April 29, 2009
Dear HR Colleagues,
The transition to our new organization continues with a great deal of movement, literally and figuratively. As we work together in the new structure, 
we are beginning to learn where our original plan works well and where we need to make adjustments. We are also beginning to look at new ways of working.
ERPPS Work Process Developed
Linda Glasscock, Director of Resources in ERPPS, and the Resource Managers (John Fox, Deborah Larson and Anna Ornellas) have been meeting since January to develop a work process for the consultant, analyst and administrative teams. Their goal was to develop a process that gets the work done and builds cross-functional capabilities within the teams. This project involved consulting with many people including members of the HR redesign team who designed the ERPPS group, ERPPS directors and resource team members. It provided an opportunity to look at how work has been done and ways to do it differently.
The result is a two-part design, the first being to develop the resource team so that each member has a primary and secondary subject-matter specialty. In general, the primary specialty is the one an individual brought into the team. The secondary specialty is based on the individual's interest and will be developed over the course of the next six to nine months by working with a primary specialist on new projects.
The second part of the design is functional networks which bring together the individual ERPPS Directors of Retirement, Health and Welfare, HR Policy, Labor and Employee Relations and Compensation with the team members who are working on projects for the director. Each network of director and resource team members will meet bimonthly to discuss strategies, goals and long-term direction, to provide updates on current projects and to discuss issues and next steps. The first of these functional network team meetings is scheduled for May.
As a result of the Resource Managers' development of this process, the teams have also begun to look at streamlining processes for specific projects. For example, as we began to gear up for the Health and Welfare plan renewals, the teams examined the process and made a number of changes.
This has been a very valuable project and demonstrates the team's creativity and commitment to new ways of working.
Retirement Administration Update
Discussions have begun regarding the transition to a Retirement Administration Service Center. Joe Lewis has formed a team to make recommendations on the organization and implementation of the Service Center. Look for more information about this in coming weeks.
Staffing
We are awaiting arrival of the new Vice President, who pending approval of the Regents at their May meeting should arrive before mid-May. Meanwhile, additional positions are being filled. Most recently John Fox was named Director of Human Resources Policy. His previous position as Manager, ERPPS Consulting Team, is now open for application. You can view the job description on the UCOP jobs website. We also continue to recruit for the Senior Director for Employee Relations.
Communications
As you have probably read in the UCOP Updates, the new consolidated Communications unit is now staffing its new organization, and that is affecting our HR Communications group. Positions in the Internal Communications group under the leadership of Paul Schwartz should be filled by early June, and we will then begin to have a clearer picture of how we will be working with the new unit.
On the Move, Part 2
Many of you have moved to a new floor or office space. I hope you are getting settled and meeting your new neighbors. We are now beginning to work on the second phase of our physical move. This will involve consolidating ERPPS on the 12th floor to free up half of the 5th floor. We expect these moves to occur by the end of June.
We continue to have much important work to do, and I appreciate your hard work, dedication and focus.
Best regards,
John Cammidge
Acting Associate Vice President
Human Resources & Benefits
