# data[].attributes.headline
Incorporate telecommuting as part of the work life cycle

# data[].attributes.subject
Incorporate telecommuting as part of the work life cycle

# data[].attributes.headline
More collaboration between CSU and Faculty teams

# data[].attributes.subject
More collaboration between CSU and Faculty teams

# data[].attributes.headline
relationship building  with payroll admin team vs data entry only

# data[].attributes.subject
relationship building  with payroll admin team vs data entry only

# data[].attributes.body
More collaborative working - using each other’s strengths and particular skills - eg Vicki’s project enabled ownership of the project.  This also enable some positive proactive work to be done - very fast

# data[].attributes.headline
Keep using Teams for collaboration and Sharepoint for sharing documents

# data[].attributes.subject
Keep using Teams for collaboration and Sharepoint for sharing documents

# data[].attributes.headline
Working as one team - as per Vicki's example. This involved input from all HR teams and ended with finalized information / resources for all to refer to - creating a common process and understanding

# data[].attributes.subject
Working as one team - as per Vicki's example. This involved input from all HR teams and ended with finalized information / resources for all to refer to - creating a common process and understanding

# data[].attributes.headline
Review HR Charter to ensure consistency is applied across all areas with client groups

# data[].attributes.subject
Review HR Charter to ensure consistency is applied across all areas with client groups

# data[].attributes.headline
Projects with deadlines and achievable outcomes (or deliverable)  

# data[].attributes.subject
Projects with deadlines and achievable outcomes (or deliverable)  

# data[].attributes.headline
Trust when working from home - no one is thumb twidling :) 

# data[].attributes.subject
Trust when working from home - no one is thumb twidling :) 

# data[].attributes.headline
Always communicate any changes made to documents/policies on the intranet. E.g.  an email with a link

# data[].attributes.subject
Always communicate any changes made to documents/policies on the intranet. E.g.  an email with a link

# data[].attributes.headline
less paper work for payroll- one form that captures all necessary information - eg approval record, new employee form, pending worker checking list

# data[].attributes.subject
less paper work for payroll- one form that captures all necessary information - eg approval record, new employee form, pending worker checking list

# data[].attributes.body
Admin support in client group/ HR if level of admin tasks keep increasing for HR advisory.

# data[].attributes.headline
Ability to share information collected with client groups

# data[].attributes.subject
Ability to share information collected with client groups

# data[].attributes.body
centralised admin / tier one support

# data[].attributes.headline
greater visibility of actions from client group to HR to payroll - how can we promote or create self-service

# data[].attributes.subject
greater visibility of actions from client group to HR to payroll - how can we promote or create self-service

# data[].attributes.headline
Have a dedicated comms person to ensure consistent and non-contradictory messaging to avoid mixed messaging

# data[].attributes.subject
Have a dedicated comms person to ensure consistent and non-contradictory messaging to avoid mixed messaging

# data[].attributes.headline
clarity of role and function to avoid people doubling up eg payroll and advisory both responding to the same query. Issue is there is no clearly defined decision at the outset about where the work sits

# data[].attributes.subject
clarity of role and function to avoid people doubling up eg payroll and advisory both responding to the same query. Issue is there is no clearly defined decision at the outset about where the work sits

# data[].attributes.body
doing the work of managers

# data[].attributes.headline
stop discussions/meetings without outcome / actions. 

# data[].attributes.subject
stop discussions/meetings without outcome / actions. 

# data[].attributes.body
working collaborative

# data[].attributes.headline
push some tasks back onto relevant people  i.e. the SLT approval process

# data[].attributes.subject
push some tasks back onto relevant people  i.e. the SLT approval process

# data[].attributes.headline
increase HR admin support to create capacity for hr advisors to participate in various and exciting projects

# data[].attributes.subject
increase HR admin support to create capacity for hr advisors to participate in various and exciting projects

# data[].attributes.headline
a big change process coming - can this be internally resourced through HR or do HR lead it and we access additional resourcing externally

# data[].attributes.subject
a big change process coming - can this be internally resourced through HR or do HR lead it and we access additional resourcing externally

# data[].attributes.body
support managers with difficult staff issues

# data[].attributes.headline
Have better reporting tools to enable us to work more accurately and efficiently

# data[].attributes.subject
Have better reporting tools to enable us to work more accurately and efficiently

# data[].attributes.body
shared resources, tools

# data[].attributes.body
empowering managers to take on the task. Coach more

# data[].attributes.headline
We need to use sharepoint in its entirety. At the moment we are just touching on it - need more training on using metadata, file naming etc so we can shift efficiently to it . Sitting across multiple file sights is chewing up time

