Operations Strategic Initiative - Learning
August 10, 2022
All Operations Staff
Cc: University Cabinet, Operations Leadership Forum
On behalf of John Whelan, VP, Human Resources, Joseph Crosby, AVP for Academic Business Operations & Senior Associate Dean for Finance & Administration, Yale Law School, Jane Savage, AVP for Union-Management and Strategic Initiatives, and Deborah Stanley-McAulay, AVP for Employee Engagement and Workplace Culture
The multi-year Operations Strategy for Yale has been announced, launching Learning for staff as a key strategic initiative. The Learning program aims to understand our most critical staff learning needs, leverage best practices, and establish the strategy, organizational capability, and tools to ensure learning and development become an integral part of Yale’s workplace culture. Our vision is to establish learning & development excellence as a key differentiator in enhancing Yale’s reputation as a workplace of choice.
Under the sponsorship of John Whelan, VP, Human Resources, Joseph Crosby, AVP for Academic Business Operations & Senior Associate Dean for Finance & Administration, Yale Law School, Jane Savage, AVP for Union-Management and Strategic Initiatives, and Deborah Stanley-McAulay, AVP for Employee Engagement and Workplace Culture and with the leadership of Stephanie Gosteli, Director of Learning & Development, HR Programs, Deirdre Stowe, Associate Director, Organizational Development, and Ron Lipkins, Director, HR Innovation and Strategic Support, the Learning initiative has three workstreams currently underway:
- The establishment of a Learning Council, composed of department-based learning leaders across the university as well as requirement owners. The Learning Council is establishing learning and development standards, identifying shared best practices, and has developed a taxonomy for use by the learning and user communities.
- A strategic assessment to identify gaps and opportunities and to develop solutions to meet Yale’s learning goals. The strategic assessment is intended to inform a multi-year strategic plan and a series of directed initiatives. The assessment will identify Yale’s highest priority staff learning needs, existing learning resources, programs, organizational capability, and industry best practices.
- Implementing the Workday Learning Management Experience (LMX) to replace the university’s current Training Management System (TMS). This technology will deliver many valuable features, including a coherent and more accessible presentation of Yale’s learning opportunities and allowing employees and their managers to work together to create individualized learning paths. In addition, the Learning Management Experience (LMX) will make it easy to track and report on professional learning & development and effectively execute, complete, and report compliance training for role-based and unit-specific requirements.
The rollout of the LMX will occur in two phases:
- November 2022 – Workday LMX Phase I Go-Live (Yale School of Medicine (YSM) M&P, C&T staff)
- June/July 2023 – Workday LMX Phase II Go-Live (University Wide, including YSM faculty)
Over the coming months, the Learning program team will keep you informed about progress, critical milestones, and how you may participate. Progress will require the engagement of all levels of the University community to achieve a common purpose and shared commitment to promote and sustain a culture of learning. Thank you for your support as we work together to achieve the benefits of this important work enabling Yale’s mission.
Please reach out to email@example.com.