Plans for Human Resources >> 2012 - 2013 Human Resources District Program Review >> Objective Priority List

This page is suitable for printing. Just make sure you expand the areas you want printed before you print. You can use your browsers print option.

You can't edit the priorities unless the plan is locked for editing first.

Id Priority Title Details
1.1 1 Hire additional Human Resources Generalist

HR Generalist on-site for more accessibility.

Start Date:
07/01/2013
End Date:
06/30/2014
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

1 - Providing excellent customer service to our clientele. Effectively and consistently communicating information to our clientele

(1)  Improve Human Resources customer services

  • Increase HR Generalists Office Hours at the colleges and District Offices

(2)  Effectively and consistently communicating information to our clientele

  • Publish the monthly HR Newsletter
  • Create ease in access to HR website for employees
Priority Rank:
1
Resource Requests
  • 1.1.r1 - Hiring HR Generalist
    Description

    Cost of adding HR Generalist - Recruitment cost, salary and benefits associated with the position

    Rationale

    In order to provide expanded service

    Resource Type:
    Ongoing
    Expenditure Category:
    Personnel
    First Year Cost/Savings:
    $75,000.00/$0.00
    Second Year Cost/Savings:
    $70,000.00/$0.00
    Third Year Cost/Savings:
    $72,000.00/$0.00
Details
2.3 2 Conduct a salary survey to ensure competitive compensation
Start Date:
07/01/2013
End Date:
06/30/2013
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

2 - Efficiently recruit and hire qualified individuals.

Reduce the cycle time for recruitments

  • Work with the Hiring Manager to set up Screening Committee who will to establish criteria prior to closing date
  • Post the position within 48 hours
Priority Rank:
3
Actions/Activities
  • 2.3.a1 - Steps of Salary Survey

    1. Obtain proposal for a third part review of all salaries and job descriptions for a classification study.

    Start Date:
    07/01/2013
    End Date:
    06/30/2014
    Responsible Person:
    Vice Chancellor, Human Resources
Details
1.2 3 Hire Human Resources Benefits Specialist
Start Date:
07/01/2013
End Date:
06/30/2014
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

1 - Providing excellent customer service to our clientele. Effectively and consistently communicating information to our clientele

(1)  Improve Human Resources customer services

  • Increase HR Generalists Office Hours at the colleges and District Offices

(2)  Effectively and consistently communicating information to our clientele

  • Publish the monthly HR Newsletter
  • Create ease in access to HR website for employees
Priority Rank:
1
Resource Requests
  • 1.2.r1 - Hiring Benefit Specialist
    Description

    Cost of adding HR Benefits Specialist

    Recruitment cost, salary and benefits associated with the position
     

    Rationale

    In order to provide specialized service including administration of benefits, administering unemployment, Manage Leave of Absences and Worker’s Compensation claims, manage the Return to Work program, oversee Health and Wellness Programs.

    Resource Type:
    Ongoing
    Expenditure Category:
    Personnel
    First Year Cost/Savings:
    $75,000.00/$20,000.00
    Second Year Cost/Savings:
    $70,000.00/$30,000.00
    Third Year Cost/Savings:
    $72,000.00/$35,000.00
Details
1.3 4 Hire Employee Relations Specialist
Start Date:
07/01/2013
End Date:
06/30/2014
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

1 - Providing excellent customer service to our clientele. Effectively and consistently communicating information to our clientele

(1)  Improve Human Resources customer services

  • Increase HR Generalists Office Hours at the colleges and District Offices

(2)  Effectively and consistently communicating information to our clientele

  • Publish the monthly HR Newsletter
  • Create ease in access to HR website for employees
Priority Rank:
1
Resource Requests
  • 1.3.r1 - Hiring Employee Relations Specialist
    Description

    Cost of adding HR Employee Relations Specialist

    Recruitment cost, salary and benefits associated with the position
     

    Rationale

    In order to provide specialized service including employee relations, processing grievances, monitoring evaluations, overseeing investigations, and guide management on effective feedback.

    Resource Type:
    Ongoing
    Expenditure Category:
    Personnel
    First Year Cost/Savings:
    $75,000.00/$50,000.00
    Second Year Cost/Savings:
    $70,000.00/$60,000.00
    Third Year Cost/Savings:
    $72,000.00/$70,000.00
Details
5.2 5 Create a Human Resources Standard Operating Procedures Manual

The only cost associated with this objective is the printing cost of approximately $2,000.00

Start Date:
07/01/2013
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

5 - Human Resources Policies and Procedures

(1)  Finalize Human Resources Standard Operating Procedures Manual

  • Review, ensure currency with laws, and implement by Spring 2013

(2)  Update Human Resources Board Policies and Administrative Procedures

  • Review, ensure currency with laws, and implement one Board Policy and Administrative Procedure per quarter
Priority Rank:
2
Actions/Activities
  • 5.2.a1 - Steps to updated policies

    Review, ensure currency with laws, and implement by Spring 2014.

