The Spot and HEART Award Program recognizes the excellence that exists in all units and job functions at Haas. Any member of the Haas community may submit nominations at any time. The Spot and HEART Award Committee then reviews nominations and recommends Spot and HEART award distribution.
The 2016-17 Spot and HEART Award committee includes: Doreen Del Testa, Meg Fellner, Sandria Frost, Almadora Henry, Sarah Hernandez, Rocky Moran, and Lisa Robinson.
The committee reviews nominations every two weeks. To nominate a colleague for a Spot or HEART award, please complete the nomination form (provide as much information as possible about the accomplishment) and submit to Fani Garagouni.
PPSM (PSS and MSP), employees in the Clerical (CX) bargaining unit and student employees are eligible to receive Spot Awards. Represented employees in bargaining units (other than the Clerical bargaining unit) are eligible for HEART awards.
As of May 31, 2017 ninety five Spot and HEART awards (individual and team) have been distributed. Congratulations to the recipients! Here is what the nominators had to say about the accomplishments of the award recipients (more award descriptions will be added soon):
Jamie has taken on the task of revamping Financial Aid’s needs analysis model that is critical to the awarding of need-based aid. Jamie completed an analysis of the gaps and strengths of the prior approach, then conducted a market research before proposing and implementing a new methodlogy. In doing this, the unit has been able to eliminate user error prevalent in the prior method and also has been able to streamline the review so that more time can be spend analyzing and less time doing unnecessary follow up. Also, Jamie has improved and updated various workshops and webinar content so that it better aligns with the Haas branding guidelines and also to ensure more dynamic and relevant delivery of content. Both tasks are above and beyond Jaime's normal duties. Her focus on service enables the Financial Aid team to continually improve the way they inform and engage with students.
Immediately after the presidential election, the office was a dreary and sad place. Elizabeth took it upon herself to develop “campfires” - lunchtime chats focusing on personal wellness and sharing good news - for our colleagues to attend. Campfires have rapidly evolved into informal, yet informative, discussion groups where we were able to connect with our peers outside of a professional lens. Each meeting has a general theme, and some have had presentations on topics of interest to the group, yet are unrelated to our daily duties. Elizabeth then used the campfires as a way to support professional development among her fellow staff, both by allowing staff to volunteer to present on topics about which they’re passionate and by offering up the administration and logistics of the campfire to staff who were interested in growing their leadership skill set, but have yet to have an opportunity. The campfires have truly been a beacon of connectedness amid our quotidian routines and we are grateful to Elizabeth for this generous contribute to work-life balance.
In the past few months, Alyssa has been instrumental in developing our efforts to engage and communicate with parents of Berkeley-Haas students. Haas' nascent parents program is benefitting from Alyssa’s creativity and enthusiasm in repurposing existing communications for a new audience, thereby amplifying our impact without the need to spent time and resources creating a new content. Specifically, Alyssa has repurposed our “B-HAN” (Berkeley-Haas Alumni Network) monthly eNewsletter, curating the content that would be most interesting to parents. Alyssa is analyzing click-through rates to identify the stories and resources most interesting to parents, and is using this data to inform future decisions about communicating with our Berkeley-Haas parents in a meaningful way. Alyssa created a custom message on the first parent newsletter, welcoming and introducing parents to the Haas community. This newsletter had an open-rate of over 50% and a click-through rate of 17%! The Haas parent community is becoming more connected to the school thanks to Alyssa’s creative work.
Amy, Kaitlin and Ricardo have been student employees with DAR for the past few years and have become invaluable members of the team. Over the years they developed significant institutional knowledge, took on greater responsibilities and improved a number of processes. Here are some of their most recent accomplishments:
Amy designed a set of digital templates for marketing pieces and standard event signage. This set of files provides the team with the tools to easily update and create digital images without having to start from scratch.
Ricardo developed an inventory management tracking system. He took the initiative to reorganize a very messy event materials closet and develop inventory trackers that can be easily referenced. In addition he simplified the event packing process, greatly reducing the room for errors and made the event set-up process much quicker.
Kaitlin recently worked in collaboration with the Major Gifts department to produce very extensive donor briefings for the Dean for his multiple donor visits in NYC. She reseached and produced very detailed briefings that were essential to the Dean and Major Gifts Officers and ensured a very productive donor visit.
