Workplace Transformation
This initiative will define the future workforce operating model at PCC and address implications for current workplace systems (e.g., People Strategy, Equity, Culture (PSEC, previously Human Resources), Payroll, Finance, and Technology). The ultimate outcome of this project is to support the development of a cohesive and comprehensive workplace philosophy and operating model that reflects the emerging societal shift towards remote and flexible working conditions for employees while still providing excellent service and support for our students, staff, and faculty. As a result, an operable framework and clear guidance will be in place for the College to support a highly flexible, adaptive, positive, and productive workplace that effectively delivers on our mission to provide quality instruction and support, access, and consistently improving equitable student success outcomes.
Phase 1: Reenergize campus communities and establish clear staffing plans
Timelines
Planning systems and initial implementation – Winter to Fall 2022
Operationalizing systems and continuous improvement – Winter 2023 and beyond
The Workplace Transformation Steering Group supports managers to develop flexible workforce plans that support on-site flex delivery of instruction and services.
- Communication and engagement: Managers will share updates and engage feedback with their teams. Updates will be communicated to managers via college emails and Intranet content.
- Office space and equipment: Managers will identify space, equipment, and technology needs with their teams and make necessary requests.
- Work schedule and modalities: Managers will work with teams to identify schedules for individuals, offices, and services.
- 20-day notification for modality changes: on-site, on-site flex, or off-site.
- Contact HR representatives with questions.
- Metrics: The college will track on-site classes, services, events, etc. to map and communicate our in-person presence and inform ongoing improvements.
Phase 2: Cultivate well-being and inclusion in the workplace
Timelines
Visioning and recommendations to Cabinet – Fall 2022 to Spring 2023
Planning and operationalizing systems and continuous improvement – Summer 2023 and beyond
The People Strategy, Equity, and Culture division (previously Human Resources) forms, and initiatives align within the college to cultivate a new work culture, with a focus on belonging and well-being.
- Phase 2 involves collaborative visioning by a diverse group of PCC employees, PCC Well-being Advocates, Workplace Change/new People Strategy, Equity, and Culture Division, and PCC leadership.
- The Phase 2 Workplace Transformation Think Tank will meet during Winter and Spring 2023 to envision and craft possible paths toward the end state vision and ultimately help our entire PCC community work together toward a culture of belonging and well-being for everyone.
- The Phase 2 Workplace Transformation Think Tank brainstorms how PCC culture and systems can ensure that PCC has thriving and happy employees who feel like they belong, are supported and trusted, and have opportunities for personal and workplace growth.
This work will result in recommendations to the President’s Cabinet for further review. Additionally, the recommendations will help guide our new People Strategy, Equity, and Culture Division (previously Human Resources) and any other college teams charged with the implementation of this work.
Phase 3: Deep dive – institutional assessment to drive continuous improvement
Timelines
Ongoing
Goals
Institutional assessment to drive continuous improvement
Future work
People Strategy, Equity, and Culture Division (previously Human Resources) will engage with the Workplace Transformation Think Tank to assume the human-centered components of our operations work related to the workplace with elevated accountability.
- Tracking and assessing to make refinements to PCC policies, practices, and work culture on a regular basis.
Continued focus on improving college Operations.