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The mission statement should support LBCC’s mission and be distinctive. The statement should be approximately 2 – 5 sentences long):  \nThe LBCC Human Resources staff provides an elevated level of service and college-wide administrative oversight to support all employee groups within the District and with external constituents.  \nInternal Conditions Analysis (Describe any internal conditions that may be impacting the schools and departments in your Vice President area or your Vice President area in general. These are conditions that have occurred within the College or within your schools and/or departments that have positively or negatively impacted functions. Examples of internal conditions include: Improved workflows and processes, changes in staffing [either increases or decreases], changes in facilities, and changes in technology):  \nCurrent internal conditions impacting the Human Resources (HR) Office include significantly increased cases of harassment, bullying, unprofessional conduct, and discrimination (some based on Title IX); Americans with Disabilities Act and accommodation requests; the ongoing need to provide professional development to the management team; and a necessity to integrate software usage to operate efficiently in HR.  \nBehavior Incidents  \nThere continues to be a high number of behavioral incidents over the last five years. The consistent volume of complaints in the areas of harassment, bullying, discrimination, Title IX, poor job performance, and unprofessional conduct have required Human Resources to devote a great deal more time and resources to address these issues.  \nProfessional Development  \nBetween conduct issues, new managers, and changing regulations, it is important that our managersand campus partners are equipped with tools/knowledge to promote better working relationships, provide support, counsel, and set expectations for employees.  \nAccommodations  \nAnother area of high traffic is requests for accommodations under the Americans with Disabilities Act (with high levels of complex restrictions) . Human Resources has developed new processes and tracking methods to be able to keep up with the demand while maintaining full compliance with the law.  \nSoftware Integration  \nLast but not least, there are proprietary software platforms that do not interface with one another, or if they do, it is not done seamlessly to promote efficiency in the HR Office.  \nExternal Conditions Analysis (Describe any external conditions that may be impacting the schools and departments in your Vice President area. These are conditions from outside of LBCC that have impacted your schools and/or departments either positively or negatively. Examples of external conditions  \ninclude: regulatory or legislative changes, new or completed grants, and community outreach and/or partnerships):  \nThe job market remains competitive and HR is currently engaged in ongoing efforts to solicit qualified applicants for numerous reasons such as retirements, relocations, and a limited number of people willing to adhere to the traditional in-person work model. Roles, cultures, and norms at the workplace have changed over the last few years creating challenges in attracting qualified candidates to fill position vacancies to serve the College’s overall needs. The HR Office has employed more creative marketing through specialty sites, in-person events to maintain healthy applicant pools and developed hybrid work model opportunities.  \nList the names and titles of the managers, faculty, classified professionals, and students that participated in your Vice-President level planning meetings this year to complete your Vice President level plan:  \nLoy Nashua, Angeli Francios, Matthew Segotta, Rick von Kolen, Caroline Chretien, Cynthia","cbCaifIBVJnigUTx","https://ap.wps.com/l/cbCaifIBVJnigUTx","pdf",227537,8,"English","# Part A: Overview\n## Mission Statement\n## Internal Conditions Analysis\n## External Conditions Analysis\n## Vice-President Level Planning Participants\n## Major Accomplishments (2023-24)\n# Part B: Goals & Metrics\n## Goal 1 - Progress Updates","[{\"question\":\"What internal conditions are identified as impacting the HR Office?\",\"answer\":\"The plan highlights increased harassment, bullying, unprofessional conduct, and discrimination cases, including Title IX-related matters. It also cites ADA and accommodation requests, the need for ongoing manager professional development, and challenges integrating HR software platforms.\"},{\"question\":\"What external conditions affect recruitment and staffing?\",\"answer\":\"The plan notes a competitive job market, retirement and relocation-driven vacancies, and fewer people willing to follow traditional in-person work. It also describes shifting workplace cultures and norms and the HR response through creative marketing, in-person events, and hybrid work opportunities.\"},{\"question\":\"What does Goal 1 measure and what targets are listed?\",\"answer\":\"Goal 1 focuses on enhancing HR staff efficiency and capabilities to support district strategic goals. The metrics include verification and tracking across employment response, recruitment, TB tracking, leaves, reemployment/reinstatement/transfers, PSLF responses, employment development claims, and professional development tracking, with stated targets of 100% for each listed item.\"}]","Vice President Level Plan Template - Human Resources - 2024-25 | PDF",1789199538]