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HR Forum - April 11, 2007
Also available as downloadable PDF file: Presentation [PDF:
578K; 41 pages]
Agenda
General HRS News - Julien C. Carter, AVP
Invitation to Speak
Strategic Plan/Reorganization Sessions
- If your staff would like to know more about the HRS Reorganization, Strategic Plan, or discuss HR issues important to them, please feel free to invite me to your next staff meeting. Call or e-mail Janice @ 471-8742 or janicel@austin.utexas.edu to schedule
HRSC News - Jim McElroy
Summer Insurance Coverage
- 9-month employees automatically pre-pay for summer insurance coverage
- Communication will be sent via email on Friday, April 13
- Can cancel pre-payment with signed authorization
- Cancellation form must be returned to Human Resource Service Center (J5600) no later than Friday, May 4
Cancellation of Pre-Payment
- If pre-payment is declined, employee must be working and earning enough money monthly to pay for insurance
- If not working or not making enough money monthly, insurance may be cancelled
- Re-enrollment must occur during Annual Enrollment and EOI Requirements will apply
Summer Insurance: GRA’s
- GRA’s do not have the option to pre-pay for summer insurance coverage
- GRA’s must be appointed to work 20 hours or more each week for a period for 135 days or more to receive insurance coverage
2007 Staff Recognition and President’s Reception
You Are Invited!
Summer Reappointments
- Summer reappointments open May 1
- Available for faculty, students, and hourly employees
- Reappointment instructions will be available on the Employee Records Web page
- June 8: Hourly reappointments due to HRS
- June 11: Other reappointments due to HRS
- June 13: Individual appointments due to HRS
- June 19: Reappointments re-open
Compliance Posters - Luther Johnson, Project Manager
Compliance Posters
- Employers required by federal and state laws to display poster permanently
- The Family and Medical Leave Act, Rights under EEOC (FMLA), Fair Labor Standards Act's minimum wage, Whistleblower Act, etc.
- Poster must be displayed in a conspicuous place where employees and applicants for employment can readily see it
Where should I hang the posters?
- Break room
- Copy room
- Hallway
- Any common area where employees gather or pass
Important information from you…
- E-mail the following information regarding the location of the poster:
- Building Name
- Room Number
- Contact name
- To: luther.johnson@austin.utexas.edu
Staffing and Career Management Services Update - Rich Burns, Project Manager
Question of the Month:
- Do you know that the Web-based Position Management System will replace ALL of the AMM commands in *DEFINE?
Roll Out
Position Management Update
- Current status
- Business process redesign complete
- Communications planning complete
- User’s Guide and Help in development
- Programming underway
- Coming up
- Testing Plan
- Plan for conversion from *DEFINE to PM
- Training Plan
- Roll Out Plan
Contingent Worker
- con·tin·gent [kuh n-tin-juh nt]
–adjective 1.dependent for existence, occurrence, character, etc., on something not yet certain; conditional (often fol. by on or upon). 2.liable to happen or not; uncertain; possible
- work·er [wur-ker]
–noun 1.a person or thing that works.
Dictionary.com Unabridged (v 1.1)
Draft Contingent Worker Policy
- Purpose
- To ensure sound management practices in managing contingent workers.
- Provide a path to regular employment for temporary employees.
- Align pay with market rates for contingent workers—temporary and part-time, non benefits eligible workers.
- Current practices vary around managing contingent workers to the state benefits standards of greater than or equal to 20 hours and greater than or equal to 135 days.
- Policy would align maximum periods of employment with Employee Retirement Income Security Act (ERISA):
- 1000 hours per rolling 12 month period.
- Compliance
- Establishes that all of the compliance requirements be met for contingent employees:
- Background check
- I-9
- Compliance Training
- Standards of Conduct
- Etc.
- "Temp-to-Perm" provisions.
- Allows hiring temporary employees into full time positions
- Original placement must be a competitive recruitment that meets all documentation requirements.
- UTEMPS can provide services
- Provides the option to adjust pay to market rates for contingent workers.
- Recognizes the difference between our regular, benefits eligible employees in compensation policy.
- Allows adjustment for other, non benefits positions to be compensated outside of pay plan ranges in accordance with the market.
- We are asking for 3-5 HR Forum volunteers to serve on a work group to review the draft policy and further refine.
- Please contact Rich Burns if you are interested in serving on this work group.
UTEMPS
- Staffing solutions for customers
- Addresses new or temporary workforce requirements
- Extended leave of an employee
- Short notice job vacancy
- Periodic work surges
- Onboarding services for temporary staff
- Variety of positions placed
- Administrative
- Building Attendants
- Transportation survey team members
- French language translators
- Also have access to:
- Accounting
- Technical staff
- Other professional and skilled workers
- Services
- Screening and testing
- Selection/placement
- Background checks
- I-9 compliance
- Compliance training
- Appointment processing
- Payroll
- Ending assignment
- Contact
Upcoming Work/Life Services, EAP Events - Rebecca Parks, Work/Life Services
Brown Bag: Work and Caregiving: Finding the Balance
- Presented by Dawn Lakamsani, LCSW, Austin Groups for the Elderly
- Thursday, April 19, noon to 1 p.m.
- Texas Union Room 3.208
Brown Bag: Raising Emotionally Healthy Children
- Presented by Carol Jackson
- Thursday, May 17, noon to 1 p.m.
- Texas Union Room 3.128
Group: "Managers' Coaching Group"
- Six Sessions during the lunch hour
- Starting June 6, North Office Building A
- Starting June 14, PRC, Commons Building
We'll miss you...
- Lou Scaruffi, leaving EMS for ITS
Performance Evaluations - Lou Scaruffi, Employee and Management Services
HOP §9.95 - Performance Evaluation Policy
- Each employee to be evaluated annually prior to reappointment
- Classified and non-faculty professional (A&P) staff appointed one-half time or more for at least 4.5 months
- Official form must be used (unless alternate form reviewed and approved by HRS)
- Form available - http://www.utexas.edu/hr/er/perfeval/eval_form.html
Purpose of Performance Evaluations
- To provide assessment of the employee's performance against stated expectations
- To assist the employee to improve performance (development planning)
- To provide a basis for an appropriate level of compensation
- To support and provide documentation for personnel actions under approved policies
Performance Management
Resources
Next HR Forum
- May 9, 2007
- Have a wonderful April!
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