1
HR Liaisons Town Hall February 13, 2020
Agenda
1. Shaping the Workplace initiative feedback 2. Update on EEOC requirements 3. Clarification about midpoint hiring 4. Update on staff performance evaluation expectations
2
Shaping the Workplace Initiative
3
Shaping the Workplace Initiative University-wide feedback • Four sessions on Oakland campus (266) • At Johnstown, Greensburg, and Bradford (200+) • Online forum (900+) Themes • Improvements to compensation system • Feedback on job performance and support for professional development • Increase options and flexibility • Benefits aligned with individual needs • Inclusivity, support, and sustainability • Training for all supervisors
4
Update on EEOC Requirements
•
•
All open positions and promotions are required to be posted for a minimum of: •
3 business days internally, OR
•
5 business days externally.
We switched from calendar days to using business days. Business days are defined as Monday - Friday and does not include weekends or holidays.
•
Internal Postings- Only Pitt employees can see the posting and only those eligible should apply.
•
External Postings- Pitt employees and the general public can see these postings. Again, only those Pitt employees who are eligible should apply to those positions as well.
5
Clarification about Midpoint Hiring Pay Positioning within the Range
6
Update on Performance Evaluation
Performance Feedback Themes: • • • • • • • •
Tools: performance standards, ratings are cumbersome Subject to manager’s personality rather than application of HR performance standards Current appraisal is too “one-size-fits-all” Performance review process inconsistently applied across University More communication around program compliance, guidelines, training Performance reviews do not appear to be tied to salary increases Perception that the “Above Expectations” or “Exceptional” ratings are not permitted to be used by supervisors There should be a system that allows staff to review their supervisor
7
Performance Evaluation: Actionable Items Actionable
Shortterm
Tools (performance standards, ratings, documents) are cumbersome
X
Better communication regarding program compliance, guidelines, training
X
Compliance – all staff receive an appraisal; 10% sample audit
X
Current appraisal too “one-size-fits-all” – should be options more appropriate for long-time, higher-level employees Supervisor training for application of performance management program Program too rigid; weighted toward end-of-year review; need system that prompts frequent feedback throughout year and houses data long-term Performance reviews do not appear to be tied to salary increases – everyone, regardless of accomplishment, receives approximately same increase each year.
Mediumterm
8
Longterm
X X X X
Performance Review: Short-Term Actions
• • •
Compliance – all staff receive an appraisal; 10% sample audit Tools – performance standards, ratings, forms (consolidate all for easier use) Communication - program compliance, guidelines, training
9