UC Davis is launching a new pilot program to train qualified staff to serve as management services officers for academic departments.

Offered through Staff Development, the "MSOs for the Future" classes begin in September and end in June 2006. While it is a training program — it does not guarantee job placement or hiring — expectations are high that it will help fill the people pipeline for one of the most vital job functions on campus.

MSOs typically manage all operational functions of the department, including the business, personnel, technology, planning, communication, risk management, research support, teaching and outreach. The campus has more than 100 MSOs throughout its academic departments.

With retirements looming in the years ahead, a pressing need exists at UC Davis for preparing more of these managers for the complexities of contemporary university administration.

"Over the past several years the university has experienced a significant number of higher level MSO retirements," said Marion Randall, a human resources specialist in the Office of Administration and a member of an advisory team on the new program. "Our demographic data indicates this trend will continue."

She noted another issue — "our MSO ranks lack diversity" — and bridging that gap is one of the program's goals.

"Not only do we need to develop a pool of talented people who will be more competitive for our MSO positions, but we need a diverse pool of people, too," said Randall.

To participate, employees must have a minimum of five years total administrative experience and are currently employed in positions such as Assistant III and IV, Administrative Specialist I-II, Analyst I-III, Student Affairs Officer I-III or Management Services Officer. UC Davis Health System employees are not eligible.

Randall said it is envisioned that MSO I level staff could benefit from the program, as it would help hone their skills for higher-level MSO positions. "It's a more complex environment than ever."

With advances in technology, a growing campus, and proliferating regulations, the challenge of being a unit manager has accelerated in recent years, said Lucy Bunch, an assistant dean in the Division of Humanities, Arts and Cultural Studies and an advisory team member. "Academic MSOs today need a broad range of experience and skills," she said. "While it is not possible to be highly specialized in each and every area, one can learn enough about a particular topic to be competent managing others involved in it."

Competencies mentoring

Bunch said the MSOs for the Future program is based on the competency model developed at UC Davis for academic MSO positions and is designed to develop and strengthen six competencies — leadership, business and financial analysis, analysis and planning, human resource development, community building and communication.

One highlight is that it will match participants with MSO mentors in different units. It is this personal touch of leadership — or "art of persuasion" — that defines a truly excellent MSO, said Micki Eagle, an MSO in political science and advisory team member.

"Communication and community-building skills are important," said Eagle. "People who build networks across the campus tend to have highly successful careers, and an MSO clearly benefits from knowing who to turn to when there's a question."

Participants will need to commit about two days a month for a variety of activities, including skills assessments, individual development planning, internships, special projects, career counseling sessions and classroom instruction.

Connie Melendy, assistant vice provost for academic personnel and an advisory team member, said the goal is to identify and produce "well-rounded MSOs."

"In the corporate world, many types of training programs exist for up-and-coming staff," she said. "In the university world, this has not always been the case. We hope this will better prepare our leadership in academic departments for the challenges of the future."

Melendy said diversity is a key issue. "It's important to make the MSO pool more diverse. This reflects the campus's Strategic Plan that calls for the development of the highest quality faculty and staff."

Permanent program?

The idea behind the MSOs for the Future pilot program originated about a year ago and has received about $38,000 in one-time funding from the UC Office of the President. On campus, human resources and dean's offices are also supporting the initiative.

"We think the program is a great model and if the program is judged a success, it could be an ongoing effort, said Randall. "We expect a lot of interest, and all of us involved in supporting this effort are very excited and are looking forward to our MSOs for the future."

She added that "there could be a desire to continue beyond this year."

There are no guarantees, however, for those signing up. "This is an employee development program," said Eagle, "not a program that guarantees job placement."

Getting involved

Applications from eligible employees are currently being accepted. (See http://sdps.ucdavis.edu/mso.htm). Offered through Staff Development, the program has room for up to 24 participants. Those accepted will be notified in August with classes running September to June.

To learn more, employees can attend the last of three brown bag lunch sessions noon to 1 p.m. Tuesday, June 28, in Room 182 of the Human Resources Building, or to enroll in the program, they can call Paula Driver Shimada at (530) 752-1255.