NOVA HR
>>>>
Transformation
Agenda
Who We Are, Why We Are Here
HR Review
VCCS-Wide HR Transformation
A Community Challenge
The Way Ahead
Q&A
3
Themes
Symptoms and Causes
Governance
Rule of ‘Law’ (Policy)
People and Systems
Your Participation
4
5
Jerry
Armstrong
30+ years HR and operations leadership experience with
15 years of Senior HR leadership in Higher Ed, consumer
products, financial and retail.
Cat Puckett 30 years of broad HR and operations management
experience in retail, manufacturing, engineering, and
higher education, with 13 years of direct HR leadership
roles, including 10 years in higher ed.
Jil Stoddard 28 years of HR management and organizational
development experience with 5 years of Senior HR
Leadership in non-profit, for profit, private, consumer
products and higher education.
Marian
33 years’ experience in the VCCS and DPB with an
Hassell
emphasis on employee relations, policy development
and budgetary analysis.
Victoria
25 years HR and Operations experience. Commonwealth
Waldron
of Virginia -14 years as Agency HR Director (DOC & GCC).
Why is the VCCS Auditing NVCC’s HR
practices, polices and procedures?
• Necessary due to variety of operational
challenges, mistakes, complaints and other
concerns
• Transition of a new college President
• Departure of NOVA VP and CAO, HR AVP and
HR Director
Get HR Basics
Right
Serves faculty
and staff well
is Valued and
Trusted
Effective
NOVA
HR
Helps
position to
achieve
mission and
strategies
Influences
diverse,
positive
culuture of
completion
Partners with
Leadership
What have we learned thus far?
• NOVA in a long standing fashion has done things the
“NOVA Way”
• Big college, weak systems
• NOVA’s HR practices must be brought further in line
with VCCS and DHRM policies and best practices
• Continuous improvement of NOVA’s basic HR practices
must be executed timely
• NOVA HR talent can be better utilized through
improved leadership, training and efficient and
effective processes
• We have several HR areas yet to review and ensure
college wide issues are resolved
How are we Addressing the Issues or
Problems found?
• Provided Admin Council and Deans initial HR training
with add’l to be offered spring /summer
• Forming a Dean/Provost committee to provide
advisory insight to HR
• Formed 2 internal HR Department improvement teams
• Extensive ongoing training to HR incl. process
improvement , root cause problem solving &
functional/technical skills
• Launched search for AVP HR
• HR Forums by Campus in April
What are the Next Steps for the HR
Audit?
• Continue to address improvements needed for
HR policies and practices to be in compliance.
• Provide attention and leadership for the NOVA
HR function during this transitional period
• Continue to progress more comprehensive
review of HR Life-cycle process and take needed
corrective actions
• Build successful NOVA HR systems and processes
HR Ldrshp People
Fall 2013
VCCS HR
16
Fall 2013
VCCS HR
17
NOVA HR + VCCS HR +
NOVA LDRSHP = Success
GOVERNANCE
Structural and System Breakdowns
VCCS and DHRM Policy
Delegated Agreement
Follow Policies as Written
Exceptions
Decision Making Protocols
New Policies
Issues and Patterns
Recruitment and Selection
Exceptions to Normal Searches
Salaries & Compensation
Special Pays
(e.g. acting pay, counteroffers, stipends, special pays, etc.)
Faculty Salary Plan
Eligibility for Rank/Promotion
Recognition
Position Authorizations and Availability of funds
The Way Ahead
Partnership
Institutionalizing New Protocols
Rule by policy, Documented Procedures, Decision-Making Framework, Culture,
Leadership by example, training of key constituents
Support for Leaders
Training for Deans
Roundtables; Webinars; Other
Creation of New Policies and Protocols
Search for new Associate Vice President for HR
Review
HR Department Review’s Positive Direction
Governance
Policy
Common Issues
The Way Ahead - Partnership
Jerry Armstrong
jarmstrong@vccs.edu
Christopher D. Lee
clee@vccs.edu