ASU’s new human resources and payroll system, Workday Human Capital Management, will launch Monday, Dec. 23, 2024. Workday will be the university's new HR and payroll system, replacing PeopleSoft. 

Starting Dec. 23, ASU employees will use the new system to access their payroll checks, request time off up to six months in advance and submit work time if they are hourly employees.

The first payday in the new system will be Jan. 10, 2025.

Learn about Workday at these events

The Workday project team will host events during the year to help employees transition to the new system, including:

• Employee town hall with university leadership on July 31, 2024.
• Expos with hands-on learning at each campus from August–September.
• Faculty town hall in September 2024.
• Over 130 Workday training sessions running October–December 2024.
• Readiness surveys in September 2024 and January 2025.
• Town halls with colleges and departments.
• Virtual Staff Council Empower Hour discussions in September 2024 and January 2025.

The project team will promote Workday-related events in ASU Events and the weekly ASU Insight newsletter. The team will also work with departments throughout the year to distribute Workday information and resources to employees.  

Visit the project website for more information about Workday.

Arizona State University Police Chief Michael Thompson announced the promotion of four veteran ASU Police Department officers during a Tuesday at the Tempe campus police headquarters.

Read the full story at ASU News.

The HIP is an award-winning wellness program that promotes an active lifestyle, supporting physical and mental well-being. Benefits-eligible employees can earn points toward incentives by joining the program on Virgin Pulse.

Visit the HIP webpage for details.

The ASU Human Capital Management Workday Innovation Implementation Project team is developing Workday HCM, ASU’s new human resources and payroll system launching in January 2025. Workday HCM is where employees will complete many job-related tasks, such as:

• Hire and onboard employees.
• Manage their employee profile.
• Process payroll.
• Request time off.
• View benefits.

 The HCMWI project team took several vital steps in 2023 as it:

• Began the project’s Architect and Configure phase.
• Created outreach plans to engage the ASU community and prepare them for the new system.
• Designed essential Workday HCM functions and demonstrated them to end-users via customer confirmation sessions.
• Developed a training plan to assess employee training needs.
• Met with university departments and partners to discuss their requirements and preferences for the new system.

The HCMWI project team begins 2024 with several new initiatives, including:

• Module unit testing: Ensure individual aspects of Workday HCM, like HR and payroll processes, function as designed before being implemented into a single system.
• Supervisory organizations: Work with university HR leaders to design accurate supervisory organizations, a hierarchical structure of each unit’s personnel. Sup Orgs are foundational to all Workday HCM processes, such as hiring and payroll.
• Training development: Change specialists have begun creating training materials for ASU employees and managers. These materials will cover essential actions, like how to manage benefits, hire employees and request time off.

The project team will also create in-person and virtual events to demonstrate Workday HCM capabilities to the ASU community and answer questions. These events will include campus-specific town halls, appearances at department meetings and other outreach.

Christin Burek has been named Arizona State University’s assistant vice president of Supply Chain Management. Burek will begin her role on Feb. 23, 2024, and report to Rudy Bellavia, the University Business Services interim vice president.

“Christin’s experience in procurement and supply chain management will drive innovation and optimize our supply chain operations,” Bellavia said. “University Business Services is thrilled to welcome Christin to ASU. We look forward to achieving new milestones and excellence in supply chain management under her leadership.”

Burek will oversee a large team of employees instrumental in purchasing, sourcing, contracting, inventory and logistic services across ASU as the university’s Deputy Chief Procurement officer. Christin will work closely with various other university groups to ensure we are optimizing value and supporting the institution’s mission.

Burek joined ASU from Amazon, where she was director of Risk Management. She was vital in leading risk assessment and internal audits for Amazon stores worldwide. During her nine-year tenure at Amazon, Burek was also the director of operations, where she demonstrated exceptional leadership in overseeing executive indirect supply chain operations across Australia, Latin America, North America, Singapore, and South America.

Throughout Burek’s 27-year career, she has held supply chain leadership roles at Northern Trust, Mayer Brown, Honeywell International, Inc., IBM and Motorola. Her experience includes strategic sourcing, negotiations, supplier management and procurement process transformations.

