The purpose of developing a Human Resources (HR) Agenda is to ensure that the function is aligned with the mission, goals, and initiatives of the VCCS. Since nearly 85% of the overall budget of the VCCS is invested in personnel, Human Resource Officers are best positioned to assist the System in making optimal use of this critical asset. Our goal is to develop an effective people strategy that helps our Colleges achieve Dateline 2009 and other local and System-wide goals through the application of “best practices” and state-of-the-art HR techniques, programs and services.
These ideas represent an integrated approach to leverage our most valuable asset—faculty and staff. Making deliberate efforts to systematically improve the work experience within the System is the most important investment we can make toward our future successes.
I. Recruitment and Retention – “In order to have a world-class community college system, we must attract, select, and retain world-class talent.”
- A. Revamp and improve, the selection processes within the System for full and part-time employees.
- B. Diversify our recruitment sources and make active recruitment a part of our normal selection process
- C. Develop policies, procedures, and programs that enhance our ability to retain key talent.
- D. Create new employee orientation practices that accelerate and integrate employees and managers into their campuses well.
- E. Establish effective workforce planning that balances each college’s need for talent, diversity, and succession planning.
II. Professional Development – “A learning organization recognizes that the development and optimal employment of human capital is the competitive advantage of the future.”
- A. Develop training programs designed to support, develop and train all personnel who have supervisory responsibilities.
- B. Create system-wide training professional development programs for all VCCS employees and support continuous learning and improvement.
- C. HR Certification - HR professionals will “model the way” for the System as the chief HR officers have agreed as a group to prepare for the Professional/Senior Professional in Human Resources PHR/SPHR certification.
III. Individual/Organizational Performance – “The culture of high performing organizations provides stimuli/standards that drives performance.
- A. Build organizational cultures that support success
- B. Champion high performance; supporting and holding individuals accountable for successful, behaviors, efforts and outcomes.
- C. Facilitate organizational development and improvement
- D. Develop performance management systems that stimulate increased productivity.
IV. Resource – “A good HR function gets things done right and on time, a great function advances the organization’s mission by making optimal use of human potential.”
- A. Position HR officers effective as Internal Consultants advising, supporting and coaching managers and leaders in the art of people management and organizational operations, listening.
- B. Develop Policies that achieve organization goals
- C. Leverage technology to support individual/organizational efforts
- D. Establish metrics and qualitative standards by which to demonstrate the positive effect of HR functions on the mission and goals of the organization
V. Quality of Work-life Enhancement – “The quality of the work-experience and employee satisfaction is a necessary ingredient for recruitment, retention, development, and organizational success.”
- A. Position the System and Colleges as “employers of choice”
- B. Implement meaningful reward and recognition programs
- C. Support good ideas, employee empowerment, and intrapreneurship
- D. Optimize benefits and HR programs that make working within the System/Colleges “special.”