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HUMAN RESOURCES DIVISION

Executive Summary

FY 2014 provided numerous challenges and opportunities for the Human Resources

Division (HR). At the beginning of the fiscal year, two key managerial employees left the

division. The director of benefits accepted another position with the University System of

Georgia and the associate vice president left the university. Throughout the year, the

division continued to improve and enhance the services provided to the university

community. Detailed accomplishments are contained in the departmental sections of this

report. However, a few examples demonstrate the continued efforts of the division.

COMMUNICATION HR created an extensive communication plan, ACT, to maximize faculty and staff

participation in open enrollment and ensure as many users as possible updated

their tobacco use status. With collaboration from all departments of Human

Resources, the division created internal working teams to communicate the

message throughout campus utilizing mini-informational sessions targeting deans,

department heads, directors and department managers. These efforts resulted in

9,138 people accessing the enrollment system, which marks the highest online

participation level to date.

COLLABORATION

HR/Finance Administrative System - The University of Georgia (UGA) is

undertaking an important project to collect and evaluate the expectations and

high-level requirements as well as campus ‘readiness’ for transforming the

existing financial and human resource administrative systems environment to a

more advanced technology platform featuring updated, Web-enabled services.

The purpose of this assessment is to formulate the strategic vision to replace

UGA’s administrative information systems, analyze the appropriateness and fit of

multiple options for new systems and assess institutional readiness to implement

new systems. In addition to consulting vendors and industry experts, Collegiate

Project Services (CPS), the university’s consulting partner, worked (and will

continue to work) with functional, technical, academic and administrative

personnel from UGA and the University System of Georgia Board of Regents to

gather the data necessary to complete the assessment.

Human Resources staff members have actively participated in the

GeorgiaTEAM project. GeorgiaTEAM (Talent, Employment and Management)

is a major initiative to review selected Human Capital Management (HCM)

H-1

business processes and the systems that support those processes. Drawing from

lessons learned from prior experiences, the University System of Georgia (USG)

has embarked on an effort to improve and optimize Shared Service offerings. The

initial phase included the launch of a study, partnering with Accenture

consultants, to review current Human Resource business processes across the

USG. The goal is to better understand and, where possible, standardize processes

across the University System. This 15-week study, which began in June 2014,

will provide the basis for the selection and design of a new HCM system. The

USG anticipates the project outcome will be a common HCM platform for all 31

USG institutions that creates further economies of scale and allows institutions to

increase focus on their academic mission.

COOPERATION

Partnering with the Office of Faculty Affairs and the Equal Employment Office,

HR worked to create a new portal within the PeopleAdmin applicant tracking

system to focus specifically on the hiring of faculty positions. The new system

will allow the university to collect data concerning affirmative action, applicant

management, compensation and diversity, which will result in building a balanced

and equitable workplace.

H-2

HUMAN RESOURCES

ORGANIZATION CHART

Interim Associate

Vice President

Duane Ritter

Benefits Accounting

Human Resources

Director

Kim Eberhart

Benefits

Interim HR Senior

Managing Director

Travis Jackson

Compensation &

Classification

Deputy CHRO

Duane Ritter

Faculty & Staff

Relations

HR Senior Managing

Director

Sige Burden

Training &

Development

HR Senior Managing

Director

Becky Lane

University

Search Group

HR Senior Managing

Director

Frank DiGiacomo

Business Manager II

Janice Ramsey

(Retiree)

HR Senior Consultant

Audrey Booth

Special Projects

HR Sr. Managing

Consultant

Lindsey Van Note

IT

Professional Principle

Denver Porterfield

H-3

BENEFITS

Employee benefits activities are provided by two departments reporting to the associate

vice president: benefits administration and benefits accounting. Benefits administration

is responsible for health and welfare programs, retirement and financial planning and

student health insurance. Benefits accounting is responsible for the accurate and timely

accounting and remittance of voluntary benefit payments to the university’s contracted

vendors. Customers serviced include approximately 8,900 active employees (faculty

and staff), employees on approved leave without pay, COBRA participants and over

4,600 retirees and surviving dependents.

