| Diversity and Social Justice | Key Tasks Complete:- Social Justice working group has been established (27 members). Have facilitated the implementation of a mandatory diversity training series for ORA leadership and staff.
- HR Diversity Planning Group created to address and incorporate DEI practices in many areas such as hiring, training, professional development, promotions, compensation, etc.
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| Telecommuting and Workplace Flexibility | Key Tasks Complete:- New ORA Flexible Work Arrangement policy communicated to staff.
- Department leaders, and staff have provided comments and feedback for the development of a return-to-work pilot plan that maximizes flexibility for staff.
- Full return to work plans will be available to staff on or around June 30th 2021.
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| Workforce Engagement | Key Tasks Complete:- Baseline assessment completed; Results provided by Randy Lucius to all ORA staff on 6/24/21
- Provide additional information to the Workforce Engagement Staff Working group who will work with leadership to identify priorities and solutions from the bottom up.
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| Centralized Recruitment | Key Tasks Complete:- Baseline assessment completed; Results provided by Randy Lucius to all ORA staff on 6/24/21
- Provide additional information to the Workforce Engagement Staff Working group who will work with leadership to identify priorities and solutions from the bottom up.
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| Leadership Development | Key Tasks Complete:- Implemented a Servant Leadership Training program for ORA Leaders (Sr Leadership and department leads); currently in progress.
- Launched a lunch & learn series addressing leadership topics. Schedule developed through 2/18/22.
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| New Employee Orientation and Onboarding | Key Tasks Complete:- Development of an ORABO Ticketing System and onboarding documents to facilitate integration and training for new employees.
- Reinstatement of the ORA new employee orientation.
- Hired a Senior Director of Training and Operations, Katie Stores, who will oversee this program.
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| Compensation and Equity Review | Key Tasks Complete:- Developed a systematic approach in partnership with the Compensation office to evaluate equity concerns raised by staff. Reviewed compensation based on a number of factors including gender, ethnic background, age, market value for positions and titles, etc.
- A funding request to adjust salaries based on equity was developed and submitted for consideration for FY22.
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| Career Pathing | Key Tasks Complete:- May 2020: Initial competency modeling (30 steps) completed for EHSO, OSP, OTT and RGC
- May 2021: Expected completion date for second group: IRB, IACUC, COI, OCR
- Next steps: Develop career path based on the information collected, develop the competency modeling for other groups in ORA
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| Manager Training | Key Tasks Complete:- New Leaders Orientation - Ensuring new leaders are identified and added to the program. Servant leadership training was expanded to members of this group (AD and above)
- Developed lunch & learn series addressing topics for all levels of employee. Schedule developed through 2/18/22. 9/18 (50%) courses in the plan have been completed
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| Employee Training | Key Tasks Complete:- Employees are invited to attend the lunch and learn series addressing topics for all levels of employees to learn tools that will benefit our organization.
- This program will transition to the Training department under Katie Stores, where a comprehensive employee training plan will be developed.
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| Emerging Needs | Update:- Document lessons learned from the processes implemented at the beginning of the pandemic and throughout to maintain employees informed and provide assistance and resources.
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| New Employee Training | Update:- Program will transition to the Training department under Katie Stores where a comprehensive plan for training will be developed.
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