HR Pulse Fall 2021 - my.baker.edu
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HR Pulse Fall 2021 Baker College System Human Resources 1020 S. Washington Street, Owosso, MI 48867 [email protected] [email protected] Inside This Issue • Supporting BC Employees o Employee Peer Recognition o Optimizing Your PTO • What’s New to Benefit You? o 2022 Open Enrollment o Financial Wellness Coming to You! o 4 Reasons Why People Love Telehealth o Medical Leave: How Does That Work? o Long Term Care Insurance • Diversity, Equity and Inclusion o A Message from Lt. Governor o Upcoming Events • New Hires • Human Resources Contact List I recently visited one of our campuses and it was so great to see students and employees in person again! As indicated in our spring edition of the HR Pulse, I promised to bring back a summary of the HR Service Survey and the College Employee Satisfaction Survey (CESS) results. The overall results were extremely positive and I thank you all for your participation and feedback. The HR Service survey asked questions that measured the employee experience with HR. Throughout the employment lifecycle, it is important to us that your questions are answered, life events are managed, and that we are providing superior customer service. Whether it is a question about your benefits, payroll, or even an upcoming life event, we want employees to have what they need to manage these events with ease. In all areas of service: Access and Availability to Employees, Reliability, Communication and Information, and HR Services; employees more often than not rated HR with strongly agree and extremely satisfied. We received positive feedback about our HR and Payroll emails and phone numbers as well. We also asked your input on our NPS or net promoter score. This is a common metric used to measure the likelihood that respondents would recommend reaching out to HR or recommending our service to a colleague. Our NPS score for this survey was 59, on a (-100) to 100 scale, which is an excellent rating. We appreciated all the comments that were shared and want to assure you that they were reviewed by our team and heard. Please reach out to us any time to ask questions or provide feedback to allow us to consistently improve our processes. The College Employee Satisfaction Survey (CESS) 2021 results were significantly better than our 2018 results. The overall Continued on page 2 A Note from Dr. Dana Clark Click here for the Holiday Calendars
Transcript of HR Pulse Fall 2021 - my.baker.edu
HR Pulse Fall 2021
Baker College System Human Resources 1020 S. Washington Street, Owosso, MI 48867 [email protected] [email protected]
Inside This Issue
• Supporting BC Employees
o Employee Peer Recognition
o Optimizing Your PTO
• What’s New to Benefit You?
o 2022 Open Enrollment
o Financial Wellness Coming to You!
o 4 Reasons Why People Love Telehealth
o Medical Leave: How Does That Work?
o Long Term Care Insurance
• Diversity, Equity and Inclusion
o A Message from Lt. Governor
o Upcoming Events
• New Hires
• Human Resources Contact List
I recently visited one of our campuses and it was so great to see students and employees in person again! As indicated in our spring edition of the HR Pulse, I promised to bring back a summary of the HR Service Survey and the College Employee Satisfaction Survey (CESS) results. The overall results were extremely positive and I thank you all for your participation and feedback.
The HR Service survey asked questions that measured the employee experience with HR. Throughout the employment lifecycle, it is important to us that your questions are answered, life events are managed, and that we are providing superior customer service. Whether it is a question about your benefits, payroll, or even an upcoming life event, we want employees to have what they need to manage these events with ease. In all areas of service: Access and Availability to Employees, Reliability, Communication and Information, and HR Services; employees more often than not rated HR with strongly agree and extremely satisfied. We received positive feedback about our HR and Payroll emails and phone numbers as well. We also asked your input on our NPS or net promoter score. This is a common metric used to measure the likelihood that respondents would recommend reaching out to HR or recommending our service to a colleague. Our NPS score for this survey was 59, on a (-100) to 100 scale, which is an excellent rating. We appreciated all the comments that were shared and want to assure you that they were reviewed by our team and heard. Please reach out to us any time to ask questions or provide feedback to allow us to consistently improve our processes.
The College Employee Satisfaction Survey (CESS) 2021 results were significantly better than our 2018 results. The overall
Continued on page 2
A Note from Dr. Dana Clark
Click here for the Holiday Calendars
rating went from 3.88 to 4.08 and we had a 55% participation rate compared to 42% in 2018. We outperformed our peers in all areas except for a few. Our greatest strengths were in the area of pride in our work, alignment to the mission, strong supervisor/employee relationships and the feeling that our work is rewarding and valued. Areas for improvement centered around recognition, communication and involvement in planning for the future. This fall you will receive a survey asking for feedback about implementation of a Work Life and Well Being framework that will ask you about recognition and communication. Please participate and help shape future initiatives in this area. Many of you have had the opportunity to hear about the CESS results at the Town Hall meetings, but they are worth celebrating and communicating in many forms. During those meetings, it was discussed that all employees will have the opportunity to participate in planning for the future. As part of the strategic planning process, employees will be able to provide feedback through several surveys. Be sure to have your voice heard during this process and share your thoughts in the surveys.