BENEFITS ADMINISTRATION

Summary of Major Accomplishments

Tobacco surcharge communication project: As part of open enrollment, all

faculty and staff were scheduled to default to tobacco user status, incurring a

$50/month surcharge to their health insurance premium. HR’s goal was to

minimize the number of individuals who would be charged when they were not

tobacco users. An extensive communication plan was implemented to maximize

the number of faculty and staff using the MyBenefits@UGA enrollment system

to update their tobacco use status. With collaboration from all departments of

Human Resources, HR was able to create internal teams to communicate the

message throughout campus, utilizing mini-informational sessions targeting

deans, department heads, directors and department managers. Buy-in from key

stakeholders was used to ensure the message was received effectively

throughout the rest of the university population. In addition to internal efforts,

HR utilized a broad based marketing campaign created by Jackson Spalding

marketing firm to spread the message. The campaign included branding the

message with a logo that would successfully convey its intent: ACT (take

action-enroll), Confirm (confirm your status) and Tell (tell your colleagues to do

the same). This effort resulted in 9,138 people accessing the system to update

their tobacco status, the highest open enrollment participation level ever.

Added new voluntary benefits to the platform of benefits offered to UGA faculty

and staff.

o Vision insurance through EyeMed

o New tier of Dental coverage through Delta Dental

o Increased life insurance offering with new vendor, Minnesota Life, to 8x

salary

H-4

Enhanced the MyBenefits@UGA enrollment system

o Added benefits to system that previously required different steps (phone

enrollment) to enroll.

o Added life insurance plan to the MyBenefits@UGA system

o Added domestic partner options to voluntary insurance plans

Conducted one-on-one meetings with staff to set and review expectations

throughout the year.

0

3000

6000

9000

12000

FY10 FY 11 FY 12 FY13 FY14

Total Employees in Any Health Plan

0

500

1000

1500

2000

2500

3000

3500

Open AccessPOS

HSA OpenAccess

BCBS HMO Kaiser HMO

Employee Health Plans

FY 14

FY 13

H-5

Summary of FY 2015 Goals

Implement an “External Counselor” approach to serving the university

community’s HR needs

o Designate certain counselors to spend 60 - 70% of their time across

campus responding to the needs of colleges, schools, and departments by

providing specific educational and training seminars and presentations.

o Tailor the presentations and seminars to the specific needs and requests

of the individual colleges, schools and departments

Restructure the Benefits organization to utilize a front office, back office

approach. Front office will be dedicated staff to serve the needs of faculty and

staff with one-on-one consultation. Back office will be staff dedicated to the

transactional needs of the Benefits department.

0

1000

2000

3000

4000

5000

FY10 FY 11 FY 12 FY13 FY14

Total Retirees in Any Health Plan

0

500

1000

1500

2000

2500

3000

3500

4000

4500

OpenAccess POS

HSA BCBS HMO Kaiser HMO

Retiree Health Plans

FY2014

FY2013

H-6

Continue to evaluate the “core business” functionality of the Benefits

department and assess the needs that will help enhance the day-to-day employee

experience when interacting with the Benefits department

BENEFITS ACCOUNTING

Benefits accounting is responsible for voluntary benefits deductions, including monthly

general ledger reconciliations of more than 65 accounts and electronic processing of

demographic and contribution files to most vendors. As reference, volumes in dollars by

month and account type are charted below:

Board of Regents Premiums (health, dental, tobacco)

surcharge)

