key operational plans

Human Resource Support and Development Plan

Executive Summary September 2006
IV. Human Resources Support and Development Planning Assumption

Based on the information above, the following strategic planning assumptions will need to be reviewed frequently and modified as changes occur:

  1. High-school graduate pool (statewide and in 6 primary feeder counties) indicates an increasing population of graduates initially with a decline projected in the years from 2009 to 2010;
  2. Retirements may occur in the staffing of the human resources function but the number of staff will remain constant;
  3. Retirements will increase across all jobs resulting in a loss of institutional knowledge and expertise (e.g., One half of classified staff will retire in the next 5-10 years);
  4. Greater emphasis will need to be placed on recruiting and retaining qualified employees of color;
  5. Continued competition with other UW institutions that plan to grow their enrollment will also mean greater competition for labor recruited from this area;
  6. UW-System graduate schools will continue to lose market share to Wisconsin private 4-year universities and colleges;
  7. Direct instructional resources are constant (protected) over the 2005-2007 biennium while support to non-instructional services will decline;
  8. The average age of the workforce will increase, bringing new issues of concern to employees and employers;
  9. A demand for higher education among the workforce will continue to grow;
  10. Development and delivery of high demand programs will increasingly need to be self-supportive;
  11. The composition of faculty compared with instructional staff will continue to change with the percentage of tenured and tenure-track faculty increasing;
  12. Performance management will become a key driver of performance among classified and academic staff supervisors, impacting employee performance and development issues;
  13. Due to budget issues, staffing or resource reductions will occur in some key areas (e.g., Graduate Admissions office, Admissions, Student Services);
  14. Shrinkage of employee fringe benefits may occur due to budget issues;
  15. UW Oshkosh will be required to implement processes for conducting criminal background checks for all new recruitments and for specific continuing employees.