Why is this important?
In the IT Workforce domain, efforts will center around outreach in training, mentorship, knowledge & innovation, connecting people, and recruitment. Promoting efficiency, monitoring labor bandwidth for scope creep, and allocating resources in appropriate areas are just a few of the elements that are required to maintain a healthy technology workforce. Initiatives in this area will be tuned to creating and maintaining a technology workforce that is readily available to its constituents while reserving time for development and recharge.
Goal: Support academic and operational excellence by enhancing the effectiveness of the university’s IT workforce.
Objectives & Outcomes
- Culture of innovation, cross training, and collaboration across the university IT community.
- Core technology services are consistent, sustainable, and integrated across IT organizations.
- IT services and processes make it easier to align with security and compliance requirements.
- Technology services are transparent, proactively measured and managed throughout their life-cycle.
- Easier to form collaborations that leverage the collective expertise and skills of the university IT professionals.
- Modern recruitment processes.
- High levels of IT staff retention and engagement.
Key Strategies
- All university IT providers collaborate to define IT services and metrics, publish an integrated service catalog (inc. academic, productivity, research tools and applications), improve communications and adopt service management methods.
- Collaboratively develop and adopt shared technical standards and operating procedures across ITS and university IT groups.
- Strengthen recruitment, on-boarding, career development and retention processes (including opportunities for internal promotion).
- Develop an inventory of staff skills and expertise to facilitate collaboration and professional development.
- Develop formal and informal professional development and learning programs for all university IT staff.
- Increase organizational capacity to support areas of existing and emerging technology demand (E.g., networking, AI, etc.) including specialized research technology needs.
- Increase organizational capacity to provide effective project and change management.
Fiscal Year 2024-2025 Initiatives
- Expand IT Mentorship Program
- Expand the number of Student Interns
- Host annual Innovathon
- Explore programs at other UC’s (e.g., UC Irvine Evolve Project)
- Host knowledge sessions/symposiums/conferences on emerging trends (e.g., AI, Cloud, HPC, Information Security)
- Provide Leadership training to campus IT Staff
- Provide training opportunities for non-ITS staff
- Restart Quarterly IT Foundation sessions.
- Host Shop Talks / Lightning Talks
- Assess current recruitment process
Roadmap - Priority Themes By Year
|
Priority Theme |
FY 2024-25 |
FY 2025-26 |
FY 2026-27 |
FY 2027-28 |
|
Strengthen career development and retention processes, and improve staff engagement |
- Expand IT Staff Professional Development - Expand IT Mentorship Program - Add Student Interns - Explore programs at other UC’s - Leadership training for IT Staff |
-Comprehensive professional development plans for IT staff |
- Expand professional development and recognition programs |
|
|
Create a culture of innovation, cross-training, and collaboration across the UCSB IT staff community |
- Host annual Innovathon - Host Shop Talks / Lightning Talks - Host knowledge sessions on emerging trends - Restart Quarterly IT Foundation sessions |
- UCSB tech event |
||
|
Modernize recruitment and improve on-boarding processes |
- Assess current recruitment process |