Don t be Afraid to be Great! PBA Utah Valley University HUMAN RESOURCES

Transcription

1 Don t be Afraid to be Great! PBA Utah Valley University HUMAN RESOURCES

2 HR Accountability Employee Relations/EEO Program Manager- Kurt Ashworth Manages the development, planning, training, and implementation of employee relations, equal opportunity and Affirmative Action programs and related policies and procedures. Employee relations such as employee counseling, equal employment opportunity, performance management, and other employee training and development services. Provides training and development in related HR areas. Employee Strategic Compensation Alignment Pay Adjustment $985 Targeted Equity and Retention Pay Increases $$ % of employees

3 PBA Categories Human Capital Operations Infrastructure Without the capacity to recognize and accurately plan for changes in the business (academic) landscape, coping strategies cannot be proactive--they can only be reactive--and at much higher costs. The Future of Human Resource Management David Ulrich

4 Human Capital The People- faculty, staff and students are the miracle in the valley!

5 HR Dashboard Over the last few years the numbers of students, faculty, and staff provided services by Human Resources has dramatically increased. Human Resources FY2012 FY2011 FY2010 FY2009 FY2008 FY2007 September FY 12 September FY 11 Full-Time Employee Head Count 1,604 1,526 1,526 1,454 1,439 1,339 1,227 Full-Time New Hires It is imperative that we add necessary staffing to continue to support all employees in the best, and even more so, in stringent, times.

6 PBA Request Human Capital HR Requests % Scale Adjustment 2. 2% Market pay alignment/merit 3. Career Path Movement $100, Conversion of part-time Administrative Support II to full-time Administrative Support III position- $38, Hourly Budget Increase- $59,577 File Room Specialist- $16,925 Student to Scan I-9 s - $20,000 (One-time) Wellness Intern- $12,652 HR Processing Support Student Intern - $10, Classification/Compensation Consultant- $80, Total Costs- $178, One-time Costs- $100, Market/Merit Increase

7 Salary Structure Trends Nonexempt Hourly Nonexempt Salaried Exempt Salaried Officers/Executives % 2.6% 2.6% 2.6% % 2.5% 2.5% 2.6% % 1.5% 1.5% 1.4% % 1.3% 1.2% 1.2% % 1.5% 1.5% 1.4% 2012 Projected 1.9% 1.9% 1.9% 1.9%

8 UVUHR Operations Operations are the context that often explains or moderates the effect of human resource activities such as employee relations, training, benefits, classification and compensation, communications, and staffing.

9 HR Dashboard Human resource operations continue to take the brunt of the growing pains of the institution. It is important that UVU invest now in the continual development of all staff. Human Resources FY2012 FY2011 FY2010 FY2009 FY2008 FY2007 September FY 12 September FY 11 epaf Totals 2,882 2,433 7,702 7,677 7,180 7,487 6,997 esaf Totals 2,423 2,243 6,133 5,671 4,858 4,556 4,563 Employee Tuition Waivers 1,268 1,267 1,999 1,950 1,941 1,721 1,796 Full-Time Positions Posted Benefit Enrollments Benefit Changes ,616 1,021 1, Exit Interviews Leave Hours Taken 84,245 79, , , , , ,123 Performance Appraisals Submitted n/a n/a

10 New Jobs Posted HR Job Posting Trends Jobs Posted - All Job Types

11 PBA Request HR OPERATIONS HR Requests New Training programs: Non-discrimination, harassment and retaliation- $80,000 Learning management information system- $28,350, $21,000 (One-time) 2. Health and Wellness Program- $10,000 Fitness/Exercise coach during noon hour for employees Online Fitness Management System More employee lockers Discounts incentive for wellness assessments 3. Advertising Base Funding Increase- $20, Salary Surveys- $5, Total Costs-$143, One-time Costs-$21,000

12 HR Infrastructure Essential facilities upgrades and renovations are critical for success.

13 HR Dashboard As the number of staff have grown, the Human Resources area has struggled to find adequate space for records management and professional development. Human Resources FY2012 FY2011 FY2010 FY2009 FY2008 FY2007 September FY 12 September FY 11 Employee Attendance in Training ,022 1,736 1, Employee Training Hours of Instruction Offered Employee Training Courses Offered Total Employee Hours of Instruction ,227 2,014 2,424 2,576 1,930

