All staff who can work at home should continue to do so. Only with an explicit request from a supervisor should a staff member return to campus. For more information, review COVID-19 Workplace Guidance.
Workplace Survey initiatives
October 29, 2020
The 2019 Workplace Survey (WPS), conducted between November 4 and December 6, 2019, provided the University with feedback on areas such as: commitment, communication, decision making, development, diversity, innovations, leadership, performance management, productivity, rewards, teamwork, and well-being.
The ITS Senior Leadership Team evaluated Information Technology’s results and identified key initiatives, expected outcomes, and the individuals who will lead the implementation of the initiatives.
|Initiative||Expected Outcome||RESPONSIBLE INDIVIDUAL(S)|
|Establish ITS work from home guidance for staff||
Develop recommended practices and resources for managers
|Promote transparency and provide access to senior management||
Hold skip-level meetings and provide access to the SLT
|Implement inclusive recruiting practices||
Modified Job Intake Form for diversity and inclusion. Include a diversity statement in all job postings. Standard set of interview questions that focus on diversity and inclusion. Open positions advertised on diversity job boards. Training an education of hiring managers and staff. Removal of bias in job descriptions.
|Diane Fusco/Blanche Temple|
|Examine total rewards and pay equity / Simplify career paths and alignment to market data||
Increased transparency, communication, and education associated with our compensation practices and methodology with all ITS staff.
|25 Science Park (25SP) safety||
Increased public safety presence in and around 25 Science Park.
|Meaningful performance evaluations for all ITS staff - assure 1:1 feedback consistency across Manager & Professional (M&P) and Clerical & Technical (C&T) staff||
Provide guidance for how to conduct meaningful, in-depth performance evaluations and provide meaningful feedback throughout the fiscal year. Read a recently published article on progress with this initiative.
|Research “high tech” firm employment practices, culture, and retention strategies||
Gain an understanding of the employment practices, retention strategies, and culture of the high-tech sector and how those learnings can be applied for ITS staff
|Hadar Call / Kiran Keshav|
|Ensuring fairness of opportunity - 360-feedback program||
Implement a 360-feedback program
|Ann Brainard-Dougan / Sandra Germenis|
|Ensuring fairness of opportunity - Extend ITS diversity and inclusion training curriculum||
Identify the next set of courses which build on the learnings from the Unconscious Bias series, delivered to ITS staff in FY20, and Creating an Environment of Mutual Respect, delivered to managers and supervisors of staff
Ann Brainard-Dougan / Sandra Germenis
Charters and milestones for each initiative have been developed and initiative teams are being organized. Reach out to the initiative leaders if you are interested in participating.
Ryan Schlagheck, Senior Director, Enterprise Reporting & Analytics, leads the WPS initiative program. If you’d like more information about the program, please contact email@example.com, project manager for the WPS initiative program, or firstname.lastname@example.org.
Initiative updates will be provided monthly to keep you informed on progress being made to improve the ITS workplace.