HR Liaisons Town Hall - April 2017

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Office of Human Resources Liaisons Meeting

University of Pittsburgh April 10, 2017

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Office of Diversity & Inclusion

Pam Connelly Cheryl Ruffin

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Department of Health & Physical Activity

Ashley Broderick

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HR Transformation

Cheryl Johnson

We Serve an Amazing Organization In the 2015-16 academic year, Pitt’s student composition was diverse and high achieving

4,086

50 States

3,168

92%

Class of 2020 from 27

Student Representation

International Students

Student Retention Rate

Countries

from across U.S.A.

Total Undergraduate and Graduate Student Enrollment = 34,826

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We Serve an Amazing Organization Pitt Faculty are bestowed with numerous honors and awards

16 / 57 / 18 5,281 Faculty

170 Endowed Professors

10 Mellon Professors

Distinguished University Professors / Distinguished Professors / Distinguished Service Professors

Pitt’s Prominence Affords The Opportunity To Attract Top Talent

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We Serve an Amazing Organization Pitt staff are creating lives of impact

7,289 Staff

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2,454

120

Chancellor’s Staff

Engaged in Formal

Development Course

Awardees

Development

Offerings

Pitt’s staff members are employed at one of the nation’s best places to work.

Pitt ranks #29 on Forbes’ list of America’s Best Employers.

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Our Journey - Reimagining Human Resources

Strategic HR Partner

Change Agent

Employee Champion

Develop and implement

Deliver solutions that enable

Ensure intellectual capital

Deliver services efficiently, cost

strategies that connect and

an institution to move with

matters by placing people in

effectively with dynamic

propel the institution’s

agility, reduced cycle time,

roles that fit their interests

infrastructures that support the

vision and mission

flexibility

and strengths, while

diverse needs of the workforce

providing solutions that enable people to reach full Model Adapted from David Ulrichs Delivering Results, A New Mandate for HR Professionals and Jason Pankau’s and Katherine Stallard’s Connection Culture

potential

Administrative Expert

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OHR Framework

Strengthen HR Function and Overall Relevance

Support “The Plan for Pitt�

Sustain High Performing Engaged Teams with Strong Leadership in OHR

Sustain Positive Culture/Climate

Strengthen the Community in Which We Live

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OHR GOALS 2017-2019

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Streamlined Hiring Processes

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Total Rewards Study

Identify, develop and implement talent acquisition

Design and deploy a comprehensive total rewards

solutions that attract, source and recruit both

program using a compensation philosophy as a

active and passive candidates.

compass.

Data Analytics

Wellness Programs/Offerings

Develop and build a technological infrastructure

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Design and deploy customized training and

and people data analytics for the University user

benefit awareness programs/offerings that

community using benchmarking practices and

increase usage of wellness programs by 20% by

data to provide metrics.

FY19

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OHR GOALS 2017-2019

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Support the “whole” person

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Employee Engagement

Continue to offer best in class child care services

Develop an employee engagement process for

for faculty and staff by addressing the supply and

staff that deploys a climate/engagement survey

demand of needed care for working parents.

with action plans to address results for the purpose of ensuring an inclusive workforce.

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Leadership Development Develop an innovative staff development

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HR Processes that Flow Like Water Improve our HR operations to optimize our

leadership program for existing and emerging

customer’s experience while furthering our

leaders that embeds a competency model.

mission and HR brand promise.

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OHR GOALS 2017-2019

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HR Website

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HR Delivery Services

Reimagine the HR website in a way that provides

Work with external consultant to assess and

user friendly accessibility to HR information as

explore HR Delivery Services, University-wide.

determined via measurements, metrics and user feedback.

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Workforce Development for Trades

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Workforce Development for Administrative Support

Design programs that raise the awareness of

Design programs that raise the awareness of

careers in skilled trades and create a pipeline to

administrative careers at Pitt and create a

employment.

pipeline to employment

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What does success look like?

14 Do candidates fit the profile?

Are we measuring the right things?

Are we interviewing against the profile?

Is talent aligned with the strategy?

How can we accelerate performance?

How do we build the benchmark?

How can we best align new hires with the profile and culture?

Are the right people in the right jobs?

What is the fit?

How can we help people improve and grow?

Do people know how they are perceived?

Are We on the Right Track?