# data[].attributes.subject
We need to use sharepoint in its entirety. At the moment we are just touching on it - need more training on using metadata, file naming etc so we can shift efficiently to it . Sitting across multiple file sights is chewing up time

# data[].attributes.headline
salary reviews, promotions, recruitment, performance and disciplinary, change etc

# data[].attributes.subject
salary reviews, promotions, recruitment, performance and disciplinary, change etc

# data[].attributes.headline
leveraged the technology we had - Teams / SharePoint / etc.

# data[].attributes.subject
leveraged the technology we had - Teams / SharePoint / etc.

# data[].attributes.headline
Well being check ins and focus on workload, and mental health

# data[].attributes.subject
Well being check ins and focus on workload, and mental health

# data[].attributes.headline
Regular check ins and stand-ups across different HR teams

# data[].attributes.subject
Regular check ins and stand-ups across different HR teams

# data[].attributes.headline
can we use Flow to automate some of our processes. Its frustrating to know we have the tools but we are not using them or getting the training 

# data[].attributes.subject
can we use Flow to automate some of our processes. Its frustrating to know we have the tools but we are not using them or getting the training 

# data[].attributes.headline
Empower Advisory team in their decision making so we know you have our backs

# data[].attributes.subject
Empower Advisory team in their decision making so we know you have our backs

# data[].attributes.headline
benchmark good business solutions and processes against what we are doing

# data[].attributes.subject
benchmark good business solutions and processes against what we are doing

# data[].attributes.headline
Not aiming for perfect (rolls royce) but delivering a starting point to build from

# data[].attributes.subject
Not aiming for perfect (rolls royce) but delivering a starting point to build from

# data[].attributes.headline
map out our process from start to finish and decide on what is it that we need, who does it, is it essential

# data[].attributes.subject
map out our process from start to finish and decide on what is it that we need, who does it, is it essential

# data[].attributes.headline
Recognise that lots of University staff are ready to crack - start the conversation on what the University needs to stop doing, provide way more resources to front footing this.

# data[].attributes.subject
Recognise that lots of University staff are ready to crack - start the conversation on what the University needs to stop doing, provide way more resources to front footing this.

# data[].attributes.headline
STOP cc'ing or sending emails to all mailboxes and multiple staff. it does not help role clarity

# data[].attributes.subject
STOP cc'ing or sending emails to all mailboxes and multiple staff. it does not help role clarity

# data[].attributes.headline
better functionality from our staff intranet to enhance self service (eg. relocation information from Otago Uni)

# data[].attributes.subject
better functionality from our staff intranet to enhance self service (eg. relocation information from Otago Uni)

# data[].attributes.headline
Stop going off piste with the processes we have and morphing them locally

# data[].attributes.subject
Stop going off piste with the processes we have and morphing them locally

# data[].attributes.headline
consider our committees , approvals processes. Can they be streamlined eg job evaluation. In previous role HR advisor and manager worked on Rd, HR advisor sized it and took that to the committee (union, HR, staff reps) who sized it. Manager answered questions. Evaluation was confirmed by that committee - didn't need further sign off

# data[].attributes.subject
consider our committees , approvals processes. Can they be streamlined eg job evaluation. In previous role HR advisor and manager worked on Rd, HR advisor sized it and took that to the committee (union, HR, staff reps) who sized it. Manager answered questions. Evaluation was confirmed by that committee - didn't need further sign off

# data[].attributes.body
Have more social options for the hr team during work time. The team work so hard but there is little ’give back’ to the team. This could be an hour during work time and lead into after work. This will enhance team spirit and allow some relaxation time in work, to enhance working better together.   A little give back goes a long way to enhance relationship building which literally is not able to occur as everyone works so hard.

# data[].attributes.headline
keep working flexibly at work and from home.  

# data[].attributes.subject
keep working flexibly at work and from home.  

# data[].attributes.headline
comms plan around how we share information between us and outside our team

# data[].attributes.subject
comms plan around how we share information between us and outside our team

# data[].attributes.headline
clarity and consistency on the tools and systems we have at our disposal and how best to leverage them. We have a lot of new tech and need support to use it well. We can either get lost down rabbit holes and become more fragmented and silo'd or grow our collective capability with shared learning and problem solving

# data[].attributes.subject
clarity and consistency on the tools and systems we have at our disposal and how best to leverage them. We have a lot of new tech and need support to use it well. We can either get lost down rabbit holes and become more fragmented and silo'd or grow our collective capability with shared learning and problem solving

# data[].attributes.headline
When introducing new processes, always communicate ahead of implementation and provide training.

# data[].attributes.subject
When introducing new processes, always communicate ahead of implementation and provide training.

