Transcript FY09 Annual Planning XXX Division

FY09 Annual Planning
Human Resources Division
Focus in FY08:
Get the “trains running on time”
 Level of service and support
It’s all about our people
 Compliance issues related
to benefits and insurance
HQ
HQ Divisions
HR
P&S
Field Divisions
HQ
Departments
Country
Programs
Global Reach
Standardize or Customize where needed
Learning Cycle
Improve effectiveness
Connecting HR Globally
Human Resources Organizational Chart
Joy Gaddy
VP
Steve Edwards
Manager, TMST
Dan Wright
Manager Finance
and Operations
Organizational
Development
Organizational
Effectiveness
Human Resource
Programs
Open
OD Director
Amy Monsarrat
Director
Bob Reynolds
Senior Director
Victor Wong
Compensation
Analyst
Pat Enright
Benefits
Manager
Open
HRIS Manager
Human Resource
Services
Paulina Sanchez
Senior Director
Victoria Montero
Regional Advisor
Neotropics
Gelay Umayam
Regional Advisor
Africa and
Asia-Pacific
Ana Parreno
Assistant
Jennifer Probst
Senior Advisor
US
Gray Chesson
Manager
US
Kristina Stephens
Coordinator
US
Build the capacity of CI employees to lead, manage &
achieve organizational objectives
• Solidified HR structure and hired
competent, committed staff (5 new)
• Energized global HR network through
meetings and workshops
• Improved HQ Orientation program
• Supported restructuring at the organizational and division levels
• Improved alignment and awareness of organizational and
division-level goals and indicators.
FY08 Successes
Promote professional development and talent
management throughout CI
• Launched Talent Management Team
•Created cross programmatic/cross
geographic team
•Steve Edwards accepted leadership role
•Held several team meetings in person and via phone
•Presented preliminary recommendations to RMG
•Holding brown bag during AP
•Final set of recommendations due by June 30
•
Provided skills-building trainings throughout CI
•Held 2 “Essentials of Facilitation” (HQ & Field)
•Held 2 leadership skills trainings (Brazil & HQ)
•Held 1 Ethics & Values Training (Philippines)
•Pilot 2 HR for Leaders (Madagascar and Guyana) (planned for June 2008)
FY08 Successes
Ensure compensation, benefits and reward/recognition
programs serve to attract and retain staff
• Conducted country-by-country analysis of
benefits (complete by end of FY)
• Successful transition to new medical insurance
carrier in US (AETNA)
• Established VP and SVP job profiles and
implemented process for approval of jobs at this
level
• Revised Executive (VP & above) bonus
program and gained Board approval
• Updated compensation pay bands globally
• Revised (streamlined & simplified) International
Assignee Program
FY08 Successes
Institutionalize CI policies & practices
• Phase I of operations manual nearly
•
•
•
•
complete
Reviewed and updated HR policies
Training held during Global HR Workshop
Roll out plan developed for FY09
Translations will occur before end of FY
Manage organizational risk related to property, liability and
employee safety and security
• Engaged new international insurance broker (for property &
liability) and conducted through analysis of coverage
• Reduced redundancy of coverage with HQ and some field offices
• Increased awareness of coverages provided
FY08 Successes
• Director of Organizational Development still vacant
• No progress on development of a competency model
• No progress on re-instituting program to train managers
• Slow progress on creating a robust new employee orientation
program for the field
• Not meeting the organizational demands for team-building and
facilitation
• Time-consuming compliance issues
and theft of computer
• Oracle HR not delivering what’s needed
• Completion of policies and roll out to
the organization too slow
FY08 Disappointments
Build the capacity of CI employees to lead, manage &
achieve organizational objectives
• Training & Professional Development for Leaders & Managers
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•
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deliver HR for Leaders in each field division
Develop and deliver bi-monthly modules at HQ
Offer at least 2 field and 2 US trainings focused on leadership development
Sponsor at least 5 senior leaders to attend a leadership/business training
program
• Improve orientation for new employees in the field and for staff relocating from
one country to another
• Expand exit interview process to include field and develop process for
analyzing and communicating trends
• Improve Systems & Processes
• Work with PMP to re-purpose the Planning Database for use by HQ Division
• Develop system for tracking operations capacity in field offices in support of
Regional Operations Capacity Building team (ROC)
• Integrate outcomes of strategic planning process into organizational and division
planning and reporting
• Implement recommendations of the Talent Management Strategic Team
FY09 Plan
Talent Management Strategic Team
Objectives & Examples of Recommendations
 Improve ways to find and hire talented staff by strengthening recruiting,
branding CI as a “best place” to work, and establishing metrics and
tracking.
