MGT 555 Team 1 (Kindra Brock, Audrey Dellinger, Showna Price, Whitney Thornton, Yuri Mcilhenny) \"NewCo University Change Initiative Project Proposal\" In Lieu of the new spin-merge between the two existing companies, Enterprise Services and Computer Science Company, we propose a complete reconstructing of the University Program. The existing program lacks global structure and does not appeal to the new millennial generation. Our goal is to recruit, retain and maintain affordable Graduate talent who are excited about the NewCo brand and their future here at NewCo. Current graduate retention beyond two years is between 30-40% leaving a significant opportunity to revamp the program during the merger. Once the merger is complete on March 31st a new and exciting program, derived from the two existing programs, will take effect. Interns are as important as full time graduates. The NewCo University program should include a detailed process indicating how we plan to recruit interns with the intention of converting each successful intern to a fulltime employee saving millions of recruiting and training dollars. The intern population will create an already trained and enculturated pool of candidates to select from. The major milestones for the University change initiative should include the following: No Milestone title Assess current state of University Programs for each company Understand location strategy that impacts 2 University Hiring Define & create single market strategy for 3 University Hiring 1 4 Create a Diversity market strategy 5 Define & target roles for University Hires 6 Milestone description Assess current state of University Programs for each company Understand location strategy that impacts University Hiring Define & create single market strategy for University Hiring Define and create single market strategy to promote workforce diversity hiring Define & target roles for University Hires Establish ongoing University event planning to Establish ongoing University event planning to ensure consistent visibility on campus ensure consistent visibility on campus NewCo University Proposal \" NewCo University\" EXECUTIVE SUMMARY Executive Summary Objective of O.N.E. University: Leading program designed to GLOBALLY link O.N.E. University graduates/interns to their counterparts while building CSC's Generation Next Leaders making CSC top pure play IT Services of choice among students. Value Proposition to NewCo/Clients: Attract affordable but capable O.N.E. talent, building NEXT level leaders through the intern conversion and graduate program creating University ambassadors worldwide to promote the CSC brand and build a pipeline for FT employees. Value Proposition to Student: Intern: Hands on experience with a Global company that enhances resume and exposes the student to CSCs cultures and values while allowing the student to engage on current projects. Graduate: Entry level career opportunity with a two year enculturation program (mentor, career coach, training) to produce a fully integrated CSC employee that can in turn help build and promote continuous innovation to the O.N.E. program. Training: Onboarding: 'INITIATE' - University orientation, multi-day face-to-face program to become properly assimilated into the organization. Continuous Training: 'Global Graduate Program' - 2-yr enculturation program offering various sessions on relevant topics, to include \"Meet the Executive\" sessions. Cohort Start Dates: VI P Allows all O.N.E. intern and graduate candidates to onboard simultaneously; affording them the opportunity to create f2f internal networks, positively brand CSC via social media, and lay the ground work for increased retention through positive engagement as we demonstrate employee investment. Intern Conversions: Company wide initiative that MUST be supported by the business to create a feeder pool for FT headcount; saving millions of training and recruiting dollars. Executive Summary Objective of O.N.E. Diversity Recruitment: Leading program designed to positively impact workforce diversity demographics through community and recruiting outreach while branding CSC in the workplace as a diversity friendly employer of choice. Value Proposition to NewCo/Clients: Attracting affordable but capable talent with a focus in low cost geographic locations. Demonstrating our ability to further build a more inclusive next generation workforce through the engagement of diverse populations funnelling in top talent candidates to more closely reflect the demographic landscape of our customers and clients. Value Proposition to Candidate: Experience with a top tier, pure play Global IT services provider with well defined growth opportunities. (final EVP) CSC's recruiting strategy: Embed diversity priorities into WFP & TA teams while consulting Compliance as a trusted advisor Cross pollinate efforts - (ie. Wounded Warriors, PR Campuses, Military Spouses) Place focus on protected populations: Primary: US (Women, Minorities, Protected Veterans and Individuals with Disabilities) Secondary: LGBT, Long-term Unemployed, Millennials, etc. Region based efforts Results: Leverage brand uplift for further attraction and retention (utilize ERGs) Maximize financials: Recuperation of tax incentives/credits for hiring (WOTC) Work Opportunity Tax Credit Minimize/avoid penalties for missed regulatory and compliance targets Affirmative Action, 503, (VEVRAA) Vietnam Era Veterans Readjustment Assistance Act (US), USERRA IWD's (US, CEE, France) Here is what we are responsible for: 1. Define the business goals and objectives 2. Define the business problem and how it may be solved 3. Model the business process scope/impact and support required. 