# data[].attributes.headline
more collaboration or sharing current  or update on matters from all teams in HR Services to inform all

# data[].attributes.subject
more collaboration or sharing current  or update on matters from all teams in HR Services to inform all

# data[].attributes.headline
stop spoon feeding people - encourage self-service - but not digging down through 10 pages of content on website

# data[].attributes.subject
stop spoon feeding people - encourage self-service - but not digging down through 10 pages of content on website

# data[].attributes.headline
Have access to applications such as Adobe Pro to help with  work flow and working with documents

# data[].attributes.subject
Have access to applications such as Adobe Pro to help with  work flow and working with documents

# data[].attributes.body
Always in communication with your client group

# data[].attributes.headline
have clearly defined roles and responsibilities across the HR functions that includes what other business partners are responsible for, e.g. Finance, schools, etc

# data[].attributes.subject
have clearly defined roles and responsibilities across the HR functions that includes what other business partners are responsible for, e.g. Finance, schools, etc

# data[].attributes.headline
if the management team are talking agile you need to take us with you - training!

# data[].attributes.subject
if the management team are talking agile you need to take us with you - training!

# data[].attributes.headline
short local tech training on tools/solutions that have worked 

# data[].attributes.subject
short local tech training on tools/solutions that have worked 

# data[].attributes.headline
Incorporating some fun activities to relieve stress/pressure that are not necessarily reliant on the HR social club

# data[].attributes.subject
Incorporating some fun activities to relieve stress/pressure that are not necessarily reliant on the HR social club

# data[].attributes.headline
Team decision on whether we are migrating to sharepoint and if so quickly ensure that we have a shared filing structure/ shared metadata list - if not finding all our information is going to become horribly difficult very soon

# data[].attributes.subject
Team decision on whether we are migrating to sharepoint and if so quickly ensure that we have a shared filing structure/ shared metadata list - if not finding all our information is going to become horribly difficult very soon

# data[].attributes.headline
Have a "bring a muffin" to some of the Advisory meetings

# data[].attributes.subject
Have a "bring a muffin" to some of the Advisory meetings

# data[].attributes.headline
HR deskfile/ how we do things round here - lots of time lost in trying to find out/ remember issue precedent or principles

# data[].attributes.subject
HR deskfile/ how we do things round here - lots of time lost in trying to find out/ remember issue precedent or principles

# data[].attributes.headline
surface more workarounds and issues so they can be reviewed and addressed 

# data[].attributes.subject
surface more workarounds and issues so they can be reviewed and addressed 

# data[].attributes.headline
raise the profile of professional staff development 

# data[].attributes.subject
raise the profile of professional staff development 

# data[].attributes.headline
look at utilising HR interns tied into an HR development plan?

# data[].attributes.subject
look at utilising HR interns tied into an HR development plan?

# data[].attributes.headline
Head of School role is broken. The staff are unprepared, unmotivated and unwilling due to colleague impact to address performance and disciplinary issues. This lack of leadership impacts on culture, values, accountability, staff wellbeing. - recognize limited management capability and motivation within the faculties, and begin to format a new model/approach.  eg. new management type structure, or, HR directly manage difficult staffing situations

# data[].attributes.subject
Head of School role is broken. The staff are unprepared, unmotivated and unwilling due to colleague impact to address performance and disciplinary issues. This lack of leadership impacts on culture, values, accountability, staff wellbeing. - recognize limited management capability and motivation within the faculties, and begin to format a new model/approach.  eg. new management type structure, or, HR directly manage difficult staffing situations

# data[].attributes.headline
learn and understand how 'feedback' works well and is successful when working with agility and agile ways of working, to ensure feedback is constructive and value add for the process.

# data[].attributes.subject
learn and understand how 'feedback' works well and is successful when working with agility and agile ways of working, to ensure feedback is constructive and value add for the process.

# data[].attributes.headline
stop asking what we should be doing. As a team we need to see some action. for instance, the ongoing conversation that we have bad technology is not true - we have great tools we are not using or are limited by our lack of training and understanding. 

# data[].attributes.subject
stop asking what we should be doing. As a team we need to see some action. for instance, the ongoing conversation that we have bad technology is not true - we have great tools we are not using or are limited by our lack of training and understanding. 

# data[].attributes.headline
HR ownership over HR content on the website

# data[].attributes.subject
HR ownership over HR content on the website

# data[].attributes.headline
make a commitment to reviewing some of our annual processes to reduce time and effort - eg. online promotion process. 

# data[].attributes.subject
make a commitment to reviewing some of our annual processes to reduce time and effort - eg. online promotion process. 

# data[].attributes.body
Clearly identify how much time it takes (cost) to administer the process

# data[].attributes.headline
Removing paper - payroll and promotions for example. 

# data[].attributes.subject
Removing paper - payroll and promotions for example. 