Implementation
The implementation process is split up into four phases, and each phase has seven milestones. The campuses, colleges, and units included in Phase 1 are currently beginning milestone 5, Talent & Work Realignment.
Each area has a transition team that includes representatives from finance, human resources (HR), information technology (IT), and marketing and communications (Marcom). Details on this page include:
- Campuses/Colleges/Units included in each phase of the four phases
- Milestone descriptions for Phase 1 Implementation
- Workforce Transition Principles and Process Guidelines
- Position information and archive for Phase 1 Finance, Human Resources, and Marketing and Communications roles
- Guidelines for Equity and Inclusion
Details about timing and activities for those included in Phases 2-4 will be shared with their transition teams as work begins for those phases.
Service Area Positions
The Expression of Interest milestone is complete and Phase 1 positions have been archived. The positions that were not filled during this time are now available to all University staff to apply for these roles. You can view the positions that are available on the Talent & Workforce Transition page. View details about the positions and apply directly on the University's job website. Remember, this effort is not about a reduction in workforce. People may be transferring with the work to an operations center, or may be remaining in their current unit and doing different work. People from Phase 1 units will begin transitioning into their new roles for training per their new appointment letters.
The positions in Finance, Human Resources, and Marketing and Communications have been archived as of August 4, 2023.
PEAK Initiative Phase 1 Milestones
Implementation Phase 1 infographic of the PEAK Initiative of key milestones is shown below.
Implementation Participants
Participants in each phase of implementation are listed below:
|
Phase 1: |
Phase 2: Implementation FY24 |
Phase 3: Implementation FY24-FY25 |
Phase 4: Implementation FY24-FY25 |
|---|---|---|---|
| Hubert H Humphrey School of Public Affairs | CFANS (including Ag Exp Station) | College of Continuing and Professional Studies | Carlson School of Management |
| Internal Audit | College of Liberal Arts | College of Education and Human Development | College of Biological Sciences |
| Law School | Office of Student Affairs | College of Pharmacy | College of Design |
| Office of the Board of Regents | EVPP - Office of the Exec VP & Provost | College of Science and Engineering | College of Veterinary Medicine |
| Office of Human Resources | EVPP - The Graduate School | Intercollegiate Athletics | EVPP - Global Programs and Strategy |
| UM Crookston | EVPP - Office of Undergraduate Education | School of Dentistry | EVPP - MN Extension |
| UM Duluth | EVPP - Office of Faculty Affairs | School of Public Health | EVPP - University Libraries |
| UM Morris | EVPP - Office of Public Engagement | SVPFO - Capital Project Management | Medical School |
| UM Rochester | Office of Equity & Diversity | SVPFO - Public Safety | Office of Academic Clinical Affairs |
| SVPFO - Finance/Controller | Office of the General Counsel | SVPFO - University Health & Safety | Office of the VP for Health Sciences |
| SVPFO - Information Technology | Office of the President | SVPFO - University Services | Office of VP for Research |
| University Relations | School of Nursing |
Workforce Transition Principles
The following principles were established to ensure an equitable and inclusive transition for University staff who are affected by work shifting to the Finance and Human Resources operation centers or to a University Relations common good services team:
- Maintain open and honest communication
- A person's interest in the work guides choices
- First consideration is given to current staff
- Ensure that an individual's rights to employment are followed
- Support successful transitions through collaboration
- In every step of the workforce transition process, reflect on the principles to guide interactions with University staff
Retain staff throughout the implementation of PEAK
- Execute an equitable, straightforward, and transparent Workforce Transition process
- Retain our talent and help staff feel heard and valued throughout the process.
- Transition Teams ensure affected staff members whose work is moving to an operations center have a local point of contact to walk them through the transition.
- Transition Teams help staff to consider potential operations center roles that align with their interests and experience.
Execute an equitable, straightforward, and transparent Workforce Transition process
- Ensure equity throughout the process by leveraging the equity, diversity, and inclusion pillars as guiding principles in collaboration with the Office of Human Resources’ Centers of Expertise and unit leads.
- Respect and honor employee rights governed by collective bargaining agreement, policy, and Civil Service Rules.
- Share an expression of interest form designed to accurately capture an individuals’ ranked interest and experience.
- Meet with staff to discuss their interests and backgrounds.
- Provide timely and accurate communications to staff about positions, processes, and opportunities.
- Update the PEAK website to provide transparency to the entire UMN community.
