HOW WE MEASURE OUR IMPACT

ENTERPRISE

The level at which employees feel empowered, energized,connected and committed to UCI

UCI is the talent destination for highly qualified candidates

Develop a workforce to achieve UCI’s strategic vision through
performance goals.

Reduce voluntary turnover rates by 5% at all levels of UCIMC
Achieve an average time to fill vacancies of 60 days or less
Increase number of qualified internal hires by 10%
Increase the number of wellness opportunities available for UCIMC employees by 10%

Assess effectiveness of HRBP model as determined by improved scores (Q4 FY 18) from the baseline (Q1 FY 18) on VOC survey
Increase the level of goal awareness / line of sight among employees such that 75% of employees in a pulse survey can identify all FY 18 org goals
Create development plans for top 20% of identified key internal talent

Launch new employee engagement survey for baseline scores with at least a 50% participation rate. Action plans developed for at least 25%.
Measure internal vs. external hire percentages and number of internal career moves as a baseline
Increase wellness metrics: increase EAP usage by 10%, reduce sick days by 5%, increase program participation by 10%
Maintain or decrease employer liability: all complaints/grievances resolved prior to formal process. 5% fewer workers’ compensation claims and/or lower cost

Decrease voluntary turnover within first year of hire by 5%
Decrease time to fill positions (within control) by 5%
Begin tracking and engaging second choice candidates as future prospects
Gather candidate and client experience feedback through surveys and implement action plans

HRBP model 100% implemented and at least 33% of clients recognize added value of HRBP talent management services
At least 50% of staff have value-added goals and begin to measure percentage of goals (within control) completed on time
At least 25% of clients complete talent review and create development action plans
Managers effectively use Merit Criteria Guides, resulting in more consistent alignment with merit levels

Achieve staff engagement survey participation rate of at least 85%
Increased and steady internal hire rate. Establish baseline at 10% of open positions
Increased marketing and communication of giving and volunteer campaigns. Increased and steady participation in internal and external campaigns. Establish baseline of 5% total employee participation

Decrease of 5-10% in the voluntary turnover rate within the first 3 years of hire
Ensure 3 highly qualified candidates per vacancy
Establish a baseline of quality of hires (check-in at 3 months/6 months/1 year) with less than 5% of new hires released within probationary period
Track/measure sourcing and employee referrals. Establish a baseline of 5% of open positions filled by employee referral

Steady increase of strategic goals over tactical goals (50/50 to 80/20). Goals categorized in employee performance tool
Goal attainment (within scope of control) at 55% on time/on track
Participation in new employee performance tool with 60% check-in rate for managers