A Note from Ujima Donalson, POD Director
Just when we think we're already in a time of unprecedented change, things keep shifting, from multiple leadership transitions to HR/P and the Transforming Administration Program. If you feel like your head is spinning, I can relate. But you and your team are not simply a vessel being pushed by waves or winds beyond your control. As counterintuitive as it may seem, when inundated by external changes, leaders should continue—and even intensify—internal planning. Now is the time to take stock of your ship and its crew and become more clear about the course of your team or department. Read More
"A work well begun is half ended." ~ Plato
Planning, Not Scrambling, for Succession
Lynne Lazaroff, Training & Organizational Development Consultant, POD
Traditionally, succession planning was associated with grooming the chosen few to take over when leaders moved up or out. While there's still great value in organizations developing leadership pipelines and feeding them through training, coaching, mentorship programs, and the like, it's equally true that succession planning for staff at all levels doesn't require developing and administering a big fancy program. In essence, succession planning is the marriage of organizational planning and employee development.
You can implement or invigorate succession planning in your organization simply by incorporating a few best practices into your existing efforts, and the return can be significant: reducing turnover, creating more opportunities for promoting from within, maintaining institutional knowledge, and aligning the right people with the right jobs. Read More
"Good plans shape good decisions. That's why good planning helps to make elusive dreams come true." ~ Lester R. Bittel
Shaking Up System Complacency With HR/P Modernization
Joni Kirk, Communications Manager, HR/Payroll Modernization
The HR/Payroll Modernization project is the first in a series of enterprise system replacements that will transform the University's business operations. This project will replace UW's aging payroll system with a modern, integrated HR and payroll system, which for the first time will include cross-organizational employee information in a single location. Workday, the new system, will introduce modern business processes and workflow that will support consistent and compliant administration of HR and payroll activities. Read More
"Continuity gives us roots; change gives us branches, letting us stretch and grow and reach new heights." ~ Pauline R. Kezer
Kim Delaney, Consultation Services Coordinator, POD
In the calm before the fall quarter storm, many teams hold half- or full-day retreats to conduct strategic planning, improve communication, kick-off process improvement efforts, or gear up for the academic year. My advice for anyone planning a retreat is simple: Hire a consultant! Okay, that tip is not exactly surprising coming from someone who works closely with POD's University Consulting Alliance, but I have a few other pointers, too.
Whether you hire a consultant or not, planning is imperative. At best, a poorly planned retreat will waste time and cause frustration. More dire consequences range from a lack of buy-in for future retreats to damaged work relationships and a drop in morale. Read More
"Our chief want is someone who will inspire us to be what we know we could be." ~ Ralph Waldo Emerson
New Fiscal Year, New Rates
As a recharge center, POD works with Management Accounting and Analysis to set rates that will ensure continued financial solvency, and for FY 2015–16 we've adjusted our rates to meet anticipated revenue and expenditures.
- For the University Consulting Alliance, the hourly rate increased from $200 to $230 for internal (POD) consultants: Linda Callecod, Ujima Donalson, Lynne Lazaroff, and Susan Templeton. The administrative fee increased from 12% to 14% for our external consultants.
- For career counseling, the hourly rate increased from $95 to $110 per hour.
- For quarterly courses, the average registration fee increased from $127 to $141 per course.
This marks the first increase in internal consulting rates in two years and career counseling rates in five years, as well as the first overall increase in quarterly course fees since 2013.
POD by the Numbers
In the 2014–15 fiscal year, POD served 2,970 employees through Making Connections: New Employee Orientation (NEO), quarterly courses, the Strategic Leadership Program (SLP), and POD Webinars. Of those employees, 69% attended one offering, 16% attended two offerings, and 15% attended three or more offerings, resulting in the participation numbers shown below.
Please click through to see the full infographic with a breakdown by program.