    Review, ensure currency with laws, and implement three Board Policy and
    Administrative Procedure per quarter
     

    Start Date:
    07/01/2013
    End Date:
    06/30/2014
    Responsible Person:
    Vice Chancellor, Human Resources
Resource Requests
  • 5.2.r1 - Procedures Manual and Employee Handbook
    Description

    Printing costs for the Standard Operating Procedures Manual and Employee Handbook.

    Rationale

    In order to distribute the Standard Operating Procedures Manual and Employee Handbook, printing cost will be incurred.

    Resource Type:
    Ongoing
    Expenditure Category:
    Supplies
    First Year Cost/Savings:
    $5,000.00/$0.00
    Second Year Cost/Savings:
    $1,500.00/$3,500.00
    Third Year Cost/Savings:
    $750.00/$4,250.00
Details
4.1 6 Vice Chancellor will review staffing plan with the department. Will ensure that managers are up to date.
Start Date:
07/01/2013
End Date:
06/30/2013
Responsible Person:
Vice Chancellor
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

4 - Maintain and enhance the District Long Range Staffing Plan

Ongoing review of the Long Range Staffing Plan.  Updates submitted April 2011.

Priority Rank:
5
Details
5.1 7 Update Human Resources Board Policies and Administrative Procedures
Start Date:
07/01/2013
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources & Employee Relations
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

5 - Human Resources Policies and Procedures

(1)  Finalize Human Resources Standard Operating Procedures Manual

  • Review, ensure currency with laws, and implement by Spring 2013

(2)  Update Human Resources Board Policies and Administrative Procedures

  • Review, ensure currency with laws, and implement one Board Policy and Administrative Procedure per quarter
Priority Rank:
2
Details
2.1 8 Reduce the cycle time for recruitments

This goal and objective is ongoing to improve HR employment services.

Start Date:
07/01/2013
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

2 - Efficiently recruit and hire qualified individuals.

Reduce the cycle time for recruitments

  • Work with the Hiring Manager to set up Screening Committee who will to establish criteria prior to closing date
  • Post the position within 48 hours
Priority Rank:
3
Actions/Activities
  • 2.1.a1 - Steps to reduce cyle time

    1. Post the position within 48 hours of final approval from Vice Chancellor
    2. Work with the Hiring Manager to set up Screening Committee with appropriate representation to be ready in time for meetings
    3. Plan and project timeline of total recruitment process and share with hiring manager
     

    Start Date:
    07/01/2013
    End Date:
    06/30/2015
    Responsible Person:
    Vice Chancellor, Human Resources
Details
1.4 9 Effectively and consistently communicating information to our clientele

(1)  Enhance the HR Newsletter publication.

(2)  Enhance the HR website for accessibility.

Start Date:
07/01/2013
End Date:
06/30/2015
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

1 - Providing excellent customer service to our clientele. Effectively and consistently communicating information to our clientele

(1)  Improve Human Resources customer services

  • Increase HR Generalists Office Hours at the colleges and District Offices

(2)  Effectively and consistently communicating information to our clientele

  • Publish the monthly HR Newsletter
  • Create ease in access to HR website for employees
Priority Rank:
1
Resource Requests
  • 1.4.r1 - Costs of using Social Media
    Description

    Implement various forms of Social Media

    Explore uses of Facebook, Twitter, Four-Square, LinkedIn
     

    Rationale

    To improve and expand methods of communication

    Resource Type:
    Ongoing
    Expenditure Category:
    Other
    First Year Cost/Savings:
    $5,000.00/$0.00
    Second Year Cost/Savings:
    $5,000.00/$0.00
    Third Year Cost/Savings:
    $5,000.00/$0.00
  • 1.4.r2 - Costs of implementing internal wiki
    Description

    Introduce Wiki for district communication

    Cost for implementing Wiki
     

    Rationale

    Improve communication to the district and keep information updated timely and with more ease.

    Resource Type:
    Ongoing
    Expenditure Category:
    Personnel
    First Year Cost/Savings:
    $2,000.00/$0.00
    Second Year Cost/Savings:
    $500.00/$0.00
    Third Year Cost/Savings:
    $500.00/$0.00
Details
6.1 10 Conduct a Training Needs Assessment with assistance from Environmental, Health and Safety Administrator

Develop and conduct a training needs assessment through SNAP to determine the kinds/types of trainings needed by mangers and classified employees.  Work with Research & Planning Department to develop the assessment tool.

Start Date:
07/01/2013
End Date:
06/30/2014
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

6 - Enhance the District's Training Program

(1)  Conduct a Training Needs Assesment to determine what kind of training is need.

(2)  Develop a training program for managers and classified employees.

(3)  Conduct all mandatory trainings.

(4)  Develop a training or workshop evaluation tool.

(5)  Explore new training methods and technology.

Priority Rank:
6
Details
6.2 11 Develop a training program for managers and classified employees.

Develop a training program based on the results of the Training Needs Assessment.

Start Date:
01/01/2014
End Date:
06/30/2016
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

6 - Enhance the District's Training Program

(1)  Conduct a Training Needs Assesment to determine what kind of training is need.

(2)  Develop a training program for managers and classified employees.

(3)  Conduct all mandatory trainings.

(4)  Develop a training or workshop evaluation tool.

(5)  Explore new training methods and technology.

