We are trying to take full advantage of the buy-one-get-one-half-off tickets to the upcoming HR Metrics conference in SF. Please contact Dawn Freeman if you would like to (or are planning to) attend—she will need your name and a PTA.
For the near future at least, our group will be a bit smaller as other job responsibilities have pulled people away from the team for a bit. This is a great excuse and a better justification to really try and bring in additional SMEs from throughout the college to contribute to our discussion and activities. Beyond SMEs from HR, please feel free to invite anyone who works with, or is impacted by HR data as part of their daily job. This will help us understand the data gaps and issues around HR data from a university perspective. If you have any questions about this, please don’t hesitate to contact Matt.
Internal Audit has offered to actively work with us to assess and improve the quality of University HR Data if we are able to scope a request appropriately. After we complete the definition phase of this work, Matt will ask a representative from internal audit to come in to give a short presentation about what they can do for us and help initiate some discussion on an appropriate collaborative project.
Please not only review the content of the JRC:PRO Request for Change (RFC) (update to be sent out Monday), but the layout of the content as this is intended to be a template for future data related RFCs. If there are sections that you believe are missing or could be made more useful, please contact Matt. We got a very supportive response from Rosa in the Diversity and Access Office and will be integrating her information by Monday. We hope to submit the RFC to University HR by next week.
We discussed some gaps related to the tracking of data exceptions, and how much of the knowledge of how systems really work and the meaning behind historical information may be available only in the heads of our SMEs. As one of the Data Governance projects, Matt would like to provide a service to store this information in a structured, searchable and accessible location. We will continue to discuss the implementation of such a system but in the interim, if you feel that you have information that should be recorded for future access, email Matt and he’ll manage it as a proper solution is developed.
Final definitions for Classified Indicator and Casual Employee were agreed upon although there is still some question as to whether Classified Indicator is the correct name for the element (or whether it is Class Indicator or Classification Indicator). Please review the terms on the Wiki and let Matt know if you have any qualms with the current wording. Matt will send out an update on the proper term when we have a definitive answer. Moving forward, unless the Data Team can find issue with the Admin Guide definition, we will assume that the HR Metrics Help page definition should match the Admin guide verbatim.
HR Metrics Master List – https://asconfluence.stanford.edu/confluence/display/~mhoying/HR+Metrics+Definition+List