Thank you for all you do for Baker College and thank you for sharing your thoughts through our many survey processes. Have a great fall semester!
A Note from Dr. Dana Clark (cont.)
Supporting BC
Employees Page 2
Employee Peer Recognition: Why is this so
important? Employee peer recognition is one of the most important building blocks in building a fantastic company culture. Besides getting recognition from upper management, employees also want acknowledgement from the peers they work with each day. Recognition from peers may come as a surprise, which can have a very powerful impact. Not sure how to support your peers, here are a few tips:
• Be Authentic: Give credit when it is due and not because you have to. Recognition boosts morale and creates team spirit but it needs to be authentic. Employees can provide immediate responses to things going well or performance areas that need a boost. Instant authentic feedback encourages employees to work with a purpose.
• Be Respectful: So much as everyone loves the attention and being center stage, there will be others who do not like to be part of the limelight. Respect your colleagues and their cultural differences. This may be as simple as keeping the thank you that you give private, or low key.
• Be Engaged: Thinking and waiting for someone else to recognize your colleague’s work and progress for you is not going to work. Be proactive and engage with your colleagues.
Do you know an employee that continuously stands out by going above and beyond what is expected? Does your leader have strong team-building skills that allows your team to propel forward? Does your coworker continuously make a positive impact on BC students and staff with their energetic personality? If so, help HR recognize them, anonymously if you prefer, by emailing [email protected] to be featured in a future edition of the HR Pulse!
Copyright © 2021 Heryati R. 6Q.
Supporting BC
Employees
Paid time off (PTO) is consistently one of the most requested benefits across all employee generations. Despite
this fact, 55% of U.S. employees still don’t use all their PTO. Increasing risk of burnout and work-related stress
and anxiety. Not taking time off hurts the employee and has a significant impact on the organization by
lowering productivity and chipping away at the employee experience.
So, the question becomes; why aren’t employees taking time off? According to a 2017 survey by Glassdoor, the
reasons U.S. workers don’t use their vacation time include:
Fear
• Fear that no one else at the company can do the work
• Fear of falling behind and return to a mountain of work
• Fear of being seen as replaceable
• Fear of pending layoffs, so they bank all their vacation time to cash out should they lose their job
Workplace Pressures
• Wanting to show job dedication
• Inability to disconnect
• Worried that taking a vacation would make them appear they are less dedicated
• Feel guilty about being out of the office because their team might feel overwhelmed in their absence There are many reasons why an employee may feel reluctant to utilize their PTO on a regular basis; however, this prevents employees from fully realizing the regenerative benefits of their PTO. Why is it important for BC employees to utilize their PTO:
1. Overall Satisfaction Increases: Not taking time away from work decreases your overall job satisfaction. The U.S Travel Association suggests to plan your vacation time out in advance each year. Getting in this habit helps to remind us who we are outside of work. Work can tend to bog us down and takes us away from our interests and hobbies. Time off revives your relationships with family members and friends and allows for a more refreshed sense when you return to the office.
2. Impacts to your Health: Not prioritizing time off can allow stress to negatively impact your health. Taking time away from work can help decrease your risks of many chronic conditions, such as heart disease and depression. Although no one can get away from stress completely, those that live the longest are proven to take time to down shift to shed stress. Leaving work for a week or more at a time can be difficult and deter employees from taking time off. Taking a day off here and there or extending the weekend is a start and can make a big difference!
© 2021 PTOGenius. All rights reserved
Optimizing Your Paid Time Off (PTO)
Page 3
Year after year, one thing that a full-time employee should be familiar with is
Open Enrollment in October! This year is no different with the 2022 open
enrollment season beginning on October 1 and going through October 31. The
College will use the Maxwell Health online benefit platform for all your 2022
elections. Every full-time employee is required to access the platform and enroll
in, or waive, their benefits for the 2022 calendar year.
As a reminder, open enrollment requires all full-time employees to sign into
Maxwell Health and elect their desired benefits by adding them to their cart. Once
all benefits are selected, an employee must then review and finalize their cart to
secure their benefit elections for 2022.
