News from PEAK
How CFANs Prepared their Employees for the Staffing and Expression of Interest process
Ted Butler, chief financial officer, shares how they scheduled individual meetings with employees and practiced empathetic transparency.
Supervisor Corner: Expression of Interest Tools to Help Your Employees
If you haven’t had a chance to meet with your impacted staff, please find below resources that will help you, especially the EOI Decision Guide. The EOI survey will launch July 13 and close on July 24. Remember that opting into the EOI process does not commit the employee to the EOI role. Rather, it provides an opportunity to advance in the process and meet a hiring manager for an informational dialogue.
Supervisor Meet and Greet Recap
If you weren’t able to make it to the Supervisors Meet and Greets on June 1, please find additional resources below. Including the Meet and Greet presentations.
Change Nugget: Applying the Growth Mindset to Your Career
What do Michael Jordan, Tom Brady, and Bad Bunny all have in common? They all embrace a growth mindset versus a fixed mindset. Originally coined by psychologist Carol Dweck from Stanford University, the growth mindset has six principles.
A Note of Gratitude
November 2025
As we continue to work through the Expression of Interest and Staffing milestone we want to express our gratitude to the Unit Transition Team teams, supervisors, staff and operation team leaders who have been participating in the Work Insights Exercise Review, Meet and Greets, Informational Dialogues, Shared Services Roadshow and various meetings. Your partnership continues to be essential in ensuring we achieve our milestone of transitioning work to the shared services teams on March 23, 2026.
Our priority continues to be supporting all of you as we transition staff and work to the operations centers and Talent Acquisition Center of Expertise.
Unit Spotlight: Meet Elizabeth Hall, Human Resources Management Specialist
The PEAK team had the opportunity to meet Elizabeth Hall, an HRMS Specialist in the College of Education and Human Development (CEHD), and an alum of the Carlson School of Management. She discusses the concerns both herself and her department experienced, the challenges they faced, and most importantly, the incredible lessons her team has learned in this process.
Exploring All of Your Career Options
We want to ensure that you have everything you need as we head further into Phase 4 of the PEAK Transition program. Let's cover EOI and non-EOI eligible options and resources.
Change Nugget: Having “Change” Conversations
Theis guide can help prepare you for 1:1 change conversations that are critical for bringing people along during Phase 4 of the PEAK transition, while helping you be a champion for change in your unit.
Upcoming Meet & Greet Events: Phase 4
Phase 4 Meet & Greet events are coming up in June with both in person and virtual options. Find registration options, dates, times, and locations.
PEAK Job Descriptions Available to View
View the available PEAK positions, please visit the Finance, Human Resources and Talent Acquisition pages. Please note these positions will be live on the University of Minnesota Careers site on July 13, when the EOI process officially opens.
Preparing for Staffing & Expression of Interest Process
The To-Be workshops were the first step in creating understanding of how roles could change. We’re now preparing to move into the Staffing and Expression of Interest portion of the PEAK initiative that will begin in mid-July. How can you prepare for the staffing process?
Phase 4: Staffing & Expression of Interest
The To-Be Workshops were the first step in creating understanding of how roles could change, the next step is staffing. Find our what the EOI process is and how it works.
Supervisor/Leadership Corner: Staffing and EOI Tools for Supervisors
We anticipate employees will reach out to you as their supervisor, or possibly their unit transition team, with questions. The PEAK team has provided find some additional resources that could be helpful as you prepare to support employees during this process.
Upcoming Events: Supervisor Phase 4 Meet & Greets
Join us for one of our Meet and Greet sessions to learn more about the Finance and Human Resources Operations Centers and the Talent Acquisition Center of Expertise. This is designated for Supervisors, and there will be a virtual option available.
Upcoming Events: Employee Phase 4 Meet & Greets
Join us for one of our Meet and Greet sessions to learn more about the Finance and Human Resources Operations Centers and the Talent Acquisition Center of Expertise. This is designated for employees, and there will be a virtual option available.
Supervisor/Leadership Corner: Leading through Change
The change curve model is based on the five stages of grief, and is a model that was created to support organizations, leaders, and individuals as they understand their reaction to change, and how to navigate it.
Change Nugget: The 4 A's of Coping with Change in the Workplace
Change can be extremely personal, even invoke feelings of grief. But it's important to remember that while change is a challenging part of life and work, it doesn't have to be dealt with alone. The 4 A's of coping with change in the workplace are a great opportunity for teams and leaders to prepare for a smooth transition.
PEAK Timeline and Upcoming Events
There are several key dates and events that are important as we move into Phase 4.
PEAK Resources and Support
The PEAK team is here to offer support and resources every step of the way. There's a lot of great information on what's changing, learning from previous phases, employee testimonials, and more.
What's Changing on November 30th
As we approach the go-live service transition on November 30, we will be communicating with you more often. Our goals are to ensure you are prepared for the transition, are clear on which human resources and finance activities are moving to the shared services teams, and know how to get support post Go Live. We also want to celebrate the staff who will be moving to new roles within the shared services teams and to reiterate the dates that they will be moving.
Human Resources & Finance Training Resources
As you prepare for Go Live, this hub is a great one-stop shop for practical tools, including quick training videos, spreadsheet templates, form guidance, how-to resources, and recorded presentations. You'll have a chance to log in, take a look around, and find the best resources for you and your unit. In the next couple of weeks, we’ll be highlighting useful tips and tricks pulled from these resources.