Campus recently modified the annual process for requesting ladder faculty FTE by including workload teaching data from the Office of Planning and Analysis (OPA). As a school, we had some concerns with the teaching workload metric provided by OPA as it was unclear if the data provided would be the primary determinant for measuring ladder faculty “efficiency.” There were several factors not being considered that would significantly change the tone of the school’s submission. Fortunately for Haas, Luis was able to utilize his Cal Answer skills and knowledge to develop a set of key metrics that combined the mix of ladder and professional faculty student credit hours to tell the school’s complex story. Sharing the new metrics with Senior Leadership, instantly created excitement and sparked new ideas for additional metrics. We've never leveraged Cal Answers data in this manner, and Luis has only begun to scratch the surface.
Recently, Lo assisted a group who was unaware of procedures for requesting materials. What makes this scenario unique is their request came unplanned, on off hours and was an urgent need. The group was reaching out to different parties on a Sunday evening and had not found any luck. That is until the question reached Lo. She could have waited until the following morning, however, she recognized the urgency and went above and beyond to assist them in the moment by providing guidance and expediting the process. By doing so, she was able to alleviate stress for faculty and students being unable to access necessary materials and be prepared. It was not a mandatory task and given the time it was received, it could have waited but due to her dedication to serving faculty, staff and students, Lo put service over bureaucracy.
Ashley Woods is a great asset to faculty and continues to receive praise for her ability to deliver quality work and problem solve. Recently, she took great initiative helping a faculty member who was looking for a quick way to learn students' names. Initially, the faculty member directed Ashley to coordinate with IT and see what solutions they had. Once she realized the process might take them longer than the faculty had to spend, she researched possible apps, found one that worked and uploaded all 240 photos to the app. The faculty member was able to quickly learn students' names and was very grateful for the outcome.
Team Members: Susie Jordan, Laura Counts, Mai Pham
Laura Counts, Mai Pham and Susie Jordan showcased remarkable efforts in developing and creating the school's “One-Haas” poster and cards. At a time when the Haas community was feeling uneasy about the political landscape, there was a strong sense to re-affirm the school’s dedication to diversity and inclusion. Susie and Laura worked tirelessly over a short time frame to get input from various members of the Haas community. From their findings they started generating ideas on a banner/postcard. Laura took these ideas and worked with Mai to bring them to life and Susie went back to those who had provided input to get their additional feedback. It was a tremendous amount of work to make sure everyone’s thoughts were well represented and that what was created was something the Haas community could rally around and feel proud of. There was also added pressure to try to get a banner up before Days at Haas, which came in before the event and was a huge success. Students, staff and faculty can be seen proudly displaying their One Haas cards thanks to Laura, Mai and Susie.
Team Members: Tenny Frost, Marion Quinones, Catherine Moore, Emily Ufheil-Somers, Sue Clifton, Amy Marcott
Tenny, Marion, Catherine, Emily, Sue and Amy executed flawlessly on the announcement and celebration of the Haas School’s North Academic Building naming donors Kevin Chou and Dr. Connie Chen. Over 500 guests including students, staff, and faculty and building donors filled the courtyard on March 2 for the revealing of the North Academic Building naming. The afternoon included Berkeley-inspired food and beverage followed by remarks from Dean Lyons, Vice Chancellor Carol Christ, lecturer Steve Etter, two undergraduate student leaders, and Kevin and Connie. Private events for the family and friends of Kevin and Connie followed including an invite-only reception and tours of the building. The team deserve a shout out for the many starts and stops that went into planning the third naming event (the two previous events were planned, one was postponed and one was rebranded as a ground breaking celebration).
This spring, Haas decided that its first course offering in the Global Network for Advanced Management (GNAM) would be an additional course offered to Executive MBA students. As EMBA’s lead for electives, Lisa has taken on the responsibility not just to get the course organized but also figure out all the processes and protocols needed for Haas to offer GNAM courses. She has thus enabled all students to take advantage of courses offered at other GNAM institutions. Lisa has coordinated with seven other schools on student allocations, visas, and other logistics; she developed and managed a budget for all the expected aspects of the week; she coordinated the development of a website for students; she worked closely with the lead faculty; and, she created detailed process flows and procedures so that we have a road map for future GNAM courses. Lisa has done all this while still maintaining her focus on EMBA electives and picking up responsibilities for Core academics since the group has an open position in student academics.