14 PBA Request INFRASTRUCTURE HR Requests Renovations to the BA 014 Training Room (Professional Development Center) Classroom style training Upgrade technology-$10, Renovate existing file/document management room New filing system- $15,000 Cubicles- $10, Total Costs-$35,000

15 HR Summary 1. 2% Scale Adjustment 2. 2% Market pay alignment/merit 3. Career Path Movement $100, Conversion of part-time Administrative Support II to full-time Administrative Support III position- $38, Hourly Budget Increase- $59,577 File Room Specialist- $16,925 Student to Scan I-9 s - $20,000 (One-time) Wellness Intern- $12,652 HR Processing Support Student Intern - $10, New Training programs: Non-discrimination, harassment and retaliation- $80,000 Learning management information system- $28,350, $21,000 (One-time) 7. Advertising Base Funding Increase- $20, Health and Wellness Program- $10,000 Gym Membership Release time of 90 minutes per week for staff Discounts incentive for wellness assessments 9. Renovate existing file/document management room New filing system- $15,000 Cubicles- $10, Classification/Compensation Consultant- $80, Renovations to the BA 014 Training Room (Professional Development Center) Classroom style training Upgrade technology-$10, Salary Surveys- $5,000

16 Employees who want to do great things are waiting for you! THANKS FOR YOUR ATTENTION AND CONTINUED SUPPORT. Human Resources for the future requires wise QUESTIONS? investments today!

17 PBA Initiatives Summary Divisional Conversations - Core Themes, Operational Imperatives, Unit Plans & Assessment Planning Project Request BASE - ON-GOING REQUESTS: Priority (A,B,C or 1,2,3) Finance & Administration, Human Resources Assessment Link to Planning & Assessment * Current Status/Rationale Desired Benchmark/Goal Requested Budget Increase Budgeting Requested Source (appropriated, non appropriated) HUMAN CAPITAL MANAGEMENT 2% Scale Increase + 2 % Market Pay Increase 1 Objective 1 and 2 Core Theme: Serious - Objective 3 and 4 All employees received a $985 compensation realignment adjustment to base pay July 1, 2011, but have not received a COLA since To pay employees a fair and equitable salary based on market and funding availability. 2% of salary and 2% of wage budget budget Appropriated HUMAN CAPITAL MANAGEMENT Career Path Movement Salary adjustments 2 Objective 1 and 2 Core Theme: Serious - Objective 3 and 4 With movement of positions into career paths and leveling, some dollars should be set aside to be available for possible pay increases for staff as they move through career paths. The ability to attract and retain staff employees who can provide superior customer service are paramount to an institution that strives to become best in class. The creation of a compentency based human resource programs that utilizes career paths for succession planning is a major component of this effort. $100, Appropriated HUMAN CAPITAL MANAGEMENT Convert current part-time Front Desk Administrative Support II position to full-time Administrative Support III position. 3 Objective 1 and 2 Core Theme: Serious - Objective 3 and 4 We need to plan now for changes in the Health Care Reform law that will require us to cut the hours of this position and possibly add another staff member. Our goal is to have a full-time employee staff our front desk on a permanent basis. This position will support the Director and Associate Director and may perform more complex duties related to employee onboarding. $38, Appropriated HUMAN CAPITAL MANAGEMENT Hourly Budget Increase- HRIS/File Room/Records Specialist ($16,925) Wellness Intern ($12,652) HR Processing Support Student Intern- ($10,000) 4 Objective 1 and 2 Core Theme: Serious - Objective 3 and 4 Growth in demand for services and outreach to the University community cannot be absorbed by current staffing levels in HR. With significant increases in employee headcounts since 2005 (Full- Time - 24%, Part-Time - 17%) the file room can no longer keep up with the heavy imaging and filing loads. A Wellness Intern will provide the support needed to create an enhanced Wellness Program. Appropriate hourly budget to increase HR's ability to meet campus service demands while not adding additional benefit elegible positions. $39, Appropriated HR OPERATIONS Increase to Current/Capital Budget- Salary Surveys 12 Objective 1 and 3 Core theme: Serious - Objective 3 and 4 We currently purchase CUPA Administrative and To purchase surveys to give us more data to analyze Midlevel, WMG, EduComp, and In-State Surveys. positions in this type of economy. $5, Appropriated HR OPERATIONS Continue to build a robust classroom style and online Employee Professional Development/Training Program- Non-Discrimination, Retaliation and Sexual Harrassment Training Learning Management Information System 5 Objective 1 and 3 Core theme: Serious - Objective 3 and 4 Today instituions of higher education routinely have Currently the HR area offers Sexual Harrassment their compliance training set up to be delivered training online and several other classroom style online and in person. We need to move our training programs such as HR Academy, Hire discrimination, harrassment, and retaliation training Right, Customer Service, etc. With the online and offer it to all employees. reorganization of HR and the addition of the EEO/ We need a system to effectively organize and Employee Relations Manager, more will be done. automate training course registration and tracking HR has no means to track and organize training processes while also connecting employees to programs as well a automate course registration resources to support career and professional and management. development. $80, $28, $21, One-time Appropriated HR OPERATIONS Advertising Base Funding Increase 6 Objective 1 and 3 Core theme: Serious - Objective 3 and 4 The current employment budget is not sufficient to cover recruitment advertising required by policy and current rate of hiring. The rate of hiring at Ability to pay for basic advertising for all new and UVU has increased in last four years due to new replacement positions. On-going funds make it positions added, regular turnover, etc. possible to save money and buy advertising in bulk. Additionally, HR anticipates a turnover increase as economy improves. $20, Appropriated Human Resources - PBA Summary 2011