Priority Rank:
6
Details
3.1 12 Reduce the number of worker's compensation claims files

This is an ongoing goal and objective to promote safety awareness and trainings.

Start Date:
07/01/2012
End Date:
06/30/2013
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

3 - Ensure a safe and healthy working environment

(1)  Reduce the number of worker's compensation claims filed

  • Promote training and safe working habits

(2)  Develop a health and wellness program

  • Promote a healthy lifestyle to increase work-life wellness and reduce utilization of health insurance cost.
Priority Rank:
4
Actions/Activities
  • 3.1.a1 - Steps to reduce work comp claims filed

    o Promote training and safe working habits
    o Implement a Return to Work Program
    o Conduct additional Safety Training to guide managers through claim prevention
     

    Start Date:
    07/01/2013
    End Date:
    06/30/2015
    Responsible Person:
    Vice Chancellor, Human Resources
Resource Requests
  • 3.1.r1 - Cost of reducing work comp claims
    Description

    Cost of Training

    Rationale

    In order to provide necessary training and programmatic activities in promoting a health work environment and lifestyle, costs of hiring the Benefits Specialist would suffice for this action. Costs would be the same as cost of hiring Benefits Specialist.

    Resource Type:
    Ongoing
    Expenditure Category:
    Personnel
    First Year Cost/Savings:
    $75,000.00/$20,000.00
    Second Year Cost/Savings:
    $70,000.00/$30,000.00
    Third Year Cost/Savings:
    $72,000.00/$35,000.00
Details
5.3 13 Develop Employee Handbook

Draft handbook for managers, classifieds and short-term/hourly.

Start Date:
07/01/2011
End Date:
12/31/2012
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

5 - Human Resources Policies and Procedures

(1)  Finalize Human Resources Standard Operating Procedures Manual

  • Review, ensure currency with laws, and implement by Spring 2013

(2)  Update Human Resources Board Policies and Administrative Procedures

  • Review, ensure currency with laws, and implement one Board Policy and Administrative Procedure per quarter
Priority Rank:
2
Details
2.2 14 Revisit a Mentoring Program for New Hires

Mentoring program was developed.  Implementation of the program ongoing.

Start Date:
07/01/2013
End Date:
06/30/2014
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

2 - Efficiently recruit and hire qualified individuals.

Reduce the cycle time for recruitments

  • Work with the Hiring Manager to set up Screening Committee who will to establish criteria prior to closing date
  • Post the position within 48 hours
Priority Rank:
3
Actions/Activities
  • 2.2.a1 - Steps to revisit mentor program


    o Research successful mentorship programs
     

    Start Date:
    07/01/2013
    End Date:
    06/30/2014
    Responsible Person:
    Vice Chancellor, Human Resources
Details
3.2 15 Develop a Health and Wellness Program

Health & Wellness program currently being developed.

Start Date:
07/01/2011
End Date:
06/30/2012
Responsible Person:
Vice Chancellor, Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

3 - Ensure a safe and healthy working environment

(1)  Reduce the number of worker's compensation claims filed

  • Promote training and safe working habits

(2)  Develop a health and wellness program

  • Promote a healthy lifestyle to increase work-life wellness and reduce utilization of health insurance cost.
Priority Rank:
4
Resource Requests
  • 3.2.r1 - Costs of Implementing Training for Health and Wellness
    Description

    o Promote a healthy lifestyle to increase work-life wellness and reduce utilization of health insurance cost.
    o Use all available resources to encourage participation in a work-life wellness program
     

    Rationale

    In order to provide necessary training and programmatic activities in promoting a health work environment and lifestyle, costs of hiring the Benefits Specialist would suffice for this action.   Cost will be incurred with bringing on a HR Benefits Specialst.

    Resource Type:
    Ongoing
    Expenditure Category:
    Personnel
    First Year Cost/Savings:
    $75,000.00/$20,000.00
    Second Year Cost/Savings:
    $70,000.00/$30,000.00
    Third Year Cost/Savings:
    $72,000.00/$35,000.00
Details
3.3 16 Provide District issued identification cards to all faculty, staff and administration.
Start Date:
04/29/2013
End Date:
04/30/2016
Responsible Person:
Vice Chancellor Human Resources
Strategic Direction:
None
Impact Type:
-- Pick One --
Goal

3 - Ensure a safe and healthy working environment

(1)  Reduce the number of worker's compensation claims filed

  • Promote training and safe working habits

(2)  Develop a health and wellness program

  • Promote a healthy lifestyle to increase work-life wellness and reduce utilization of health insurance cost.
Priority Rank:
4
Resource Requests
  • 3.3.r1 - Initial purchase of supplies & equipment
    Description

    Purchase of hardware, software and supplies for initial issuance and ongoing maintenance.

    Rationale

    Provide a consistent method to ensure individuals are employees of the District to add a necessary measure of safety at all District sites.

    Resource Type:
    Ongoing
    Expenditure Category:
    Equipment
    First Year Cost/Savings:
    $35,000.00/$0.00
    Second Year Cost/Savings:
    $7,500.00/$0.00
    Third Year Cost/Savings:
    $7,500.00/$0.00
Details