Program Review Report for Fall 2016 Human Resources. Review Questions

Transcription

1 Page 1 of 10 for Fall 2016 Human Resources Review Year Review Type Admin Unit Review Admin Unit Human Resources Review Status Active Review Questions UNIT DIALOGUE: Program Review and Annual Planning is a process in which all members of a unit engage. Through what methods have you reached out to all members of your unit and engaged in that dialogue for this year's Annual Plan or Program Review? Through staff meetings the HR department has engaged in discussions of HR's review of the last year, planned future objectives, and resource needs. Each unit regularly updates data elements for unit supervisors to assess data trends and analyses internal and external factors affecting the department. UNIT DESCRIPTION: Provide a description of your unit's programs and services and their locations. (*ANSWER ONLY FOR 3-YEAR PROGRAM REVIEW*) DATA TRENDS - SELECTED: Provide an analysis of your unit's data trends for selected college-wide data-informed conversations. (*ANSWER ONLY FOR 3-YEAR PROGRAM REVIEW*) DATA TRENDS - OTHER: Provide an analysis of any additional data or internal or external factors affecting your department since the last program review. (*ANSWER ONLY FOR 3-YEAR PROGRAM REVIEW*) PROGRESS - RESOURCE LINKED: If your department received resources as a result of recent program reviews, summarize unit progress that resulted from these resources. (*ANSWER ONLY FOR 3-YEAR PROGRAM REVIEW*) PROGRESS - OTHER: Summarize your department's progress to date on the major planning objectives identified in the last program review (excluding progress already cited in the resource-linked progress question). (*ANSWER ONLY FOR 3-YEAR PROGRAM REVIEW*) PLANNING: After analyzing your data trends and evaluating the progress you've made over the last year and how well you are meeting your unit outcomes, indicate your department s major planning objectives for next year ( ). (*ANSWER ONLY FOR 3-YEAR PROGRAM REVIEW*) Assessment Currency

2 Page 2 of 10 According to the CCSF Assessment Plan, outcomes are assessed for services and programs and courses at least once every 3 years. Please comment on how you are currently satisfying this 3-year benchmark. This is required at the 3-year review. Resource Requests Staff Request Sr Personnel Clerk Item Description Requesting a Sr. Personnel Clerk to perform specialized clerical duties of a difficult and specialized nature, including compiling and analyzing data for reports supporting the personnel functions of the various HR units. Type of request Classified staff Approximate Costs $ Type(s) of Funding District (U) This request is a high priority to ensure/meet Health and Safety requirements: No This request is necessary to meet local, state, federal mandates, or to meet requirements for program-specific accreditation: Yes May prepare personnel reports for compliance of federal, local, and state regulations, i.e. Department of Labor, California Community College Chancellor's Office, City and County SF Department of Human Resources, etc. Primary Board Priority Fall 2016: [Accreditation] Secondary Board Priority Fall 2016: [Communication] Primary link to Approved college plan Educational Master Plan Goal 2: Transform and sustain College infrastructure. Secondary link to Approved college plan Link to Institutional accreditation requirements Standard III.A.2 - The institution has a sufficient number of staff...with appropriate preparation and experience to provide the administrative services necessary to support the institution's mission and purpose.

3 Page 3 of 10 Link to Your Unit Planning Objectives Provide services and ensure policy compliance toward the retention of employees and support a positive and productive work environment. Deliver HR services, programs and communications to our current employees and retirees. Review and work on improving the efficiency and effectiveness of HR systems, processes, and practices. Link to Learning, Service, and/or Program Outcomes (i.e. Outcome Statements) Provide support to HR unit supervisors in policy compliance, compiling and analyzing personnel-related data to support informed decision making. Supplementary links to Outcome Assessments Clear Plan for Evaluation after Implementation Assess increased delivery and efficiency of services and workflow in unit planning and program review Extent of Benefit Departmental and District-wide Operational Necessity The HR unit supervisors require specialized clerical support in the implementation of new MOU employee benefits in the areas of: compensation, medical benefits, leaves management, retirement, and hiring workflows. This resource request depends on the following other requests 1406 Senior Clerk Item Description Requesting a 1406 Senior Clerk position Type of request Classified staff Approximate Costs $ Type(s) of Funding District (U)

