You Can be the Difference in Making your College or University a Great Place to Work - PowerPoint PPT Presentation

Loading...

PPT – You Can be the Difference in Making your College or University a Great Place to Work PowerPoint presentation | free to download - id: 68c58b-NzNlZ



Loading


The Adobe Flash plugin is needed to view this content

Get the plugin now

View by Category
About This Presentation
Title:

You Can be the Difference in Making your College or University a Great Place to Work

Description:

You Can be the Difference in Making your College or University a Great Place to Work CUPA-HR Southern Region Conference April 28-30, 2013 Sam Connally Tracy Eells ... – PowerPoint PPT presentation

Number of Views:42
Avg rating:3.0/5.0
Slides: 25
Provided by: SamCon4
Learn more at: http://louisville.edu
Category:

less

Write a Comment
User Comments (0)
Transcript and Presenter's Notes

Title: You Can be the Difference in Making your College or University a Great Place to Work


1
You Can be the Difference in Making your
College or University a Great Place to Work
  • CUPA-HR Southern Region Conference
  • April 28-30, 2013

Sam Connally Tracy Eells Mordean
Taylor-Archer Vice President Vice Provost Vice
Provost for Human Resources Faculty Personnel
Diversity Intl Affairs
2
Vision of a Great Place to Work
  • The Universitys vision reflects a mandate that
    the University of Louisville become a preeminent
    metropolitan research university by the year
    2020.
  • Faculty and staff give life to our vision and are
    the means by which we fulfill our teaching,
    research, and public service mission.

3
Vision of a Great Place to Work
  • Faculty contribute to student success in the
    classroom, generate knowledge through research
    and creative endeavor, and translate knowledge
    into practical solutions that improve the lives
    of the citizens of our city and state.
  • Staff employees help make this work possible,
    both in providing direct support to our academic
    and research activities, as well as through the
    myriad ways their work supports University
    operations.

4
Vision of a Great Place to Work
  • Making faculty and staff concerns a priority is
    what our Great Places to Work Initiative is all
    about.
  • The University is committed to a continuing and
    systematic evaluation of work life issues to
    improve the quality of work life at UofL.
  • The Question is How do you know if you are
    making progress. Well, now you can find out.

5
Chronicle of Higher Education Great Colleges to
Work For Survey
  • Chronicle of Higher Education Great Colleges to
    Work For Survey Introduced in 2008
  • Administered by Modern Think at No Cost
  • Survey includes 10 of faculty and exempt staff.
    Option to sample non-exempt staff.
  • Honor Role Recognition in Special Chronicle
    Edition for thematic rankings above 75.

6
Great Colleges to Work For SurveyThematic Areas
Overall Satisfaction
  • Job Satisfaction/ Support
  • Teaching Environment
  • Professional Development
  • Compensation, Benefits, Work-Life Balance
  • Facilities
  • Policy, Resources, Efficiency
  • Shared Governance / Pride
  • Confidence in Supervisors Department Chairs
  • Confidence in Senior Leadership
  • Faculty, Administration, and Staff Relations
  • Communication Collaboration
  • Fairness, Respect, Appreciation

7
UofLs Survey Experience
  • We had Great Expectations
  • Scored 66 Overall Employee Satisfaction Rating
  • President adds Chronicle Survey to Scorecard
  • President sets 2020 Goal 75 (Honor Role)
  • But we experienced Declining Ratings. Oops!
  • 2008 66 ? 2009 64 ? 2010 62
  • Todays presentation is how we have tried to turn
    that trend around and how you can help your
    college or university become a great place to
    work, as well.

8
We Moved from a Project Model to Shared
Responsibility Model
  • To ensure continuity in our GPTW Initiative, the
    Provost has assigned responsibility for
    co-chairing the GPTW Initiative to the
    institutional officers with operational
    responsibility for policies and practices that
    most directly impact the work life of faculty and
    staff.

Sam Connally Tracy Eells Mordean
Taylor-Archer Vice President Vice Provost Vice
Provost for Human Resources Faculty Personnel
Diversity Intl Affairs
9
We Moved from an Advisory Committee Approach to
Working Committee Approach
  • 2008 - 2010 GPTW Committees and Steering
    Committee were advisory committees.
  • Constituency Groups (Advisory Committees)
  • Faculty Senate
  • Staff Senate
  • Commission on Status of Women
  • Commission on Diversity Racial Equality
  • We just didnt need a 5th advisory committee.

10
GPTW Working Committees
  • Campus Climate
  • Health Wellness
  • Family-Friendly Policy (Work Family Balance)
  • Professional Development
  • Total Rewards (Recognition Rewards)
  • GPTW Steering Committee
  • Co-chairs of GPTW Initiative
  • Chairs or Co-chairs of GPTW Committees
  • Chairs or Co-chairs of Constituency Groups

11
We Took a Timeout from the SurveyThen
Re-Launched our GPTW Initiative
  • Our pitfall was surveying employees three years
    in a row, without showing that we were
    listening. It was kind of like, What did you
    not understand about what I told you last year.
  • Did Not Survey in 2011, which meant no
    Presidential report to Board of Trustees. !?!
  • Re-Launched GPTW Initiative in Jan 2012 with GPTW
    Symposium hosted by Provost.

