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HR Liaisons Town Hall
November 12, 2019
Agenda 1. Update on OHR activities
2. Overview of “Shaping the Workplace at Pitt” 3. Status report on compensation overhaul project 4. Feedback from working groups • • • • •
One Size Doesn’t Fit All HR Service Delivery Compensation Performance Management Communications
5. Breakout into groups of interest for more discussion
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Shaping the Workplace at Pitt
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Working Groups: One Size Doesn’t Fit All Director of Administration team identified three main areas: Communications • • • • •
Send communications and updates from single email address Educate, communicate and direct HR Liaisons to Manager Resources at hr.pitt.edu Post Director of Administration, HR Liaison, Business Partner List Roadmap on HR Projects with frequent updates More online education/training guides
Systems • •
Currently using two systems: Talent Center and PittSource Talent Center dashboard and reports
Recruitment Exception Process • • • •
Lack of policy or procedure Three (3) day internal posting vs. five (5) day external posting Targeted External Faculty Recruitment (TEFR) Promotions
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HR Service Delivery We hear you!
Customer Support • Ease of access in getting questions answered • Timely and accurate answers • Who’s who in HR Tools, Training, and Self-Service Options • On-demand reference materials to problem solve • Systems training and resources • Questions answered in real-time and by the subject matter experts Continual Improvement and Strategic Partnerships • Collaborate with our HR partners • Create pathways for improvement via these partnerships • Real-time feedback on areas of improvement and trends on campus
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Compensation
Broken Internal Compensation Guidelines
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Penalize internal transfers (internal cap) vs. external hires Salary ranges only move by annual increase amount
Dashboard with Data Points • • •
Link to current HR Analytics on HR website and/or Pitt Portal University dashboard information Surveys available
Autonomy • •
Reduce number of steps for Supplemental Process Supplemental based on work being performed compared to current guidelines
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Performance Management: University
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Retention (including growth and development)
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Productivity
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Discretionary Effort
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Performance Management: Individual
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Clear and transparent goals
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Coaching/development conversations
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Agile and relevant performance management
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Performance Management: What We Are Hearing
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Staff want a useful Annual Staff Performance Appraisal Program
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Identified barriers (real or perceived) to a higher rate of participation in the Annual Staff Performance Appraisal Program
• Tools: forms, performance standards, policy • Communications: guidelines, policy, training • Accountability
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Communications What We Heard
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Need for one communication source
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Update OHR Partners with staffing changes
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Provide Shared Services team with ability to provide better service to Partners
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Post list of OHR Partners
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Provide organizational chart for OHR
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Provide insight into compensation practices
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Communications What We Are Investigating and Addressing
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List of OHR Partners is published on public OHR website: www.hr.pitt.edu/about-hr/partners
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Codify role of OHR Partner; provide initial and continuous training
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How to navigate HR guide (annual webinar; include cross-training)
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Decide how to address customer inquiries versus all inquiries • •
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Training/education opportunities and events • • •
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Priority setting in Salesforce (TBD) Dedicated space and forum on SharePoint
Keep current, ongoing list of events on SharePoint Keep archived list of past events with easy access to materials (i.e. slides) Provide on-demand recordings when available
Educate Partners on compensation practices and pay administration (why we do what we do, AKA Comp 101)
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Break-Out Sessions
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One Size Doesn’t Fit All
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HR Service Delivery
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Compensation
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Performance Management
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Communications
Online participants: If you would like to join one of these groups for future sessions, or if you have a specific comment or feedback for one of these groups, please type it into the question or chat window.
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