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The HR Blueprint Project intends to design the future of the employee experienceÌýat ¶¶ÒõÂÃÐÐÉä Boulder to ensure our staff andÌýfaculty have the tools, systems, and resources they need to grow and thrive on our campus, regardless of role or affiliation.​

Today, the way we attract, hire, develop, and serve our faculty and staff varies across Campus which can result in an inefficient,Ìýunreliable, and inequitable employee experience. Our goal is to ensure all our employees know where to go for support, have whatÌýthey need to do their jobs, feel valued for their contributions, and see a future for themselves here with us.

The HR Blueprint Project is part of six improvement initiatives being jointly sponsored by the offices of the Provost and COO. TheÌýHR Blueprint Project sits under the Operational Excellence initiative.

The HR Blueprint Project Leadership Team includes representation from both Operations and Academics - Danielle Brunner, KennyÌýNelson, Robyn Fergus, Colisse Franklin, Jennifer McDuffie, Mark Kavanaugh, Russell Moore, Michele Moses, Patrick O’Rourke,Ìýand Ann Schmiesing.

The HR Blueprint Project will ensure the institution’s DEI priorities are reflected in our HR functions by applying a DEI lens to decisionÌýmaking and actions.​.

The HR Blueprint Project is only looking at the ¶¶ÒõÂÃÐÐÉä Boulder employee-related processes, systems, and structure and does not includeÌýthe other campuses.​â¶Ä‹ For the initial assessment phase, intersections/interdependencies with the System Office will be included in the scope. The HR functionÌýwithin the System Office will not be in scope.Ìý

Once the assessment phase has concluded, we will provide opportunities to share feedback.

Please reach out to Robyn Fergus or Ann Schmiesing with any questions or for additional information.

The HR Blueprint Project will begin with an assessment of the processes, systems, and structures in place today toÌýsupport HR-related activities across campus, such as hiring, employee development, and separation. Following this assessment, we will identify any opportunities to make improvements and communicate any decisionsÌýand next steps in May.​

We will conduct documentation meetings to capture current processes, systems, and roles connected to HR-relatedÌýaccountabilities across all units at ¶¶ÒõÂÃÐÐÉä Boulder, including in our schools, colleges, institutes, and administrative supportÌýunits.

During the assessment phase, the only impact to your unit will be time requested with key team members to documentÌýthe current state processes, systems, and structure.Ìý

The HR Blueprint Project assessment phase will conclude in April.

In May, we will provide a summary of the current state findings and an overview of the key decisions.ÌýWe will alsoÌýoutline the next steps and how you and your department will be engaged.