18 HR OPERATIONS Health & Wellness Program 7 Objective 1 and 2 Core Theme: Serious-Objective 3 and 4 Currently UVU's Wellness Program consists of an online system through Behavioral Healthcare Options. Studies have shown that in order for a Wellness Program to succeed it needs to have a physical presence. Have a happier, healthier UVU population through an enhanced Wellness Program that promotes health and well-being in physical, emotional and financial aspects of life. $10, Appropriated ONE-TIME REQUESTS: HUMAN CAPITAL MANAGEMENT Classification/Compensation Consultant 9 Objective 1 and 2 Core Theme: Serious - Objective 3 and 4 The IPEDS classification codes have increased from seven categories to thirty-one. The change requires code changes to our employee classification system and will have an impact on our current career path project. The change goes into effect We would like to hire a consultant to assist in re-catagorizing all UVU positions into IPEDS categories and career paths. (USU and U of U have also hired consultants to assist in recategorizing staff positions.) To recatagorize all UVU positions into new IPEDS codes and classifications. $80, Appropriated HUMAN CAPITAL MANAGEMENT Student Employee to Scan I-9s 11 Objective 1 and 2 Core Theme: Serious - Objective 3 and 4 I-9 forms stored electronically are legally required to be indexed by every field in the case of an ICE audit. Currently there are about 10,000 I-9 forms To make storage of historical I-9 forms fully stored electronically that are indexed by only two compliant with current regulations. of the fields that are now required. Improperly stored I-9 forms could result in fines and penalties in the case of an audit. $20, Appropriated INFRASTRUCTURE Efficient Filing System for File Room Renovate File Room 8 Objective 1 and 2 Core Theme: Serious - Objective 3 and 4 We currently image all employee files and only store hard copy employee files for full-time employees, due to retention schedules required by the State. We also maintain all grievance files in a To obtain a hard copy file system that will improve hard copy format. The current storage system is efficiency and maximize the use of existing space. vertical file cabinets. As the UVU employee population increases we need to look at more effective and efficient filing systems that maximize space and allow for expansion. $15, $10, Appropriated INFRASTRUCTURE Work with the IT area and other administrative offices to utlize BA 014 for professional development 10 Objective 1 and 2 Core Theme: Serious - Objective 3 and 4 The HR Conference room has become an inefficient venue for training programs delivered by the HR area. HR will work to create another location for training. A best practice in human capital management is to have a robust training and professional development program for all employees. Human Resources at UVU is dedicated to providing our employees with the right skills and knowledge to perform their best. Offering ease and convenience, the UVU Professional Development Center will provide a location with state of the art technology for this purpose. An instituion of higher education that prides itself on the resources dedicated to student learning must equally match this for its staff. $10, Appropriated *Planning and Assessment includes Core Themes and Objectives, Operational Imperatives and divisional/departmental plans and outcomes assessment. * New position requests need to include salary and benefits. Human Resources - PBA Summary 2011