Paz has gone beyond herself in owning the Hass Technology Solutions Scoreboard. Paz collects monthly performance data from 4 key areas: Helpdesk (Service Requests/Incidents), TS Financial monthly expenditures, Client Satisfaction, and TS Projects. With this data Paz prepares a monthly scoreboard for TS that she publishes(without fail) on the 5th of every month to the unit's website. While the scoreboard is impressive, it is just a starting point. Paz analyzes data for TS performance and prepares an insight report for TS Leadership and coworkers. The insights Paz gleams from performance data are transformed into changes she suggests to establish TS operating procedures. Additionally, Paz identifies performance problems while they are small and address any misunderstanding between client and service provider before it has a chance to escalate. Paz really shows her dedication as she tries to push TS to achieve better performance.
Erin Proudfoot led the planning team who coordinated the Haas Holiday Party on December 9, 2016. This is something not in her job description or in her department here at Haas. She ran 4 pre-event meetings with the team of 9 people and provided detailed meeting minutes, to-do lists, day-of event timeline, and a complete budget post-event. She coordinated with the new Haas caterer, Chartwells, for the food and beverage for the event. She organized various event logistics including hiring a photographer, booking the table and linen rentals, coordinating the A/V, ordering the custodial services, and obtaining the needed permits. Erin’s organizational skills to keep everything on track, to recruit members to help with the event and to define the entertainment pretty much hit a homerun on this event. Erin went beyond herself for the benefit of the school when she made time for this party in addition to doing her normal job.
Miguel has been very responsive to several recent Service desk request for DAR. Most recently, the DAR team underwent a few computer replacements. Miguel helped tremendously to secure specifications, coordinated funding and coordinated with CSS for the replacement and installation. When the equipment stacked up at DAR and the team needed to clear the space, Miguel arranged pickup and salvage or storage. The replacement and installation along with arrangement for salvage or storage enabled new staff to utilize the new space and equipment. Miguel went beyond and above himself to provide the best service possible.
HTS received a new and unique task from a Faculty member to host sensitive medical data for research. Zane did a cost analysis for hosting this service at IS&T, cloud or on site. The most cost effective hosting was at our local data center. In order to host this data, Zane took extra precautions to create an infrastructure that was secure and worked with central campus to acquire and implement multifactor authentication on the server and configured the file systems to support encryption of the data set at rest. He also made sure the faculty had restricted direct access to the server to the network ports in their offices. He worked with the systems team to make sure there were host based firewalls and perimeter firewalls implemented. Zane’s meticulous work and technical knowledge ensured a successful service to be delivered to the clients.
Team Members: Xiaoyan Ma, Charles Lam, Kim Huyhn, Tony Cricelli, Robert Lozano, Barry Waldman, Dennis Sheridan, Lisa Martin, Sreekala Nair, Usha Manandhar
One of the major initiatives being undertaken at HTS is migrating the critical infrastructure to IS&T. This is necessary to ensure that HTS continue to offer 99.9% uptime with the unit’s reduced head count. One of the most complicated and challenging aspects of this effort was migrating the SQL Server database infrastructure to IS&T. The reason that it was such a challenging endeavor is that every single application as Haas (staff, faculty and student facing) relies on this critical piece of infrastructure. If there were any challenges experienced at any point during the migration, all of the applications as Haas would be offline and not accessible. As such this migration was very complicated, highly visible and time sensitive. It took the team several months of planning and testing to develop the migration plan. Additionally, it required a coordinated effort from the entire team early Sunday morning a few months back to make the migration successful. The entire team came together as a cross department team and enabled a successful migration.
One of the major initiatives being undertaken at HTS is to develop a cloud strategy with the dual goals of expanding product offerings to faculty and staff while lowering operating expenses. As part of this effort, HTS had to ask several staff members to set aside time in their busy schedule to learn new technologies. While everyone in HTS has made some level of effort to learn AWS (Amazon Web Services), Charles has taken it farther than others. He has gone above and beyond what was reasonable to accelerate his knowledge of AWS. He spent his evenings and weekends taking the online classes in AWS. Without ignoring his existing responsibilities, Charles took the initiative and even went so far as to get certified as an AWS system’s architect.
Mary Ann and Kristen were recognized for their extraordinary effort in preparing a faculty retention package. One of Haas’s objectives is to attract and retain top faculty. Recently one of our faculty received an offer from another institution and needed to make a decision in a very short time period. It was the school’s desire to retain the faculty and this required collaboration between Haas and the campus academic office. Mary Ann and Kristen managed to prepare all of the documentation and get it to campus within 12 hours of receiving the written offer from the other School. This was extraordinary as these things usually take about a week. As a result of this amazing response, the campus academic offices also was able to response quickly.
