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Building a Simple, Sustainable, High Potential Leadership Program Crockett C-DHandout Building a Simple, Sustainable, High Potential Leadership Program Crockett C-DHandout

As HR practitioners, it is important that we provide our customers with easy, practical and understandable tools. At the California Institute of Technology (Caltech), HR has developed a simple and sustainable high potential program that gives managers the tools and guidance to develop their next generation of leadership. It is a customizable program that helps workgroups identify high-potentials and develop them for critical leadership positions. This program — Grow@Caltech — is an inexpensive, replicable and sustainable program.

Angelica Santana, Director of Human Resources Systems and Services, and April Castañeda, Executive Director of Human Resources, both of the California Institute of Technology

Track: leadership and organizational development

Framework: building organizational talent

HRCI Credit: general

Handout Available Favorite
Collaborating With the Business Officers: Future Challenges and Opportunities Bonham BHandout Collaborating With the Business Officers: Future Challenges and Opportunities Bonham BHandout

Achieving an environment of collaboration between CHROs and business officers is not only essential in terms of campus leadership but it also serves to prevent institutional errors that can lead to legal, financial and compliance risks. The panel will explore ways to strengthen the business office’s relationship with the campus HR department. Presenters will identify issues to tackle early, propose suggestions for collaboration and spotlight approaches most likely to garner positive results.

Chris Byrd, Vice President for Human Resources, University of South Carolina – Columbia; Barbara Carroll, Associate Vice Chancellor, Human Resources, North Carolina State University; R. Gavin Leach, Vice President for Finance and Administration and Treasurer of the Board of Trustees, Northern Michigan University; Laurita Thomas, Associate Vice President for Human Resources, University of Michigan – Ann Arbor

Track: hr strategy

Framework: institutional leadership

HRCI Credit: general | business management & strategy

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Frenemies? Union and Management Are Better Together Presidio A-BHandout Frenemies? Union and Management Are Better Together Presidio A-BHandout

This joint management and faculty union panel will provide practical tools and share their experiences in collaborative contract negotiations to help you establish and build a collaborative labor-management relationship. Learn to build trust through honest communication and negotiate a successful faculty collective bargaining agreement where both parties leave feeling positive about the process and outcome.

Abel Bult-Ito, Professor; Anita Hartmann, Associate Director of Human Resources; and Cynthia West, Contract Manager, all of University of Alaska Fairbanks; Rhonda Ooms, Labor and Employee Relations Coordinator, University of Alaska Statewide System

Track: compliance and risk management

Framework: core competencies

HRCI Credit: general

Handout Available Favorite
Have It Your Way! Create a Customized Leadership Development Program That Works Travis A-BHandout Have It Your Way! Create a Customized Leadership Development Program That Works Travis A-BHandout

Create a customized program that not only meets the critical needs of your institution but also the needs of the individual. Learn step-by-step how to identify your institutional needs, assess participants’ strengths and weaknesses, and develop the program components, timeline and post-delivery assessments. You’ll also join a discussion on how departments that collaborate with HR can create customized leadership programs to meet their needs.

Diane Darcy, Executive Director of Human Resources, and Shannon Bryant, Associate Dean for the Division of Adult and Continuing Education, both of LaGuardia Community College

Track: training and development

Framework: building organizational talent

HRCI Credit: general | business management & strategy

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HR Transformation Through Wellness Engagement Bonham CHandout HR Transformation Through Wellness Engagement Bonham CHandout

Ithaca College’s wellness program, now in its third year, is designing a new future for HR and the college. See how Ithaca College’s unique approach to wellness ties the wellness program to the 10-year benefits plan and overall HR umbrella of functions. The focus is moving from transactional to aligning people and programming to drive culture and behavior change. In addition to ties to the long-term benefits plan, the wellness program utilizes strategic programming, communications and engagement to cultivate an organizational culture of wellness and wellbeing. Discover how HR roles have changed to implement and maintain a successful and sustainable wellness program that impacts individuals and the college.

Mark Coldren, Associate Vice President for Human Resources; Robin Davis, Assistant Director of Employee Benefits and Work/Life; Katherine Sack, Benefits and Work/Life Administrator, all of Ithaca College; Heather Vanca, Wellness Program Manager, eni

Track: hr transformation

Framework: institutional leadership

HRCI Credit: general | business management & strategy

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Preparing for Retirement the Yale Way Bonham DHandout Preparing for Retirement the Yale Way Bonham DHandout

Retirement plan participants are not on track to meet retirement income needs, and many are not aware that they aren’t saving enough. The first step is to help employees understand the importance of planning (and saving) for retirement. The employer is the primary place for employees to receive financial education, making it even more important for you, as an HR professional, to know if your plan is delivering results. Yale University has taken a systematic approach to ensuring that its employees have enough income to last to and through retirement. Hear Yale’s unique and thoughtful strategy to updating and upgrading its retirement plan.