Prioritize current employees performing work in positions that have a structural change
- Prioritize staff whose position is highly impacted by a majority of their work moving to an operations center or to a common good service team.
- Follow seniority provisions for labor-presented and Civil Service employees.
- Filling roles with internal talent will be the top priority
- Positions will be posted externally only after all impacted and interested employees are considered.
Place staff in the roles that match their preference, experience, and interests
- Preference will be given to a staff member whose interests align with a role that matches their current responsibilities.
- Encourage and empower staff to advocate for their future and identify the opportunities that provide them with the best pathways for career growth and advancement.
Identify candidates to fill leadership roles as quickly as possible
- Where feasible, supervisor roles will be identified first.
- Identify key leadership roles prior to the staff expression of interest process, where possible.
Ensure each affected staff member has a local contact who will connect with them and help outline their individual transition plan
- The Transition Team will consist of function leaders and other leaders such as Chief of Staff/Operations as identified by the Dean, Chancellor, or Senior Leader.
- Teams will be equipped to support staff in their expression of interest with up-to-date and accurate information about the initiative and the roles and responsibilities related to PEAK.
- Teams are responsible for reorganizing the remaining responsibilities not outlined by the PEAK Initiative for the departments and units.
- Individual Transition Plans (ITP) for each affected employee will detail any changes in responsibilities or position expectations.
- Each ITP will also include an updated position description and any additional training required.
Provide comprehensive support and training for the PEAK positions
Ensure campuses/colleges/units are involved in the process and coordinate changes across the institution
- Operations center positions will have an extensive training plan developed inclusive of policy, process, and technology.
- Staff who are assigned to a new operations center or common good service position will be given an Individual Training Plan by their supervisor outlining training they will need to attend approximately 2 months prior to any transition.
- Transition Teams will help staff who remain in the departments and have new responsibilities by outlining a training plan and connecting staff with contacts to support learning and on-the-job questions.
Ensure campuses/colleges/units are involved in the process and coordinate changes across the institution
- Every campus/college/unit will operate within the established HR, Finance, and Marcom operating model.
- Transition Teams will be provided with the support and tools needed to execute their responsibilities.
- Campus/college/unit leaders will work with the HR, Finance, and UR central offices in the identification and selection of individuals for roles.
Workforce Transition Resources
Below is the current list of transition team members in each function area listed by the participants in Phase 1. Contact these people to ask questions, get information and find out more about the current implementation occurring in your campus/college/unit.
Transition Teams:
Office of InformationTechnology
- Finance -Mike Dowdle
- HR - Kendric Moore
- Marcom - Kellie Greaves
Senior Vice President for Finance and Operations
- Finance -Emily Larson
- HR - Prince Saah
-
Marcom - Carrie Meyer
Office of Human Resources
- Finance - Andrea Backes
- HR - Ann Durushia
- IT - Nicole Perkins
- Marcom - Nora Hayes
UMN Duluth
- Finance - Sue Bosell
- HR - Lindsey Klegstad and Kayleigh Karppinen
- IT - Jason Davis
- Marcom - Lynne Williams
UMN Crookston
- Finance - Tricia Sanders
- HR - Emily Kveno
- IT - Jeff Sperling
- Marcom - Brandy Chaffee
UMN Morris
- Finance - Bryan Herrmann and Melissa Wrobleski
- HR - Sarah Mattson
- IT - Bill Zimmerman
- Marcom - Kari Adams and Lynne Williams
UMN Rochester
- Finance - Virginia Wright-Peterson
- HR - Nicole Smith
- IT - Trenton Raygor
- Marcom - Molly Olson
Humphrey School of Public Affairs
- Finance - Mark Erickson
- HR - Tonisha White
- IT - Trenton Raygor and Asa Olson
- Marcom - Meagan Pierluissi
Law School
- Finance - Mark Erickson
- HR - Dena Gergen
- IT - Connie Buechele
- Marcom - Monica Wittstock
U Finance, Internal Audit, Board of Regents
- Finance - Jessica Rivers and Quinn Gaalswyk
- HR - Prince Saah and Laura Negrini
- IT - Daniel Hemauer
- Marcom - Carrie Meyer
Contact Us
Please ask questions, provide comments and share feedback. The project team is available to provide additional informational sessions, share implementation materials and gather feedback to help the function areas of Finance, Human Resources, Marketing and Communications, and IT throughout the Implementation phase.
Use the PEAK contact form to contact the PEAK office.