Dean Lyons had tasked the Financial Aid and FTMBA teams to deploy financial aid in a more strategic and analytical fashion such that it helps yield results and improves the statistics of Haas’ admitted candidates. Together, Morgan and Sarah worked diligently to make key changes to the financial aid process. They partnered together to overhaul the scholarship process, including communications, committee meetings and selections for the class entering Fall 2017. Next, the amount of aid given by category (need-based, leadership, diversity, industry) was adjusted and approved by the Dean. Lastly, a director’s scholarship was added to be awarded to top candidate to improve yield to better compete against top peers. Morgan and Sarah both worked very hard and collaborated with many stakeholders to make a material change in the process.
Monica and Joacim played an active role in many campus working groups that are trying to find common solutions to issues that many CAOs/DFLs face across campus. Together, they participated in the Common Solutions group, while Joacim partook in DFL Budget Template and Monica joined UDAR: Philanthropy reporting for CAOs, DFLs and Deans. Both Monica and Joacim were selected to be a part of these influential campus-wide groups as a result of their reputation of adding value. Their efforts required many meetings and coordination along with creating prototypes of what deliverable end product would look like.
Haas has taken on a project to move all the current in-house Admissions processes to a new product called Slate. Kim Huynh is the technical lead on this project for the Technology Solutions team while Vina Ryan is the functional lead for the FTMBA Program on this project. Kim and Vina have taken on their role with dedication and enthusiasm and have done a great job of learning Slate and rebuilding the FT processes in Slate. They have both taken on the additional work of helping the Graduate Division who is also moving its admissions processes to Slate. Together, Vina and Kim prepared and co-lead a GSAO meeting on Slate marketing, delivering an hour and a half training and sharing their knowledge.
Betsy stepped up to lead several initiatives on the Employer Relations team with little to no oversight while her supervisor took an interim role leading the CMG team. She delivered the most successful SF Startup Networking Night in the three years since CMG developed this format by seamlessly partnering with the Masters of Engineering and School Information career teams as well as working with CMG operations to get 69 employers to attend the event. She also helped launch a new networking technology for MBA students interested in careers in food and led the development of 2 workshops/panels with industry experts to help students explore and get more career education in this space. CMG would not have been able to deliver on these initiatives without Betsy's leadership.
Eve Cowen lives out the defining principles with ease and embodies what it means to be a team player. Her creativity, dedication, transparency, positive attitude and inclusiveness are empowering. At a recent council meeting, Eve created a bingo game to help engage our alumni, giving them an opportunity to meet one another in a more action oriented way. Here efforts were well-received by our alumni attendees and they appreciated the activity "inspired action". More recently, Eve implemented a new FFE (Foundation for Excellence) wall, which allows the unit to visually track and celebrate booked FFE gifts. Eve's willingness and commitment to the school reflect the heart of our mission and her energy keeps the momentum going.
Both Amanda and Cassandra responded swiftly to recent H1B visa processing changes. This policy change impacted current faculty as well as new hires. On hearing the news, Cassandra immediatley took action and began working on visa extensions of current faculty and quickly prepared the appropriate documents. As a result Haas was able to meet the critical deadline set by USCIS. For the faculty recruitment process, Amanda has had to expedite the submission of appointment cases to campus so that visa paperwork could be handled with speed and accuracy. She worked tirelessly to manage all appointment case documents, provided ongoing advice to the hiring committee and coordinated with the campus faculty equity office. Due to Amanda's and Cassandra's proactive approach and knowledge, the school was able to submit all cases within the timeline set by USCIS.
Over the last year Lara has stepped up and stepped in for the CMG Working Professionals Team. Without a formal director, Lara has taken it upon herself to invite each one of the team members to be accountable to each other and provided direction for the group. Leading meetings, scheduling programming (events, workshops, webinars, panels), cultivating a sturcture so that the team were able to go forward with their services without missing a beat. In time of need, Lara has clearly demonstrated her beyond yourself attitude, and the entire team as well as our students have benfited tremendously from her leadership.
Rosemary has spent countless hours calculating, analyzing and reconciling the professional faculty budget for AY17-18 as well as reconciling the budget of AY16-17 forecast with actuals. Not only has she quickly adapted new professional faculty budgets sheet to older procedures, but she has been working diligently to ensure accurate data inputs so that our senior management team can adjust future budgets plans within on-going campus financial constraints. Rosemary has been a great asset for the Academic Affairs team. She has established and maintained an excellent working relationship with professional faculty members, helping them in various aspects of their employment situation.
