1. Readiness Survey Results Summary
UVA Community
November 27th, 2018

2. Ufirst Vision and Case for Change
Vision: The University of Virginia is transforming the way we serve our mission by putting you first. The Academic Division and Health System are joining forces. We aim to create a consistent and exceptional work experience for every UVA colleague, one that is commensurate with our reputation of excellence. 
Current Challenges
The case for transforming Human Resources (HR) at UVA has never been stronger. Outstanding HR services are crucial for the University to deliver on its mission and its strategic goals. Currently UVA faces:
The Solution
Human Resources must be focused and unwavering in its support of excellence. We aim to provide the highest quality HR services to advance the University’s mission of world-class teaching, research, patient care, and public service. 
We commit to:
A recruiting, hiring, and onboarding experience consistent with the reputation of the University
Improved satisfaction through seamless, consistent, high-quality HR services, and experiences
Proactive support and engagement from qualified HR professionals
A more efficient operating model that frees up HR professionals to focus on more value-added activities
Mass retirement of existing talent
Increasingly competitive market for new talent
Inconsistent service experience
Systemic inefficiencies and redundancies
70+ disjointed systems that collect HR data and five different learning management systems across three entities
20+ employee categories governed by 152 HR policies

3. Executive Summary
The Change Readiness Assessment evaluates the readiness of the Academic Division and Health System in preparation of the Workday launch. The Readiness Assessment evaluates overall readiness as a summary of Workday awareness, Workday desire, leading change, and commitment to change, and identifies opportunities for improvement that can be a focal point during the preparation process and post go-live. The results reflect a snap-shot in time prior to many of the current engagement activities underway starting.
Purpose:
Determine University community’s preparedness for upcoming changes as a result of the Ufirst Workday transformation, measure readiness over time, see trends, and take appropriate action based on inputs
Utilize result to provide a heat map on readiness and key findings supported by data and insights that drive areas of focus for change management strategies pre/post implementation
Inform future change management efforts impacting the Academic and Health System communities
Audience
UVA HR
Key Stakeholder Groups
Random Sampling Across UVA Community
Topics Covered
Demographics
Workday Awareness
Workday Desire
Specific Topics Knowledge
Leading Change
Commitment to Change
Tools and Timing
Tool: Qualtrics
Timing: Mid-September
Late November Pulse Survey
Findings:
Utilize targeted communications at all levels of the organization using diverse communication channels
Establish branding campaign illustrating CoE services and value add to the organization
Establish usage and adoption measures for Workday and HR services
Establish highly visible and assessable support model for end-users
Develop UVA HR vision and journey map

4. Schools/Units w/ Most Survey Respondents
Response Breakdown
Aggregate
Survey Population: 6,403
*Survey Respondents: 1,207
Response Rate: 19%
*44.3% Academic Division, 55.7% Health System
Schools/Units w/ Most Survey Respondents
Medical Center (470, 38.9%)
School of Medicine (161, 13.3%)
Facilities Management (83, 6.9%)
Arts & Sciences (80, 6.6%)
UPG (41, 3.4%)
(Number of individuals in the school/unit who completed the survey, percentage of individuals in the school/unit who completed the survey)