4 Page 4 of 10 This request is a high priority to ensure/meet Health and Safety requirements: No This request is necessary to meet local, state, federal mandates, or to meet requirements for program-specific accreditation: Yes This position assists with preparing and maintaining a variety of reports that are required to ensure compliance with local, state, and federal laws. Primary Board Priority Fall 2016: [Accreditation] Secondary Board Priority Fall 2016: [Communication] Primary link to Approved college plan Educational Master Plan Goal 2: Transform and sustain College infrastructure. Secondary link to Approved college plan Technology Plan Goal 3: Foster effective and transformative uses of technology. Link to Institutional accreditation requirements Standard III.A.2 The institution has a sufficient number of staff...with appropriate preparation and experience to provide the administrative services necessary to support the institution's mission and purposes. Link to Your Unit Planning Objectives Deliver HR services, programs and communications to our current and prospective employees and retirees. Review and work on improving the efficiency and effectiveness of HR systems, processes and practices. Link to Learning, Service, and/or Program Outcomes (i.e. Outcome Statements) Provide specialized and responsible clerical support to unit supervisors in the delivery of services to current employees in the areas of leaves management, general personnel-related inquiries and general services functions such as: verification of employments, unemployment claims processing, assignment history card posting, etc.. Supplementary links to Outcome Assessments Clear Plan for Evaluation after Implementation Assess increased timeliness and efficiency of workflows through the unit planning and assessment process and through the program review process. Extent of Benefit

5 Page 5 of 10 Departmental, District-wide, and externally (prospective applicants, City and County of SF, Department of Human Resources) Operational Necessity Support unit supervisors in the complex implementation of new laws and regulations as well as the implementation of new, updated, and revised MOUs. This resource request depends on the following other requests Upgrade & Implement PeopleAdmin Applicant Tracking System Item Description Implement the upgraded PeopleAdmin Applicant tracking system to provide a competitive, improved, and user-friendly experience for our applicants and to improve internal hiring workflows, interface and reporting functionality. Type of request Information Technology (IT) - Hardware and Software Approximate Costs $ Type(s) of Funding District (U) This request is a high priority to ensure/meet Health and Safety requirements: No This request is necessary to meet local, state, federal mandates, or to meet requirements for program-specific accreditation: Yes The PeopleAdmin Applicant Tracking Module has proven to be a robust solution to supporting our recruitment and hiring processes. Accreditation - Standard III.A. Human Resources The institution assures the integrity and quality of its programs and services by employing personnel who are qualified by appropriate education, training, and experience to provide and support these programs and services. Primary Board Priority Fall 2016: [Accreditation] Secondary Board Priority Fall 2016: [Communication] Primary link to Approved college plan Educational Master Plan Goal 2: Transform and sustain College infrastructure.

6 Page 6 of 10 Secondary link to Approved college plan Technology Plan Goal 3: Foster effective and transformative uses of technology. Link to Institutional accreditation requirements Standard III.A.2 - The institution has a sufficient number of staff...with appropriate preparation and experience to provide the administrative services necessary to support the institution's mission and purpose. Link to Your Unit Planning Objectives Afford prospective applicants a user-friendly experience in the application process. Provide a quality updated system for our internal users, HR staff, Department Chairs, Search Committee members, etc. to facilitate and support the hiring processes workflow. Link to Learning, Service, and/or Program Outcomes (i.e. Outcome Statements) Supplementary links to Outcome Assessments Clear Plan for Evaluation after Implementation Assess satisfaction with the improved PeopleAdmin Applicant Tracking experience through internal and external system surveys. Include outcomes in future Program Review reports. Extent of Benefit Departmental, District-wide, and external to prospective applicants. Operational Necessity To deliver customer service to our prospective applicants and internal users. The current version, implemented in 2008, is outdated and we experience and receive complaints with the delivery and user interface. Users encounter troubleshooting problems with software to hardware compatibility. This resource request depends on the following other requests Item/Project Name: Staff Request Sr Personnel Clerk Item Description: Requesting a Sr. Personnel Clerk to perform specialized clerical duties of a difficult and specialized nature, including compiling and analyzing data for reports supporting the personnel functions of the various HR units. Resource Type: Classified staff Item/Project Name: 1406 Senior Clerk Item Description: Requesting a 1406 Senior Clerk position Resource Type: Classified staff Item/Project Name: Employee Training Item Description: Provide employee training on new local, state, and federal regulations, laws, ordinances and compliance in all personnel-related areas such as labor laws, employment, leaves, benefits, recruitment, etc.