Kari hit the ground running and pulled a complicated list of alumnae for the Women in Leadership Reception. Kari understood the customer's needs and delivered to the gift officers a list that was tailored to their needs, was user friendly and with individualized tabs. As gift officers went through the individualized tabs, Kari made the necessary changes to ensure the right women were invited for the big event. The reception would not have been as successful of a stewardship and cultivation event without Kari's help in trageting key women.
Tony took over all the administrative duties affiliated with the Women in Leadership Reception when the unit lost one of their associates. On top of his usual workload, Tony drafted and sent out the Save the Date and Invitation for the event while monitoring responses and fielding questions regarding the sponsorship of the program. He managed the invite and RSVP list, sending out event reminders and final registration information with parking and other instructions. Even after the event, he kept track of who cancelled shortly before and who were no shows, and helped send a thank-you email to that in attendance. The reception would not have been as successful of a stewardship and cultivation event without Tony’s professionalism and support.
Team Members: Julia Rosof, Drew Ollero, Emily Ufheil-Somers, Jennifer Wells, Melissa Hacker, Katherine Crowley, Bob Bazydlo
This team revamped DSAC and created an entire new structure from scratch for how the committee should operate. One of the projects they took on was to improve feedback loops at Haas. In light of that, they created a feedback role play that was included in a staff town hall meeting; they held "coffee chats" for staff to receive feedback and ideas from staff on ways to improve giving and receiving feedback; they launched Staff Buzz, an online suggestion box where staff may submit questions, concersn ideas anytime; and, they wrote two blog posts about feedback. Additionally, the team organized brown bag sessions around career development and invited a career counselor to Haas. Finally, the team created a robust onboarding session for the newest cohort of DSAC members, passing their knowledge and best practices to them.
Following the success of the annual Women's Dinner in the fall, Eileen thought of a new and innovative way of engaging not only prospective students, but collaborating with faculty and alumni to improve diversity in our degree programs. She worked closely with Professor Kellie McElhaney to develop a one-of-a-kind program that leveraged Professor McElhaney's research on women in business with a panel of incredible EW & EMBA alumni. To further engage attendees, she included relevant research for students to read to come prepared for the alumni panel. Students, faculty and alumni found the event to be extremeley inspiring. Not only did prospective students leave being sold on Haas, but they felt inspired to look at their role in their workplace differently and strive to aim higher. Eileen's thoughtfulness and commitment to Questioning the Status Quo is moving the dial for women in the workplace and in graduate business education.
In early February, Kristen co-facilitated a focus group for BS Graduates of the Last Decade (GOLDs). In preparation for the group, Kristen took the initiative to research ways on how to maximize the efficiency of focus groups. She applied her knowledge, crafting open-ended questions that led to a thoughtful and permissive atmosphere. She established ground rules, set the tone and successfully guided the group discussion. Because of Kristen, the insights gleaned from the interview has improved the way DAR communicates with GOLDs and has provided an opportunity for the unit to follow up and ask more questions.
As the research coordinator for a $5 million energy efficiency evaluation study of 100 industrial facilities, Kevin has had to work with faculty at three different universities, a tech start-up company, three compressed air companies and the California Energy Commission. He was instrumental in streamlining the communication on this project so that all parties had the information they needed to make the right decisions at the right time. He created and managed the flow of information necessary to maintain the integrity of the research design while accommodating the real-world limitations and obstacles found amongst the wide variety of industrial customers. With Kevin's guidance, not only did the CEC decide to continue its funding but told Kevin that this project is one of the shining examples of a well-run project.
Team Members: Eve Cowen, Samantha Zepeda, Tony Shavers, Kari Peterson, Kevin Wong, Alyssa Fong, Tracy Mills, Jeanne HuangLi, Sarah Hernandez, Karen Latora
The four teams within DAR—Alumni Relations, Major Gifts, Advancement Services and Annual Fund—came together and collaborated in a very unique and coordinated way this past fall to make our Big Give fundraising campaign on November 17, 2016 wildly successful. This collaborative effort included securing seed gifts to kick off the giving campaign, organizing pre-engagement communications with donors, students, and faculty through integrated email and social media campaigns, organizing a day-long event on November 17 filled with refreshments, live entertainment and a special recognition and tracking leaderboard, and reporting out the results and developing acknowledgement letters. Together these four teams, went above and beyond to raise close to $1.55 million, which far exceeds the previous two years of the Big Give efforts.
