Goal 1. Develop leading practices in the recruitment, retention and development of outstanding faculty and staff.

Renewed focus on a clear strategic goal led to the development of a new Career Services website, conceived by the Voices of the Staff Career Development Network. Whether planning your own career or helping others plan their development, the site offers a wealth of information including career self-assessment, University resources, job search tools and career planning information and resources. Currently in pilot testing, the new U-M Career Services website will become available University-wide this fall.

Because we know high-achieving individuals make great workplaces succeed, we have also launched a new website devoted to Performance Management. Use this site to discover how performance management techniques can enhance professional growth and development at the individual and unit level, as well as promote best practices and build capabilities organization-wide. The  tools and strategies presented are designed around our organizational competencies and will help reinforce our strength as an exceptional teaching, research and service institution.

For complete updates on Goal 1 progress.

Goal 2. Build human resources skills, competencies and expertise to advance University goals.

Work to reshape and revitalize the HR Academy is well underway, and a series of focus groups, peer interviews and leadership meetings have taken place to ensure our new curriculum will serve the needs of the University and the interests of HR practitioners on all of our campuses. As the foundation of the new curriculum is solidified, we will develop a new HR Academy website to provide progress and ongoing communications, and the site will later become the online home of the new Academy and  a source for information on HR-specific training, development and community.

For complete updates on Goal 2 progress.

Goal 3. Increase HR contribution to the success of the University of Michigan through business intelligence.

The HR Metrics tool became broadly available to unit HR personnel and data warehouse users who want a simple tool for analyzing complex HR information.  It is also used by people who have to complete various organizational surveys, grant/research applications, and budget planning personnel.
It allows you to pose questions such as:

• Is my turnover rate higher or lower than other units?
• How does my unit’s average salary for my job codes compare to others?
• Am I properly staffed?  What is my Faculty/Staff ratio compared to others?
• How diverse is my workforce?
• How many of my staff/managers are going to retire?
• Do I have career-paths within my units: external vs. internal hire rates?

Features of the tool include the ability to export data to Excel as well as create and save your own reports.

For more information on HR Metrics, visit www.hr.umich.edu/hrris/reports/metrics.html

Goal 4. Support and promote the health and well-being of the University of Michigan community so individuals and the organization thrive.

Success in this area requires attention to both the health care we receive and the lifestyles we choose. Our work has included both reexamining our plans and contributions, as well as working to promote healthy living options and education.

When it comes to our plans, we conducted a competitive bid process for a new dental administrator and chose Delta Dental, effective January 2009. We examined our prescription drug plan and set new tiered co-payments for 2009 that require greater contribution from employees when they choose preferred band name medications and reduces copays for those who utilize generic equivalents so the individual saves money as the University saves. And a new long-term care plan from John Hancock was offered to all University employees.

Our flagship health and wellness initiative, MHealthy, launched the new Understanding U mental and emotional health campaign and expanded the Good Choice healthy eating initiative into dining halls and catering operations. Active U kept more than 10,000 faculty, staff and graduate students moving, while more than 100 managers learned how to keep their teams better protected and more engaged by participating in MHealthy management training on health and safety.

For complete updates on Goal 4 progress.

Goal 5. Foster and maintain a work and learning environment that is inclusive, welcoming and supportive, and is free from discrimination.

The need-based U-M Emergency Hardship Program began pilot testing in Business & Finance and provided donated funds to staff in emergency situations after clearing an interview and application process. This exciting new program will become available University wide by early 2009 and provides a framework for community members to help community members in need. Donations from U-M faculty and staff will help support a need-based program for the temporary financial hardship that can arise from personal emergencies.

For complete updates on Goal 5 progress.

Goal 6. Enhance HR processes, systems and infrastructure to provide high levels of efficiency, quality and cost-effectiveness.

In partnership with University Human Resources, Michigan Administrative Information Services (MAIS) upgraded the human resource management system to PeopleSoft version 9 in June. That massive undertaking occurred on schedule and allowed a host of new functionality and more contemporary user interfaces. PeoplePay eliminated the Form G and allowed for a simple online questionnaire to guide users to the right payment method, and another new website  was launched to provide easier access to the updated Academic Appointments Manual.

For complete updates on Goal 6 progress.