To make this process as seamless as possible for employees, HR and guests will be
hosting two Zoom meetings to discuss open enrollment and other important
topics such as:
2022 Open Enrollment- Around the Corner!
• Changes/Enhancements to Health Insurance Benefits Effective 1/1/2022
o National network PPO change
o Revision of services requiring certification
o New insurance ID cards
o Navitus Specialty Access Program
• Benefit Carrier Change- STD/LTD/Life
• Michigan No-fault Auto Law Recap
• Whole Life Insurance Enrollment Opportunity
Open Enrollment Zoom Meetings
Page 4 What’s New to Benefit You?
Don’t forget that Maxwell Health
has a free mobile app for those on
the go? Download it free today!
Deanna Brandon from HR and guests will be joining together to bring you two presentations around the 2022 benefit updates. Employees only need to attend one of the Zoom meetings to capture all the information. Tuesday, September 28th at 2:00 p.m. Register in advance for this meeting: https://bakercollege.zoom.us/meeting/register/tJ0rcuqtrjwqG90QqpIZfJF2H-Go3XLYL4AF Wednesday, September 29th at 10:00 a.m. Register in advance for this meeting:
https://bakercollege.zoom.us/meeting/register/tJEqceisqDkvGdVvWyiPh5LCbF8vA4Pm_4N6
HR is excited to invite you to the upcoming Financial Wellness presentations taking place in October. HR, Snider Financial, and several guests have teamed up again to provide all employees an opportunity to learn more about becoming financially stable.
This year’s presentation will focus on ways to help you by addressing the areas below:
• Medicare and Social Security Basics
• Estate Planning Basics
• Tax Insights and Credits
• MI Auto Reform and Umbrella Policies
• BC Benefit Highlights and Retirement Income Planning All employees are encouraged to attend one of the presentations happening in October!
Financial Wellness Coming to You!
For those employees enrolled under the College’s ASR medical plan, don’t forget how easy it can be to seek advice and treatment for a variety of health concerns using the Amwell telemedicine service. Here are four reasons why more and more employees are falling in love with telehealth:
1. It’s quick, quality care: You don’t have to carve time out of your busy schedule to drive to and from a doctor’s office – or sit in a waiting room. On average, an Amwell visit lasts 10-15 minutes and all that time is spent one-on-one with a doctor.
2. You don’t need an appointment: If you love your usual doctor, but can’t get in for a few weeks, an Amwell doctor can see you immediately.
3. You don’t even have to leave your couch: Instead of getting out of your athleisure wear and into street clothes, you can wrap up in a cozy comforter for your telehealth visit. This is also a great way to avoid other patients’ germs.
4. It is FREE: A visit to your doctor’s office will cost you a
$20.00 copay under the ASR plan. Amwell telemedicine services is $0.00, using the Baker College service key code, and available 24/7 and 365 days a year.
4 Reasons Why People Love Telehealth
Page 5 What’s New to Benefit You?
Financial Wellness Zoom Meetings
Emails with the Zoom meeting information will also be sent at
a later date.
Wednesday, October 13th at 2:00 p.m. Register Here!
Thursday, October 14th at 10:00 a.m. Register Here!
Are you interested in finding out more information about Amwell?
Check out the Amwell Telemedicine handout on the
Baker website and start using the free Amwell mobile app, or visit
www.amwell.com, today!
The words, “You need surgery” are ones that no one likes to hear. If your doctor tells you these dreaded words, where does that leave you with work?
Deanna Brandon, HR’s Director of Compensation and Benefits, is here to walk you through the entire medical leave process and how the acronyms FMLA, PMLA, PTO, CAT, and STD can work in your favor. Don’t be confused! Deanna will walk you through the entire leave process and make sure you have all the information you need so you can focus on recovery and not anxiety.
For medical leave Inquiries: [email protected]
Page 6 What’s New to Benefit You?
Medical Leave: How does that work?
Long Term Care Insurance – Are you taking advantage of it?
years, through payroll deductions, and premiums won’t go up with age? If you are married, your spouse can also enroll in their own UNUM policy. (Buy-up for employee and spouse subject to medical questionnaire and UNUM approval.)
•
We have car insurance to protect us in the event of an auto accident and home insurance to protect our home and assets, but what is going to help you if you become too ill to care for yourself? This is where long term care insurance can become extremely valuable to you.
Whether it’s due to a motorcycle accident or a serious illness, long term care insurance is the type of care you may need if you couldn’t independently perform the basic activities of daily living: bathing, transferring yourself from one location to another, dressing, eating, using the toilet, continence, or if you develop a severe cognitive impairment.