$10,300,000

Health Savings Accounts $500,000

Flexible Spending Accounts $280,000

403(b) $990,000

ROTH 403(b) $75,000

457(b) $390,000

ROTH 457(b) $35,000

Kaiser $1,215,000

Long-term Disability $80,000

Minnesota Life (Life insurance) $537,000

Accidental Death & Dismemberment $28,000

Optional Retirement Plan (ORP) $2,300,000

GA Higher Ed Savings (529 Plan) $23,000

Long Term Care (AFLAC) $500

Critical Illness (Boston Mutual) $2,000

Cancer Insurance (AFLAC) $1,300

Short-Term Disability $15,500

Personal Accident Insurance (AFLAC) $700

University Childcare Center Tuition $5,600

Student Health Insurance $525,000

Estimated Monthly Reconciled Payments: $17,303,600

Estimated Annual Reconciled Payments: $207,643,200

Benefits accounting remains in charge of the important task of setting up and

reconciling the president’s and president emeritus’ annual compensation based on BOR

fiscal year contracts. Benefits accounting continues to work collaboratively with the

payroll department to reconcile and closely monitor compensation throughout the year

and provides presidential salary projections for current and future years as requested.

Benefits accounting works closely with the growing fringe benefits resident instruction

budget ($136+ million) projections and provides monthly reconciliation, analysis and

explanation of current budget vs. actual. It is becoming increasingly critical that the

fringe benefits budget closely matches actual expenditures; therefore, more frequent

H-7

analysis, monitoring and estimates are required. The benefits accounting director has

assumed a greater leadership role in the fringe benefits working group (consisting of the

senior budget director, associate controller, human resources senior financial accountant

and the associate vice president for human resources) which provides guidance on

budget planning for fringe benefits at significant times during the fiscal year.

Completing the annual Board of Regents health insurance request for university

budgets, which requires detailed analysis of current health insurance costs is the

responsibility of benefits accounting. This process influences the actual health insurance

funding from the BOR for UGA employees and retirees for future fiscal years.

Benefits accounting reconciles and compiles the information for Note 11 (retirement

plan: ORP) and Note 14 (post-employment benefits other than pension benefits) of the

annual financial report at each fiscal year end. The responsible accountants work

closely with accounting and state audit by providing all supporting documentation and

then respond to audit inquiries/site visits as they arise.


Director played a critical role with Procurement to negotiate, renew and

complete the University Childcare Center (UCC) contract for the period of

08/01/2014 - 07/31/2017.

Served an integral role in implementing more efficient processing and stronger

controls within MyBenefits@UGA (online benefits enrollment system).

Completed electronic file and remittance method for GA529 Savings Plan and

Kaiser Permanente HMO.

Director led the Finance and Administration Diversity and Staff Recognition

Committees in planning and implementing successful staff recognition events

held in May 2014, including “New to F&A Day,” a staff recognition ceremony,

and a western-themed ice cream social.


Work closely with benefits administration to ensure the seamless transition of

new 2015 insurance vendors from online enrollment system to IMS

(payroll/personnel).

Transition remaining insurance vendors to more efficient electronic file and

remittance processing.

Continue to test and finalize conversion of Fidelity ORP from paper to

electronic process.

Complete audit of retiree health, dental and life insurance coverages by

comparing MyBenefits@UGA system to IMS (accounts receivable billing).

Increase urgency of retiree billing via electronic-feed from MyBenefits@UGA

system to IMS.

H-8

Assist senior administration and EITS in improving processes related to timely

removal of system access for separating employees, based on USG User

Account Standards (focus on more timely personnel submissions).

Develop leave accrual reconciliation and monitoring process within the E-Leave

system for departments, which will aid in accurate reporting of the compensated

absence liability at fiscal year-end.

