Organizational Development

Human Resources Realignment

President ’s

Leadership

Development

Program

Welcome to GRCC

Thank You For Your Service To

GRCC

Congratulations On

Your New AssignmentWHY GRCC

Alignment to Mission, Customer Service, Efficiency

Organizational Development Realignment

Our work: PEOPLE Learning Centered Focus Area - Workforce Effectiveness & Engagement– The goal of all HR activities is to continually sustain the College as

“a great place to work and learn”. – Organizational Development, a specialty framework of HR

incorporates many planning elements such as strategic planning, HR redesign, organizational redesign, feedback systems and data analysis methods to accomplish the work.

– The practice of OD is engage these planning elements in such as way that we deliver HR outcomes that align with the work of the College’s Strategic Planning commitments.

• The Agenda for today’s realignment review . . . . WHY GRCC

Congratulations On

Your New Assignment

Thank You For Your Service To

GRCC

Welcome to GRCC

Agenda•Realignment Focus–Alignment to Mission–Efficiency–Customer Service

President ’s

Leadership

Development

ProgramWHY GRCC

WHY GRCC

Alignment to Mission• How?– Three teams:• Academic HR Team• Administrative HR Team• Employment Services Team

• When? Effective September 1, 2009

WHY GRCC

Alignment to MissionThe Academic HR team

– Here’s the HR support team for the academic mission of the College• Kathy Keating (Exec. Director), Jim Fox, Deb Bryde

(Academic Generalists)– All academic departments are assigned to this team• 57 Academic Departments

– 402 employees (Faculty, Meet and Confer and ESP staff)

• 27 Departments w/ 492 Adjuncts (W09)

– The Academic team will negotiate the GRCC Faculty Contract

Alignment to MissionThe Administrative HR team

– Here’s the HR support team for the administrative support mission of the College• Cathy Wilson (Exec. Director), Jessica Berens (Administrative Support

Generalist)– All administrative support departments are assigned to this team

• 43 Administrative Support Departments– 240 Meet and Confer, Campus Police, CEBA, and ESP Staff.

• Additionally, Cathy Wilson continues to provide leadership for the Student Employment Services. Luanne Wedge and Chris Allen provide student employment for 75 Departments serving 450 student employees

– The administrative support team will negotiate the CEBA, ESP and CP contracts and oversee the Meet and Confer Handbook

WHY GRCC

WHY GRCC

Alignment to Mission• Departments will have a designated point of contact for

their HR support needs. . . . for example: – Recruitment, Hiring and Employment– Employee Relations– Labor Negotiations/Employee Handbook – Contract/Handbook administration– Classifications & Compensation– Retiree Relations– Organizational Planning . . . . . And much, much more!

Alignment to MissionThe Employment Services Team

– Here’s the Employment Services team that will redesign HR systems and processes• Faye Davis (Employment Services Manager), Rachel Paulucci, Lydia

Ventura, Jan Benham (Coordinators)– Cynthia Springer will directly oversee the work of the

Employment Services team. This team will work cross-college and collaboratively to ensure that HR programs are refocused on the academic and administrative HR support needs and to improve customer service, efficiency and accountability.

– 09/10 Process redesign projects:– Decentralized hiring process– Human Capital Report (e-HR data driven decisions)– Compensation/job analysis process– Streamline tuition reimbursement process

WHY GRCC

WHY GRCC

Cynthia SpringerVP for Organizational Development & Human Resources

Cathy WilsonExec. Dir for Administrative

Human Resources

Jessica BerensAdmin Support

Human Resources Generalist

Luanne WedgeAssoc. Dir Student

Employment Services

Chris AllenStudent

Employment

Coordinator

Christine Davis

Educational Support Professio

nal

Kathy KeatingExec. Dir for Academic

Human Resources

Jim FoxAcademic Human

Resources Generalist

Deb BrydeAcademic/Adjunct Human Resources

Generalist

Chris ArnoldDir for Bob & Alecia Woodrick Diversity Learning Center

Tamber MooreManager of

DDS

Diversity Coord

(Vacant)

Jennifer SmithEducational Support

Professional

Stephen WagnerExec. Dir for Org

Learning

Liz TimmerCoord of LA for Faculty & Staff

MB VantilStaff Facilitator

Faye DavisManager of Employment Services and Compliance

Lydia VenturaCoordinator of Employment

Services

Jan BenhamCoordinator of Contingency Employment

Rachel PaulucciHR Data Analyst

WHY GRCC

EfficiencyFocusing the Academic & Administrative Support

teams on:– Expanding HR expertise with greater knowledge of the

department’s needs, perspectives & mission– Greater responsiveness to day-to-day decision making. – Having inter-department conversations about cross-

college workforce needs and consistency of response– Enhanced accountability for ensuring program &

process improvements are aligned to mission– Cross training and development

WHY GRCC

EfficiencyFocusing the Employment Services Team on:– Working cross-college and with the academic and

administrative HR teams – Continual evaluation of HR processes– Evaluating, developing and implementing HR

policies, programs, functions and processes that support the Academic and Administrative HR needs

– Greater accountability for HR improvements that are linked to measurable data driven outcomes

Customer Service• Communicate, Communicate, Communicate

– Communicate with a single point of contact who is accountable for your department’s HR needs

– Quickly identify your dept’s HR Rep.• Web based Find your HR Representative -department List

(right click here to open hyperlink).– Quickly locate information on various HR Topics

• Web based A-Z HR Topics (right click here to open hyperlink).– Increased Internal Customer Satisfaction feedback

• point of contact email, return cards and web surveys• College survey through IRP

– Redesign web site so “Human Resources” is point of entryWHY GRCC

Thank you!Dear Colleagues,

Sustaining the College as “a great place to work and learn” is a personal commitment and the staff in Organizational Development has made a commitment to regularly seek your input on how were doing! (New customer satisfaction survey links have been added to the email signatures of our staff and to our websites).

Your voice is extremely important in understanding how we can improve your overall experience and the service we provide for you. Please right click here to open hyperlink and post your comments. Your comments will be routed directly to Institutional Research and Planning to ensure that your feedback is included in the Internal Customer Service feedback.

My goal is to make certain you can say YES when asked if HR was helpful in addressing and resolving your HR needs.

Cynthia Springer