Hugh Penney, Senior Director of Compensation and Benefits, Yale University; Ed Moslander, Senior Managing Director of Institutional Client Services, TIAA-CREF

Track: compensation and benefits

Framework: core competencies

HRCI Credit: general

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A Roadmap to Workforce Engagement: Becoming the Employer of Choice SeguinHandout A Roadmap to Workforce Engagement: Becoming the Employer of Choice SeguinHandout

Workforce engagement is the single most important issue on the human resources landscape. However, its relevance and importance go well beyond the HR department. It is of strategic importance in achieving the organization’s global objectives. Only an engaged workforce will result in an organization achieving its objectives, a matter of great importance to senior leadership.

Derek Carissimi, Vice President for Human Resources, Oregon Health & Science University Healthcare

Track: organizational development

Framework: building organizational talent

HRCI Credit: general

Handout Available Favorite
Stop the Bleeding! How Faculty and Staff Can Initiate Change to Stem the Increasing Cost of Benefits Crockett A-BHandout Stop the Bleeding! How Faculty and Staff Can Initiate Change to Stem the Increasing Cost of Benefits Crockett A-BHandout

Creating a total rewards package that allows your institution to recruit and retain the faculty and staff needed to accomplish its educational mission has never been more challenging in light of reduced funding and increasing benefit costs. Hear how the University of Missouri System engaged faculty and staff from multiple campuses to “stop the bleeding” caused by the increasing costs of benefits for employees and retirees. Learn about the process and activities it used, and take away the task force’s final report.

Betsy Rodriguez, Vice President for Human Resources, University of Missouri System

Track: hr strategy

Framework: building self and others

HRCI Credit: general

Handout Available Favorite
Successful Search Committees Guaranteed Bowie A-BHandout Successful Search Committees Guaranteed Bowie A-BHandout

Avoid failed or extended searches, hire the best faculty and staff, select with campus fit in mind, and ensure that the chosen candidate will accept your employment offers. Success is virtually guaranteed if committee chairs follow an expert search committee model. Learn the 16-step process that ensures a rigorous, thorough, fair and successful search. Each step serves as a quality control checklist of considerations for HR professionals, hiring managers and committees. You’ll leave this session feeling ready to master the role of HR in designing and supporting great searches. This session is based upon new materials on the search committee process published in association with CUPA-HR.

Christopher Lee, Ph.D., SPHR, Associate Vice Chancellor for Human Resources, Virginia Community College System

Track: talent management

Framework: core competencies

HRCI Credit: general

Handout Available Favorite
Take Your Pick: 3 Adaptable (and Affordable) Models of Leadership Development Travis C-DHandout Take Your Pick: 3 Adaptable (and Affordable) Models of Leadership Development Travis C-DHandout

Learn about three leadership development models that can be adapted to most budgets in order to provide leadership training at many levels. Analyze your individual campus needs and cultures to determine which models would be appropriate for you. Before you leave, you’ll formulate a beginning plan for taking the model of your choice to your own campus.

Kristen Storey, Director of Organizational Learning and Development, and Deborah Orlowski, Senior Learning Specialist, both of University of Michigan

Track: leadership and organizational development

Framework: building organizational talent

HRCI Credit: general

Handout Available Favorite
Transforming Performance Management at Emory University: Getting Everyone On Board Republic A-BHandout Transforming Performance Management at Emory University: Getting Everyone On Board Republic A-BHandout

Performance management is a dreaded activity across multiple types of organizations, and this is certainly true for higher ed. Emory University took a multi-faceted approach to enhance its existing process and encourage greater usage (as well as greater adherence to) best practices. These objectives were accomplished by designing tools, competencies and training to ease the burden for managers, and an inclusive approach to ensure multiple viewpoints were considered. During this session, you’ll learn about the university’s methods, challenges and next steps.

Wanda Hayes, Senior Director of Learning and Organizational Development, and Randall Lucius, Director of Organizational Development, both of Emory University

Track: performance management

Framework: building organizational talent

HRCI Credit: general

Handout Available Favorite
An Unusual Cross-Utilization of HR Resources Bonham EHandout An Unusual Cross-Utilization of HR Resources Bonham EHandout

When resources were scarce, Wake Forest University’s HR department utilized the strengths of its recruiting and organizational development teams to provide development opportunities for internal job applicants. Learn about the benefits of partnering internally in the face of daunting challenges such as low staffing levels and a looming outsourcing effort. Additionally, you’ll hear about the model for a facilitator-expert development session.