H-9

HUMAN RESOURCES

BENEFITS

ORGANIZATION CHART

Associate Vice

President

Benefits

Accounting

Human Resources

Director

Kim Eberhart

Amy Harper

Sr. Financial

Accountant

Sr. Financial

Accountant

Bonnie Hicks

Sr. Financial

Accountant

Sarah Fite

Benefits

Interim Sr. Managing

Director

Travis Jackson

Benefits Counselors

HR Managing

Consultant

Angie Dellinger

HR Sr. Managing

Consulta nt

Carol Bugg

HR Sr. Managing

Consultant

Adrianna Creech

HR Sr. Managing

Consultant

Kandace Faulkner

HR Sr. Managing

Consultant

Travis Jackson

HR Sr. Managing

Consultant

Gail Lopes (Retiree

HR Sr. Managing

Consultant

Louie Wyatt (Retiree)

Vacant

HR Call Center

HR Specialist I

Melissa Austin-Neff

HR Specialist I

Vickie Hogan

HR Specialist I

April Jewell

HR Specialist I

Mildred McElroy

HR Specialist I

Solange Mears

Administrative

Assistant II

Jackie Mitchell

HR Sr. Consultant

Cindy Walker

Student Health

Insurance

HR Sr. Managing

Consultant

Joanna Manzi

H-10

EMPLOYMENT, CLASSIFICATION, COMPENSATION

Employment, Classification and Compensation

Employment, Classification and Compensation is responsible for the management of

the staff classification plan, the staff compensation plan including review of salary

actions and the staff employment process including background checks. The department

is also responsible for ad hoc reporting and analysis of employee salaries to assist

departments in meeting efficiency and effectiveness goals. Salary administration

activities include reviewing salary exception requests, determining pay grade

assignments for titles and salary market review and analysis. This work is shared among

staff working on employment and classification work as well.

The university conducts background investigations on all new hires (including

temporary employees), promotions and reclassifications to positions of trust (including

all IT positions), P-Card holders, and volunteers. During FY 2014, UGA conducted a

total of 8,139 background checks, a decrease from last year. The number of position

vacancies posted through Human Resources decreased slightly in FY 2014 to

approximately 2,240.

The total number of applications was 94,612 for staff positions. This number included

an increase to approximately 24,430 current employee applications, suggesting a very

high level of employee interest in mobility within the university.

Applications averaged approximately 42 per position vacancy, with many pools

including over 100 applicants. The number of new positions posted during FY 2014 was

449.

0

500

1,000

1,500

2,000

2,500

FY10 FY11 FY12 FY13 FY14

Vacancies Posted

0

5,000

10,000

15,000

20,000

25,000


Current Employee Applications

H-11

The number of position reclassifications decreased during FY 2014 and 358 positions

were reclassified.


Collaborated with the office of faculty affairs and the equal opportunity office to

create Facultyjobs@uga, a faculty online system that replaces the current paper

process.

Developed and began a process of tracking temporary employee hours in

compliance with the Affordable Care Act. Tracking will continue throughout FY

2014, with determination of which employees will receive benefits beginning in

January 2015.

Recruited, interviewed and hired an assistant for the new provost.

Implemented background screening for Tier 1 BSAT positions.

0

20

40

60


Applicant Referrals per Vacancy

0

150

300

450

600

750

FY10 FY 11 FY 12 FY13 FY14

New Positions

0

300

600

900

FY10 FY 11 FY 12 FY13 FY14

Reclassifications

H-12


Implementation of the faculty online system to include the responsibility of

system training and assuming the role of the system administrator.

Continue to develop HR consultants to familiarize themselves and work with

distinct groups of schools, colleges or other units to coach and discuss their

employment, classification and compensation issues and concerns.

Expand motor vehicle background screening.

Expand the use of the MarketPay salary analysis tool to provide information for

administrative decision making and revision of the existing staff compensation

plan.

.

