Accreditation - Hartnell College!!

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Institutional Self Evaluation – 12-05-12 annual meeting of the consortium. Self Evaluation The college solicits input in the selection of professional development activities and in the value of those activities after they have been held. When the college is able to expand these offerings and create more of a program of development, a feedback tool will be a part of that process. The college meets this standard. Planning Agenda None. III.A.6 Human resource planning is integrated with institutional planning. The institution systematically assesses the effective use of human resources and uses the results of the evaluation as the basis for improvement. Descriptive Summary Hartnell‘s human resource planning is integrated with institutional planning in many ways. When the college budget is being created as a draft, HR staff meet with the controller and vice president of support operations to review every existing position, discuss how closely the current staffing structure meets the needs of particular programs of the college, and what new positions are needed to support new programs necessary to implement its strategic plan. Each subsequent year‘s budget contains, in essence, an evaluation of the previous year‘s work. These conversations ultimately start elsewhere. For Human Resources, the planning occurs in several areas: 1. The HR Subcommittee (of the Technology, Human Resources and Facilities Planning Committee), which has been very active in researching benefits issues, including products, vendors, costs, trends, needs, and policies. 2. The Full-Time Faculty Hiring Committee, which takes a data-driven and practical approach to determining how many faculty to hire and in which disciplines. Page 218
Institutional Self Evaluation – 12-05-12 3. The two staff development committees, which identify needs and interests in training and develop or find programs to meet those needs. 4. The Executive Cabinet, where staffing issues and needs are addressed, whether those issues and needs first surface in conversations with the unions, other employee groups, or among HR staff. When the result of that planning requires resources, a proposal is developed and brought to the Resource Allocation Committee, which assesses annual college-wide goals and provides recommendations on the annual college budget. The last HR plan focused on making improvements in technology: to make HR processes and forms available online, to improve the HR web presence, to purchase and implement a webbased applicant tracking system, and to implement online timecards. The overarching goals for these improvements were to eliminate redundant work for staff, and to make it easy for all applicants and employees to access basic HR information at any time and from any place. Most of this plan has been or is being implemented. Following the extensive work of the academic and student services areas, the administrative services area of the college began its first systematic program review in the fall 2012. The results of this review will guide the HR staff in its future planning, including determining whether it can make better use of its shared governance committee structure or other mechanisms to ensure that human resources planning continues to be integrated into the institution‘s planning mechanisms. Self Evaluation The college does integrate its human resources planning into the planning of the institution. There have been several challenges to that planning, though. Sometimes, the state has reduced funding late in a year, leaving the college with inadequate funds to implement its plans and few options to cut spending. To prepare for these possibilities, the college has sometimes imposed a virtual hiring freeze. With a goal to preserve employment for as many people as possible despite the dwindling resources, Hartnell has had to be creative in providing the type and amount of staffing that the institution needs. Sometimes, existing staff have had to assume roles that they could not have anticipated, and for which they are not entirely prepared. It is difficult, in these situations, to assess how well the planning went, as some decisions were not the result of planning. The fact that Hartnell employees have been so successful in creating, maintaining, and enriching so many programs speaks to how well the original plans have been integrated, and how well even the ad lib decisions were guided by the college‘s strong sense of its mission-based work. A review of the entire shared governance committee structure is anticipated during the 2012- 13 academic year. This may result in a change in the human resources area, as the THRFP Committee has proven to be a bit unwieldy, covering as much ground as it does Page 219
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Page 251 and 252: Approximately $9.7 million or 21% o
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Planning Agenda None. III.D.3.d The
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III.D.3.g Contractual agreements wi
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III.D.4 Financial resource planning
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Standard III D: Evidence III.D.1 Ha
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Accreditation - Hartnell College!!

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