Transcript of HUMAN RESOURCES ANNUAL REPORT January 21, 2014. Human Resources Recruitment & Retention Hiring Entry...
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- HUMAN RESOURCES ANNUAL REPORT January 21, 2014
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- Human Resources Recruitment & Retention Hiring Entry
Interview Exit Interview Retirement Planning Orientation &
Training General Orientation Professional Development Benefits
Coordination FMLA//Leave of Absences Open Enrollment Resource to
Administrators & Staff EAP Presentations Compliance Hiring
Practices Investigations Certification BEDS
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- Human Resources Expansion January 1, 2014 Health & Safety
Payroll Communications
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- Human Resources & Risk Management 4 Director of Human
Resources Public Information Specialist Account Clerk Typist Senior
Typist/ Receptionist Health & Safety Coordinator Director of
Human Resources Human ResourcesPayrollHealth &
SafetyCommunications
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- Expansion Goals Streamline Services Comprehensive HR
Functionality Cross-train Staff Expand HR COSER Build a
Department
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- HR Statistics
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- HR COORDINATED ACTIVITIES Q & A for Retiring CSEA members
for 2012/2013 Wincap Enhanced Reporting Added Wincap webinars for
HR & Payroll New Time & Attendance Process Benefit Fair for
open-enrollment (July 1) Open-enrollment for Section 125 (January
1) change in 3 rd Party Administrator for Flexible Spending
Accounts Entry Interviews for 2013/2014 year
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- TIPS AND HR REPORTING September 2012 to December 2013
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- You can please some of the people some of the time But you cant
please all of the people all of the time.
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- STATS FROM 2012/2013 A total of Fifty-Six (56) complaints were
received from September 2012 through December 2013 30 from the
Anonymous TIPS line (54%) 26 in writing or reported to HR/Admin
(46%)
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- CATEGORIES Inappropriate behavior of staff 66% of complaints
This category includes complaints received about co- workers,
supervisors or administrators, or students. Out of the complaints,
a few were student related. The remaining were employee issues.
Identified areas included: unfair treatment, misuse or violation of
policies; confidentiality; threatening behavior; inappropriate
comments etc. In one instance, procedures were changed as a
pro-active measure to avoid potential problems in the future.
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- CATEGORIES Working Conditions 23% of Complaints This category
included complaints of: unfair and inconsistent treatment of staff,
hostile work environment, discrimination, bullying, issues not
being addressed by supervisors and retaliation.
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- CATEGORIES Safety and Security of Staff or Students 11 % of
Complaints The majority of these complaints dealt with inconsistent
disciplinary procedures with students by a variety of employees
and/or that unsafe conditions were not handled appropriately.
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- Conclusion/Observations No complaints were confirmed to be
actual harassment, retaliation, or a hostile work environment. In
many or most cases however, it is perceived on behalf of the
employee. During the investigation, if the complaint was anonymous
staff focused on who made the complaint.
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- How are we pro-active? Communicate clearly, with transparency
and consistency Be direct when handling complaints, even when they
are uncomfortable Address potential liability and complaints right
away, even if you think nothing will come of it.
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- Insert wordale on all discrimination
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