H-13

HUMAN RESOURCES

EMPLOYMENT, CLASSIFICATION AND COMPENSATION

ORGANIZATION CHART

Associate Vice

President Human

Resources

Employment,

Compensation&

Classification

Deputy CHRO

Duane Ritter

HR Sr. Managing

Consultant

Dan Baker

HR Sr. Managing

Consultant

Lynn Burt

HR Managing

Consultant

Jessica Davis

HR Managing

Consultant

Lindsey Fodor

HR Managing

Consultant

Dan Helmick

HR Sr. Managing

Consultant

Megan Hill

HR Sr. Managing

Consultant

Russ Ramsey

H-14

FACULTY & STAFF RELATIONS

The Faculty & Staff Relations Department is responsible for the administration of

disciplinary, reappointment, performance appraisal and professional procedures. The

office also monitors compliance with the university’s policy statutes, regulations and

procedures.

The Faculty & Staff Relations team is committed to promoting positive working

relationships and effective communication among employees, working to increase

employee morale, ensuring fair employment practices and creating, implementing and

revising policies, procedures and programs that are fair and accurate to all employees,

and enhance the working environment.


Expanded the University Drug and Alcohol Testing Program to include Tier 1

agents.

Conducted classes and training at the Training & Development Center to include

personnel law, procedures and leadership development.

Facilitated the HR Learning Express Series, an HR education/training outreach

program for the campus network of HR specialists.

The increase in the number of faculty/staff relations cases/contacts can be attributed to

the new mandate under the Americans with Disability Act (ADA) in connection with

the Family and Medical Leave Act (FMLA). The other increases are reflective of the

more active reporting of behavior in violation of the Workplace Violence Policy. The

Drug/Alcohol category is limited to disciplinary action for those employees in "safety

sensitive" positions and subject to alcohol and controlled substance testing; therefore,

0%5%

10%15%20%25%30%35%40%

Annnual Cases/Contacts

FY11

FY12

FY13

FY14

H-15

the numbers are relatively small. Because HR is no longer involved in any disciplinary

decisions arising from NDAH investigations, there were no cases in the Sexual

Harassment/NDAH category reflected in FY 2014.


Further expand the University Drug and Alcohol Testing Program by identifying

additional “safety sensitive” positions/classifications.

Purchase a more comprehensive employee relations case tracking system.

Continue to identify needs for and provide unit-specific personnel training.

Continue to review all UGA and unit-specific personnel policies to ensure

compliance with changing Board of Regents polices.

H-16

HUMAN RESOURCES

FACULTY & STAFF RELATIONS

ORGANIZATION CHART

Associate Vice

President Human

Resources

Faculty & Staff

Relations

HR Senior

Managing Director

Sige Burden

HR Sr. Managing

Consultant

Tracey O'Malley

H-17

HR INFORMATION MANAGEMENT


Server migration - Migrated data, users and workstations into Microsoft Active

Directory.

Provided primary video/audio support for the UGA Search Group candidates

visiting campus during their presentations across the UGA campus.

Continued to identify SSNs on electronic records and eliminate or translate to

the UGA 81x identifier.

Continued IT support for the University Childcare Center (parent/teacher clock

in/out system, telephone, desktop, networking, security).

Implemented new system management applications for IT helpdesk.

Updated classification description templates to assist departments posting

positions and created a web service for locating the information.

Relocation of video conferencing/smart classroom equipment from a shared

space to a dedicated room.

Contracted for EITS Gold NSP to upgrade networking equipment and provide a

higher level of support.


Create new system imaging and application deployment process for staff and lab

computers.

Continue to improve backup and restore processes.

Continue to identify and remove sensitive data on HR systems.

Move all sensitive records requiring retention behind ArchPass.

Replace department firewalls.

Refresh aging IT equipment.

Upgrade audio/video equipment for presentation recordings.

H-18

HUMAN RESOURCES

INFORMATION MANAGEMENT

ORGANIZATION CHART

Associate Vice

President Human

Resources

Information

Technology

IT Professional

Principle

Tonya Hayes

IT Professional

Principle

Denver Porterfield

H-19

TRAINING & DEVELOPMENT

The Training and Development Department (T&D) is responsible for identifying,

creating and providing opportunities for professional development and training to

enhance and build the capacity, skills, excellence and professionalism of employees to

enable them to contribute effectively and creatively to the University’s mission.

