The Office of the Vice President for IT is committed to organizational development efforts that:
UR Valued is a homegrown program for diversity, inclusion, and professional development. Diversity and inclusion--in its broadest sense--means being open to understanding and appreciating differences in backgrounds, working styles, and experiences. Our "UR Valued" approach builds diversity and inclusion into our culture through professional development, team building, serving the community, and leveraging employee skills, talents, and passions.
Nationally recognized in a research bulletin published by the EDUCAUSE Center for Applied Research, this program has also been cited as a best practice by peers and regional community organizations.
Chartered in 2009, this group is actively engaged in the leadership hierarchy of the University IT organization to:
Since its inception, this cross-functional group has provided a professional development opportunity for staff members and improved collaboration and employee engagement throughout the organization. A signature accomplishment is an orientation program that provides all new employees with consistent access to institutional resources and a "buddy" that helps them acclimate and get involved in the organization.
Front row (left to right): Drew Potratz, Julie Buehler (sponsor), Brenda Wideman, Shelly Rogers, Beth DesJardin, Danielle Bombard
Back row (left to right): Pat Taylor, Gabe Stampone, Marcus White, David Lewis (sponsor), Marc Seigfred, Linda Francis (Warner Center advisor), Brendan Noll, Kevin Riggs, Seth Reining
Not pictured: Wayne Bowden, Diane Evans, Tony Perez, Sean Singh, Samantha Singhal, Jason Wagner
Metrics (as of March 2013)
> Total sessions hosted: 88
The IT Professional Development Program was launched in 2008 to provide opportunities for IT employees to:
Sessions are led primarily by staff, with some led by University partners.
The mentoring program for the management team was implemented in 2010. Managers are paired with a member of the senior leadership team -- other than their immediate supervisor -- every year and meet monthly to work on mutually agreed-upon goals. The intent of the program is to further succession planning and provide hands-on training in working with different styles.