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Yale University
ITS Town Hall
Len Peters
University Chief Information Officer
August 22, 2012
Today’s Topics
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A year in retrospect
A new Academic Year
Our focus
Staff Development and Banding
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A year in retrospect
Our Objectives
• Community Satisfaction
• Staff Development
• Technological Leadership
• Rock Solid Services
• Global Recognition
• Fiscal Management
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Desired Attributes of ITS
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Forward thinking and innovative
Timely
Transparent and easy to work with
Proactive
Knowledgeable
Trustworthy
Helpful
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ITS Roadmap to World Class
Jan 2013
May 2012
Nov 2011
Sep 2011
Jun 2011
Data
Gathering
• Voice of the
Community
• Surveys
• Assessments
Alignment
Validation
• Focus Groups
• Communications
on needs
• Mapping of
programs and
projects
• Implementing
campus wide
collaboration
model
Rationalization
• Matching
resources to
needs
• Prioritization
And the cycle continues…
Transparency
• Strategic Plan
• Operating
Updates
• Project
Reporting
Growth Cycle
Potential Economic Value
Step 4
Step 3
Customer
Driven
Step 2
Step 1
IT
Exploitation
Process
Maturity
Process
Implementation
IT Credibility
Source: Gartner Research – IT Management Maturity Model
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Accomplishments –
Launched/Delivered
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DARCY - Donor and Alumni Relations Constituents at Yale
Service-Now
Service Operations Apps in YSS and HR
The Tell Leilan Project
The Technology Operating Committee - TOC
Bulldog Mobile and anonymous text tipping deployed to the
university
• Yale Police records management system
• Over 500 additional wireless access points installed Summer
2012
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Accomplishments –
Launched/Delivered
• Implemented video management system (VICTOR) for
the athletics facilities
• Replaced exterior voice evacuation system for emergency
management
• Yale Budgeting Tool
• Voice of the Community
• Faculty Account Holder report with on-demand dashboard
reporting
• High Performance Computing (HPC) resources grew to
new high levels in 2012
• HIPAA Remediation & Attestation
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Accomplishments - Improvements
• Release of new Mac Managed Workstation Process
• Increased HPQC utilization by 500%
• Abandonment rate dramatically improved to a value of around 4%
and speed to answer reduced to 39 seconds compared to last quarter
when it was 146 seconds
• Improved outreach to the IT Partner community
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Accomplishments - Improvements
• Improved regular interaction with faculty on ITS Advisory
Committee (ITSAC)
• HIPAA Security Risk Assessment
• Planned multi-function IT Operations Center
• Savings of over $2M in purchased goods and services
• $1.5MM budget surplus for fiscal year end FY12
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Building World Class Technology
• Created Classesv2 site for the new online Doctor of Nursing Practice program launching in
September
• Developed & Recommended Strategic Direction for ERP
• Center for Science and Social Science Information (CSSSI) opened as a new state-of-the-art facility
in January 2012
• Soon to launch 17 Hillhouse Project including TEAL Classroom
• Launched SOA (service-oriented architecture) program
• Engaged Gartner to develop Identity and Access Management strategy
• Provisional patent received for Methodology for Multivariate Comparison and Analysis of Disparate
Functions
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Building World Class Technology
• Open Yale Courses
• "Citizens All: African Americans in Connecticut, 1700-1850"
• The Photogrammar Project launched with funding from the Office of Digital
Humanities at the National Endowment for the Humanities (NEH)
• Instructional Technology Group supported a Yale College Seminar called Philanthropy
in Action
• Created foundational SaaS/PaaS Practices organization
• Developing IaaS pilot and strategy
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Building a World Class Organization
• NSF Grant for Cyber-infrastructure pending final approval
• Major ITS reorganization with successful implementation and communications
• Implemented common portfolio management processes and deployed a transparent portfolio management
system throughout the ITS organization
• PIT (Process Improvement) Crews
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PIT
Lead
Status
Operationally Responsible
Voice of the Community
Jane Livingston
Complete
Research Computing
Lauren Kerrigan
Waiting for Director, IT Research
Technologies
Best Place to Work
Marcia Schels
In Progress
Russell Sharp
Karen Polhemus
IT Staff Development
Karen Polhemus
In Progress/Not Started
Karen Polhemus
Ledger Line
Ed Frey
In Progress/Not Started
Ed Frey
Innovation at Work
Jessica Greer
Not Started
Reviewing recommendation and
actions as needed
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Building a World Class Organization
• Spent 5% of ITS budget on Staff Development
• Over 350 of 425 IT staff attained ITIL Foundations Certification another 55 have attended
ITIL overview orientation
• Increased overall diversity of ITS
• Leadership Development
• Established CIO Spot Awards
• Assembled a team of excellent information security professionals
• Banding
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Russell Sharp
Director ITS Management Services
BANDING
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Agenda
• What is Banding and what are the benefits?
• Why are we implementing Banding?
• How will Banding be implemented?
• When will this change take place?
• Examples of change impact on current positions
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Why Banding?