In FY 2014, T&D provided services for a total of 5,348 participants who attended 415

total training classes coordinated and taught at T&D. This includes 3,368 faculty and

staff attending 249 published classes totaling 9,934 contact hours. Also included were

1,980 participants who attended 166 departmental (unpublished) or specialized training

classes coordinated and hosted by T&D for a total of 5,852 contact hours. The total

number of contact hours for miscellaneous meetings scheduled and coordinated by

T&D is approximately 106. Minority participation represented 31% of total

participation attending published classes with a gender breakdown of 28% male and

72% female. In addition, 5,913 newly-hired faculty/staff used the onboarding system to

complete new-hire paperwork.

0

120

240

360

480

600

FY10 FY 11 FY 12 FY13 FY14

Training and Development Classes Presented

0

2200

4400

6600

FY10 FY 11 FY 12 FY13 FY14

Total Participants in Training and Development Classes

0

2000

4000

6000

FY10 FY 11 FY 12 FY13 FY14

Accessing UGA Onboarding System

H-20


In partnership with the Office of Institutional Diversity, T&D continued

providing registration and logistical services and promotion for the Diversity

and Inclusion Certificate program with 78 graduates from 43 different

departments who received certificates in FY 2014.

T&D’s High Impact Leadership: Essentials program continued with 47

additional graduates during the year.

As a Regional Training Center for the USG Professional Development

Consortium (PDC), T&D created a system-specific High Impact Leadership

program attended by 17 participants from The University of North Georgia and

the USG Information Technology System office. T&D continues to offer

training opportunities to both PDC entities.

T&D completed planning and creation of an extensive Supervisory Excellence

Certificate program, including a pilot program, scheduled to be included in the

summer 2014 published courses.

T&D continued to host training, provide registration and promotion services and

offer guidance for programs offered by the Office of International Education

(Global Certificate), the Franklin College of Arts and Sciences (Certificate in

Academic Advising) and the Associate Vice President and Controller (Fiscal

Administration Certificate Training Series).

The Human Resources Learning Express (HRLE) programs continued offering

best practices and training for the third year to over 200 HR partners and

business managers in units across campus. The senior managing career services

consultant coordinated monthly topics presented by HR partners and other

campus experts in various units regarding the implementation of strategies to

train supervisors. Topics included legal issues for HR, records management,

shared leave and leave without pay, personnel performance issues,

sustainability, job classification, orientation and onboarding, EITS services for

new employees, bullying in the workplace and others. Representatives from

UGA Libraries, Georgia Center for Continuing Education, Housing, HR Faculty

and Staff Relations unit, College of Education, College of Veterinary Medicine,

College of Agriculture and University Health Services comprised the planning

team for these programs. Online sources were provided through Collaborate to

reach non-Athens locations.

T&D partnered with Enterprise Information Technology Services in the

promotion and implementation of Skillsoft to add to the existing learning tools

of Lynda.com and the Microsoft IT Academy. New training was developed in

conjunction with EITS to promote Qualtrics, a new online survey tool for the

entire campus.

Employee Career Services conducted more than 32 individual counseling

appointments, assisting faculty and staff with their career development,

providing mock interviews, aiding in the development of resumes and offering

interviewing strategies. New training was offered on the T&D published

schedule and to several departments for employees to use social media as a

means for developing their professional networking skills to enhance

H-21

collaboration among other university units and students and create professional

development opportunities in their fields.

New training was developed to assist hiring units with screening of resumes, the

interviewing process and other recruitment strategies. Fifteen group sessions

were conducted on topics including True Colors, progressive discipline, SWOT

analysis, cubicle etiquette, career development, social media, recruitment

strategies and service excellence, in addition to three presentations for

departmental retreats and conferences.