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Benefits Open Enrollment

John Kozar

Open Enrollment FY18 Highlights

Changes in benefits: • Modest increase in premiums • DHMO plan premiums will increase in FY18 • Copayments will not change

• TMJ will be covered • Health care FSA annual limit increase: $2,550 to $2,600 • Incentives for Panther Gold, Advocate and Plus earned in FY18 will be applied to a debit card, rather than in September 2018 • Panther Basic participants will receive incentive payout in their September 2018 pay due to IRS regulations •

Health •

Heal

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Open Enrollment FY18

Administration Changes • Open enrollment letter with details with be mailed to home address of all eligible employees • New and improved version of the Summary Guide to Benefits and related materials will be available at: openenroll.hr.pitt.edu • Printed copies available by request from Benefits Department

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Open Enrollment FY18 Important Dates

Event

Date

Announcement via US mail

April 17-21, 2017

Open enrollment begins

Monday, April 24, 2017

Open enrollment ends

Tuesday, May 16, 2017

Last day to make changes

Tuesday, May 16, 2017

Effective date of coverage

Saturday, July 1, 2017

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Open Enrollment FY18 Healthy Rewards

Wellness Incentives:

Wellness Incentives:

Panther Gold, Plus, Basic

Panther Advocate

Activity

Incentive

Activity

Incentive

Health Assessment

$75

Health Assessment

$100

Biometric Screening

$50

Biometric Screening

$50

Physical

$25

Physical

$50

Flu Vaccine

$25

Flu Vaccine

$25

Preventive Care Screen

$25

Preventive Care Screen

$50

Other Immunization

$25

Other Immunization

$50

Open Enrollment FY18 UPMC MyHealth@Work for the University of Pittsburgh Health and Wellness Center

Celebrating the Center’s First Anniversary!

Medical Arts Building, 3708 Fifth Avenue, Suite 505 Wednesday, April 19

11 am – 2 pm

• Presentation from Allegheny County honoring the University as a “Healthy Employer” (12pm)

• Take a tour, enjoy healthy refreshments, talk to health care staff, and learn about services, including onsite health coaching

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Total Rewards Study

Maureen Kendall

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What Is Total Rewards?

What does the package encompass?

Compensation

Benefits

Base Pay

Health Wellness Retirement Tuition Remission Income Protection

Paid Time Off

Discounts

Rewards & Recognition

Professional Development

Work Life Balance

Performance Management

Learning & Development

Diverse Work Environment

Awards & Recognition

Training Opportunities

Support of Community & Environment

The Total Rewards Package The total rewards package summarizes the value of compensation from the University including health and retirement plans; tuition reimbursement and learning and development opportunities; rewards and recognition; work life integration and other benefits.

Why Now? The organizational case for Total Rewards at Pitt

• Last study of its kind conducted in 2000 • Independent units are conducting their own “one-off analyses” • Lack of data to substantiate the perception of staff and management that salaries are significantly lagging • A study will: • • • • •

determine if pay structure needs adjustment provide insight and recommendations on policies & practices determine if job classification structure is efficiently designed establish roadmaps for career progression and development assess internal and external equity of salaries

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Why Now? Changing demographics with diverse needs FT and PT Regular Staff Generational Analysis as of 12/01/2016 Traditionalist, 0.46%

Greatist, 0.03%

Generation Z, 0%

Baby Boomer, 32.42%

Millenial, 32.46%

Generation X, 34.62%

Traditionalist

Greatist

Baby Boomer

Generation X

Greatest Generation < = 1927, Traditionalist 1928-1945, Baby Boomers 1946-1964, Gen X 1965-1980, Millennial 1981-1997 and Gen Z >= 1998

Millenial

Generation Z

Project Overview The total rewards study will:

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Establish Philosophy Establish a compensation philosophy to serve as a

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Assess Base Pay Assess base pay based on market surveys of which

compass for designing a comprehensive total rewards

include local, regional, or national data, based on the

system

sourcing strategy of a given position

Assess and Compare Value

Package Total Rewards

Assess and compare the value of total rewards, that is,

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base pay, benefits, and perquisites. Thereafter, raise

Package with the goal of shifting paradigms from base pay only to appreciation of the total rewards package

awareness of the value of total rewards

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Develop Career Pathways Develop job families, career ladders, and competency models to enhance career development for staff

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Provide Data Provide leaders with robust data to make informed decisions about pay positioning

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Next Steps Total Rewards Study Timeline

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OHR Project Team Name

Title

Cheryl Johnson

Vice Chancellor of Human Resources

Steve Ferber

Assistant Vice Chancellor

Maureen Kendall

Director of Compensation

Nichole Dwyer

Communications Manager

Mark Burdsall

Director of Organizational Development

Lori Carnvale

Director of Benefits

Jason Killmeyer

Project Manager

Kelsey Lenard

Senior Compensation Analyst

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Total Rewards Study Proposal

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Steve Ferber, Assistant Vice Chancellor Maureen Kendall, Director of Compensation

HR Hot Topics Panel

Talon Martin, Administrative Team Lead Aynsley Jimenez, Supervisor of Benefits Jane Volk, Director of Employee & Labor Relations

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Next “Steps”

HR Liaisons: Watch for survey email Tour participants: Meet in front of 2700 in 10 minutes

Thank you! See you soon.