Rick crafted a rigorous and creative communications plan in order to promote the 2017 YOU@Haas Engagement Survey. His idea of the video series The Many Voices of Haas Engagement aimed to engage the community throughout the time when the survey was open. In light of that, he orchestrated short videos featuring various staff members who shared their thoughts on what engagement means/sounds to them. Rick sent an email message every weekday that included a video or two, creating a steady drum beat around the survey. The Voices of Engagement videos were authentic and ultimately contributed to reaching the highest participation rate we had for an engagement survey - 85%. As a result of this rigorous communications plan and high participation rate, the school received robust data and will be well positioned to create an impactful action planning process.
Eric played an important role in making the Voices of Haas Engagement video series happen. This series included 14 videos of different staff members sharing their thoughts on what engagement means for them and aimed to encourage staff to take the survey. The video series took a lot of coordination and each video included multiple takes (and putting people at ease) and editing afterwards. All videos were well done and the final video-bonus (the sounds of engagement) was especially creative and fun. And, the survey participation rate was the highest we ever achieved - 85%. In addition, this was a collaborative effort where Eric provided the technical expertise, video production and editing while Rick Bidgood guided the overall communications plan for the 2017 YOU@Haas survey. It’s a great example of what can be achieved when two colleagues from different units work together.
As part of its research umbrell, CSSL sponsored the Armed Conflict Resolution and People's Rights (ACRes) project, led by Angana Chatterji and Shashi Buluswar. Andrik, despite his overfull schedule, went above and beyond his job responsibilities to provide support, expertise and guidance throughout the entire cycle of the project. More specifically, he aided the project in: incorporating a multi-sector approach, defining the project's partnerships as a collaborative network, identifying the social impact dimensions of the work from a Haas standpoint, streamlining the everyday functioning of the project, messaging the relevance to corporate donors, and crafting a succint web presence. Andrik's collaborative approach and commitment to the project's success, regardless if it fell in his job scope, exemplifies the campus principle We include and excel together. The ACRes project recently moved to the Center for Race and Gender at UC Berkeley and Andrik is still involved as part of the Advisory Group.
As part of his early morning routine, Jesse ventures upstairs to the staff lounge and draws a funny cartoon on the whiteboard that he's found the evening before on the web. Jesse’s commitment shines in this activity - he’s been drawing cartoons on the staff lounge whiteboard every morning for the nearly 2+ years. These cartoons regularly reference an issue that is in play at Haas, serving to humorously spark conversation on sensitive or even controversial topics - conversations that might otherwise never occur. Even when they don’t reference a current issue or humorously spark fruitful dialog - they almost always provoke a smile or a comment and thereby brighten the day of the dozens of staff, faculty, students, and visitors that venture into the lounge to find some company or simply refill their cup of coffee on a daily basis.
MarCom staff are fortunate to have someone on their team who not only brings social media and website architecture insights to the table and who is skilled in project management, but who is also letter perfect in grammar, punctuation, and word use and who brings a keen copyediting eye to their work - Debra Goldentyer. Copyediting is not in Debra's scope of work, but she consistently steps up to review blog posts and news stories. Most recently she took on the proofreading and copy editing of the new 40+ page EMBA website, ensuring that after all the work that went into design and content, the team put forward a site that was clean, clear and error-free. Her help, outside the bounds of her normal work, in ensuring that Haas always puts its best forward is much appreicated.
Questioning the status quo, Yasmin proposed that the DAR team leverage Cvent's EventBuild to create one seamless registration portal for Reunion Weekend and Alumni Conference - the two largest, signature events organized by DAR. Yasmin worked alongside EventBuild developers to create a custom registration portal and reporting system to meet the needs of our users and staff. She recruited DAR-wide staff to help test the registration portal, putting togehter a comprehensive list of registration scenarios and assigning personas for staff to provide input and feedback on the user experience. Her initiative led to a business process improvement wherein we can now use this one-portal, one report EventBuild as a template for futture Reunion Weekends and Alumni Conferences.
Kim managed the public announcement/PR for the launch of the new Management, Entrepreneurship, & Technology Program. Using Confidence without Attitude, she put together a robust PR plan working closely with her communications counterpart in Engineering and with the central campus Public Affairs Office. Due to unexpected staffing changes, Kim single-handedly promoted M.E.T. to business, education, general news, and engineering reporters, securing nine stories in several media outlets. Her social media skills also shined: In just 24 hours, her Facebook post reached nearly 41,000 viewers, 847 likes and 17 loves. Kim went beyond herself to help launch this program.