An online distance learning tool, Collaborate, was introduced to replace Wimba

as the preferred method to deliver remote training and meeting participation.

The evaluation of WebEx as a resource for more efficient collaboration among

non-Athens participants will also offer an alternative training option.

The senior director for T&D coordinated all communication for the Human

Resources Division.

Hogan-trained coaches at T&D completed Hogan Assessment feedback sessions for

the Finance & Administration Leadership Institute.

The Dual Career Assistance Program (DCAP) team offered additional services for

the second year in mock interviews, resume assistance and referrals, in addition to

providing application and iPAWS assistance for 47 clients. The DCAP team

completed 36 placements with an average of 20 active clients receiving weekly

services and contact. The remaining 11 participants are current active clients. The

team has assisted 34 different departments in both academic and non-academic

units. The average time for a client from the recruiting phase until completion is

about six months. The team has participated with unit search committees in giving

dual-career advice to candidates’ spouses/partners while visiting the UGA campus.

Many visits led to the decision to accept UGA positions. Other clients included

highly-skilled staff contemplating relocating for spouse/partner employment. At the

request of their departments, the DCAP team assists the spouses/partners to aid in

the retention of those skilled staff.

T&D staff oversaw the University System of Georgia mandated Ethics Refresher

training, including populating 80 “classes” in eLearning Commons, coordinating

and communicating with 110 campus liaisons, promoting the required training and

providing assistance to hundreds of end users. T&D staff also provided ongoing

assistance with the USG-mandated basic Ethics training for all newly-hired faculty,

staff and student employees.

T&D staff assisted the Office of the Vice President for Research in creating an

onboarding process and online required paperwork for visiting scholars new to the

UGA campus.

The UGA Young Dawgs Program won national recognition this year as the recipient

of the 2013 national CUPA-HR (College and University Professional Association

for Human Resources) Community Service and Outreach Award. Some specific

outcomes of the Young Dawgs Program during the FY 2014 academic year include:

o Over 110 UGA faculty and staff volunteers helped supervise 105

internships.

o Student interns experienced almost 14,000 internship hours.

H-22

o 43 high school students earned high school credits for their participation in

the program.

o 74% of the Young Dawgs seniors applied for, and were accepted into, the

University of Georgia for the 2013-2014 academic school year.

o The program worked with students from 14 different high schools in the

state and maintained a diverse internship population with 33% minority

participation.

o Teaching opportunities were afforded to approximately 75 current UGA

students or lab staff through their ongoing mentorship of a Young Dawgs

student.

o All Young Dawgs were on track for post-secondary education.


Conduct an informal review and needs assessment to assess current program

effectiveness and aid in planning future curriculum. Review to be conducted by T&D

staff.

Incorporate “Adaptive Leadership” development models into curriculum, beginning

with a pilot program, focusing on high-level managers, directors and administrators.

Work collaboratively with campus resources and experts to incorporate wellness and

work/life balance programs into the Training and Development curriculum.

Redesign the Training and Development website with attention to navigation and

creation of a more user-friendly design. Create a “spotlight” feature on the T&D

home page that changes periodically.

Continue to develop the career resources Web page by adding content related to job

search and professional networking processes.

One additional T&D staff member will become trained in Hogan assessment feedback

during FY 2015.

Introduce a career development plan as a resource for employees and supervisors.

The dual career assistance program will continue to develop a larger group of

outside employers to further enhance job opportunities.

Additional training will be offered using the True Colors assessment for conflict

resolution and communication strategies.

One T&D staff member will complete the True Colors certification. Additional

offerings will be added to the use of True Colors for individuals and departments in

the leadership and team-building areas.

Training and use of reporting tools for online learning systems will be completed by

T&D staff to monitor and promote use of these systems.

