  Complete the full implementation of the Cornerstone Performance Management System.  This implementation will include the Six Month Review process and the 2016 Annual Appraisal Process for all staff employees.

5.  Continue to review the current Classification System in order to develop career paths for positions.  Utilize the Performance Management and Talent Management Systems to assist department managers and employees with ongoing employee development.