Human Resources Strategic Plan 2013-2017
Human Resources serves as a strategic partner supporting Utah Valley University as an employer of choice by attracting, sustaining, and inspiring great people, with great passion, working for a great purpose.

Utah Valley University faces a variety of complex institutional challenges. To address these challenges, Human Resources, in collaboration with our partners from across the university, provides leadership, excellence, innovation, and engagement that extends beyond traditional organizational boundaries. This strategic plan aligns Human Resources with UVU’s mission, values, objectives and goals to identify and articulate strategic human resource management solutions, provide skilled advice and counsel, identify and implement best practices, and recognize individual and organizational success.

Vision Statement
Human Resources serves as a strategic partner supporting Utah Valley University as an employer of choice by attracting, sustaining, and inspiring great people, with great passion, working for a great purpose.

Mission Statement
Human Resources advances workplace solutions and services through leadership, excellence, innovation, and engagement, to enrich the work and learning environment for our faculty, staff and students.

Human Resources Guiding Principles and Service Commitment
, excellence, innovation, and engagement are the guiding principles of Utah Valley University Human Resources. These principles guide human resource decision-making at the university and provide a framework for our service commitment and strategic objectives.

We commit to:

  • Seek the best possible outcomes
  • Follow through on our commitments
  • Listen carefully in order to understand situations and needs
  • Respond promptly and efficiently
  • Provide clear, accurate and timely information
  • Respect confidentiality

Our service delivery standards are to:

  • Greet those we serve in a genuinely welcoming manner
  • Respond to inquiries, including calls, voicemail, or emails within one business day if possible
  • Answer phones promptly, within three rings if possible
  • Identify oneself when calling or answering the phone
  • Limit a caller’s contact to “two touches” of Human Resources staff, if possible, and take the time to provide accurate referrals and information
OBJECTIVE 1: Create value by enhancing workforce effectiveness at all levels of the University.
  • Provide market-competitive compensation and benefit programs to attract, retain, develop and reward a highly qualified and diverse workforce.
  • Implement benefit plan design strategies that promote engagement, encourage wellness and healthy behaviors, and recognize the needs of a dynamic workforce.
  • Implement meaningful performance management systems and recognition programs to drive organizational results, recognize high performance among employees, and value employee contributions.
  • Deliver professional development programs to integrate UVU’s core competencies to improve leadership capabilities, job skills, and employee productivity.
  • Provide management strategies and implementation support promoting workforce flexibility to optimize productivity.

OBJECTIVE 2: Foster a culture of excellence that embraces inclusion and equitable practices.

  • Develop plans to promote inclusion and cultural competency with all employee groups across all University programs.
  • Ensure that all members of our campus community, including acknowledged underrepresented populations, have equal access to, and can fully participate in, all aspects of the work and learning environment in compliance with University policies, best practices, and laws.
  • Compete for top talent with effective recruitment strategies and efficient recruitment processes.
  • Encourage an ethical and respectful work environment that promotes trust, fairness, confidentiality, and accountability.

OBJECTIVE 3: Enhance HR service delivery capabilities and alignment by adapting, standardizing, and streamlining essential processes, procedures, and communication.

  • Implement redesigned business processes, additional self-service, improved workflow and common data definitions to replace paper forms and manual processes so that work can be shifted from transactional to strategic and compliance priorities.
  • Develop an HR scorecard and establish report metrics to influence and inform strategic decision-making and workforce planning.
  • Target employee communications and leverage technology to more effectively meet employee information needs and access.
  • Secure and maintain appropriate workspaces and resources to provide improved service and program delivery.
  • Invest in human resources team members’ productivity and effectiveness by supporting professional development experiences and continuing education.

OBJECTIVE 4: Develop and maintain collaborative partnerships that further the University’s mission and objectives.

  • Use cross-functional teams to enhance organization decision-making.
  • Form internal and external relationships that foster collaboration across boundaries and benefit organizational needs.
  • Promote strategic initiatives that provide a consistent, positive image, and awareness of the department, division, and institution.
  • Engage with the university’s shared governance entities to enhance decision-making with all segments of the university.
Human Resources Strategic Plan 2013-2017(PDF Version)