HRS dialogue notes

Human Resource Services dialogue notes 2.20.19

Assumptions

• Compensation implications for recruiting and retaining staff—salaries
• Perceived value of higher ed to careers
• Fewer students pursuing higher ed
  • Cost v value
  • Types of jobs
  • Burdens
• Challenges to attracting to Pullman – diversity issues
  • Recruiting different across state locations
• Technical skills changing – implications of tech work
• Always have to be ready for reg changes Feb/March for implementation in July
  • Employee-friendly laws
  • Pro labor
  • 5^th state to implement FML
• Higher expectations of staff
• Smaller Us to fail

Mission

• Here for students – teaching etc. – implications cumulative
• HRS mission service to U community, collaborative

Values

• Lofty
• Could be more concise
• Sounds nice
• Land-grant ideals
• Respect, integrity
• Inclusive, welcoming
• Need to be concise, focused
• Overwhelming—not distinctive.
• Just words

Drive to 25

• Prestige
• More $
• Easier to attract, recruit, retain
• Might not affect civil service employees
• Prestige for state, easier to get things for state
• Economic impact on communities
• More enrollment, more faculty
• Higher quality students

Goals

• Top quality teaching and resources for the system
• Actions to match words
• Professional develop facilities
  • More than hiring/firing expectations of HR
• More aging work force requires succession planning, pipeline
• Less career-focused at WSU (more averaging 5 years or less)
• 1/3 faculty; 2/3 staff
• More opportunities on benefits, wellness
• Accuracy improved, timeliness, effectiveness (from the modernization project); but not less time to manage and run
• Types of grants, $ from industry, enrollment #s, retention

What we can do

• Staff development
• Using big data – can help
• 85% of budget is people
• Provide basics, info