7 Page 7 of 10 Resource Type: Professional Development Implement a New Employee Onboarding System Item Description Implement a new employee Onboarding System. Type of request Information Technology (IT) - Hardware and Software Approximate Costs $ Type(s) of Funding District (U) This request is a high priority to ensure/meet Health and Safety requirements: No This request is necessary to meet local, state, federal mandates, or to meet requirements for program-specific accreditation: No Primary Board Priority Fall 2016: [Accreditation] Secondary Board Priority Primary link to Approved college plan Educational Master Plan Goal 2: Transform and sustain College infrastructure. Secondary link to Approved college plan Technology Plan Goal 3: Foster effective and transformative uses of technology. Link to Institutional accreditation requirements Standard III.A.2 The institution has a sufficient number of staff...with appropriate preparation and experience to provide the administrative services necessary to support the institution's mission and purposes. Link to Your Unit Planning Objectives Automate the onboarding process and provide automated orientation sessions/materials. Review and work on improving the efficiency and effectiveness of HR systems, processes and practices Link to Learning, Service, and/or Program Outcomes (i.e. Outcome Statements)

8 Page 8 of 10 New hires will onboard and receive new hire documents/paperwork. Supplementary links to Outcome Assessments Clear Plan for Evaluation after Implementation Perform a comparison analysis assessing the efficiency and effectiveness of an automated onboarding process to the current workflow. Extent of Benefit Easy-to-use employee portal that welcomes new hires with easy to complete and maintain online onboarding programs. Ensure consistency and process adherence when employees join the District. Provide user-friendly reports and monitor progress with onboard reporting functionality. Provide an automated onboarding system workflow that affords clear communication and statuses to hiring department chairs/supervisors. Operational Necessity Improve the timeliness and efficiency of the current onboarding process by monitoring every facet of the process and workflow while providing new employees easy access to the required forms, files and information needed for employment with the SFCCD. This resource request depends on the following other requests Item/Project Name: Staff Request Sr Personnel Clerk Item Description: Requesting a Sr. Personnel Clerk to perform specialized clerical duties of a difficult and specialized nature, including compiling and analyzing data for reports supporting the personnel functions of the various HR units. Resource Type: Classified staff Item/Project Name: 1406 Senior Clerk Item Description: Requesting a 1406 Senior Clerk position Resource Type: Classified staff Item/Project Name: Employee Training Item Description: Provide employee training on new local, state, and federal regulations, laws, ordinances and compliance in all personnel-related areas such as labor laws, employment, leaves, benefits, recruitment, etc. Resource Type: Professional Development Employee Training Item Description Provide employee training on new local, state, and federal regulations, laws, ordinances and compliance in all personnel-related areas such as labor laws, employment, leaves, benefits, recruitment, etc.

9 Page 9 of 10 Type of request Professional Development Approximate Costs $ Type(s) of Funding Other Grant 100% This request is a high priority to ensure/meet Health and Safety requirements: Yes Training required in applicable personnel-related areas that overlap with Risk Management. This request is necessary to meet local, state, federal mandates, or to meet requirements for program-specific accreditation: Yes Training required to meet compliance reporting to agencies such as the Department of Labor,the Civil Service Merit System, and through HR specific training organizations such as ACHRO and SHRM in the areas of local, state, and federal laws governing labor laws and employment. Primary Board Priority Fall 2016: [Accreditation] Secondary Board Priority Primary link to Approved college plan Educational Master Plan Goal 3: Provide new and expanded opportunities for organizational development and effective innovation. Secondary link to Approved college plan Link to Institutional accreditation requirements Standard III.A.9 The institution has a sufficient number of staff with appropriate qualifications to support the effective educational, technological, physical, and administrative operations of the institution. Standard III.A.14 The institution plans for and provides all personnel with appropriate opportunities for continued professional development, consistent with the institutional mission and based on evolving pedagogy, technology, and learning needs. Link to Your Unit Planning Objectives Provide services and ensure policy compliance toward the retention of employees and provide a positive and productive working environment. Deliver HR services, programs, and communications to our current employees. Review and work on improving the efficiency and effectiveness of HR systems, processes and practices.

10 Page 10 of 10 Link to Learning, Service, and/or Program Outcomes (i.e. Outcome Statements) Current CCSF employees who receive services from us will be able to: receive support for leaves; receive support in planning for, applying for, and beginning retirement; review individual employment and salary history. CCSF supervisors who receive services from us will be able to: Gather pertinent HR-related data to support informed decision making. Ensure compliance with state and federal laws by easily accessing accurate policies and procedures. Supplementary links to Outcome Assessments Clear Plan for Evaluation after Implementation Departmental Evaluation survey. Extent of Benefit Departmental and District-wide. Operational Necessity Knowledge and currency in ensuring policy compliance and knowledge of local, state and federal laws that govern employment and labor laws is required of HR personnel. This resource request depends on the following other requests Attached Files None