John Champlin, Manager of Recruitment and Organizational Development, and Andrea Ellis, Director, Professional and Organizational Development, both of Wake Forest University

Track: training and development

Framework: building self and others

HRCI Credit: general

Handout Available--> Favorite
Corporate Showcase — Talent Management Solutions: Applicant Tracking, Onboarding and Employee Performance Presidio C Corporate Showcase — Talent Management Solutions: Applicant Tracking, Onboarding and Employee Performance Presidio C

Learn how easy it is to transition from a time consuming, manual-paper-based HR talent management process to Interview Exchange’s “Go Green initiative” paperless system, a suite of easy-to-use, web-based software specifically designed for higher education. This session will cover applicant tracking, new hire onboarding including adjunct faculty contracts and employee performance evaluation.

Diane Grover, Client Services; Don Bowen, Sales & Training Consultant; and Naray Viswanathan, Ph.D., President, all of Interview Exchange

Track: corporate showcase

HRCI Credit: general

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Best Practices for Developing and Implementing a New Compensation Structure SeguinHandout Best Practices for Developing and Implementing a New Compensation Structure SeguinHandout

Learn how to evaluate your institution’s current compensation structure, develop a strategic philosophy for implementing a new compensation plan to enhance employee earnings potential, simplify program administration, and provide a structure to support future initiatives and potential growth.

Rand Key, Senior Vice Chancellor, and Ronda Rotelli, Chief Human Resources Officer, both of Lone Star College System

Track: compensation and benefits

Framework: core competencies

HRCI Credit: general | business management & strategy

Handout Available Favorite
Contemporary Issues in Global Expansion Bonham CCancelled

Colleges and universities have continued with global expansion ranging from joint ventures, branch campuses, non-governmental organizations, one-off research initiatives and others. A myriad of employment-related concerns are associated with such global initiatives. Learn about the international employment issues — visa and work authorization, benefits, compensation and taxation — that CHROs need to consider. You’ll leave this session with practical applications to take back to your campus.

Kyle Cavanaugh, Vice President for Administration, Duke University; West Ludwig, Executive Vice President for Human Resources, Fidelity Investments

Track: international

Framework: building organizational talent

HRCI Credit: general | global

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Diversity Programming to Cultivate a Culture of Faculty Engagement Bonham EHandout Diversity Programming to Cultivate a Culture of Faculty Engagement Bonham EHandout

Diversity and inclusion are high points within The City University of New York. Long known for the diversity of its student body, the institution has made progress in diversifying its workforce of 8,000 full-time faculty members in 24 colleges who serve nearly 500,000 students. During this interactive session, discover how CUNY has engaged stakeholders from across the university system on the development and implementation of diversity programming. Learn how to make a compelling case for proven diversity activities at your institution.

Maryann McKenzie, Deputy to the University Dean, and Jennifer S. Rubain, Dean for Recruitment and Diversity, both of The City University of New York

Track: diversity, equity and inclusion and cultural steward

Framework: core competencies

HRCI Credit: general

Handout Available Favorite
General Counsel: Helping You Navigate A Turbulent Sea of Legal Issues Travis C-DHandout General Counsel: Helping You Navigate A Turbulent Sea of Legal Issues Travis C-DHandout

Even as many institutions struggle with decreasing budgets and limited staff, federal regulations affecting higher education have continued to increase. HR and the general counsel’s office must work closely to provide an employment environment that meets legal requirements and institutional needs, and ensures timely and effective responses to employment issues involving faculty and staff. Review some of the top concerns for campus counsel and HR professionals; learn how to work collaboratively and creatively to maintain best practices and align incentives; and hear about building a strong relationship between HR and legal counsel.

Mary Cronin, Associate Vice President for Human Resources, and Richard Zansitis, Vice President and General Counsel, both of Rice University; Patti Ohlendorf, Vice President for Legal Affairs, and Debra Kress, Associate Vice President for Human Resources, both of University of Texas at Austin

Track: hr strategy

Framework: institutional leadership

HRCI Credit: general

Handout Available Favorite
How to Create a Positive Workplace Bowie A-BHandout How to Create a Positive Workplace Bowie A-BHandout

Creating a positive workplace increases employee satisfaction, worker engagement, institution profitability and productivity. Examine the research around positive psychology and creating a strengths-based culture. Explore HR modifications needed to make this type of culture shift and develop strategies to adopt positive psychology within the workplace — no matter your institution’s size or budget.

