Great Places to Work Status Report

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Great Places to Work Status Report 2010
2012 Accomplishments

• March 19, 2012

Sam Connally Tracy Eells Mordean
Taylor-Archer Vice President Vice Provost Vice
Provost for Human Resources Faculty Personnel
Diversity Intl Affairs
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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.

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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.

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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 in
  collaboration with the Faculty Senate, Staff
  Senate, CODRE, and COSW to improve the quality
  of work life at UofL.

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Chronicle of Higher Education Great Colleges
Survey

• Chronicle of Higher Education Great Colleges to
  Work For Survey is Scorecard Metric for GPTW
• 2020 Goal Improve Overall Employee Satisfaction
  from 62 to 75.
• 2012 Goal Improve from 62 to 65 in 2012
• Improve participation rate from 40 to 50
• 2012 GPTW Survey is Mar 19 Apr 13
• Will include Classified Staff in addition to
  Faculty Professional Staff.

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Assignment of Responsibility

• 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
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GPTW Steering Committee

• Chairs Co-Chairs of GPTW Committees
• Chair or Vice-Chair of Faculty Senate
• Chair or Vice Chair of Staff Senate
• Chair or Vice Chair of Commission on Diversity
  Racial Equality
• Chair or Vice Chair of Commission on the Status
  of Women

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2010 2012 Campus Climate Initiatives John
Drees Sharon LaRue

• Promoted Chronicle Great Colleges Survey as key
  metric for UofL GPTW Initiative.
• Promoted UofL Campus Climate Survey to supplement
  GPTW Survey.
• Hosted Community Ice Cream Socials on Belknap
  HSC (with over 2000 participants).

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Campus Climate Initiatives

• Summer Outdoor Film Series and Fall Family Picnic
  at Shelby Campus (2500 participants).
• Office of Ombuds established funded.
• Received commitment for President / Provost to
  host campus-wide Open Forums each semester to
  enhance internal communications.
• Received commitment for HR to review /
  re-energize employee suggestion and employee
  recognition programs.

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2010 2012 Health Wellness Initiatives
Patricia Benson Chris Cherry Davis

• Expansion of Health Plan Subsidy for Get Health
  Now Participants increased from 240 to 480/yr.
  
• Premium for on-campus health initiatives waived.
• Level health plan premiums for four years!
• Health Management Program Highlights
• Disease Management Program Highlights
• Elder Care Workshop Series 2011-12

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Health Wellness Initiatives

• 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).
• Adoption of 2 ½ month extension on Flexible
  Spending Accounts (thru March 15).

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2010 2012 Family Friendly Policy Initiatives
Susan Duncan Lisa London

• Expansion of Shared Leave Program for Staff
  Employees (320 -gt 480 hours).
• Expansion of Parental Leave Program for Faculty
  Staff from three to six weeks funded through
  Health Wellness Program.
• 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.

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Family Friendly Policy Initiatives 2012
Co-Chairs Brent Fryrear Rachel Howard

• 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
  (instead of sharing 12 weeks).
• 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).

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2010 2012 Professional Development Initiatives
Brandon Hamilton

• 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.

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Professional Development Initiatives

• Faculty Grievance Policy revised.
• Staff Disciplinary, Grievance, Appeal policies
  revised.
• Staff Performance Evaluation form revised
  campus-wide training underway.
• Unit Business Manager training developed
  implemented campus-wide.

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2010 2012 Total Rewards Initiatives Dennis
Finnegan Elana Nance

• Supported Presidents scorecard goal for all UofL
  faculty staff salaries to average 100 of
  market value by 2020.
• Faculty increased from 90 to 91.0 since 2009
• Staff increased from 90 to 93.7 since 2009
• 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.
  

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Total Rewards Initiatives

• Received Provosts commitment to faculty salary
  equity study in 2011-12.
• Received Provosts commitment to staff salary
  equity study in 2012-13 Chronicle of Higher
  Education Great Colleges to Work For Survey added
  to Presidents Scorecard
• Received approval and 10,000 funding to develop
  Total Rewards website for employees.

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A Time for Celebration and New Expectations

• Thank you for your individual team efforts.
• How you can help
• Share our stories GPTW Newsletter
• Complete 2012 Great Colleges Survey
• Submit program suggestions to GPTW Committees to
  help set our strategies for the next two years.