Team Members: Anne Campbell, Eileen Jacob, Drew Ollero, Rahul Sampat
The EWMBA AdCom team went above and beyond to increase the EW application pool in one of the weakest PTMBA markets. Anne, Eileen, Drew and Rahul came together as a team and brainstormed an emergency plan, adding tactics they had never employed before. Because of this team's efforts, applications increased comparably to years prior. It was amazing how no one complained but just came together to accomplish something important for the program and the school. Many efforts like this happen behind the scenes and all the school sees is that admissions goals were met and student quality was kept high. But, it is only because of the level of commitment and ownership by this team that allowed this to happen.
Ute demonstrated true service excellence and innovation under severe time and budget constraints when she was asked to manage the development and implementation of a communications plan for the new Management, Entrepreneurship, & Technology program. She and colleagues at MarCom and the College of Engineering were given the goal of creating a significant buzz for the program among alumni, donors, and prospective students at launch via a strong web presence, a social media campaign, news media pitching, and messaging via alumni and donor communications. With less than 6 weeks to make it all happen, Ute guided the team through the complex communications planning and implementation activities. Making creative, cost-conscious choices, Ute achieved and exceeded the communications goals of the project and positioned the two schools to take their joint efforts to a new, outstanding level.
With a colleague out on leave during the busy fall event season, Sue graciously stepped up to serve as the Haas Gala Sponsorship and VIP guest coordinator (while also maintaining her existing responsibilities and workload). This entailed a tremendous amount of follow up with efficient, precise and timely communications with key donors of the 2016 Gala. Sue also handled an additional and unexpected layer of complexity for the sold out Gala. She managed the outreach and follow-up with individuals on the wait list throughout the month of October. The combination of handling all of the Gala sponsors and wait list communications meant that Sue handled a majority of the Gala guest registrations "on the back end" and collaborated with several of her DAR colleagues. Sue's efforts made a huge difference in the guests experience at the Gala and provided a remendous support to the DAR team.
Over the summer, the Advancement Services team experienced a lot of transition due to staffing changes. This left the team with much work to cover and a smaller staff during the summer when also the work-study students tend to decrease their schedules. Brenda stepped up to the plate and took the lead on various unit activities. She helped onboard a new employee, managed the students, helped hire two students, and eventually another replacement, all while covering her own duties and a few tasks from a vacant position - producing donor acknowledgement letters. Brenda ensured that the donor letters were completed and sent out in a timely manner and made several process improvement suggestions which were implemented. Brenda's willingness to go the extra mile kept the unit running and provided succesful knowledge transfer to new employees.
Amy identified a great opportunity for our students and faculty to meet with Dr. Thelma Awori. Dr. Awori has served as Assistant Secretary General of the United Nations and tirelessly worked on expanding women's leadership in Africa. Amy organized a reception for our students and other African students on campus where they had the opporunity to speak with Dr. Awori and develop a sense of community here at U.C. Berkeley. The efforts that Amy put forth to make this visit a success fall under our diversity and inclusion OGST tactic. In addition, this event took place a few days before the Haas Diversity conference and provided our students a valuable experience they could share with potential students.
Adriana's positive attitude, professionalism, and willingness to go above and beyond make her a true asset for the IBI team. Adriana takes her assignments as an opportunity to invest in improving IBI. In organizing an academic conference, she made several changes that both improved the collection of registration fees and reduced conference expenses. As a result, the conference organizers have a stronger financial base to start planning next year's conference. Another example Adriana's beyond yourself attitude is when she took it upon herself to produce a newsletter because her colleagues at the center were focused on organizing a three-day event that was happening at the same time. She worked long hours to produce the newsletter, wrote the articles, designed the format and do her part in the three-day event that was taking place at the same time.
When the Graduate Division challenged the undergraduate degree of an international EMBA applicant, Jen went the extra mile to get his transcripts approved while minimizing any extra effort on the applicant's part and protecting him from a lot of red tape. Without her guidance and assurance, there's a good chance he would have been disheartened and accepted his offer from another business school. Thanks to Jen's efforts, the admissions office team were able to enroll this student in EMBA. Jen consistently goes beyond herself in the way she cares about the applicants; she does whatever it takes to ensure they have an outstanding level of customer support through the admissions process.
