HUMAN RESOURCES OPERATIONAL PLAN 2010-2011

1 HUMAN RESOURCES OPERATIONAL PLAN 2010 -2011 HUMAN RESOURCES OPERATIONAL Plan The HUMAN RESOURCES (HR) OPERATIONAL Plan is guided by a number of inter-relationships which is reflected in our approach to supporting the business of the University. Our business decisions are driven at the highest level by the strategic direction of the University encapsulated by the Australian Catholic University Strategic Plan. The People and Culture Thematic Plan enhances the ACU Strategic Plan, providing clear direction as to where the HR Directorate needs to focus its services, develop initiatives, respond to issues and achieve enhancements to core work.

2 Beneath the two strategic documents are the legal employment framework and our identified HR initiatives. To enable the enhancement of core work there is a need to have core systems that underpin our work, such as PayGlobal and PageUp, and a continued focus on system design and development to support business decision making. Our legal employment framework falls across the strategic and the OPERATIONAL arena. Particular emphasis is given to the implementation of enterprise agreements and the supporting and enabling policies.

3 Both provide assistance to the development of HR initiatives and interventions. Core work covers matter that is essential to the day to day working operations of both the HR Directorate and the day to day operations of the University. Examples of core processes are payroll, recruitment, workers compensation, case management, workforce planning, change management, reporting for internal/external bodies and the managing performance framework. HR service delivery is informed both top-down and bottom up.

4 University planning identifies strategies and outcomes and provides for the focus and direction of core work processes, and likewise, the core work of HR can inform organisational strategies. For example, an increase in core work with respect to case management may lead to a strategy being identified for a core competency in people management. The strategic response would be that a Competency and Capability framework is developed and implemented which is then reflected in the ACU strategic plan and associated plans.

5 The HR OPERATIONAL Plan is achieved through the context of our HUMAN RESOURCES Strategic Intent and HR Service Charter. The strategic intent is aspirational identifying both who we are and providing future focus. It tells us how we will work to support the business of the University. The Service Charter assists in meeting client expectations in our day to day relationships with the greater university and external community. To create a sustainable HR service, staff in HR must take full responsibility to find efficient and effective ways of working and to inform core processes and business decisions.

6 HUMAN RESOURCES Strategic Intent Our goal is to provide integrated professional services continuously aligned to the business strategy of the University. We achieve this by: Knowing our internal environment: o Strategic Planning Implementation o Producing reports and commentary on our workforce profile and identify workforce issues o Working collaboratively with organisational units o Understanding our customers Knowing our external environment: o Maintaining links to the HR Profession and update knowledge o Undertaking benchmarking o Representing ACU at industry forums and seminars Effecting Change.

7 O Developing staff, managers, and leaders o Communicating with staff o Creating enabling people management frameworks (policies, procedures, systems and outcomes) o Developing and supporting innovative workforce interventions o Encouraging a high performance culture Continuous business process improvements: o Finding new ways to do business processes o Streamlining administrative processes. HR Service Charter to be developed however the following points have been identified to be included Collaborative Approach Professionalism Timeliness Communication Confidentiality Business Process Improvement Review and maintain staffing delegations that enable management decision-making Continuous enhancement of the capabilities of the various HR systems Continued enhancement of workforce planning capability to faculties and directorates Refining procedures to minimise burdensome administration on

8 The University E-workflows and E-forms investigation, recommendation, development and implementation Core Work Ensure that the University s staffing policies are designed to appropriately support effective decision-making by managers, and are consistent with the University s strategic requirements and legal obligations The continuous improvement of HUMAN RESOURCES practices to support the whole of employment life cycle experience of an employee and thereby the effective HUMAN capital management of a significant ACU resource Creation of reports in timely manner to bodies either internal or external including, but not limited to, workforce planning/profile, remuneration and benefits.

9 Completion of various deadline driven tax compliance requirements and end of financial year reporting requirements Provision of advice & guidance on practical application of industrial instruments to line managers and staff Managing change and provision of effective support and guidance to line managers during change management processes Ongoing implementation of University-wide grievance management process and effective case management Development of national policies, procedures and information sessions on OH&S, Wellbeing and Work-Life Balance Provision of effective and timely support to staff and line managers through the administration of worker s compensation claims and throughout the rehabilitation process for injured staff The employment of sessional and casual staff is annually reviewed Provision of targeted learning and development programs to meet the identified needs of general staff and the ongoing needs of the University Performance Development Plan management and associated development programs meeting both

10 Individual and business needs OPERATIONAL Plan: HUMAN RESOURCESR esponsible Officer: DIRECTOR, HUMAN RESOURCESS trategic Goal:Thematic PlanGoal TitleLearning and Teaching5 ACU offers a diverse, information-rich and collegial learning environmentOrganisational Unit Plan Strategy Plan Strategy Plan Strategy TitleOperational Plan Strategy DescriptionTargetsActionsStatus UpdateOperational Unit DelegationContributing Organisational/ OPERATIONAL Library Services1 Library Services re-structure and change management Library will further develop it services.