Michelle Geiman, Director of Human Resources, Ohio Dominican University

Track: training and development

Framework: building organizational talent

HRCI Credit: general

Handout Available Favorite
It’s a New Day: Tools to Address New OFCCP Regulations Crockett A-BHandout It’s a New Day: Tools to Address New OFCCP Regulations Crockett A-BHandout

Compliance with OFCCP’s regulatory provisions is critical to maintaining your institution’s receipt of federal funds and status as a covered federal contractor. Identify potential areas of risk while gaining an understanding of the vital issues raised by OFCCP’s changing approaches to investigating your institution’s compensation and hiring practices and affirmative action compliance efforts related to veterans and individuals with disabilities. Get practical advice, tips, best practices and suggestions from a former member of OFCCP’s national office. You’ll take away tools to better prepare for a scheduled compliance audit.

Gilberto Garcia, Equal Employment Opportunity/OFCCP Consultant

Track: compliance and risk management

Framework: core competencies

HRCI Credit: general

Handout Available Favorite
Making the Most of Your CUPA-HR Data Resources Bonham BHandout Making the Most of Your CUPA-HR Data Resources Bonham BHandout

Get an overview of CUPA-HR’s 2014-15 salary surveys that will open for data collection in late October. Learn about each of the surveys, including three recent additions that collect data on support staff, faculty department heads and adjunct/per-course faculty. Also learn how the DataOnDemand tool can be used to obtain customized data for benchmarking your institution’s salaries in real time.

Maria Calcagno, Ph.D., Research Manager, CUPA-HR

Track: hr metrics

Framework: institutional leadership

HRCI Credit: general

Handout Available Favorite
The One-Stop HR Service Center Crockett C-DHandout The One-Stop HR Service Center Crockett C-DHandout

Leveraging human and technical resources is imperative as higher ed institutions balance customer needs and expectations with limited department resources. Learn how Clemson University added value to its HR service delivery through the creation of a one-stop service center, which includes an “Ask-HR” web portal that is utilized to track and resolve questions in a timely manner as well as FAQs and toolkits based in part on consistent data mining of “Ask-HR” questions.

John Mueller, Director of Customer Service, Clemson University

Track: hr strategy

Framework: institutional leadership

HRCI Credit: general

Handout Available Favorite
Plant the SEEDSS for a Competency-Based Performance Management System Travis A-BHandout Plant the SEEDSS for a Competency-Based Performance Management System Travis A-BHandout

Learn about the SEEDSS approach — Select, Expect, Evaluate, Develop, Strategic, Student Success — to competency-based performance management. This approach consists of competency-based interview questions, competency expectations, performance evaluations and aligned professional development that supports strategic plan objectives and student success. This innovative and intentional process supports the institution’s faculty and staff in reaching higher levels of performance.

Kaye Waugh, Vice President for Human Resources and Organizational Development, and Page McCormick, Training Design and Support Specialist, both of Asheville-Buncombe Technical Community College

Track: performance management

Framework: building organizational talent

HRCI Credit: general

Handout Available Favorite
Tales of a First-Year CHRO: Expectations, Dos and Don’ts Bonham DHandout Tales of a First-Year CHRO: Expectations, Dos and Don’ts Bonham DHandout

Hear about one HR professional’s experiences during his first year as a CHRO. Join a discussion with other attendees and discover common issues facing new CHROs — on campus and in a system office. Develop a strategy for your own role, set first-year priorities and walk away with practical advice on resolving issues — both person and professional — that commonly arise during the first year. You’ll gain best practices from your peers and learn what you should (and shouldn’t!) be doing during your first year as a CHRO.

Erik Seastedt, Chief Human Resources Officer, University of Alaska System

Track: professional development

Framework: building self and others

HRCI Credit: general

Handout Available Favorite
We Are Not the Enemy: Positioning HR as a Trusted Ally Republic A-BHandout We Are Not the Enemy: Positioning HR as a Trusted Ally Republic A-BHandout

Is your HR department perceived as a valued partner or a compliance office? Do you get invited to conversations early, or when it’s too late to effect meaningful change? Do you engage in planning, forecasting and strategy, or reactive mopping up? This session will provide a road map for building the strategic alliances essential to move your organization forward.

Allison Vaillancourt, Vice President for Human Resources and Institutional Effectiveness, and Helena Rodrigues, Director of Human Resources Strategy and Planning, both of The University of Arizona

Track: hr strategy

Framework: institutional leadership

HRCI Credit: general

Handout Available Favorite
Zero to 330 in 36 Months: Launching New Supervisor Training Presidio A-BHandout Zero to 330 in 36 Months: Launching New Supervisor Training Presidio A-BHandout

Learn how one university built its management development program from zero to 330 participants (and growing!) in three years. Experience a popular and replicable strengths-based exercise from the “Fundamentals of Supervision” course. Review curriculum resources and key success factors for application at other institutions.

