To better evaluate Stanford’s current and future workforce needs, we will establish a workforce planning methodology, framework, process, and metrics. This process will initially be piloted with a small number of organizations to determine changes needed prior to implementing a university-wide workforce planning process.
To better compete for top talent and to optimize our overall recruiting process, we will assess recruiting requirements and expectations, promote the Cardinal at Work employer brand within and outside of Stanford, and expand our new hire onboarding processes and the Welcome Center orientation experience.
To support, develop and retain our valued employees, we will define manager excellence and expectations, develop transition plans and communication related to the new Redwood City campus, revise the performance management process to promote our culture of feedback and continuous improvement, and establish a succession planning process and supporting training/tools.
To ensure we gather employee feedback about their work experience, we will continue to address workplace issues surfaced through the staff survey, and conduct a second survey. We will evaluate benefits and rewards programs to identify possible changes, and explore improvements to our staff recognition program to ensure staff are appropriately honored and thanked for their university service.
To determine areas of focus that will drive higher levels of consistency, quality, and efficiency, we will conduct a comprehensive evaluation of HR services and consolidate operational activities not currently utilizing our shared services model to bring higher levels of quality and efficiency to HR processes. We will evaluate our employee communication mechanisms to identify changes that help employees absorb benefits, compliance, policy or other information related to their work experience.