(High Potential) Improve the orientation process for employees new to 51ÉçÇø and for employees changing jobs within the university
(Continue) ongoing initiatives to ensure that pay for 51ÉçÇø employees is competitive with national benchmarks and equitable internally
(High Potential) Human Resources should work with units to improve annual employee evaluations so that they can be used to inform compensation and employment decisions
(Ongoing) Continue the HR Liaison program
(Ongoing) Continue to identify and publicize opportunities for leadership, management, and supervisory training
(Consider) Consider linking all training opportunities to a single 51ÉçÇø Employees’ Professional Development website