Kathy Choy, Senior Consultant for Learning and Development, Drexel University

Track: training and development

Framework: building organizational talent

HRCI Credit: general

Handout Available Favorite
Corporate Showcase — Y-Size Your Strategy: Engaging Generation Y in Their Financial Futures Presidio CHandout Corporate Showcase — Y-Size Your Strategy: Engaging Generation Y in Their Financial Futures Presidio CHandout

Did you know that 80 million Generation Ys (born 1979-1994) are entering today’s workforce? This group is quickly becoming our largest constituency — and with heavy student debt burdens, coupled with slow recovery from the Great Recession, they are facing a significant uphill battle when it comes to achieving financial wellbeing. Generation Y employees are seeking simple answers for financial challenges from trusted sources — including you. Join us for a compelling conversation about how these employees make (or don’t make) financial decisions. Get new insights and learn specific techniques to help your institution engage this critical set of employees. You will gain valuable insights from new TIAA-CREF Gen Y engagement research and hear firsthand from leaders in higher ed about how they are cracking the code in reaching their Gen Y employees and students.

Pat Osmer, Ph.D., Vice Provost for Graduate Studies and Graduate School Dean, The Ohio State University; Katie Sauer, Ph.D., Financial Education Program Director, University of Colorado; Mary Zielinski, Associate Director of Benefit Services, Cornell University; Connie Weaver, Executive Vice President, TIAA-CREF

Track: corporate showcase

HRCI Credit: general

Handout Available Favorite
Be the Change You Wish to See In Your Institution: Navigating Leadership Change Republic A-BHandout Be the Change You Wish to See In Your Institution: Navigating Leadership Change Republic A-BHandout

Examine and discuss a current case study of significant leadership and organization change. Consider the excitement and opportunities along with the conflicts, questions, power shifts, turf wars and individual stress and strain as a new leadership team asks for a new vision and strategic plan. Learn how to influence and guide the change from your HR role and how to model the change you wish to see at your own institution.

Patricia Donini, Employee Relations Director and Deputy Director of Human Resources, and Linda Harber, Vice President for Human Resources, Payroll, and Faculty and Staff Life, both of George Mason University

Track: hr transformation

Framework: building self and others

HRCI Credit: general | business management & strategy

Handout Available Favorite
The Diversity Advantage: Incorporating Diversity Principles Into the Selection Process Presidio A-BHandout The Diversity Advantage: Incorporating Diversity Principles Into the Selection Process Presidio A-BHandout

Many colleges and universities have not been as successful as they would like to be in hiring minority faculty and staff. Learn research-based methods that have proven to be effective in recruiting and selecting a diverse array of talent. There are a number of policies, procedures and practices that both improve the search process and increase the likelihood that your recruitment pools are more diverse. Discover the diversity advantage that supports the educational mission of our institutions. When relevant diversity, meritocratic and fairness principles are incorporated into the selection process, it actually increases both the fairness and rigor of the search committee process.

Christopher Lee, Ph.D., SPHR, Associate Vice Chancellor for Human Resources, Virginia Community College System

Track: talent management

Framework: building self and others

HRCI Credit: general

Handout Available Favorite
Diversity Amid the Downturn — How to Remain Inclusive During Financial Stress Bonham B Diversity Amid the Downturn — How to Remain Inclusive During Financial Stress Bonham B

Many colleges and universities remain deeply committed to diversity hiring. However, tight budgets often leave diversity offices — still the new kids in town at many institutions — on the chopping block. Learn why it’s still essential to make inclusion a key hiring goal, and how diversity officers and HR experts can make sure their universities stay focused on that mission. Hear how your peers have successfully addressed challenges such as gaining administrative buy-in, proving the worth of diversity with or without metrics, and attracting minority candidates to locations not known for their diversity. Panelists will discuss best practices, provide first-hand insight, and frankly discuss issues in today’s academic workplace.

Ansley Abraham, Director of the Doctoral Scholars Program, Southern Regional Education Board; Renee Baker, Executive Director of Faculty Recruitment and Retention, Rochester Institute of Technology; Allison Vaillancourt, Vice President of Human Resources & Institutional Effectiveness, The University of Arizona; Stacey Patton, Ph.D., Senior Enterprise Reporter, Vitae and The Chronicle of Higher Education

Track: talent management

Framework: building organizational talent

HRCI Credit: general

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Positioning HR to Be a Business Partner in Masdar Institute-UAE Crockett A-BCancelled

Achieving a reputation for international excellence requires world-class HR management, as it is university employees who provide a key competitive advantage. Hear how Masdar Institute HR designed its goals and objectives for realizing the department’s strategic goals, hence contributing to the university’s mission. In so doing, explore how the Masdar Institute HR department operates within the context of the university budgeting and planning cycle. See how HR adapts and aligns its concepts and management with the overall institute strategy to best serve its priorities and objectives, and how HR business partnership strategy builds the base to guide HR to its future-oriented model. You’ll also find out how the new HR model impacts the design of the administration and new roles in the institute and ensures that the improved processes are in synergy step-by-step.

