Innovators Forum Talent Management

Agenda About the Innovators Forum Background & Perspective on the 2014 Topic The Case for Change Talent Management Framework Summary of the Group Discussion and White Paper What Happens Next Questions

About the Innovators Forum Purpose Engage in analysis and discussion of major issues impacting higher education and procurement Goal Develop roadmaps that procurement professionals can use

2014 OBJECTIVES University Strategy Trends and Procurement’s role What practices needed to attract and retain people with the right skillsets Evaluate the issues and challenges Provide an integrated framework and useful roadmap

Participation and Support Procurement Officers William Cooper – UCOP Lisa Deal – University of Florida Eric Denby – University of Virginia Sandy Hicks – University of Colorado Ted Johnson – UCSD Jason Knoch – Princeton Gary Kraft – University of Nebraska Nichol Luoma – Arizona State University Paul Martin – Rensselaer Polytecnic Valerie Rhodes-Sorrelle – Grand Valley State Barry Swanson – University of Kansas Business and HR Officers Geoff Barsch – University of Colorado Diane Goddard – University of Kansas Matt Hawks – Rollins College Maria Martinez – Rollins College Betsy Rodriquez – University of Missouri Howard Teibel – Teibel, Inc. With Support From

Case for Change Universities pursue aspirational goals Students Local Communities Global Issues Procurement needs talent to become an essential partner Process Technology People

What Do We Mean by Talent? A person or group of people with a special ability to do something well Single biggest driver of results More important than experience

Talent Management Framework There is a direct relationship between talent and business performance

Organizational Strategy CRITICAL PROCUREMENT STRATEGIES Recognized as an essential strategic partner Define and communicate procurement’s value proposition Proactively engage campus constituents Be a provider of essential information Drive process redesign to be of service to the campus University Procurement

Talent Strategy What key competencies are needed to achieve strategic goals? KEY PROCUREMENT COMPETENCIES Develop compelling business cases Sell and influence diverse stakeholders Prioritization and management of complex projects Skills in critical thinking and adaptability Build and manage relationships with a wide variety of stakeholders

Talent Acquisition Selection is more important than training and attraction is better than recruitment? RECRUITMENT / ATTRACTION Develop and sell an exciting image Emphasize professional growth and investment in people Revise job descriptions to emphasize talent skills SELECTION Develop an evaluation team with different roles Develop behavioral based questions to evaluate key talent attributes and cultural fit

Talent Performance People quit their supervisors before they quit the organization PERFORMANCE MANAGEMENT Align individual goals with broader strategies Incorporate self assessments and 360 degree evaluations Develop strong coaching programs DEVELOPMENT Develop visible career paths and curriculum maps Provide committed training funds Develop mentorship opportunities

Barriers and Challenges Does procurement need to re-brand its image? Competing for talent against other industries Offering competitive salaries Support from leadership Retaining talent – will they stay engaged The “back office” perception Salary benchmarking practices

Actions We Can Take Now Developing the ideal solution will take time. Don’t wait! Evaluate and complete a skills assessment Read the University’s strategic plan and align goals Identify key executive sponsors who will provide support Develop a re-branded procurement concept and market it Solicit feedback from stakeholders Develop metrics to track value creation

What’s Next NAEP’s focus on talent management Distribution of White Paper NAEP’s work on Competency Model resources and implementation – Complete Competency Gap Analysis – Create additional Interview Guides – Expand competencies currently mapped to Procurement Academy and other talent development programs Discussion at other professional group meetings Link outcomes to future annual/regional meeting programming Select topic for 2015

Questions