Hr-strategisch plan van de Universiteit
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just wages and benefits Minimization of external influences on UC Evaluate feasibility of interestbased bargaining Compensation Programs Strategy Strategic Plan Strategic Themes: Move toward aligning with markets (particularly total cash) leverage all aspects of remuneration Mission: Development of compensation/rewards framework and position evaluation methodology that account for relative level of contribution and emphasize pay for performance STRATEGIES SO THAT… FUTURE IMPLICATIONS • • • • • • • Emphasize Market-Based practices Take a systemwide view of practices Derive common frameworks for position evaluation and performance management Gain efficiencies in reporting and compliance via HRIS Understand the role of cash compensation • • • We lay the foundation to adjust pay practices to our relevant markets We drive consistency of practices, set appropriate review and monitoring systems Provide timely accurate data and transactions to the President and The Regents We balance all other types of rewards within a total package • • • Moving toward market alignment allows us to make competitive talent choices Logical implementation of pay practices will drive internal credibility to help us attract and retain talent Moving to more proactive approaches to compensation (industry standards) A sustained excellent workforce and university Benefits Programs Strategies Strategic Plan Strategic Themes: Align programs to markets, leverage our size and emphasize employee value Mission: Manage and create a health benefits strategy and programs that enhance the well-being of our employees and their families STRATEGIES SO THAT… FUTURE IMPLICATIONS • • • • • • Control costs and create value for employees through plan design Focus on giving employees choices and alternatives Leverage UC’s Medical enterprise as subject matter expert and provider • • We establish programs that are market competitive and sustainable Acknowledge differences in employee’s value equations and move from “
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