4. 5. o Model business processes relate to the external world o Model how business processes relate to each other (and to data stores) o Model how business processes work - the main steps of the processes Be sure the success criteria are quantified: o What are the goals of your change (e.g. reducing the order-processing cycle time from 3 weeks to 3 days) and why are these goals important to the company (e.g. we are losing business - by improving order-processing cycle time, we can increase sales by 30% in 1st year and 50% in 2nd year)? o What will you be able to measure before and after the project to prove it was financially worthwhile Assemble this information into a Project Overview Statement (POS). Provide your models (with a brief discussion) as an appendix to this. * Prepare a Work Breakdown Structure, and check it for completeness. The tasks have no duration or schedule at this point. Consider alternative life-cycles and determine which one is best for your project; Define interim deliverables of the project, required to reduce project risk, and to manage successful system evaluation and/or system dependencies; Life cycle phases may be used as high-level WBS tasks, or another scheme may be used, depending on the interim deliverables and how success will be evaluated. * Review and develop the Project Overview Statement. Consider the business goals, scope of change, success criteria and how these will be evaluated in your POS; Cite appropriate references, in APA format, from your research to determine suitable problems, opportunities, similar existing systems, etc; The project objectives typically reflect successful completion of each of the life cycle phases. I have created an executive summary and I've listed the major and minor milestones for this project in the attached documents. From these documents we can answer #1,2,4 and Part 1 of #5. I'm not sure how to model this process but I can figure it out. Original Milestone Assess current state of University Programs for each company Determine current location strategy Determine how demand signal is obtained What are Tier 1/2 schools and how are they selected? Compare end to end program of CSC/ES University Programs What tools are utilized to facilitate and monitor University Programs? What is housed on the University site for each company? What are the regional variations in University programs? Understand location strategy that impacts University Hiring NewCo regional structure will need to be determined? Will NewCo focus on regional RDCs to determine University hiring strategy? Define & create single market strategy for University Hires What is CSC/ES University EVP? Create Executive Summary for NewCo UNIVERSE-ity. Determine profiles targeted for University hiring. What is NewCo University Org structure? Determine Global onboarding for interns/graduates? Create Diversity plan for University hiring. How will NewCo University utilize social media to expand program? What is the NewCo University budget determined? (TA funded or business funded) Establish ongoing University event planning to ensure consistent visbility on campus What will University calendars contain to ensure ongoing campus relationships? Will we sponsor career centers or keep a high level relationship? Changed or Proposed Milestone Required for Day 1 Readiness Current Status (YES or NO) No Yes Confirm the NewCo Regional structure with Operating Model project team Yes Collaborate with the OnBoarding project team on the development of the OnBoarding process for interns/graduates. No Company Impact Start Date Target End Date % Complete ES 8.8.2017 3.1.2017 100% University Recruiting 8.8.2017 3.1.2017 100% University Recruiting 8.8.2017 3.1.2017 100% University Recruiting 8.8.2017 3.1.2017 100% University Recruiting 8.8.2017 3.1.2017 100% University Recruiting 8.8.2017 3.1.2017 100% University Recruiting 8.8.2017 3.1.2017 100% University Recruiting 100% University Recruiting 8.8.2017 % Complete CSC Original Project Team University Recruiting University Recruiting University Recruiting 8.8.2017 University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting 8.8.2017 University Recruiting University Recruiting University Recruiting Proposed Project Team University Recruiting Comments majority of discovery complete. University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting In progress University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting OnBoarding University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting University Recruiting In progress Addt'l resources to support milestone/task Additional Resource Types CSC Resource John Thopmson, Alice Liu, Lisa Bowling, Meenakshi Kasturia HPE Resource GTA Project Team or IMO Workstream Current Status Key: Completed On-Track At Risk Delayed Not Started Operating Model