CalSTRSSustainable Learning Strategies

Katie Valdivia

Training Manager, CalSTRS

Welcome!

• Emergency procedures

• Introductions– Jan Spano, Organizational Development Manager

– Brenna Neuharth, Workforce Planning Manager

– Kelley Tousey, CalSTRS Onboarding Coordinator

– TS Hamilton, CalSTRS Lead Trainer

Executive Branch/Human Resources Division

• Just over 1,000 employees at CalSTRS• 53 managers and staff in Human Resources• Organizational Development Program:

– Training Services– Employee Engagement – Change Management – Survey, Research and Analysis

• Personnel Services:– Diversity, Workforce Planning and Executive Compensation– Classification and Selection Services– Payroll and Benefits

Training Services Strategic Learning Outcomes:

• Develop a business plan for learning

• Improve business alignment

• Improve efficiency

• Improve program effectiveness through the use of blended approaches, collaborative learning and the implementation of “learning on-demand”

• Integrate with workforce/succession/talent management strategies into the learning structure

• Measure the learning function

• Improve the technology infrastructure

Where We Started

• Onsite training program began in 2004.• Training needs assessment conducted• Prioritized training offerings – 90 classes offered.• Blend of onsite and outsourced training solutions.• Getting the organization educated on the program.

• 2007:• Hitting the streets to share our story! Outreach and education• Course catalog enhanced• Building oversight to all organizational learning – onsite, offsite,

business specific, etc.• Further developed partnerships and built cross-functional

relationships.

What We Offer Now

• Almost 200 onsite course offerings a year that are aligned to CalSTRS Competency library.

• Academies for Analysts and Leaders

• Blended and informal learning opportunities

• Trusted resource in the organization

• Online resources and tools on SharePoint sites and Intranet

• Annual Learning Expo

Important Components to a Strategic Learning Effort• Have a plan (Strategic, Business, Workforce, Succession)

• Have a champion (or two……)

• Identify a sponsor (this may be different than your champion)

• Collaborate (You can’t do this alone)

• Flexibility and patience

Next Steps for CalSTRS Learning efforts:

• Emerging Leadership Series

• Develop Master Series for Leaders

• Manager Onboarding

• Professional Development

• Discovery effort for a technology solution

• Develop policies and procedures for stronger accountability

What You’re in Store for:

• Breakout Sessions:– Workforce Strategies – Yosemite

– Onboarding – Truckee

– Competency Aligned Training – Sundial

– Being the Boss Leadership Development – Reception Area