• Provides employees greater opportunities to grow in their careers without concern
over grade level
• Determines salaries using both external competitive market data and internal peer
data
• Allows for salaries to be based on work performed and skills an individual
contributor brings to the job
• Banding currently applies to M&P positions only
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Banding Benefits
• Promotes personal growth and career development
• Emphasis on growth in skills and abilities rather than vertical job
movement (grade-to-grade)
• Provides the framework for Individual Contributors to be recognized for
their contributions
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Titling
• Market-based Titles
– Used 350 Information Technology titles
– Mapped to generic job titles
• Titling Changes
– Many staff will see subtle changes
• Vanity Titles
– Directs working on providing more consistency throughout ITS
Current HR Title
New HR Title
C&IS Support Specialist 3
Client Technologies Technician
Manager 3, 4, 5, 6
Manager, IT
Technical Program Lead
Sr. Software Architect
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Grades to Bands Process
Market
Analysis
Map
Positions
Create
Jobs
Implement
• Identify market match for individual positions
• Collect market median compensation
• Create new job titles that are market-based
• Slot new titles into bands
• Create standard job summaries (In Progress)
• Assign new job codes
• Move employees to bands
• Review with Directs and Managers
• Communication
Grades vs. Bands
Grades
Bands
• 12 Grades + 6 ungraded levels
• 5 Bands
• Narrower range for lower grades
• Consistent wider range
• Emphasis on internal equity
• Emphasis on market competitiveness
• Less distinction among grades
• Major distinction among bands
• Limited generic titles
• Robust market-based titles
• Similar roles in different grades
• Similar roles in the same band
• Vertical job movement only
• Horizontal & vertical job movements
- Too much emphasis on grades
- Balanced emphasis on pay and growth
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Band Structure
Band
Manager Roles*
Professional Roles*
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Sr. Director
Chief_
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Director
_Director
6
Associate Director, Manager
Senior, Lead, Technical
5
Assistant Manager, Supervisor Professional Role
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OT Eligible
Entry, OT Eligible
* General representation of the types of titles found at a given band level,
specific titles might differ across functions and department
Salaries for bands are identical for Managerial and Professional, and are
published on the HR Website
Band Ranges
BAND
Minimum
Midpoint
Maximum
8
$150,000
$225,000
$300,000
7
$100,000
$150,000
$200,000
6
$75,000
$112,500
$150,000
5
$60,000
$90,000
$120,000
4
$40,000
$60,000
$80,000
Banding Implementation
• Announcement of Bands will occur in conjunction with
each employee’s performance appraisal and will take
effect on September 1, 2012
• Announcements will include Market Driven Titles &
Vanity Titles
• Organization Chart is being updated and will be published
in September
• Expect a personal discussion with your manager to
introduce you to your band by September 12th
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Banding Example
– Systems Programmer
• Grading
– Systems Programmer
• Traverses multiple grade levels – with inconsistency in
recognizing knowledge and experience
Systems Programmer I
2
Systems Programmer II
1
8
Systems Programmer III
Systems Programmer IV
Systems Programmer V
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1
2
2
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Market Data
Survey Job Title
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Systems Programmer I
Systems Programmer I
Systems Programmer I
Systems Programmer I
Systems Programmer II
Systems Programmer II
Systems Programmer II
Systems Programmer II
Systems Programmer III
Systems Programmer III
Systems Programmer III
Systems Programmer III
Systems Programmer IV
Systems Programmer IV
Systems Programmer IV
Systems Programmer IV
Systems Programmer V
Systems Programmer V
Systems Programmer V
Systems Programmer V
Industry
Edu. NFP
Edu. NFP
Gen. Ind.
Gen. Ind.
Edu. NFP
Edu. NFP
Gen. Ind.
Gen. Ind.
Edu. NFP
Edu. NFP
Gen. Ind.
Gen. Ind.
Edu. NFP
Edu. NFP
Gen. Ind.
Gen. Ind.
Edu. NFP
Edu. NFP
Gen. Ind.
Gen. Ind.
Scope
NE Region
National
NE Region
National
NE Region
National
NE Region
National
NE Region
National
NE Region
National
NE Region
National
NE Region
National
NE Region
National
NE Region
National
$K 50th %ile
60.5
56.8
58.7
57.9
68.4
64.1
72.3
68.5
85.8
80.8
89.9
87.7
103.3
97.3
108.2
104.6
109.7
103.7
117.7
112.7
Banding–Systems Programmers
• Banding
– Systems Programmers
• Band = 5 (the majority)
– Sr. Systems Programmers
• Band = 6 (a few)
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Market Driven Titles
Questions?
Questions?
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CIO SPOT AWARDS
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Congratulations!
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Chloe Turnbull
Bill West
Robert Mazzola
Nick Silkey
John Pagliuca
James McKay
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And also…
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Academic Administration
Web Strategy
Security
Business Intelligence Strategy
Research Technologies
ITS Digitization
Community Satisfaction
Academic IT
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Disaster Recovery
ERP
Cloud Computing
Enterprise Architecture
Quality Assurance and Metrics
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A New Academic Year
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A fresh start
A transition
Opportunity for renewal
Recommitment
Refocus
New strategies
Innovations
New relationships
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Questions?