Objectives for this FY

(Priority Order)

Explain if the objective has been added since the last published plan.

Current Status: accomplishments, progress, challenges, etc.

Intended actions for balance of year.

Indicate office/individuals responsible.

Implications for future objectives and for long-range plans.

Project Outcome

1. Implement Applicant Tracking program to enhance the services provided to the organization’s hiring program, and support federal (EEO/OFCCP) regulations and guidelines.

Relevant applicant information is captured for future reporting requirements.

OHRS will work collaboratively with OITS to develop an online employment application that will automatically populate a reporting database.

Supports OHRS goal to provide excellent customer service to internal and external customers.  Supports AAP/EEO

Hired one technical support professional to provide dedicated support to the HR technology improvement mission.  Applicant Tracking and online Employment Application implemented December 5, 2005.

2.  Affirmative Action Reporting

Initial data has been captured.

While this responsibility has been transferred to the President’s Office, most of the data reporting function is still housed in Human Resources.  Data has been captured manually.

 Supports AAP/EEO.

 Pending.

3. Reorganize Office of Human Resources and Services to ensure appropriate oversight of classification and compensation issues and to improve technology support.

Complete

Hiring a Compensation/Classification & Employment Specialist allows needed focus on classification of positions and appropriate compensation for employees.  Computer support functions no longer reside with dual-role employees; they are instead the sole focus of these employees.

Employees can be more confident about the professional review of their positions and compensation levels.  Salary and position equity issues are addressed on a campus-wide basis to assure the fairness of these employment factors.  Technology is supported by dedicated professional staff.

Review of all classified positions for appropriate classification and compensation is ongoing.  Technology support continues to expand.

4.  Enforce payroll processing schedule and improve accuracy.

Complete.  Payroll is processed according to schedule, and intermediate reviews of data occur during processing.

Payroll will continue to be processed according to the published schedule.

Employees do not need to project one week of time worked.  Fewer corrections are required.

Paychecks more accurately reflect salary earned.

Objective

(Priority Order)

Relationship to Univ. Strategic Planning Themes and Unit Long-term Goals (or other justification)

How the Objective will be Accomplished: Strategies, Methods, who responsible, collaboration needed, etc.

Resources Needed:
-- fiscal
-- human
-- physical
Include reference to resources needed from collaborating units; not $.

Evaluation of Success and Implications for future goals and objectives

Provide technically enhanced programs and services that improve access to information required by Clayton State employees and applicants.

Technology Enhanced Programs and Services

OHR&S plans to design, develop, and implement online HR services and programs.

OITS & Image Council collaboration required

-- Human:
This project is the responsibility of the OHRS web developer, in coordination with OITS and the Image Council.

Success will be determined by the efficiency of the online services and improvements in reporting capabilities.  Objective is to improve customer satisfaction. Measurement will be the number of online services successfully provided.

Re-evaluate each classified position on campus, updating the job description and ensuring appropriate classification.

Financial stability aimed at prosperity

Compensation / Employment Specialist has undertaken project.  

-- Human: 
This project will take the equivalent of the full attention of one full-time staff member for at least 3 months.

100% updated job descriptions for all classified employees.  This will ensure that personnel actions are based on current data.

Revise administrative and staff performance review forms and processes.

Financial stability aimed at prosperity

Proposed revisions will be presented to the President’s Cabinet and the Administrative Council for review and approval. 

-- Human: 
This project will require campus-wide training after forms and processes are approved.

100% of eligible staff and administrators will be evaluated during the prescribed time period.

Develop a separate pay plan for Information Technology positions

Financial stability aimed at prosperity

Review market information for IT in the higher education sector and the Atlanta non-profit sector.

 -- Human:
This project will take the equivalent of the full attention of one full-time staff member for at least 2 weeks.

-- Fiscal:
Updated IT salary surveys. 

Success will be defined as the implementation of the new pay plan during FY07. 

Improved ability to appropriately classify IT positions.  Improved ability to retain and recruit well-qualified individuals for IT services.

-- Human:
This project will take the equivalent of the full attention of one full-time staff member for at least 1 month.

-- Fiscal:
Updated salary surveys.  

--Human:
Personnel records need to be prepared for imaging.

--Fiscal:
Pay for imaging service, to include incorporation of 25 year + microfilm.