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★ WORKFORCE PLANNING


PROJECT CATEGORY: Expanded HR Services
HR UNIT: Workforce Planning & Initiatives
TIMELINE: April 2024 - Present 
STATUS:  In Progress
PHASE:  Design Phase

 

 

 

SUMMARY & ACHIEVEMENTS

 

Summary

By definition, the purpose of workforce planning is to ensure that the organization has the right people, with the right skills, in the right roles, at the right time to meet its strategic objectives. It's a proactive approach that aligns the workforce with the organization's goals, enabling it to operate efficiently and adapt to changes in the business environment.

In creating a Workforce Planning space within HR we seek to assist departments in this effort by creating mentorship and leadership development opportunities. We also seek to create succession planning strategies that support career development and pathing.Workforce Planning will provide support and resources to help departments plan for talent acquisition and retention.

 

What's Completed

An RFP for HR’s first formal engagement survey is complete. Bidding closed August 27, 2024. Purpose of the RFP was  to partner with a neutral and confidential third party vendor, with expertise in Higher Education, to create a survey for SBU. We are excited to report that ModernThink has been the selected vendor for our upcoming survey.

 

 

 

 

 

 

 

 

 

 

PHASE 2 - Design Phase

  • March 2024 - In preparation for Woflie One, the local titles project committee was formed. Charged with standardizing and streamline departmental titles, this work also serves as a foundation for career frameworks and career pathing.
  • April 2024 - Elizabeth Brady was named Senior Manager of Workforce Planning & Initiatives.
  • May 2024 - Workforce Planning attended the MarComm strategy session and conducted research into HR’s brand positioning, specifically our Employee Value and Employer Brand Proposition.
  • June 2024 - Workforce Planning began communicating with Procurement to develop an RFP for an employee engagement survey.
  • July 2024 - Workforce Planning met with HR Business Partners to discuss strategies and best practices for employee engagement activities, such as Stay Interviews
  • August to October 2024 - RFP and state bid posted, reviewed, and completed. The vendor ModernThink has been selected to conduct our first, formal, employee engagement survey.
  • October and November 2024 - Workforce Planning initiatives included support of the Health and Wellness Fair and the HR Now Southampton Road show. The “What is your idea” box was used to capture and communicate ideas and suggestions to improve and facilitate workforce planning and engagement initiatives..
  • With the support from VP/Dean area leaders, our first, formal engagement survey is being planned, prioritized, and conducted.
  • December 2024 - Selected and partnered with a nationally recognized organization that focuses on the Higher Education Community, ModernThink.
  • December 2024 - Kickoff meeting with ModernThink, leadership informational sessions held.
  • January 2025 - Newly formed Stakeholder/Committee members finalized and Kickoff meeting held.
  • February 2025 - Survey communications including an employee engagement survey video in process. Committee members are also working on finalizing the participant list for the survey.
  • March 2025 - Employee Engagement survey will be sent out to all full time Stony Brook University State and RF Employees on West Campus, Southampton Campus, and in the Health Sciences Schools, as well as a portion of the School of Medicine. Exceptions: this survey does not include student employees, part-time employees, or School of Medicine Clinical Faculty and Staff.  The School of Medicine Clinical Faculty and Staff and Stony Brook University Hospital participate in a separate Engagement Survey.

 

 WHAT'S IN IT FOR ME? (wiifm)

  • Participating in a confidential Engagement Survey is paramount to our understanding of the Campus Climate and will assist us in addressing any problematic issues, as well as offer support and reinforcement to what is working well, and creating opportunities for new ideas, programs, and initiatives.
  • Getting involved in a Mentor/Protégé Program offers a myriad of growth opportunities including: guidance and support, skill development and networking opportunities, confidence and problem solving building, as well personal and professional growth.

 

 

PREVIOUS PHASE ACHIEVEMENTS

PHASE 1: Completed Assessment & Recommendation Phase

 

Assessment & Recommendation Phase

The HR Business Partner Implementation team identified the following workforce planning needs:

  • Expertise and consultation on organizational design.
  • Working with HRIS to create an annual Strategic Planning report with forecasting and workforce analytics that includes data related to retirements, predictable turnover, recruiting/succession planning challenges, etc. for departments across the West Campus & HSC.
  • Develop strategies in response to the forecasting and workforce analytics in collaboration with HRBP.
  • Formulate best practices and a guide to succession planning.

 

implementation team

Core Team Participants

Jennifer Donnelly, Interim VP of Human Resources
Kenya Lewis, Assistant VP of People, Culture  & Engagement
Elizabeth Brady, Senior Manager Workforce Planning & Initiatives

 

TEAM CHARGE

We are committed to defining, developing and implementing key human resource initiatives that align with the institution's strategic plan. We strive to work with leaders across the institution to gather insights into HR needs and priorities and provide guidance and support.

HAVE FEEDBACK?

Email hrnow@stonybrook.edu or fill out this brief feedback survey.