Transcript Human Resources Transformation Project

The Catholic University
of America
Human Resources
Realignment Project
President’s Council
October 8, 2002
Institutional Assets
 Fiscal
 Physical
 Technological
 Human
Value of
Human Capital
 Education is a Service Industry
 Service Industries are Dependent on the
Quality of Their Employees
 Employees are the University’s Most Critical
Asset
 Both Faculty and Staff Ensure the University’s
Success in Fulfilling its Mission and Strategic
Plan
Impact of Human Capital
on the Strategic Plan
 Pillar 1: Administrators, Faculty and Staff
Dedicated to the University’s Mission Will
Enable CUA to Excel as a Leader in Catholic
Higher Education
 Pillar 2: A “First-Rate” Faculty of Scholars,
Along with an Excellent Support Staff, Will
Allow the University to Achieve Excellence in
Graduate Research
 Pillar 3: A Quality Faculty and Staff Will
Foster Excellence in Teaching and Learning,
Both Inside and Outside the Classroom
Cost of Human Capital
 Employees Represent the University’s
Largest Expense Item:

65% of Total FY 2003 Operating Budget
 Employment Related Matters Represent
the Largest Risk to the University
How Can CUA Maximize its Human
Capital While Controlling the Cost?
Institutional Efforts
 Develop its Human Capital

Recruit and Hire High Quality Faculty and
Staff
 Select Employees Who Support CUA’s
Mission
 Cultivate its Human Capital

Provide a Safe Working Environment
 Offer Employee Development Programs
 Teach Managers to Encourage and
Promote Innovation and Creativity
Institutional Efforts (Cont.)
 Invest-In its Human Capital

Provide a Fair Compensation Structure
 Offer Competitive Benefits Program
 Develop and Promote Creative Reward
Programs
 Manage its Human Capital

Control Hiring\Payroll Costs
 Manage Benefit Programs
 Ensure Compliance with Federal and D.C.
Employment Regulations
Employment Cycle
Develop
Total
Compensation
Strategy
Recruitment
Efforts
CUA
Cultivate
Invest
Training Programs
Common Goals
Attractive Culture
How Can CUA Develop, Cultivate,
Invest-In and Manage Its Human
Capital?
Project Goals
 Develop a Philosophy for the Management of
Human Capital at CUA
 Define the Operating Principles for the Human
Resources Office in Support of the University’s
Strategic Plan
 Promote Prompt, Courteous and Professional
Services to Constituents of the HR Office:



President and Vice Presidents
Campus Departments
Employees
Project Goals (cont.)
 Improve Operating Efficiencies by Automating
HR Processes
 Institute an Equitable Compensation Program
Consistent with CUA’s Funding Ability
 Enable Manager and Employee Self-
Sufficiency Through the Secure Distribution of
Information
Project Steps
 Define the University’s Philosophy for
Managing Human Capital
 Define the Office of Human Resources’ Role
in Support of the Institutional Philosophy
 Redesign HR Processes
 Design, Develop and Implement a Staff
Compensation Program
Project Steps (cont.)
 Identify and Implement “Quick Wins”
 Develop a New Organization Structure for HR
to Support Redesigned Processes and
Strategic Roles
 Implement the PeopleSoft Human Resources
System
Operating Principals
by Functional Areas
 Employment
 Employee Orientation & Communications
 Compensation
 Benefits
 Training and Development
 Organizational Development
 Employee Relations
 Labor Relations
Project Organization
 Process Redesign Effort
 Dave
Maddox (Consultant)
 Committee of 10 - 15 Members
 Staff Compensation Program
 Mercer
(Consultant)
 Analysis Team of 5 - 10 Members
Process Redesign Committee
(Proposed)







Charles Mann, Associate VP (Chair)
Barbara Coughlin, Dir., Human Resources
Craig Parker, General Counsel
Frank Persico – Vice President & Chief of
Staff
Kevin Forbes, Business & Economics Chair
Sara Thompson – Dean, Metropolitan College
Peter Cimbolic – Vice Provost & Dean of
Graduate Studies
Process Redesign Committee
(Proposed)
 Michael Kanne – Assoc. Dean, Law School
 Zia Mafaher – Director, CPIT
 Michelene Sheehy – Associate Treasurer and





Budget Director
Alan Goodman – Director of Career Services
Katherine Boone - Director of Housing
Rochell Raymond – Payroll Director
Kevin Petersen – Dir., Facilities & Maint.
Kevin Woods – Implementation Specialist
Staff Compensation
Analysis Team
(Proposed)
 Barbara Coughlin, Dir. of Human Resources






(Chair)
Chuck Mann, Associate VP
Laura Burhenn, HR Specialist
Brian O’Connell, Budget Analyst
Estee Mendoza, Assist. to the Provost
Carol Matlack, Operations Mgr. for VSL
Schlain Schmidt, Implementation Specialist
Project Schedule
 Process Redesign Study
11/02 – 08/03
 Staff Compensation Study
11/02 – 04/03
 HR System Implementation 09/03 – 12/04
Project Budget
Current:
 Process Redesign Effort
 Staff Compensation Study
 Sub-Total
$ 120,000
$ 80,000 *
$ 200,000
Future:
 Hardware for HR System
 Supporting Software
 Training for HR System
 Implementation Assistance
 Sub-Total
* Does not include potential salary adjustments.
$ 620,000
$ 80,000
$ 100,000
$ 200,000
$1,000,000