HR Services & Policies

1. HR Services & Policies Departmental Administrator Training Friday, November 3, 2006 Presented by: Theresa Milazzo- Associate VP, Human Resources Jeanne Thigpen- Manager, Employee Relations and OD

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

3. Transactional Employment Benefits Training Salary Administration Data/Reporting Consultative Organizational Design Job Design Employee Relations Coaching Overview of Central HR How we work:

4. Employment • Staff Recruiting • Emory Search Group • Emory Temporary Services

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

6. 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

7. 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

8. Learning and Career Developmentcont’d Classes • Customer Service • Performance Management • Work Effectiveness • Defensive Driving • Make a Move Within • New PeopleSoft Training Module: Web Enrollment & Database

9. 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

10. Faculty Staff Assistance Program • Wellness and Health Promotion • Behavioral Health • Organizational Dynamics (Behavioral Basis)

11. Technical/Data Services • Reports and Labels • On-line Request Process • Data Access Management/Security

12. 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

13. Key HR Policies • Standards of Conduct • Corrective Discipline • Family Medical Leave Act • Performance Management • Reduction in Force (RIF)

14. Standards of Conduct • Emory pursues excellence and insists on high standards of conduct and performance.

15. Corrective Discipline • The corrective discipline process is designed to be constructive and corrective and to promote employee success.

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

17. Steps in the Process

18. Corrective Disciplinecont’d • Employees terminated for unsatisfactory performance, attendance, or behavior are not eligible for rehire at Emory University or Emory Healthcare.

19. 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.

20. 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

21. 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

22. 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.

23. Performance Management

24. 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

25. 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

26. Contacts • Melissa Boshart Manager, Emory Search Group 404- 727-7068 • Peter Buch PeopleSoft Access Requests and Report Requests 404-727-5222 • Shauntae Cleveland Student Hire Assistance 404-727-9274 • Donna Crabb Manager, Emory Temporary Services 404-712-8316 • Faculty Staff Assistance Program 404-727-4328 • John Kosky Manager, Compensation 404-727-7617 • Sherry Stodghill HRAFs and PeopleSoft HR Web Support 404-727-6066