VISION, MISSION, VALUES

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1 VISION, MISSION, VALUES Vision Statement: Through a combination of best practices and well established strategic partnerships, the Department of Human Resources will recruit, develop, and support the diverse and talented workforce of Armstrong State University. Mission Statement: Our mission is to establish a work environment that fosters a culture of excellence by providing best in practice Human Resource services. We will focus on the personal and professional growth needed by our faculty and staff to cultivate a learning environment that supports the mission of Armstrong State University. We will provide the highest quality customer service to University faculty, staff, and students by constantly seeking to meet or exceed their service expectations. Values Statement: Armstrong State University Department of Human Resources is committed to: 1. The highest ethical and professional standards 2. Focusing on an institutional culture of excellence 3. Excellence in customer service 4. A diverse talented and engaged workforce 5. A workforce trained to fulfill its potential 6. A philosophy of work/life balance 7. Using technology to promote efficiencies where possible Page 1 05/18/2016

2 GOALS Recruitment and Retention Achieve a talented, diverse, and fully engaged team of faculty, staff, and student employees through recruitment, development, recognition, and retention. Leadership and Development Develop a culture of institutional excellence by focusing on personal, professional and leadership development, stabilization planning, excellence in customer service and an emphasis on the highest standards of ethics and integrity through focused training, multidirectional communications, and mentoring. Reward and Recognition Recognize and reward employees through the development of a total compensation, rewards and recognition programs, and performance management programs. Leverage Technology Opportunities and Partnerships Partner with the University System of Georgia/Shared Services Center, university information technology services and other providers/vendors in an effort to leverage technology in ways that will improve our ability to serve the university community. Human Resource Efficiency and Services Improve human resource services through improved customer service, strategically aligned and defined metrics, established workflow and process improvement. Page 2 05/18/2016

3 GOALS, ACTION STEPS AND METRICS 1. Achieve a talented, diverse, and fully engaged team of faculty, staff, and student employees through recruitment, work/life balance, performance management, development, recognition, and retention. Action Step I: Action Step II: Action Step III: Action Step IV: Action Step V: Create and maintain a recruitment plan that focuses on diversity, talent, and a good fit with Armstrong. Develop hiring and recruiting guidelines that focus on best practices to attract and hire the best employees. Identify and develop plans to remediate work / life balance issues. Develop a comprehensive performance management system with established linkages to professional development and total compensation programs. Coordinate the development of programs that focus on the retention of key employees. Page 3 05/18/2016

4 2. Develop a culture of institutional excellence by focusing on personal, professional and leadership development, stabilization planning, excellence in customer service and an emphasis on the highest standards of ethics and integrity through focused training, multidirectional communications, and mentoring. Action Step I: Action Step II: Action Step III: Action Step IV: Create a professional development plan that focuses developing the knowledge, skills and abilities necessary to accomplish the University s goals. Create an organizational stability plan that will provide for the current and future leadership needs of the organization. Create an Excellence in Customer Service initiative that will develop a culture of customer service across the University. Develop current and future leaders through focused training, multidirectional communications and mentoring. Page 4 05/18/2016

5 3. Recognize and reward employees through the development of a total compensation, rewards and recognition and performance management programs. Action Step I: Action Step II: Action Step III: Action Step IV: Action Step V: Develop training plans that focus on the key skills needed to successfully lead a highly motivated and results oriented workforce. Create a rewards and recognition program that motivates and inspires employees and recognizes Armstrong State University as an employer of choice in the community and southeast region. Develop a total compensation program that supports the acquisition and retention of highly skilled leaders. Implement a performance management program that focuses on improving performance and recognizing top performers. Implement and communicate common frameworks for compensation, position evaluation and performance management that streamline, simplify and automate processes and procedures. Page 5 05/18/2016

6 4. Partner with the Armstrong State University Information Technology Division, University System of Georgia/Shared Services Center and other providers/vendors in an effort to leverage technology in ways that will improve our ability to serve the university community. Action Step I: Action Step II: Action Step III: Action Step IV: Proactively engage with USG/SSC, ASU OIT and other providers on technology related projects. Focus on creating/acquiring web based solutions which will improve the efficiency of all Human Resources related functions. Continue implementing technological solutions that accelerate the transition to paperless transactions. Create training programs for technology solutions that support users throughout implementation of applications. Page 6 05/18/2016

7 5. Improve human resource services through increased efficiencies and process improvement. Action Step I: Action Step II: Action Step III: Action Step IV: Action Step V: Develop workflow documentation process for all human resource functions. Develop and maintain communications plan for all human resources initiatives. Create stabilization plans to ensure continuity of business operations. Develop HR dashboards and tracking metrics for all human resources and related operational functions. Actively engage with University System of Georgia leadership, Armstrong leadership, faculty, staff and students as a resource and feedback loop to ensure efficiency and effectiveness of service deliverables. Page 7 05/18/2016

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