The Client

The UCPath Center is a crucial component of the University of California’s high-priority project to centralize, streamline and standardize the university’s HR, payroll, benefits, general ledger, and workforce administration processes.

Located in Riverside, the UCPath Center is the transactional hub for many of those procedures and will serve the university’s 190,000 employees from each of the campuses, and medical and research facilities.

The successful implementation of UCPath enables the university to deliver higher quality service with increased efficiency, accuracy, and consistency. Moreover, UCPath will help the university to achieve long-term cost savings by standardizing and simplifying common business processes and strengthening the technology infrastructure system-wide.

Ten UC campuses, five UC medical centers, UCOP, ANR, LBNL (benefits only) and ASUCLA, will adopt UCPath.


The Challenge

The centralization of the University of California’s payroll, benefits, GL, and WFA activities was occurring simultaneously with the implementation of a PeopleSoft system to enable all of the centralized activities. UC Campuses and UC facilities were going to be phased into the centralized model. The UCPath Center needed to hire and train employees to support the centralized functions.

A performance strategy was required to be established support of the UCPath Center at the initial rollout of the centralized model and then continue as additional locations were brought onto the UCPath system, and additional support resources were hired. Initial PeopleSoft training was provided by the consulting firm responsible for system integration. Ongoing PeopleSoft training, integrated software and tools, professional development, and organizational improvement training and support are the responsibility of the UCPath Center.

Abilaire was contracted specifically to identify a training strategy and approach for supporting the UCPath Center.

Abilaire's Solution

Abilaire established a competency-based approach to performance for UCPath employees. This approach allowed learning paths to be created based on competencies resulting in competency models driving curriculum objectives. The outcome of this approach resulted in a learner-centered training program that was flexible enough to adapt to individual learner needs.

With the curriculum based on competencies, the efficacy of training programs and learning is observable and measurable allowing for better decision making in ongoing support and performance activities.

Solutions Applied

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