Goal 3 | Controller's Office

Goal 3: Recruit, develop, motivate and retain a qualified and diverse work force that will create a welcoming, collaborative, accountable and sustainable work environment in the Controller's Office.

The Controller’s Office will focus on its most important asset, our people. The long term success of our organization and the University are best served by actively engaging our employees and aligning their job satisfaction, career objectives and development with the goals of the University. Our efforts and objectives will include identifying, designing and implementing programs and metrics that will enhance diversity, recruitment, development, retention and succession planning initiatives. These efforts will necessarily be tailored to the specific plans and needs of the Controller's Office work force while being guided by and grounded in the development of an institution-wide human resources plan, including the University’s new performance management program and the roll out of a new HRIS.

SUPPORTING OBJECTIVES:

Establish standardized recruitment and selection guidelines to ensure a qualified and diverse applicant pool and consistent hiring practices.

Tasks For Success:
Status Task
Ongoing Symbol Review recruiting processes to establish better metrics to ensure a more diverse and better qualified applicant pool using realistic salary bands, better job descriptions, and databases to get the right person for the right job.  
Ongoing Create and implement an accountable hiring process through guidelines, tools and training to achieve a qualified and diverse workforce.

Task Metrics

  • Collect and review already established processes and best practices to create guidelines and tools. [COMPLETED]
  • Monitor OHRs efforts through CORED and F&B Diversity & Inclusion Strategic Priority Team and implement recommendations (i.e., Diversity Talent Bank and metrics). [ONGOING]
  • Develop required training programs (i.e., hiring committees and leadership). [COMPLETED]
  • Develop metrics to monitor progress and ensure accountability. [IN PROGRESS]
Ongoing Symbol

Create a recruitment marketing strategy for targeted positions and jobs.

Not started Examine existing paid internship programs for students and make recommendations that enhance the unit’s recruitment of students/interns so that it provides the unit a pipeline of talent. 
not in progress sign Provide hiring committees with the tools and checklists to meet these guidelines as a means of accountability.
No longer applicable Establish recruitment selection guidelines to ensure qualified and diverse applicants are being considered. Review and analyze hiring practices.

completion of task checkmark  = Completed  |  in progress checkmark = In Progress | Ongoing Symbol= Ongoing

 not in progress sign = No Longer Applicable |  = Not Started

Develop standards for professional development to include diversity and inclusion training programs.

Tasks For Success:
Status Task
Not Started Develop standards for development and training hours.  
Completed checkmark

Create clear guidelines and transparent processes that support timely constructive feedback leading to a robust and effective performance review.

not started

Create specific professional development plans for each job type to include mandatory supervision, conflict management and ethical training for supervisors and managers to reinforce an environment of equity, accountability and employee development. 

not started Create specific professional development plans for each job type to include cross-training initiatives within the department.  Align these efforts with business processes transformation and new enterprise systems implementation.  
not started Develop a Department open house program among Corporate Controller departments to allow employees to learn the challenges and opportunities faced by other units. 
Not Started Develop a process to encourage employees to sign up and take training offered by the Center for Workplace Learning and Performance (CWLP), Lynda, Skillport, etc. and recognize them for the accomplishment / completion.
not started Increased metrics, such as productivity (i.e., numbers of claims processed, etc.), identify accomplishments, milestones reached and document these in a report as a motivational tool.  When possible tie this information to an individual's performance evaluation and development plan.  
not started Develop clear career paths and create guidelines to reach those paths.  

completion of task checkmark  = Completed  |  in progress checkmark = In Progress | Ongoing Symbol= Ongoing

 not in progress sign = No Longer Applicable |  = Not Started

Promote a positive and supportive work environment that motivates employees through inclusion, recognition, respect, and fairness.

Tasks For Success:
Status Task
Ongoing Create opportunities for collaborative and engaging efforts for staff that support and sustain our ongoing strategic efforts.
Completed

Create a Staff Advisory Council to ensure employees have a voice in support of creating a welcoming environment, recognizing excellent employees, sustainability and retention without fear of retaliation.

Ongoing Symbol

Review employee recognition processes and programs. Increase employee and team recognition with thank you notes, additional types of recognition, and awards.

not started

Develop, revise, and establish policies or guidelines that encourage a culture of flexibility and enhance the employee's work-life balance.

In Progress Establish and implement an onboarding process that ensures a welcoming, inclusive, and supportive environment conducive to employee success.
Encourage MEET members to spend some time with new underrepresented employees to assist them with feeling comfortable and welcome.
Establish a sponsor program assigning “sponsors” to employees new to the University and the community.
not in progress sign Develop onboarding processes that create a welcoming and comfortable environment.
not in progress sign Create a positive and welcoming work environment in Corporate Controller’s office by promoting inclusion, respect, and fairness among all employees. 

completion of task checkmark  = Completed  |  in progress checkmark = In Progress | Ongoing Symbol= Ongoing

 not in progress sign = No Longer Applicable |  = Not Started

Develop sustainable practices that result in retaining a highly qualified and diverse workforce.

Tasks For Success:
Status Task
not started

Promote a culture of flexibility and work-life balance that mutually benefits and correlates with the needs of both parties by focusing on the workforce and giving people the appropriate resources, tools, and management support to ensure success.

not started Engage staff in their professional development and in the unit’s succession planning efforts after establishing a transparent process to identify, prepare and mentor employees for succession.  

completion of task checkmark  = Completed  |  in progress checkmark = In Progress | Ongoing Symbol= Ongoing

 not in progress sign = No Longer Applicable |  = Not Started

Foster a global awareness that values and explores our cultures, backgrounds and experiences.

Tasks For Success:
Status Task
Ongoing Symbol

Develop programs that expand the unit’s exposure to various cultures and customs.

Ongoing Symbol Continue to initiate activities/events that promote diverse thinking and cultural competency among all employees and providing a means to value and explore our cultures.

Task Metrics

completion of task checkmark  = Completed  |  in progress checkmark = In Progress | Ongoing Symbol= Ongoing

 not in progress sign = No Longer Applicable |  = Not Started

Last Updated:

February 2016 -- Realign tasks and goals; update progress.