HR Services & Policies

Departmental Administrator TrainingFriday, November 3, 2006

Presented by: Theresa Milazzo- Associate VP, Human Resources

Jeanne Thigpen- Manager, Employee Relations and OD

HR Services and Policies

Our job: Provide tools, resources and assistance to help you attract, hire, retain, motivate and develop your employees.

Overview of Central HR

Transactional Employment Benefits Training Salary

Administration Data/Reporting

Consultative Organizational

Design Job Design Employee

Relations Coaching

How we work:

Employment

Staff Recruiting Emory Search Group Emory Temporary Services

Compensation

Market Analyses Job Evaluations and Salary Structures Career Paths Equity/Compensation Studies Incentive Plans

Organizational Development

Partners with Learning Services for OD and training initiatives within units (e.g.: conflict resolutions, team building)

Manager Consultations/Coaching Employee Relations Organizational Assessments Team Dynamics Performance Management Consulting Policies Conflict Resolution/Mediation

Learning and Career Development

Training Programs HR ToolKit Leadership for Results Interpersonal Skills Certificate Excellence Through Leadership Skills Enhancement Program Steps 2 Your Success Mentor Emory

Learning and Career Development

cont’dClasses Customer Service Performance Management Work Effectiveness Defensive Driving Make a Move Within New PeopleSoft Training Module: Web

Enrollment & Database

Benefits and Employee Services

Customer Service for Issues and Assistance Vendors and Plan Design Service Awards Awards of Distinction Staff Fest Tuition Reimbursement/Scholarship

New Web Features on PeopleSoft Self Service Change Retirement Contributions Family Status Change

Faculty Staff Assistance Program

Wellness and Health Promotion Behavioral Health Organizational Dynamics

(Behavioral Basis)

Technical/Data Services

Reports and Labels On-line Request Process

Data Access Management/Security

How Do We Link with EHC HR? Coordinated job titles and salary structure

Same HR/Payroll/Recruitment System for administration and employee Self Service

Same administration for Workers Compensation Health Care Plans Faculty Staff Assistance Program

Differences driven by competitive market and financial considerations Pay Practices and Merit Budgets Benefits Programs Performance Management Training and Development (Clinical and Non-Clinical) Policies

Key HR Policies

Standards of Conduct Corrective Discipline Family Medical Leave Act Performance Management Reduction in Force (RIF)

Standards of Conduct

Emory pursues excellence and insists on high standards of conduct and performance.

Corrective Discipline

The corrective discipline process is designed to be constructive and corrective and to promote employee success.

Document

Document all steps of the corrective discipline process as they occur.

Steps in the Process

The Steps of Progressive Discipline

Oral Counseling Written Warning Final Written Warning Suspension without Pay Administrative Leave without Pay Dismissal

Corrective Discipline cont’d

Employees terminated for unsatisfactory performance, attendance, or behavior are not eligible for rehire at Emory University or Emory Healthcare.

Family & Medical Leave Act

(FMLA) Eligible employees may take up to 12

work weeks of unpaid, job-protected leave under FMLA in a rolling 12-month period for specified family and medical reasons.

Employee Eligibility

Have worked at least 12 months

(need not be consecutive) Have worked at least 1,250 hours over the

preceding 12 months Work at a location where at least 50

employees reside within 75 miles

Reasons for Leave

Birth of child, care for newborn Placement of a child -- adoption or foster

care Care for an immediate family member with

a serious health condition Employee’s own serious health condition

Performance Management

The process offers a planned opportunity for the employee and supervisor to meet and mutually identify, discuss and document performance, expectations, accomplishments, and goals.

Performance ManagementEmory’s Performance Management

Process

Mid-year Review

AnnualReview

DevelopmentPlan

Performance Planning

•SettingDepartment andIndividual Goals

•Ongoing Coaching/Feedback

•DocumentingPerformance

•RecommendPay Actions

Reduction in Force (RIF)

A reduction in force (RIF) is a separation from employment due to:

Lack of funds Lack of work Redesign or elimination or position(s) Reorganization

Selection Criteria

Identification of positions for reduction will be made in accordance with the following:

Qualifications Level of documented performance If all other factors are equal, seniority will

govern

Contacts Melissa Boshart

Manager, Emory Search Group404- 727-7068

Peter BuchPeopleSoft Access Requests and Report Requests404-727-5222

Shauntae ClevelandStudent Hire Assistance404-727-9274

Donna CrabbManager, Emory Temporary Services404-712-8316

Faculty Staff Assistance Program404-727-4328

John KoskyManager, Compensation404-727-7617

Sherry StodghillHRAFs and PeopleSoft HR Web Support404-727-6066