12
We Took the Time to Celebrate Cumulative Progress
  • Celebrated GPTW-related Outcomes from 2010 2012
    with campus-wide presentations.
  • Published GPTW Newsletter Great Places / Great
    Strides sent to home addresses.
  • Marketed GPTW Survey in 2012.
  • Goal to increase participation rate by five
    points.
  • Goal to increase overall satisfaction by three
    points (62 to 65).
  • Paid supplemental fee to survey non-exempt staff.

13
Campus Climate Initiatives
  • Developed UofL Campus Climate Survey to
    supplement GPTW Survey.
  • Promoted Opportunities for Social Interaction
  • Spring Ice Cream Socials
  • Summer Outdoor Film Series
  • Fall Campus PicNic
  • President, Provost, EVPs hosted open forums to
    enhance internal communications with feedback to
    individual employees and web posts.

14
Campus Climate Initiatives
  • Office of Ombuds established funded.
  • Reached out to Employee Resource Groups
  • Black Faculty/Staff Association
  • Faculty Staff for Human Rights (LGBT Group)
  • Hispanic Faculty/Staff Association
  • Created Bias Incident Response Team (BIRT)
  • Strengthened Network of Diversity Committee
    Chairs in Colleges, Schools, Divisions

15
Health Wellness Initiatives
  • Level health plan premiums for four years!
  • Expanded health plan subsidy for part-time
    employees from 108/mo to 50 of FT subsidy.
  • Early adoption of Age 26 for children to remain
    on employees health plan.
  • Early adoption of womens reproductive health
    care as preventive care (no co-pays, deductibles,
    or co-insurance).

16
Health Wellness Initiatives
  • Increased health plan subsidy for Get Health Now
    Participants from 240 to 480/yr.
  • Waived premium for on-campus health initiatives.
  • Renovated Humana Gym for faculty/staff use.
  • Expanded health disease management programs.
  • Adopted 2 ½ month extension on Flexible Spending
    Accounts (thru March 15).

17
Work Family Balance Initiatives (No-Cost to
Low-Cost Strategies)
  • Added domestic partners and their children to
    Family Medical Leave eligibility.
  • Modified FML policy to permit two employees to
    each take 12 weeks FML on birth or adoption. .
  • Added Red Book language to expressly permit
    suspension of tenure clock for birth or adoption.
  • Increased maximum point-in-time leave accrual
    from 44 days to 66 days for staff employees to
    promote leave use avoid loss of leave.

18
Work Family Balance Initiatives (Moderate Cost
Strategies)
  • Expansion of Shared Leave Program for Staff
    Employees (320 ? 480 hours FMLA).
  • Expansion of Parental Leave Program from three to
    six weeks (funded by health plan).
  • Recognized child birth as qualifying event for
    six weeks Short Term Disability (for all
    employees).
  • Added three months health insurance to Short Term
    Disability program (6 months total).

19
Professional Development Initiatives
  • Supported HR commitment to create Staff
    Development Program (with two FTE).
  • Introduction to Supervision
  • Customer Service Excellence
  • Performance Management Training
  • Disciplinary, Grievance, Appeal Training
  • Supported initiative by Office of Faculty
    Personnel to provide leadership training to
    academic department chairs other academic
    leaders.

20
Professional Development Initiatives
  • Faculty Grievance Policy revised.
  • Staff Disciplinary, Grievance, Appeal policies
    revised.
  • Staff Performance Evaluation form revised with
    campus wide training provided to all supervisors.
  • Unit Business Manager training developed
    implemented campus-wide.

21
Rewards Recognition Initiatives
  • Supported Presidents scorecard goal for all
    salaries to average 100 of market by 2020.
  • Faculty increased from 90 to 91.0 since 2009
  • Staff increased from 90 to 93.7 since 2009
  • Faculty Salary Equity Study conducted 2012-13.
  • Received Provosts commitment to conduct Staff
    Salary Equity Study in 2013-14.
  • Received Provosts commitment to implement
    living wage for staff employees at 10.00/hr.

22
Total Rewards Initiatives
  • Restoration of merit funding in 2011-12.
  • 3.0 for Board appointed administrators faculty
    with regular appointments and contract faculty.
  • 3.0 for Staff earning 40,000 or more.
  • 1200 (4.0) for Staff earning less than 40,000.
  • Sustained merit funding in 2013-14.
  • 4.0 for Board appointed administrators faculty
    with regular appointments and contract faculty.
  • 4.0 for Staff earning 30,000 or more.
  • 1200 (6.0) for Staff earning less than 30,000.

23
Asking for Help / So How Did we Do?
  • We Asked Employees to Share their Stories why
    They Think UofL is a Great Place to Work.
  • GPTW Newsletter
  • Please complete 2012 Survey
  • Please submit program suggestions.
  • We will listen and respond.
  • 2012 Chronicle Survey
  • Participation increased 38 to 43
  • Satisfaction increased 62 to 67

24
Future Strategies
  • Align GPTW to 2020 Strategic Plan
  • Prepare Annual Report on Outcomes
  • Prepare Annual Goals Objectives
  • Continue Newsletters
  • Wed be Glad to Hear from You
  • Sam.connally_at_louisville.edu
  • Tracy.eells_at_louisville.edu
  • Mordean.taylor-archer_at_louisville.edu
  • Youre welcome to track our progress at
    www.louisville.edu/hr/gptw.
About PowerShow.com