Readiness Survey #3 Results

Readiness Survey #3 Results

October 14, 2020

Change Readiness Assessments (CRA) are conducted to measure the university’s preparedness for the implementation of Workday on November 2, 2020 for Human Resources (HR) and Finance. The third CRA considers and compares against the previous two assessments, and measures the progression towards readiness in the following categories:

1. Awareness & Understanding – Do people understand why we are changing to Workday and what is being impacted?

2. Individual Readiness – Do people feel ready for the change and do they understand what they need to do to get ready?

3. Effective Communication – Is the program appropriately engaging and consulting with stakeholders, and are people receiving information about the program?

4. Organization Readiness – Is UBC as an institution ready for this change? Does it have the ability to be successful for an initiative of this size?

 

What were the results?

Majority of participants have a good understanding of the benefits of IRP, and therefore have high levels of motivation. Participants showed an increase in understanding how day-to-day activities will be impacted through concrete information they have received and are interested to understand their security roles and access with Workday.

Many participants are looking for information directly from their representative for specific information related to their faculties/units, as well as tailored training activities, including hands-on, role-based, relevant and concise training that will provide more specific information in anticipation of go-live.

Recommendations & Actions

The following recommendations were provided as part of the CRA3 report conducted in June-July 2020. To address these recommendations, the corresponding program activities below have been completed or are underway by the IRP to help the UBC community prepare for go-live:

Categories

Recommendations

Program Activities which address Recommendations

Awareness & Understanding

  • Provide clarity on the Workday training program and new processes to impacted users.

  • Provide insight into post-training and go-live support.

 

Individual Preparedness

  • Provide role-based training in flexible formats

  • Clarify Workday access

  • Increase awareness of Transition Network (TN) key contacts
  • Self-serve training options, Workday training courses and toolkits can be reviewed at users' own pace.

  • Information regarding Workday access at go-live is now available on the ISC webpage

  • More information on the key contacts from the Transition Network will be available online

Effective Communication

  • Set clear expectations for Transition Leads and Captains

  • Re-structure IRP online resources
  • Continued work with the Community Engagement Partners and the TN to help them understand roles and activities.

  • Online resources continues to be updated with the most relevant resources and to align with the AEP and the ISC.

Organizational Capacity

  • Address the change from IRP to ISC

  • Increase transparency of workforce impacts and available support

  • Engage University and Faculty/ Administrative Unit leaders to champion the change
  • More information regarding the ISC and the catalogue of support services provided after go-live is now available online.

  • VPs, AVPs, Deans, Heads and Directors will continue to be equipped with additional information about the program to help answer questions both through the IRP team and the local Transition Network.
General