H-23

HUMAN RESOURCES

TRAINING & DEVELOPMENT

ORGANIZATION CHART

Associate Vice

President Human

Resources

Training &

Development

HR Senior

Managing Director

Becky Lane

HR Sr. Managing

Consultant

Vickie Coker

HR Sr. Managing

Consultant

Allie Cox

HR Sr. Managing

Consultant

Jim Gieser

HR Sr. Managing

Consultant

Judy James

HR Specialist I

Darlene Mealor

Process Excellence

Leader

Catherine Shircliff

H-24

University Search Group

The UGA Search Group has been providing executive search services at the university

since 2006. In providing these search services for positions at the vice presidential, dean

and director levels, the group has effectively worked with a large cross-section of the

institution and is recognized as a high quality provider of search services for senior

level faculty and staff. The group currently enjoys strong relationships with senior

leaders across the campus. On occasion, the UGA Search Group also provides strategic,

administrative and logistical support on recruitment efforts using external search firms.


Contributed to an initiative to provide leadership and content for faculty search

workshops out of the Office of the Senior VP for Academic Affairs and Provost in

support of the Director, Office of Faculty Affairs. The Search Group has

participated in two workshop dates each in the fall and spring semesters.

Provided faculty and staff consultation services. Members of the Search Group have

participated in search group trainings, provided “executive search tool kits” to assist

hiring managers and search chairs in launching a search or provided appropriate

documents to professionally manage a part of the search process. Additionally,

members have offered executive search recruiting tips and documentation to

encourage active recruitment efforts by the search committees and consultation for

challenging situations in the ongoing search process.

In an effort to support newly appointed leaders as they undertake their first weeks

and months on the job here at the University of Georgia, the UGA Search Group has

developed an onboarding checklist. This streamlined tool provides tips and

suggestions for the appropriate office support of a senior leader, as well as a picture

list with contact information for the leaders’ colleagues and business partners across

the institution.

Departmental searches for FY 2014

(July 1, 2013 – June 30, 2014)

Director, Lamar Dodd School of Art: (started FY 2013 – closed FY 2014)

Vice President for Student Affairs: (started FY 2013 – closed FY 2014)

Assistant Vice President for Academic Affairs and Director of the UGA

Gwinnett Campus: (started FY 2013 – closed FY 2014)

Senior Vice President for Academic Affairs and Provost: (*provided strategic

administrative and logistical support – started FY 2013 - closed FY 2014)

Dean, Terry College of Business: (*provided strategic administrative and

logistical support)

Assistant to the Vice President for Student Affairs

Executive Director of Legal Affairs

Campus Associate Dean for Student & Multicultural Affairs – GRU/UGA

Medical Partnership

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Vice President for Finance & Administration (*provided strategic administrative

and logistical support)

Vice President for Development & Alumni Relations (*provided strategic

administrative and logistical support)

University Librarian & Associate Provost

Vice Provost for Academic Affairs

Chair of the Department of Clinical Sciences – GRU/UGA Medical Partnership

(started FY 2014 – will close FY 2015)

Dean of the Graduate School (started FY 2014 – ongoing)

Dean of the School of Law (started FY 2014 – ongoing)


The UGA Search Group will continue to build and deepen relationships with

colleges, schools and divisions to assist in recruiting the best talent for their

leadership positions.

Bring in leaders that will help UGA continue its trajectory in the following areas:

- Supporting faculty in teaching, research, service and scholarship

- Helping to improve the learning and education of UGA students

- Supporting the institution in making a greater impact on the economic

development of the State of Georgia

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HUMAN RESOURCES

UNIVERSITY SEARCH GROUP

ORGANIZATION CHART

Associate Vice

President Human

Resources

University Search

Group

HR Senior Managing

Director

Frank DiGiacomo

HR Sr. Managing

Consultant

Will Richardson

HR Sr. Managing

Consultant

Michael Luthi

HR Sr. Managing

Consultant

Mathew Reiter

HR Sr. Managing

Consultant

Traci Strickland

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human resources divisionhuman resources division . ... more advanced technology platform featuring...

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