• 40% of people currently receiving long term care are working-age adults 18-64 years old
• About 70% of individuals over age 65 will require some type of long term care services during their lifetime
Long term care insurance is a benefit that the College provides, at no cost, to all full-time employees through
UNUM. The College pays the premium to provide our employees $1,000/month of coverage for a maximum of three (3) years. This is a portable benefit, which means when you leave full-time employment you can elect to continue this benefit on your own and pay the premiums under an individual policy through UNUM.
Did you know that while you are employed, you can
increase your coverage up to $6,000/month for six (6)
Reach out to [email protected] to help answer any questions you may have about the Long Term Care benefit available
to full-time employees.
Baker College strives to ensure that program goals, institutional goals, events, and professional development are open to all constituencies of students, staff, faculty, community members, employees and participants. As an institution of higher learning, we are committed to new knowledge and innovation, we understand that true excellence and attainment comes from diversity of individuals who are engaged in our institutional endeavors. To achieve inclusive campus professional and learning environments, we interact with a variety of organizations and institutions in various disciplines and contexts. We are committed to our initiatives to fully understand how and why we can advance our levels of diversity, equity, and inclusion. The DEI efforts that Baker College has strived to achieve have not gone unnoticed. Lieutenant Governor Garlin Gilchrist commends Baker College and the Diversity, Equity, and Inclusion (DEI) council for their leadership role in recognizing Black History month. Watch Lt. Gilchrist’s video message on the BC DEI web page.
A Message from
L.t. Governor Gilchrist
Misunderstood Webinar Panel- Barriers to Voting: Know Your Power
• Wednesday, October 20, 2021 at 5:30 p.m.
• Virtual Event through Zoom Leaping Into Unknowns with Anne Bonney
• Wednesday, October 27, 2021 at 9:00 a.m. • Baker College of Cadillac
Virtual Veterans Day Speaker
• Wednesday, November 10, 2021 at 12:00 p.m. • Virtual Event through Zoom
Upcoming Campus Events
Page 7 Diversity, Equity and Inclusion
Click here to access the full calendar of upcoming
events on the Baker College website and
register!
New Hires - As of 6/17/2021
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New Staff Members
Reginald Adkins (Safety Officer) Ann Branch (College Supervisor) Jessica Cameron (College Supervisor) John Franzoni (Safety Officer) Matthew Groth (Lab Assistant) Jessica Herzfeld (Adult Edu Career Navigator) Kimberly Janicek (Learning Lab Instructor) Robert Kate II (Barista- CIM) Cheryl Korf (Administrative Assistant I) Holly Lenger (Lab Assistant) Brooke Malley (Lab Assistant) Marissa Rochefort (Lab Instructor) Millicent Ryan (Library Services Specialist) Jennifer Salander (Faculty) Christopher Schmidt (Program Director) Eileen Sedlecky (Lab Instructor) Sabine Simmons (Faculty) Kristin Sparks (Lab Instructor) Kara Waggoner (Faculty Developer) Trevor Walling (Medical Director) Kyra Warner (Residence Hall Coordinator) Clark Wilson (Learning Lab Instructor)
Employees on the Move (Part-time to Full-time)
Rachael Rucklos (Clinical Coordinator) Jeffrey Reeves (Auto/DSL Specialty Coordinator) Megan Olmstead (Clinical Coordinator) Jill Witzman (Faculty) Jessica Topor (Program Director)
New Hires - As of 6/17/2021
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New Adjunct Faculty
Latoya Banks Jeffrey Bassett Stacey Bonet Ronald Carlotti Kyle DeDario Annette Dickens-Bowles Steve Donovan Robert Gillan Angela Greene Amanda Herrick Amy Johns Calli Johnson Tamara Labar Jennifer LoGiudice Heather Loznak Sherri Maciosek Terri McCormick Demetria McDuffy Moses Nelapudi Jessica Osborn Casey Palbicki Bradley Peirson Glenn Pfautsch Eric Pica Jon Rarick II Gary Shelton Angela Smith Byron Smith Karen Stancil Paula Surdu Erica Ulrich Geoffrey VanderPal
Dana Clark Chief Human Resource Officer
[email protected] 989-729-3955
Human Resources Deanna Brandon Director of Compensation and Benefits [email protected] 989-729-3952
Bethany Brown HR Generalist [email protected] 989-729-3953
Tracey Rigdon Director of HR Operations [email protected] 989-729-3956
Tammy Stehle HR Coordinator [email protected] 989-729-3957
Kathy Stowe HR Generalist [email protected] 989-729-3958
[email protected] [email protected] [email protected]
Page 10 Contact List