Sara Al Muhairi, Human Resources Director; Nadia Abdulla, Training and Development Officer; Iman El Ashry, Compensation, Benefits and Special Projects Manager, all of Masdar Institute

Track: international

Framework: institutional leadership

HRCI Credit: general | global

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So You Thought the ACA Would Solve America’s Healthcare Crisis — Think Again! Travis A-BHandout So You Thought the ACA Would Solve America’s Healthcare Crisis — Think Again! Travis A-BHandout

Learn why policymakers interested in cutting the federal budget deficit and managing healthcare costs will need to again zero in on Medicare and other entitlement programs. Understand how Medicare could be reformed, including raising the age of eligibility, cutting benefits, increasing cost sharing, raising payroll taxes, and reducing payments to providers, just to name a few. Examine the shifting landscape of post-65 retiree healthcare and the potential impact on the workplace now and in the future, including how changes could further exacerbate the problem of delayed retirements.

David Trainor, President, Emeriti Retirement Health Solutions

Track: compensation and benefits

Framework: core competencies

HRCI Credit: general

Handout Available Favorite
Social Media and Employee Communication Crockett C-DHandout Social Media and Employee Communication Crockett C-DHandout

Nearly three-quarters of U.S. adults online are using social networking sites. College and university students, faculty and admissions offices have been effectively using social media for years. However, the opportunity to harness social media — a powerful communication channel — is sometimes overlooked by HR in employee communication strategies. Find out what is working and discover potential pitfalls, how to build the channel, and how to harness the powerful world of social networking for communicating with your employees. This is an opportunity to share your experiences with your peers and learn from others.

Don Harris, Senior Vice President, and Troy Dryer, Managing Vice President, both of VALIC

Track: hr strategy

Framework: institutional leadership

HRCI Credit: general

Handout Available Favorite
Stepping Up Your Game by Transforming Your HR Division Bowie A-BHandout Stepping Up Your Game by Transforming Your HR Division Bowie A-BHandout

This session will provide a brief overview of the history of Wayne State University’s HR function and what served as the catalyst for change relative to transforming the university’s HR business unit. During the session, learn the important steps Wayne State took to move the HR function from a distributed HR model to a centralized, high-functioning HR division. Gain insight into techniques you can use when embarking on an HR transformation initiative as well as an understanding of the pitfalls and landmines to avoid.

Alicia Pendleton, Associate Vice President for Human Resources, and Lila Asante-Appiah, Director of Client Services and Organizational Development, both of Wayne State University

Track: hr transformation

Framework: institutional leadership

HRCI Credit: general | business management & strategy

Handout Available Favorite
Where FMLA Ends and ADAAA Begins: Best Practices for Higher Ed Compliance Travis C-DHandout Where FMLA Ends and ADAAA Begins: Best Practices for Higher Ed Compliance Travis C-DHandout

This interactive session will help you gain practical insights and realistic approaches to managing an employee with a medical condition. Understand how to better identify a potential ADA situation, effectively engage in the interactive process and determine whether a reasonable accommodation is necessary. Learn how to boost employee morale and productivity while minimizing the risk of costly litigation.

Stan Kulesa, Assistant Vice President for NY/NE Disability Claims, The Standard; Jeff Nowak, Partner, Franczek Radelet P.C.

Track: compliance and risk management

Framework: core competencies

HRCI Credit: general

Handout Available Favorite
A World-Class Focus on Wellness: The University of Miami’s Well ‘Canes Program Bonham C A World-Class Focus on Wellness: The University of Miami’s Well ‘Canes Program Bonham C

Looking to redesign your wellness program, or thinking about developing a new wellness initiative? Find out why it is important to consider the holistic health of each member of the university community, how to identify the right areas of focus based on the university’s mission and how to enlist leadership support in creating a culture of wellness.

Jennifer Cohen, Executive Director of Human Resources-Benefits, University of Miami; Bruce White, Vice President, Higher Education Practice Leader, Fidelity Investments

Track: diversity, equity and inclusion and cultural steward

Framework: building organizational talent

HRCI Credit: general

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Compliance 101: Managing What Keeps Us Up at Night by Using a Collaborative Institutional Approach Crockett C-DHandout Compliance 101: Managing What Keeps Us Up at Night by Using a Collaborative Institutional Approach Crockett C-DHandout

Colleges and universities continue to search for ways to address the complexities surrounding an institution’s obligation to meet various state and federal regulatory and compliance requirements. This session is designed to give you new strategies and models for creating a broad-based, integrated approach for managing institutional compliance issues that can be used at your own institution.

