UTHSC HR Reporter January-March 2020

THE HR REPORTER

INSIDE THIS ISSUE Employee Engagement . . . . . . . . . . 1 2020 Health Goals!. . . . . . . . . . . . . . 2 Supervisory Foundations. . . . . . . . . 2 Optum Course Series. . . . . . . . . . . . 3 Internship Program.. . . . . . . . . . . . . . 3

JANUARY – MARCH 2020

HOW CAN WE HAVE MORE

HIGHLY ENGAGED EMPLOYEES AT UTHSC? Dr. Alston. Associate Vice Chancellor

Performance Review. . . . . . . . . . . . . 4 New Employee Spotlight. . . . . . . . . 4

According to Gallup, a global analytics and advice firm, engaged employees perform better and create a better customer experience.

HUMAN RESOURCES

Are you providing an environment where employees are engaged?

Chandra Alston, EdD

Associate Vice Chancellor

Damon Davis

Compensation Director

Debbie Jackson Benefits Director

Brittney Murray

Senior Administrative Services Assistant

Alisha Boone

Recruitment Manager

Anesha Jones

Compliance Manager

Debbie Long HR Specialist Gina Curry

Insurance Coordinator

Brandi Martin

Employee Relations Specialist

Tarlesha Gales

Compensation Analyst

Chastity Pegues

HR Support Technician

Barica Horner

Human Resources Specialist

Cierra Richmond

Recruiting Assistant

Rebekka Freeman

Employee Relations Manager

Phuong Nguyen

Employee Relations Counselor

Tracy Horton

Employee Relations Counselor

Gabrielle Marshall

Recruiting Assistant

Cheressa Lyles HR Assistant

Melissa Rabalais HR Assistant

Brandi Green

HR Temporary Support Assistant

Chandra Alston, EdD

The Society for Human Resource Management (SHRM) defines employee engagement as the lifecycle employees experience physically, emotionally, psychologically and behaviorally with their organization. Highly engaged employees feel safe and supported in these different states and as a result, behave in ways that are more productive for the organization.

Forbes reported that 89 percent of HR leaders agree that ongoing peer feedback and check-ins are key for successful outcomes. What opportunities do your employees have to give feedback to peer team members regarding their contributions, ability to work well with others, and general team performance standards? It’s critical that we allow employees on a work team the opportunity to share positive and negative feedback regarding their peers.

When I interview potential HR employees, I make it a point to tell them, the person we hire must work well with the entire HR team. The team decides who stays or who goes. For me, giving this power to the team has been freeing because it causes me to check-in regularly with everyone and keep a pulse on whether there are problems. This strategy has been welcomed by the team because they feel empowered and they quickly identify weak links and challenge them to straighten up! In addition to ongoing peer feedback, I do regular employee check-ins. These include short 2-3-minute conversations where I am verifying how a new implementation or project is working to a 1-2-hour meeting on progress, goal setting, and expected outcomes.

When I started in the role of Associate Vice Chancellor six years ago, I met with my direct reports weekly. After 2-3 years, we changed that to monthly meetings and then just met as needed. What I found is that when we don’t have regularly scheduled check-ins, we are not as productive or accountable.

This year I have reverted back to weekly meetings and I am going to stick with it. The team appreciates the regular contact and I see that we are more productive and effective!

While ongoing peer feedback and regular check-ins aren’t the only ways to engage employees, I have found them easy to implement and highly effective.

How do you provide feedback or what do check-ins look like for your team?

Send me an email (calston@uthsc.edu) and I’ll share some of your thoughts in a later edition of the HR Reporter this year.

THE HR REPORTER

JANUARY – MARCH 2020

ACHIEVING YOUR HEALTH GOALS IN 2020! to $250 a year by completing certain wellness activities (if eligible). Each participant will be able to earn the maximum $250 per person ($500 annual maximum per family).

ActiveHealth Management is our wellness vendor and is ready to help you achieve your health goals.

Returning members, and new users who create an account, have access to a health assessment, coaching support, a weight management program, biometric screenings, as well as many other online resources. Just log on to My Active Health to get started. New users, go to Create An Account and follow the steps to register. You will need to have your 8-digit Edison ID number. The ID number can be found on your or your spouse’s Caremark card.

Once you have complete ActiveHealth’s online health assessment, then you and your spouse can each earn up

A Printable 2020 Incentive Table shows all of the ways state and higher education members and spouses can earn cash incentives and how to get started.