Marco hosted and moderated a panel discussion called "Non-Engineering Careers at Bay Area Tech Companies" through the Dave Eckels diversity grant. The event was co-sposnored by Haas and 100 Black Men of the Bay Area. As an active member of 100 Black Men of the Bay Area, Marco saw an opportunity to make connections between the two organizations, in order to increase awareness and potentially increase applications to our degree programs from underreppresented minority students - a key priority for the school. The event included panelists from Google, Slack, MongoDB, Lyft and Yelp. There were current Haas MBA students, recent Haas MBA graduates and UCB undergraduates in attendance in addition to the general public. Several attendees followed up with Marco to get more information about opportunities at Haas (degree programs, ExecEd, careers). As a result of this event, Haas is now seen as a resource for more people of color regarding education and job opportunities.
Xiaoyan has provided a great deal of support to the DAR Advancement Services team over the past several months. She was identified to fill a portion of a role of a person who was retiring in Advancement Services. In the spirit of student always, Xiaoyan learned the Advancement Services database and many business processes in order to provide a smooth level of custome service after the retirement. She has been an outstanding partner for Advancement Services and has embraced this challenge with an open mind. A recent data issue was identified with the campus student information system, CADS and Career Net. Xiaoyan collaborated with two other HTS colleagues, Advancement Seervices, UDAR team, and Career Net to quickly update a database table that fixed the problem.
Charged with overseeing the Haas Undergraduate Parents Homecoming Reception, Lisa took the initiative and went well beyond herself to collaborate with central University Development and Alumni Relations, Cal Parents Director and program, our various Haas Degree program offices and our Alumni Relations team to identify new potential parent prospects and proactively communicate more widely with Haas parents of newly admitted students and graduating students. This deeper engagement of Haas Parents has led to an oversold Homecoming Parents Reception, a clear sign that her increased outreach and commnication with this key population is already paying dividends to our school.
In September the dean's office hosted an event that aimed to build bridges and encourage interdisciplinary connections between faculy and senior staff. Almadora coordinated this event and managed all aspects - developing the invitation, working with the caterer and taking care of all logistics. Her attention to detail was remarkable and the event was smooth and flawless. Furthermore, event planning is not part of Almadora's role so with this effort she truly went above and beyond her assignment.
Together Emily and Kristen developed and introduced a Constituent Gift Giving Matrix, a document designed to help their Development & Alumni Relations colleagues better understand the purpose, policy and procedures for giving gifts to prospects, donors, volunteers and/or speakers. Not only did they idetify the need for this type of resouce, but they also sought feedback and input from Campus Shared Services, associates, supervisors and the DAR management team. Going beyond the scope of their work in events and budget management, Emily and Kristen designed this document to help colleagues be more intentional in their gift selection, serve as better stewards of campus resources and maintain accurate inventory records.
Tom coordinated more than 40 staff and faculty office moves and set-ups this past summer. Each office move involves gathering details for each staff and faculty member and plan the office moves according to their space needs. Coordination entails working with internal and external groups such as CSS IT, moving services, painters, carpet installer, furniture vendor, etc. Every office move was done with attention to detail and exceptional customer care. Furthermore, Tom did a terrific job managing all those office moves while at the same time coordinating the school's summer painting program of interior areas for all three buildings.
The rollout of the new SIS system has caused many challenges across Haas. Sam Ha of the FTMBA Program Office truly went beyond himself to share his knowledge about the new systems with the EWMBA program. Sam had plenty on his plate with his own program office duties, yet he took the initiative to learn the details of the system himself, created training documents, anticipated issues and led in-person training across programs. He was so quick to learn the technology and as he discovered problems (and solutions!), he immediately updated the EWMBA team. He was always willing to help EWMBA program team with their questions and spent countless hours ensuring they were equipped to navigate their own enrollment exports. He did all this with a smile on his face making sure all program offices could excel together.
Last spring, while the YEAH program office (now Boost@Berkeley-Haas) team were juggling the details of wrapping up the senior year for YEAH participants, rebranding the program to Boost, recruiting a new cohort of rising ninth graders and families to the program, they were also searching for a speaker for the YEAH graduation ceremony. They needed someone connected to the current program, but who could also realize they were moving the program forward. Luckily, they did not have to look far. Olive Davis’ name jumped to the top of their list to invite to speak at the final YEAH Commencement Ceremony, and she was the perfect choice at the perfect time. Olive was inspiring in her remarks, and clearly went “beyond herself” in acknowledging the road is not always easy, and for the students to recognize how far they had already come. She was enthusiastic, but also serious and professional towards the students; she delivered wonderful remarks on a transformative evening.