Meet Erin Glesner
The PEAK team had the privilege of sitting down with Erin Glesner, a staffing operations specialist, who transitioned from an HR liaison position to the shared services team in Phase 1 of the PEAK program. Erin’s story is unique, not only about how she transitioned into her new role, but how she was destined to work for the University of Minnesota.
Additional PEAK Job Openings in Finance
We want to congratulate all those who are starting their new roles in the coming weeks, and thank everyone for all the hard work they've done with their units. Additionally, we wanted to highlight positions that are still open on the Finance Operations team.
Change Nugget: Applying the Growth Mindset to Your Career
What do Michael Jordan, Tom Brady, and Bad Bunny all have in common? They all embrace a growth mindset versus a fixed mindset. Originally coined by psychologist Carol Dweck from Stanford University, the growth mindset has six principles.
Supervisor/Leadership Corner
PEAK is just one of the many changes you may be experiencing as supervisors and leaders. Navigating and leading change requires empathy, vision and holding space for people to go through their own emotions as they move through the change curve. It can also be difficult as a leader because you go through your own emotions at the same time and want to be reassuring to your team.
Becoming a FinOps Team Member: Meet Erin and Shelby
The PEAK team had the privilege of getting the chance to sit down with Erin Kurshoff and Shelby Honorable, two employees who made the switch over to the Financial Operations team (FinOps) during Phase 2 of the PEAK transition. We had the chance to talk with them about their experience, ranging from their initial concerns and reactions, to what their current day-to-day is like in their new positions.
Change Nugget: The Change Curve
This month we entered the Expression of Interest and Staffing part of the PEAK transition. Some of you have received notifications that you are eligible for the Expression of Interest process which would allow you the possibility to make a lateral move to the Human Resources or Finance Operations Center or the Talent Acquisition Center of Expertise. Some of you aren’t eligible for the Expression of Interest process, but if you apply by Friday, November 21 to one of the PEAK job openings you will receive preferred consideration. Both of these options can feel exciting, scary or daunting at first. One tool that can be really helpful is the change curve.
Meet & Greets/Shared Services Roadshow Updates
Thank you to everyone who attended the Meet & Greet events and the Shared Services Roadshow. In case you missed the event or would like access to the content, you will find summaries of the events, as well as the recordings and presentations.
A Message From Our Executive Sponsors
October 2025
Thank you to all of the leaders, transition teams and staff who have been working hard on PEAK. We are grateful for all of you and we appreciate your partnership.
PEAK is an important step in our process to work better together as one university. It is one of the ways we’re bringing our new strategic plan to life by focusing on streamlining our operations, which includes improving the ways we work together as Human Resources (HR) and Finance functions.
Supervisor/Leadership Corner: Navigating and Leading through Change
We have put together some helpful resources for supervisors including a Staffing and Expression of Interest Guide as you prepare to have conversations with your staff who are impacted.
Change Nugget: The Accountability Ladder
Change can be stressful and it's important that you check in with yourself and share your honest feelings with people you can trust.
One tool that is helpful when you’re going through change whether it’s personal, professional, or both, is the Accountability Ladder. The Accountability Ladder is a great visual to assess where you are at and to help identify if fear is taking over.
Upcoming Events: Shared Services Roadshow and Meet & Greets
Learn more about the Finance and Human Resources Operation Centers and the Talent Acquisition Center of Expertise at the Shared Services Roadshow, and join us for one of five Meet and Greet sessions to learn more about the Finance and Human Resources Operations Centers and the Talent Acquisition Center of Expertise. The first four sessions will be offered in-person with the last being virtual.
Additional Services for Staff
Thank you for working with us, please reach out if you have any questions.
Phase 3 Implementation begins with Discovery work
June 2025
The PEAK Project Office began working with Phase 3 colleges and administrative units in April-May by preparing and engaging leaders to participate in implementation. Units selected their Transition Teams who gathered for a formal kickoff on May 22.
PEAK Marcom Update
May 2025
The current PEAK approach for marketing communications is changing in response to PEAK implementation feedback, the needs of units and a new vision for marketing communications (marcom) at the University.
Go-Live for Phase 2 Units
November 2024
PEAK Phase 2 colleges and administrative units will begin using the new service delivery model for Human Resources and Finance services beginning on December 2, 2024. Planning for the transition of services began in early 2024, in partnership with unit-based leadership and unit transition teams.
PEAK Update at October Board of Regents Meeting
October 2024
Ken Horstman, Vice President, Human Resources and Michael Volna, Interim Vice President, CFO, and Treasurer provided an update on the PEAK Initiative to the Board of Regents Finance and Operations Committee on October 10, 2024.
Staffing and Expression of Interest
October 2025
A key component of the workforce transition is staffing for newly created roles in the Finance and Human Resources Operations Centers and Centers of Expertise. The University is prioritizing providing these opportunities to employees in Phase 2 who are currently doing that work. This staffing approach consists of two pathways: expressing interest via internal transfer, and applying for an open internal position on a central team. What does it mean to express interest, when will new opportunities become available, and who is eligible?
Responsibility Tracker sent May 20
May 2024
On May 20, some Phase 2 unit employees that support HR, Finance, Marketing Communication and web development work will be asked to complete a Responsibility Tracker survey before June 14. What is a Responsibility Tracker survey? What does it mean if I receive one? What if I don’t? Get all the information you need about Phase 2 PEAK Responsibility Tracker survey.