Quest Diagnostics is our biometric screening vendor.

Log on to Quest to setup your account. When you set up your Quest account for the first time, you will need the registration key: SOT. Then follow the instructions.

Once you set up your online account, you will have the option to schedule an onsite screening if one is scheduled near you or download the physician screening form to take to your annual physical (well visit). Members can go to Go Active Health for more information.

If you have questions about the Wellness plan, please contact Active Health at 888.741.3390.

SUCCESSFUL SUPERVISORY FOUNDATIONS

CERTIFICATION CLASS Another round of successful participants has graduated from the Supervisory Foundations certificate program in January, marking the third round of delivery on the UTHSC campus. This program is designed for those who have been newly promoted or hired into a supervisory role and covers topics such as Promoting Civility in the Workplace and Supervising Across Generations to help our managers build

a solid managerial foundation to better serve our campus.

A special thank you to our content presenters; Faith Lewis and Marti Willen from the UT System Office of Employee and Organizational Development (EOD), and our own Dr. Michael Alston from The Office of Equity and Diversity (OED) and Dr. Chandra Alston from the Office of Human Resources.

THE HR REPORTER

JANUARY – MARCH 2020

UTHSC Benefits office is partnering with our EAP provider Optum to provide a series of classes that address some daily issues and concerns employees are faced with in their work and personal lives.

Preventing Burnout is the first in the series and registration is open on the Training Calendar. The remaining courses dates will be announced soon.

UPCOMING COURSES

PREVENTING BURNOUT – MARCH 24

HOW TO SUPPORT MENTAL HEALTH CONCERNS IN THE WORKPLACE – TBA

Many people feel pressured to work faster, harder, and longer hours. This can lead to burnout, resulting in decreased productivity and dissatisfaction. This class will examine causes of burnout and potential solutions along with ideas to decrease the likelihood of experiencing burnout.

MANAGING ELDERCARE – TBA With ways to identify and find appropriate resources, attendees will be positioned to make better decisions for eldercare concerns. In addition, this session will help them learn how to reduce the stress and anxiety that can come with trying to make the best choices for an aging relative.

This session covers depression and anxiety, two of the most common mental health issues that can affect us, our families, friends and the workplace. Participates will learn important information about what depression and anxiety are, what to do, and where to go to find personal or family support.

UTHSC INTERNSHIP PROGRAM We are excited to announce our new UTHSC Internship Program launching this summer! Looking for the best and the brightest to be a part of our UT family. We have developed a Summer 2020 internships for college enrolled juniors and seniors. The internship will be May 26- Aug 7.

These internships are paid and a full description and link for application can be found here: ut.taleo.net/ careersection/ut_health_science_center/jobdetail. ftl?job=20000000B9&tz=GMT-06%3A00&tzname= America%2FChicago

THE HR REPORTER

JANUARY – MARCH 2020

NEW EMPLOYEE SPOTLIGHT

MARCH 31ST DEADLINE IS FAST APPROACHING!

PERFORMANCE REVIEW CYCLE

It’s that time of year again, the 2019 performance review cycle for the University of Tennessee Health Science Center employees will close on Wednesday, March 31, 2020.

Performance evaluations are required for all regular staff exempt and non-exempt employees that have completed probation prior to December 31, 2019. Performance evaluations/reviews are designed to ensure employees receive a fair assessment of their job performance (outcomes and behavior). During the annual performance review, the supervisor and employee should discuss the employee’s performance during the previous calendar year, job duties, performance expectations, any specific objectives to be achieved and professional development goals for the employee.

Please visit the following link uthsc.edu/hr/training/index.php to see upcoming employee and supervisor performance evaluation training dates.

For more information, please contact: Human Resources | 910 Madison Avenue | Suite WP012, 1st Floor t 901.448.5600 | f 901.448.5170

uthsc.edu/hr

Melissa Rabalais Melissa comes to UTHSC with 6 years of Human Resources and Payroll experience, in the Oil and Nature Gas Industry.

Melissa and her family relocated to the Mid-South area in 2017. Melissa – a true Texan – enjoys learning more about the Memphis area. “I love working in all the different aspects of HR, and how the Human Resources department can support a company at many levels.”

Her free time is spent with her family enjoying life and experiencing all they can together.

The University of Tennessee is an EEO/AA/Title VI/Title IX/Section 504/ ADA/ADEA/V institution in the provision of its education and employment programs and services.