An Intentional Approach to Building Your Staff
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Transcript of An Intentional Approach to Building Your Staff
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An Intentional Approach to Building Your Staff
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Workshop PresentersAnna Gonzalez, Associate Vice Chancellor
Office of the Vice Chancellor for Student [email protected]
Alicia M. Lowery, Deputy Director for Employment ServicesStaff Human [email protected]
Brandy Meid, Assistant to the Vice Chancellor for Student AffairsOffice of the Vice Chancellor for Student [email protected]
Deb Stone, Director Academic Human [email protected]
Anna Tsai, Assistant Director, Staff Development and ProgramsIllini [email protected]
Robbie Witt, Deputy Director for Classification and Salary AdministrationStaff Human [email protected]
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• Turn off cell phones.• Avoid side conversations.• Hold questions until the end.• Sign the attendance roster.• Complete the evaluation at
the end of the workshop.3
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Icebreaker
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Student Affairs• Assembly Hall (w/ DIA)• Campus Recreation• Career Center• Counseling Center• Dean of Students
– (Illinois Leadership Center, New Student Programs, Testing Center)
• Illini Union and Illini Union Bookstore
• Inclusion & Intercultural Relations (cultural centers, Womens Resource Center, PIR)
• McKinley Health Center• Minority Student Affairs• Student Conflict Resolution• University Housing (Res Life & Dining
Services)• Vice Chancellor’s Office
(Advancement and Assessment)
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Workshop Objectives• Evaluate your recruitment and hiring processes for
academic staff, understand the flexibility in the civil service system, and identify strategies to elicit qualified candidates that can serve a diverse student body
• Implement professional development programs that encourage staff to network, collaborate, and stay motivated
• Implement a mentor program that increases staff retention
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Campus Human Resources• Campus hiring values
– “We pursue excellence through the diversity of our students, faculty, and staff. “ –Illinois Strategic Plan
• Hiring? Are we hiring? – Essential hiring continues– Need to control growth– Internal opportunities– Intentional efforts related to strategic goal
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Link to Campus Strategic Plan• Strategic Goal of Academic Excellence
– Initiative: Increase the diversity of faculty, academic professionals, administrators and staff
– Progress gauged by the percentage of underrepresented faculty and staff
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Does This Really Matter?• Student experience
– Commonality between faculty and staff populations and student populations
– Student retention enhanced • Employee experience
– Challenging issues require innovative and different solutions
– Diverse staffs bring different perspectives, resulting in the widest variety of ideas
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What can I do?• Recruit Intentionally
– Diversity doesn’t happen by accident– Actively recruit from sources successful in identifying
diverse candidates• OEOA’s list of recommended sources
– Seek out diverse networks on campus & in community• Actively diversify your search committees
– Shows your commitment to diversity and inclusion to candidates
• Retain Intentionally
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Civil ServiceTrue / False:
– If the top candidates are not diverse then I will not be able to hire diversely
FALSE
– When filling a vacancy, I am required to hire at the same level as the incumbent who left
FALSE
– Entry level classifications are reserved for a special population
FALSE
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Civil Service
– Before I post the position, I should notify my current staff
TRUE
– You don’t have to score competitively to receive a promotion
TRUE
– There are no skilled candidates on the transfer list
FALSE
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Student Affairs Approach
• Establish recruitment goals/matrix• Review recruiting and hiring practices• Communicate and support units’ efforts• Celebrate the success
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Establish Recruitment Goals/Matrix
• Cost per hire • Time spent to fill the position • Quality of the new hires • Turnover among new hires • Number of diverse candidates offered/hired
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Establish Recruitment Goals/Matrix
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BLK API WHT HSP AIAN Other
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Establish Recruitment Goals/MatrixAll Student Demographics
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All Students vs. Student Affairs Staff
Establish Recruitment Goals/Matrix
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Review Recruitment and Hiring Practices• Expect searches to be at regional or national level • Announce vacancies via diverse media • Include diversity statement in the position announcement • Diversify search committees • Expect all candidates to receive consistent experience
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• Support from the Vice Chancellor • Diversity Statement • Training for Department Heads, EEO, AA
members • Sharing recruiting sources and working with
OEOA
Communicate and Support Units’ Efforts
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AP New Hires Demographics 2006 vs. 2008
Celebrate the Success
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Recruitment
Is half of the story,
Retention is the other half.
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RetentionCommon elements
– Training– Collaboration– Motivation– Networking
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Professional Development & Training
– Orientation for Academic Professional staff
– Professional Development Committee plans workshops for Academic Professional Staff across division• Students: millennial; transfer; international; underrepresented• Collaborating: current examples and how to initiate partnerships• Health and Wellness• Students and social networking• Leading without power
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Professional Development & Training– FOCUS committee plans workshops for Civil Service employees
across division• Session on Fitness and Nutrition • Planning and investing for your retirement• Budget and Finance• Ice Skating Party (includes families)
– Individual units add an all staff training session to student programs• First amendment• Students with disabilities• Conversations about issues of diversity
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MOTIVATE– Recognition programs
• Kudos section on web• Recognize years of service• New staff listed each semester at our kickoff• Outstanding Staff & Program Awards
– Kickoffs • Beginning of each semester to hear divisional goals and accolades
– End of year picnic (includes families)– Communication
• Fuller staff meeting• e-newsletters• Vice Chancellor’s News
– Job board for Student Affairs openings25
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NETWORK– Provide opportunities for staff to meet each other
• Woven throughout training sessions • Icebreakers, group activities• Designated time at the beginning or end of session
– Committees • Programming, advisory, selection• Network plus learn about different units
– Encourage development in other units• Examples:
– Emergency Dean– Mediator through Student Conflict Resolution– Committee member– Facilitate an I-program
– All of these foster collaboration26
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Mentor Program– Purpose: Newly hired staff are paired with experienced staff in order to
help new personnel become more oriented with Student Affairs, the campus, and the community
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– Objectives• Provide a safe and comfortable environment• Introduce mentees to campus resources and help
them network• Help mentee build upon their skills and familiarize
them with Illinois procedures• Provide a way for information to be passed from
experienced staff to new incoming staff• Provide guidance and a warm welcome to new
members
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What to do during tough budget times
• Professional development series across the division
• Cut back on food, use units’ resources
• Challenge grants• Review current programs – combine,
eliminate, or continue
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Questions?
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Summary
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Closing Activity
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Thank you!
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