2025 Visionary Plan

Human Capital Services Assessment Report Feedback

Kansas State University seeks to build the necessary HR capacities, structures, policies and procedures, best practices, services, and infrastructure needed to recruit, retain, and develop the highly talented, diverse faculty and staff envisioned in K-State 2025.

A campus-wide Human Capital Services Assessment was conducted by Aon Hewitt, an independent consultant, between September 2012 and March 2013 and is available for campus comment from April 10, 2013 through May 10, 2013.

Please review the Assessment Final Report and the Short and Long Term Recommendations and provide your comments below. These comments will be shared following the close of the comment period.

Short Term Recommendations (2013 - 2015):

  1. Restructure the existing functions performing human capital-related services into a single, unified organizational unit with enhanced skills and capabilities.
  2. Develop an overarching human capital strategy to define the critical priorities of the function for the next several years, as well as ensure alignment with key human capital components of the 2025 K State vision.
  3. Conduct a complete, end-to-end redesign of the hiring process for all faculty and unclassified professionals with associated career paths for advancement in high-priority job families for non-tenure track faculty and unclassified professionals.
  4. Develop more formalized and standardized compensation structures for faculty and unclassified professionals.
  5. Provide more automation, including electronic forms, to streamline and simplify existing human capital processes such as consistent electronic time entry and automation of the recruitment process for all staff.

Long Term Recommendations (2016 - 2018):

  1. Establish more standardized performance management and talent management processes and tools for faculty and unclassified professionals;
  2. Develop clear and unique employment policies for all faculty and staff that pertain directly to the uniquenesses of each employee classification; and
  3. Continue the definition of potential career paths and other talent management programs all faculty and staff classifications.

The comment period has closed. Thank you for your interest.