 Provide all staff with opportunities to contribute, engage and advance
professionally by establishing a mentoring program, promoting training
opportunities, and encouraging staff exchanges.
 Retain high performers by creating professional development plans,
establishing a “technical track,” and strengthening the awards program,.
 Focus on succession planning by determining and integrating
leadership competencies and ensuring a pipeline for senior positions.
 Regularize staff meetings to ensure field participation.
Ensure compensation, benefits, and reward/recognition
programs serve to attract and retain staff.
• Develop a robust compensation program that:
• is easy to understand and administer
• provides timely and relevant compensation data
• includes generic job descriptions as the foundation
• Evaluate minimal (core) benefit offerings
across all countries and ensure parity.
• Ensure a global HR system that provides
timely, accurate and relevant data.
FY09 Plan
Institutionalize CI Policies and Practices
• Develop training module for CI Policies & Practices. Work with ROC
to localize Operations Manual in 10 countries.
• Improve emergency plans for US and
Field offices.
• Implement global strategy for property
and casualty insurance.
• Reduce risk by better preparing CI
travelers:
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•
Develop a pre-travel checklist and an
Intranet site for travelers
Design training module for CI travelers
and host 2 HQ trainings
FY09 Plan
System Development and Integration
Divisional Role:
Ensure accurate, timely, and relevant information on CI’s staff is available via
Oracle HR. Ensure alignment between goal setting and reporting at the
organizational level, divisional level and individual level.
FY09 Activities:
 Work with PMP to re-purpose
the Planning Database for use by
HQ Divisions.
 Fix Oracle HR.
FY09 Details
Capacity-Building Efforts
Divisional Role:
Build the capacity of HR staff at the division and country program level.
Support operations capacity building efforts through ROC.
FY09 Activities:
• Develop operations capacity tracking system in support of Regional
Operations Capacity Building team (ROC).
• Improve new employee orientation in the field.
• Offer or sponsor 9 leadership trainings, including sections on ethics,
values & policies.
• Create a Global Operations Learning Network and a monthly Operations
newsletter.
FY09 Details
Organizational
Sustainability
Divisional Role:
Support managers’ efforts to hire and
retain competent, committed staff.
FY09 Activities:
• Implement recommendations from
Talent Management Strategic Team and consider
Phase II of team as a follow on to strategic planning
• Create awards committee to better integrate and
coordinate all of CI’s annual awards.
FY09 Details
Regular
FY08 Boardapproved budget
# FT positions
14
# PT positions
1
Positions added in
FY08
# FT positions
FY09 Requested
# FT positions
14
# PT positions
1
Headcount
# PT positions
Fixed-Term
1
1
Division Total
FY08
Budget
Proposed FY09
Budget
% Growth
Human Resource
$2,140,201
$2,506,687
17%
HR Programs
$396,709
$612,112
54.3%
Rewards and Rec
$90,000
$90,000
0%
Dev and Training
$421,535
$324,367
(23%)
HR Services
$555,640
$721,292
29.8%
Insurance Ops Supp $287,277
$431,649
50.2%
HR Operations
$327,268
(15.8%)
$389,040
FY09 Budget Growth
Expense
Category
FY08
Budget
% of
Total
FY09
Proposed
Budget
% of
Total
% Change
FY08 to
FY09
Salaries &
Benefits
$1,281,324
60%
$1,341,475
53.5%
5%
Professional
Services
$257,202
12%
$369,965
14.7%
44%
Travel & Meetings $214,248
10%
$234,460
9.4%
9%
Occupancy
$106,994
5%
$136,312
5.4%
27%
IDC
$25,000
1%
$24,941
1%
0%
Other Direct
Costs
$255,433
12%
$399,535
16%
56%
Total
$2,140,201
100%
$2,506,687
100%
17%
FY09 Budget Detail by Expense Category
Funding Source FY08
Budget
% of
Total
FY09 Proposed
Budget
% of
Total
% Change
FY08 to
FY09
GBMF
225,000
11%
224,467
9%
0%
Individual
232,949
11%
255,042
10%
10%
600
0%
60,000
2%
Unrestricted
$1,681,651
79%
$1,967,178
79%
17%
Total
$2,140,200
100% $2,506,687
100%
17%
CEPF
Government
Foundation
Corporate
Other
9900%
Shortfall
FY09 Budget Detail by Funding Source
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