Transcript Human Resources Strategic Resource Planning Council August 2, 2009 Status on Strategic Plan tactic Implementation.

Human Resources
Strategic Resource Planning Council
August 2, 2009
Status on Strategic Plan tactic
Implementation
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Strategic Initiative V:
Expanding Resources and Infrastructure
Strategy 3:
Recruit, develop, and retain faculty and staff
b. Develop additional classification staff career ladders
c. Develop succession plans for all key positions and support
leadership development for faculty and staff
d. Address faculty and staff compensation issues, including
compression and cost-of-living adjustments
e. Support and maintain a more rigorous annual review process
f. Develop and manage programs to diversify, mentor, motivate,
and retain faculty and staff
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Human Resources
Strategic Initiative V:
Expanding Resources and Infrastructure
Strategy 4:
Improve and streamline administrative processes
b. Review key business policies and procedures, incorporating
feedback from end-users and cross-functional units
3
Develop additional (classified) staff and
NTT faculty career ladders
2005
2006
2007
2008
2009
Admin
Titles
Academic Advisor
Compliance
Network Analyst
Career Counselor
Compliance
Grants/Contracts
IT
Network Technician
Multimedia Editor
Facility Services
Building Attndt
Electrician
Facility Control
Utility Mnt Wrkr
Internal Auditor
Work Control Specialist
Plumber
Carpenter
Physical Plant Service Worker
Safety Specialists
IT Customer Support
Project Management (project mgr,
project coordinator, program
coordinator, program manager)
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Develop succession plans for all key positions and
support leadership development for faculty/staff
–
–
–
–
Mission critical/key positions
Single incumbent
Difficult to fill
Retirement eligible (attached)
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Retirement Eligible Employees
(Rule of 80)
(between 12/08 - 12/09)
350
294
Number of Employees
300
250
203
200
150
100
41
50
8
2
4
President
VPR
VPUA
14
22
VPSA
VPCS
0
VPBA
VPAA
Total
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Over the past year:
• 200 Staff Development classes were
presented
• 90 Administrative processes workshops for
staff and faculty were held
• 150 classes were presented for faculty and
researcher effectiveness
(managing/applying for grants)
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Address faculty and staff compensation
issues, including compression and COL
adjustments
• Biannual review of Salary Structures
– Classified - even years
(2006: 2.5%; 2008: 2.5%)
– A&P - odd years
(2007: 3%; 2009: in process)
• Average Compa Ratio
– Classified = 95%
– A&P = 102%
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• Staff salary recommendations are reviewed
against current incumbents to prevent
compression and adverse impact
• FLSA review
– 2004-05 extensive review performed in
accordance with revised DOL standards
– Routine review of FLSA status on new or
reclassified positions
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Support and maintain a more
rigorous annual review process
Performance Management Software
• Web based system with authoring aids
• Replace time-consuming “paper” based appraisals
• Benefits of a more sophisticated system:
–
–
–
–
–
–
Goal and objective management
Multi-rater assessment
Competency management
Development planning
Comprehensive reporting and tracking
Competency libraries
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Develop and manage programs to diversify, mentor,
motivate and retain faculty and staff
Metrics:
• Retirement eligible population
• Age distribution of workforce
• Turnover
– Overall/by years of service/job title
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Age Distribution of Faculty (benefits eligible)
(as a % of total Benefits Eligible Faculty )
as of 03/26/09
Number of Employees
300
242 (25%)
250
264 (27%)
258 (27%)
50 - 59
60 and Over
203 (21%)
200
150
100
50
1 (.1%)
0
18-25
26 - 39
40 - 49
Age Range
**NOTE**
Excludes
Student
Employees
12
Age Distribution of Staff
(benefits eligible)
(as a % of total Benefits Eligible Staff )
as of 03/26/09
813
(35%)
900
800
Number of Employees
700
568
(24%)
600
571
(24%)
500
400
286
(12%)
300
200
108
(5%)
100
0
18-25
26 - 39
40 - 49
50 - 59
60 and Over
Age Range
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University Turnover for 2008
University
UTSA
Staff %
Faculty %
3.4
10.5
UT Austin
10.7
6.1
Texas State
11.8
8.5
UT Dallas
13.7
3.5
UTEP
14.3
6.6
UT Arlington
20.5
6.1
UTHSC San Antonio
22.2
10.9
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Turnover by Years of Service
03/01/08 - 02/28/09
600
481
Number of Employees
500
Less Than One Year
400
One To Two Years
300
267
Two Years To Five Years
214
200
100
Five Years To Ten Years
138
78
54
79
40
60
16
37
60
91
37
More Than Ten Years
139
Totals
77
36
20
0
Female
Male
Total
Gender
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Benefits Eligible Turnover by Job Titles
03/01/08 - 02/28/09
30
24
Number of Employees
25
20
16
17
15
10
10
7
8
5
5
0
Program
Coordinatior
Guard
Assistant
Professor
Building Attendant
I
Admin Assoc I
Admin Assoc II
Lecturer I
Job Title
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Develop and manage programs to diversify, mentor,
motivate and retain faculty and staff
Tools:
• Exit process/survey
• Other surveys
– Prior terms
– New hires
• AAP
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Develop and manage programs to diversify, mentor,
motivate and retain faculty and staff
•
•
•
•
•
Reports are being designed to help Principle Investigators determine the
compliance of their labs
Total Compensation Statement
Programs that support worklife balance
– Employee Discount Program
– Flexible work options/telecommuting
– Employee Assistance Program (EAP)
•
8 free confidential counseling sessions per presenting problem, per year
•
Onsite EAP services (1604 and DTC)
•
Crisis intervention & grief counseling
•
Family & workplace employee wellness seminars
Wellness initiatives (UTSystem/UTSA)
Enhance the Employee Educational Benefit Program
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Develop and manage programs to diversify, mentor,
motivate and retain faculty and staff
EAP Program Stats
Description
10/1 - 12/31
Relational Problems (non workrelated)/Child/Adolescent
Problems
47
62%
Anxiety/Stress/Emotional/Person
al Problems/Depression
17
22%
Other issues
12
15%
TOTAL
1/1 - 3/31
4/1 - 6/30
7/1 - 9/30
76
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Improve and streamline administrative processes:
Review key business policies and procedures, incorporating
feedback from end-users and cross functional units
Registration processes for required training were simplified
Exit interview/survey
Faculty with joint appointments (e.g. UTHSCSA, SWRI)
– Duplicate efforts (CBC, required employment paperwork)
– Difficulty in obtaining DEFINE access, email accounts, parking,
library access
– Reviewed the issues/streamlined our processes – will be
implementing in the next several weeks
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