Using metrics and data is vital to make informed HR policy decisions and to measure the impact of those decisions. In the future, employees will be required to provide their unit-approved remote work location and agree to remote work agreement terms, and units will confirm and approve the frequency of remote work, in a central repository. The addition of work location and modes of work categories to the workforce demographics already in place will enhance decision-making for policies and practices that help the university continue to be a top workplace.   

The university collects data about the workforce throughout the employee lifecycle, beginning with job postings and continuing through termination or retirement. These data are particularly important for the future as we seek to ensure that workplace flexibility and modality enhance the university’s ability to be a desirable place to work. This will be done by monitoring five key measures of success:

•  Turnover
• Recruitment success
• Career progression
• Supportive tools and engagement for employees 
• Supportive tools and resources for leaders