Bill Lafferty, Associate Dean of College Life and Executive Director of Public Safety, and Jennifer Lucas, Co-Director of Human Resources, both of Gettysburg College

Track: compliance and risk management

Framework: core competencies

HRCI Credit: general

Handout Available Favorite
Diversify Your Pipeline By Leveraging Community Partnerships Bonham CHandout Diversify Your Pipeline By Leveraging Community Partnerships Bonham CHandout

Cornell University’s effort to create a successful recruitment outreach strategy began through sustainability and diversity initiatives and was kicked off with a community and union career exploration event. During this session, learn how to pave the way to building your own recruitment outreach strategy, get tools to customize a strategy for your institution and identify best practices to create mutually beneficial partnerships.

Roberta Dillon, Human Resources Assistant IV; Jennie Babcock, Human Resources Assistant V; Jessica Lang, Human Resources Manager, all of Cornell University

Track: talent management

Framework: building organizational talent

HRCI Credit: general | business management & strategy

Handout Available Favorite
Employee Resource Groups: A Partner for Innovation and Development in Business and Academia Bonham DHandout Employee Resource Groups: A Partner for Innovation and Development in Business and Academia Bonham DHandout

Employee resource groups (ERGs) began in business as “safe havens” for people of like identities to come together for connection, camaraderie and protection. Increasingly, however, businesses have discovered that ERGs are an underutilized resource of innovative ideas, talent development, business development and employee engagement. Learn to move beyond ERGs as social and networking groups and find out how to establish them as partners in the business of building and sustaining your institution. During this session you’ll explore how corporations and academia have increased the use of ERGs for business purposes.

Carl Sorensen, Associate Vice President for Human Resources, University of Richmond; Skip Spriggs, Executive Vice President and Chief Human Resources Officer, TIAA-CREF

Track: leadership and organizational development

Framework: building organizational talent

HRCI Credit: general

Handout Available Favorite
Implementing a Successful Talent Management Strategy With Measurable Results Travis A-BHandout Implementing a Successful Talent Management Strategy With Measurable Results Travis A-BHandout

Learn how The Alamo Colleges developed and implemented a talent management strategy and technology platform to help meet its institutional goals and create an environment that supports growth and development. You’ll hear best practices for strategy development, how to choose a technology tool to support that strategy and measurable results that your institution can achieve through this process.

Linda Boyer-Owens, Associate Vice Chancellor for Employee Services; Hope Galvan, Director of Organizational Development, Learning and Talent Management; Nicole Rivera, Learning and Talent Management Specialist for Human Resources and Organizational Development, all of Alamo Colleges; Laura Weathersby, Senior Product Owner, Ellucian

Track: hr strategy

Framework: institutional leadership

HRCI Credit: general | business management & strategy

Handout Available Favorite
Keep Your Best! NU’s Approach to Employee Career Development Bonham EHandout Keep Your Best! NU’s Approach to Employee Career Development Bonham EHandout

You’ve got the best. Now how do you keep them? It is becoming increasingly apparent that in order to retain key and critical staff, employers need to offer job opportunities that make use of and continue to grow employees’ skills and abilities. During this session, gain tools and techniques to enhance employee job satisfaction, particularly through the use of job families.

Anniese Lemond, Director of Compensation, and Annette Czech, Compensation Consultant, both of Northwestern University

Track: talent management

Framework: building self and others

HRCI Credit: general

Handout Available Favorite
Paralympic Athlete/Wounded Warrior Panel — The Value of Hiring and Retaining People With Disabilities Bonham BHandout Paralympic Athlete/Wounded Warrior Panel — The Value of Hiring and Retaining People With Disabilities Bonham BHandout

Learn about the value of hiring and retaining people with disabilities. During this session, you’ll be able to reflect on your own hiring practices and challenge yourself to think differently about hiring people with disabilities, as well as challenge your general perception of people with disabilities. Take a close and personal look at disabilities and hear from two U.S. Paralympic athletes and a wounded warrior on living life with disabilities. The Hartford is a Founding Partner of U.S. Paralympics.

