Human capital management AJCU Conference September 11, 2019 Winifred Williams, PhD Vice President Chief Human Resources Officer Chief Diversity & Inclusion Officer Joan Stasiak Associate Vice President Human Resources

Project Overview Human Capital Management Initiative: Launched at the President’s Retreat August 1, 2017 Objective: To achieve a more efficient and effective use of Loyola’s human capital resources :Loyola University Chicago

Identify mission requirements What are the core mission requirements for division/school? Which positions are most critical to delivering offerings and services? Mission Critical positions Will those requirements change? What knowledge, skills, and abilities are needed from the current and future workforce? Loyola University Chicago

current organizational structure Organizational Chart Review Any expected transitions (retirements, transfers, separations)? Are new hires going to replace current employees or go into new types of jobs? Do any positions have additional capacity? Which positions could be shared with another division/school? Can managers increase span of control (i.e., manage more staff)? Is centralizing the functions of a position (along with other existing like positions) an option to reduce duplication and costs? Is the scope of the position clearly defined so that it does not overlap with other positions? Loyola University Chicago

Position REVIEW Toolkit COST EFFECTIVE Position Justification Job Redesign/ Redeploy Centralization/ Consolidation Technology & Process Improvement Transitions Loyola University Chicago

Project focus Achieve a more efficient and effective use of Loyola’s human capital resources Initial emphasis was on positions vacant for 12 months or more Vacant positions less than 12 months were also reviewed and assessed Loyola University Chicago

NEXT STEPS Administrative Work Teams identified in each school/division HR HR partnered with each Administrative Work Team to review open positions and human capital strategies Staffing plans developed One plan for each school/division submitted to HR/Finance Loyola University Chicago

Cost Savings RESULTS VACANT POSITIONS Salaries and benefits from 12 month or older vacant positions totaled $452,360 A review and analysis of vacant positions less than 12 months resulted in the elimination of salary and benefits totaling $2,334,616 Total salary and benefit reductions from all vacant positions totaled $2,786,976 Loyola University Chicago

CHALLENGES Remain Change in mindset = CULTURE Fear of giving up positions; doing work with less Willingness to start thinking differently On-going initiative Loyola University Chicago