10/96 page 1 Administrative Services Redesign Update University of New Hampshire November 6, 1996.
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Transcript of 10/96 page 1 Administrative Services Redesign Update University of New Hampshire November 6, 1996.
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10/96 page 1
Administrative Administrative Services Redesign Services Redesign
UpdateUpdateUniversity of New Hampshire
November 6, 1996
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BackgroundBackground
Why are we doing this ? What are our options ? How does ASR fit into the “big
picture” ?
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Review of ASR Review of ASR PlanPlan
3 Goals 3 Categories of change 3 Phases of work
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Current StatusCurrent Status
Phases 1 and 2 are complete Each major unit has a savings target President has directed full
implementation Presently organizing & planning for
phase 3
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What Did We What Did We Accomplish in Phase 2 Accomplish in Phase 2
??
Here are the Original Goals: Refine plan & targets Begin selective hiring freeze Address “change management”
issues Gain broad support
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Accomplishments Accomplishments Toward Original GoalsToward Original Goals
Identified maximum of 17 BSCs Savings targets for all units have been finalized Hiring freeze since April, 1996: 21 positions held v
acant PCards designed & pilot delivered by PCard group HR/PR automation delivered by HRIS Steering Other HR/PR automation projects in progress Document imaging - working with potential
vendors Training, job specs, redeployment issues in
progress
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Accomplishments Accomplishments Toward Original Goals Toward Original Goals
(continued)(continued) Worked through natural resistance to change in
initial units Various organizational plans considered by initial
units Promoted broad understanding through open
forums, CJ, work survey meetings, local team participation, PAT & OS Councils, UNHINFO
Top level agreement to one set of underlying principles & strategies - - supported by President, VPs, Deans, UASP Committee
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Other Other AccomplishmentsAccomplishments
Detailed understanding of what admin people do
Improved internal career opportunities -- 52 on campus only positions available since April 1996 (35 filled)
Short-term budget savings for units with vacancies
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What We Still Need What We Still Need to Accomplishto Accomplish
Organizational -- identify specific positions to eliminate or redeploy; identify physical locations and costs involved in setting up BSCs & consolidating secretarial services; identify individual heads of BSCs
Process -- refine details of specific processes in departments
Policy -- develop & document policy changes and delegation of authority
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What We LearnedWhat We Learned
Resistance to change - takes time to overcome
Loyalty of/to staff impacts redeployment discussions
Setting up BSCs impacts EVERYONE BSCs will be 1/2 of the savings Clerical/admin reductions are the other 1/2
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ImmediateImmediateChallengesChallenges
BSC savings are doable Organizational, process, & policy
improvements
Secretarial savings are more difficult
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ImmediateChallenImmediateChallenges ges (continued)(continued)
Deans & VPs are to effect restructuring Use established participatory process Timing - not too fast, not too slow Assistance from personnel officers Use common principles & strategies
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Immediate Immediate Challenges Challenges (continued)(continued)
Resolve confusion surrounding ASR Why is it necessary to hire temporary
hourlies? Are all reorganizations due to ASR? How are people selected for BSCs? How does the electronic campus initiative
fit into ASR ?
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Critical Success Critical Success FactorsFactors
People Money Space Technology Time