Implementation
The implementation process is split up into four phases, and each phase has seven milestones. The colleges and units included in Phase 2 have just begun work. Phase 1 campuses, colleges, and units have already transitioned to the new service model.
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 Implementation
- Workforce Transition Principles and Process Guidelines
- Position information and archive
- Guidelines for Equity and Inclusion
Details about timing and activities for those included in each phase will be shared with their transition teams as work begins for those phases.
Service Area Positions
The Expression of Interest milestone for Phase 1 is complete and Phase 1 positions have been archived as of August 4, 2023.
Remember, this effort is not about a reduction in workforce. People may be transferring with the work to an operations center, or may remain in their current unit doing different work.
Phase 1: Implementation FY23-24 |
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Hubert H Humphrey School of Public Affairs |
Internal Audit |
Law School |
Office of the Board of Regents |
Office of Human Resources |
UM Crookston |
UM Duluth |
UM Morris |
UM Rochester |
SVPFO - Finance/Controller |
SVPFO - Information Technology |
Phase 2: Implementation FY24-FY25 |
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CFANS (including Ag Exp Station) |
College of Liberal Arts |
Office of Student Affairs |
EVPP - Office of the Exec VP & Provost |
EVPP - The Graduate School |
EVPP - Office of Undergraduate Education |
EVPP - Office of Faculty Affairs |
EVPP - Office of Public Engagement |
Office of Equity & Diversity |
Office of the General Counsel |
Office of the President |
University Relations |
Phase 3: Implementation FY25-FY26 |
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College of Continuing and Professional Studies |
College of Education and Human Development |
College of Pharmacy |
College of Science and Engineering |
Intercollegiate Athletics |
School of Dentistry |
School of Public Health |
SVPFO - Capital Project Management |
SVPFO - Public Safety |
SVPFO - University Health & Safety |
SVPFO - University Services |
Phase 4: Implementation FY26 |
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Carlson School of Management |
College of Biological Sciences |
College of Design |
College of Veterinary Medicine |
EVPP - Global Programs and Strategy |
EVPP - MN Extension |
EVPP - University Libraries |
Medical School |
Office of Academic Clinical Affairs |
Office of the VP for Health Sciences |
Office of VP for Research |
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.
Phase 2: Academic Affairs & Provost, Sr VP
Robert McMaster, Senior Leader
Deb Cran, Transition Team
Laura Negrini, PEAK Lead
Olga Kavun Wozniak, Transition Team
Jill Merriam, Transition Team
Lori Smith, Transition Team
Phase 2: College of Food, Agriculture, and Natural Resource Sciences (CFANS)
Brian Buhr, Senior Leader
Erica Ledesma, PEAK Lead
Steven Lott, PEAK Lead
Ted Butler, Transition Team
Susan Rafferty, Transition Team
Mike Balak, Transition Team
Tim Loesch, Transition Team
Phase 2: College of Liberal Arts (CLA)
Ann Waltner, Senior Leader
Jamey Hansen, PEAK Lead
Janet Bouyer, PEAK Lead
Angie Plambeck, Transition Team
Cheryl Oulicky, Transition Team
Christal Vang, Transition Team
Christopher Stordalen, Transition Team
Danielle Yee, Transition Team
Dave Ulaszek, Transition Team
Deana Selvaggio, Transition Team
Jennie Robinson Kloos, Transition Team
KatieRose Pasek, Transition Team
Louis Clark, Transition Team
Nakisha Smith, Transition Team
Patrick Russell, Transition Team
Tammy J. Hendrickson, Transition Team
Tessa Eagan, Transition Team
Phase 2: Equity & Diversity
Rachel Croson, Senior Leader
Laura Negrini, PEAK Lead
Olga Kavun Wozniak, Transition Team
Jill Merriam, Transition Team
Lori Smith, Transition Team
Lisa Marshall, Key Unit Contact
Keisha Varma, Key Unit Contact
Phase 2: EVPP - Faculty Affairs
Beth Lewis, Senior Leader
Laura Negrini, PEAK Lead
Olga Kavun Wozniak, Transition Team
Deb Cran, Transition Team
Jill Merriam, Transition Team
Lori Smith, Transition Team
Phase 2: EVPP - Public Engagement
Mercedes Ramírez Fernández, Senior Leader
Laura Negrini, PEAK Lead
Olga Kavun Wozniak, Transition Team
Deb Cran, Transition Team
Jill Merriam, Transition Team
Lori Smith, Transition Team
Phase 2: Graduate School
Laura Negrini, PEAK Lead
Olga Kavun Wozniak, Transition Team
Jill Merriam, Transition Team
Lori Smith, Transition Team
Etty DeVeaux, Key Unit Contact
Ilya Begelman, Key Unit Contact
Molly Schwartz, Key Unit Contact
Phase 2: General Counsel (OGC)
Douglas Peterson, Senior Leader
Laura Negrini, PEAK Lead
Olga Kavun Wozniak, Transition Team
Karen Wagner, Key Unit Contact
Elizabeth Lim, Key Unit Contact
Phase 2: President's Office
Laurie Van Egeren, Senior Leader
Laura Negrini, PEAK Lead
Olga Kavun Wozniak, Transition Team
Jill Merriam, Transition Team
Lori Smith, Transition Team
Megan Sweet, Key Unit Contact
Jon Steadland, Key Unit Contact
Phase 2: Student Affairs, Vice Provost
Calvin Phillips, Senior Leader
Laura Negrini, PEAK Lead
Olga Kavun Wozniak, Transition Team
Jill Merriam, Transition Team
Lori Smith, Transition Team
Heather McGinnis, Key Unit Contact
Trenton Raygor, Key Unit Contact
Caley Conney, Key Unit Contact
Phase 2: Undergraduate Education, Vice Provost & Dean
Scott Lanyon, Senior Leader
Laura Negrini, PEAK Lead
Deb Cran, Transition Team
Olga Kavun Wozniak, Transition Team
Jill Merriam, Transition Team
Lori Smith, Transition Team
Jennifer Reckner, Key Unit Contact
Phase 2: University Relations
Ann Aronson, Senior Leader
Chuck Tombarge, Senior Leader
Laura Negrini, PEAK Lead
Olga Kavun Wozniak, Transition Team
Jill Merriam, Transition Team
Lori Smith, Transition Team
Laura Johnson, Key Unit Contact
Christie Wells, Key Unit Contact
Sara Froehlich, Key Unit Contact
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.
Email us at [email protected], or use the PEAK contact form to contact the PEAK office.