UCI Human Resources

UCI FUTURE OF WORK VISION STATEMENT

We envision an environment that supports our best work, regardless of location, in pursuit of our mission of academics, research, health care and public service. We will embrace and support an innovative workforce model with a diverse set of talented staff that meets the operational needs of the University while fairly and consistently optimizing staff work location and schedule flexibility where feasible to create an exceptional work experience.

FUTURE OF WORK RESOURCES

Future of Work Resources asked questions Toolkit for Leaders
Resources for Leaders
Resources for Staff

Support

If you require assistance with your return to work planning, please contact your departmental HR professional or your Human Resources Business Partner (HRBP).

CONSIDERATIONS FOR THE FUTURE OF WORK

Leaders should follow the five steps below to determine their department’s appropriate workforce model. Each step builds upon the previous to provide leaders with an opportunity to clarify and specify the best workforce model that will accommodate unit needs as well as enable staff to be the most successful.

Operational / Business Needs Operational / Business Needs

Operational / Business Needs

Review your organizations business and operational needs.

Alignment with Mission Alignment with Mission

Alignment with Mission

Determine how the work done in your unit aligns with your unit’s mission, objectives, work culture, services, and service hours.

Workspace and Technology Workspace and Technologys

Workspace and Technology

How will these workforce decisions impact your unit’s workspace and technology needs?

Employee Performance Employee Performance

Employee Performance

When thinking about jobs and tasks, start by understanding the critical drivers of productivity of your team: energy, focus, coordination, and cooperation.

Employee Experience Employee Experience

Employee Experience

Leaders need to be intentional about how to build and maintain a collaborative and inclusive work environment regardless of where staff are working.

STEPS TO EXECUTION

Once leaders have collected all of the data elements identified in the Consideration for the Future of Work, they will proceed through the following six steps to ensure a successful implementation of their workforce model.

Complete Staff Workforce Plan Template

Complete Staff Workforce Plan Template

Using the Staff Workforce Planning guidelines, complete the Staff Workforce Plan Template to articulate the business reasons and plans for your future state workforce model.

Getz Approval

Get Approval

Follow your unit’s chain of command to receive the necessary approvals.

Implement Change Management Process

Implement Change Management Process

Provide tools to monitor effectiveness of new workforce model and empower staff to share feedback.

Communicate with Your Team

Communicate with Your Team

Engage staff throughout the decision-making process to keep them informed.

Employee Experience

Monitor Effectiveness

Once implemented, continuously monitor for ongoing effectiveness.

Update Your Plan

Update Your Plan

Recognize and be okay that this will likely be an evolving workforce plan.

IMPLEMENTATION TIMELINE

JUNE
2021
NOW - JUNE 30
Planning Phase

Supervisor

  • Gather data
  • Review tools and resources
  • Engage experts
  • Talk with teams and individuals
  • Reach out to experts from HR, EH&S, Accounting, etc., for support and advice

Employees

  • Reach out to experts from HR, EAP, EH&S, etc., for support and advice
  • Share with supervisor your space and technology needs and concerns
AUG
2021
JULY 1 - AUGUST 31
Prepare Plan

Supervisor

  • Follow guidance
  • Complete checklist
  • Check in with staff on issues/concerns
  • Get approvals

Employees

  • Make sure you understand expectations on:
    • How to stay connected
    • Performance measures
    • Desired outcomes
SEPT
2021
SEPTEMBER 1 & BEYOND
Execute Plan

Supervisor

  • Ensure plan is meeting business needs
  • Ensure teams are:
    • Connected
    • Performing
    • Engaged

Employees

  • Follow-up with supervisor on expectations and outcomess
  • Ensure you are staying connected
  • Share concerns and issues