Burek holds a Master of Business Administration in supply chain management from ASU and a Bachelor of Arts in business administration and Spanish from Michigan State University. She has a Six Sigma Green Belt certification and is a Certified Supply Chain professional. Burek also serves on the Michigan State University Capital Campaign and Spartan Leaders board.

Make your well-being a top priority this year by joining the Health Impact Program. Benefits-eligible ASU employees can earn up to $200 in incentives by participating in the state’s voluntary wellness program on Virgin Pulse.

HIP is an award-winning program that promotes an active lifestyle that supports physical and mental well-being. Participants can use the Virgin Pulse app to:

• Earn points.
• Learn about upcoming wellness challenges.
• Sync or enter their daily activities on the mobile.
• Track progress.

The Arizona Department of Administration, Benefit Services Division manages the program available to employees and their families. Spouses and adult dependents can participate in the program but cannot earn incentives.

Visit the HIP webpage for details.

Arizona State University completed over 140 capital projects during the spring, summer and fall 2023 semesters. Completed projects benefit the ASU community as a busy 2024–25 construction schedule ramps up.

Read the full story at ASU News.

Arizona State University is reinforcing its position as an employer of choice by expanding vacation and paid parental leave benefits. 

Vacation for staff

Effective with the Jan. 8, 2024 pay period, benefits-eligible university and classified staff and non-faculty administrators will accrue vacation time at the same rate:

• 22 days annually, or 6.77 hours per pay period. 
• Vacation accruals are prorated based on full-time equivalency status.

This change is an increase for staff who have been with us for less than four years. Accrual for employees with four or more years of service and all other terms related to vacation will remain unchanged. Visit the vacation accruals page for details.

Paid parental leave for staff

Effective Jan. 1, 2024, benefits-eligible university and classified staff and non-faculty administrators may start their paid parental leave within the 12 months following the birth or adoption of a child rather than needing to begin the leave immediately upon the birth or adoption.  

All other aspects of paid parental leave will remain unchanged. Review the family and medical leave policy for details. 

We are pleased to offer these expanded benefits to our dedicated staff. Email the Employee Service Center with any questions.

Arizona State University’s new building on the Polytechnic campus will be a catalyst to not only grow student enrollment and but also to drive economic development in the region.

Read the full story at ASU News.

The Human Capital Management Workday Innovation project’s organizational change management team has engaged various university employees and departments over the past several months to gain insight into how they can best support the ASU community when implementing large-scale projects.

The OCM team’s outreach initiatives included surveying select ASU employees to gauge perceptions of institutional change. The team also met with HCM project human resources partners to understand their unit needs. 

The organizational risk and readiness assessment survey, administered in March 2023, asked how well ASU does the following:

• Communicates about change.
• Implements change across the university. 
• Makes employees feel heard during change initiatives.

The feedback will help the OCM team better prepare Sun Devils for Workday HCM’s launch in spring 2025.  

Overall, employees indicated they are willing to embrace change and value consistent communication about why it is needed and what ASU expects of them. 

The survey found that employees prefer discussing job-specific changes with their direct supervisor, team and unit leadership. Ultimately, they prefer to discuss changes with the people they work with.

The OCM team reviewed more than 100 pages of essay responses and recognized five themes that will guide their work on the HCMWI project:

1. Address the “why,” “what,” and “employee expectations” for making the change. 
2. Communicate to affected employees through multiple channels, with the strong involvement of direct supervisors and unit leadership.
3. Ensure all employees are informed about the Workday HCM changes and how to perform their jobs when it launches. 
4. Involve impacted employees in discussions to consider their feedback.
5. Learn current business processes and develop employee-specific initiatives while making the change.

From June–October 2023, the OCM team met with 45 employee leaders and over 110 readiness coordinators to help understand each unit’s unique HR needs and processes.

The top three most important outcomes are as follows:

1. There must be a seamless payroll system when the system launches and the ability to approve time when supervisors are on vacation. 
2. Reporting capabilities that reduce manual work.
3. Allow HR administrative teams to provide support to HR teams across all units.

The OCM team will continue to administer surveys, polls, focus groups, etc., to ask how well the team addresses these voiced concerns throughout the project.