Anjali Forber-Pratt, U.S. Paralympian, and Sam Kavanagh, U.S. Paralympian; Wayne Waldon, U.S. Army Retiree and Wounded Warrior; Max Meggs, Regional Sales Director, The Hartford Insurance Group

Track: diversity, equity and inclusion and cultural steward

Framework: building organizational talent

HRCI Credit: general

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The Power of Data in Organizational Consultation Travis C-DHandout The Power of Data in Organizational Consultation Travis C-DHandout

Today’s higher ed clients are requesting work that goes beyond traditional HR services. They need assistance maximizing their most expensive resource — human talent — which constitute up to 80 percent of all higher ed budgets. With shrinking resources, our clients are asking to develop innovative and efficient practices. Strong organizational design and talent management consulting provides these clients with structure and processes to align the work of their organizations to meet their future ambitious goals. This session will provide a model for large-scale consulting that leverages data and develops client skills for managing their human resource strategy.

Elida Lee, Director for Organization Effectiveness, and John Moore, Director of Workforce Analytics, both of University of Texas at Austin

Track: hr strategy

Framework: institutional leadership

HRCI Credit: general

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Proactive Employee Relations Risk Management Bowie A-BHandout Proactive Employee Relations Risk Management Bowie A-BHandout

Explore the proactive employee relations risk management program being implemented by Kutztown University and how this solution is making an impact in mitigating risk and ensuring fair treatment of employees. Obtain practical tools for assessing current practices, and hear case studies on identifying the right-fit best practices for your institution. Share strategies to ensure compliance and institutional commitment, and learn what you absolutely need to do differently to proactively mitigate the risks associated with employee relations events at your institution.

Sharon Picus, Executive Director of Human Resources, Kutztown University; Deborah Muller, Chief Executive Officer, HR Acuity

Track: compliance and risk management

Framework: core competencies

HRCI Credit: general

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Public Policy: Colleague Dialogue Seguin Public Policy: Colleague Dialogue Seguin

Chat with HR leaders from across the country about their work as members of the CUPA-HR Public Policy committee; their policy efforts on behalf of their own organizations; and what you can do as an HR leader to proactively influence the laws and regulations that impact your work, your employees and your institutions. Gain ideas about how to serve as a public policy resource for your president or chancellor, provost and chief financial officer.

David Blake, Assistant Vice President and Chief Human Resources Officer, Oregon State University; Barbara Carroll, Associate Vice Chancellor for Human Resources, North Carolina State University; Yohna Chambers, Assistant Vice President for Human Resources, Virginia Tech; Isaac Dixon, Associate Vice President & Director of Human Resources, Lewis & Clark College

Track: compliance and risk management

Framework: institutional leadership

HRCI Credit: general

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Soft Skills, Not Software: Improving Performance Reviews in 5 Simple, Cost-Effective Steps Presidio A-BHandout Soft Skills, Not Software: Improving Performance Reviews in 5 Simple, Cost-Effective Steps Presidio A-BHandout

In this workshop-style presentation, you’ll learn about five simple, cost-effective steps to improve performance evaluations in your department and institution. Through cost-effective tactics and functional exercises — rating scale adjustments, manager training and communication, and productive conflict instruction — you’ll learn how to decrease grade inflation in performance reviews. By propagating soft skills in your institution and applying practical changes to your system, you can increase validity and accountability to ensure more powerful performance evaluations.

Elaine Lemay, Executive Director of Human Resources, Samuel Merritt University; Dale Rose, Ph.D., President, 3D Group

Track: performance management

Framework: building organizational talent

HRCI Credit: general

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There’s an App for That! Crockett A-BHandout There’s an App for That! Crockett A-BHandout

Applications are turning smartphones and tablets into productivity powerhouses. Explore the cutting-edge functionality of apps that will enable efficiency and connectivity for users in the workplace. Special attention will be paid to apps that are related to human resources.

Jamie Tanner, Director of Human Resources, South Georgia State College

Track: hr transformation

Framework: institutional leadership

HRCI Credit: general

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Turning the Tide: Innovative Approaches to Changing Negative Perceptions About Change Republic A-BHandout Turning the Tide: Innovative Approaches to Changing Negative Perceptions About Change Republic A-BHandout

Learn about innovative and creative approaches used by United Kingdom higher ed institutions to tackle low staff satisfaction scores on the management and communication of change. Examine the approaches taken to growing a vibrant and influential community of change champions, experts and coaches. Experience some of the creativity activities used to stimulate new ways of thinking about change. Take a virtual “walk through” of the change academy resource area and a change management toolkit. Leave with ideas, tools and activities you can use to tackle negative staff perceptions about the management and communication of change.

Gill Hemus, Human Resources Director, Manchester Metropolitan University; Ian Cheetham, Human Resources Director, University of Bath

Track: international

Framework: building self and others

HRCI Credit: general | global

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Corporate Showcase — The Future of Higher Education Talent Management With The University of Alabama and Stanford University Presidio C Corporate Showcase — The Future of Higher Education Talent Management With The University of Alabama and Stanford University Presidio C

Join PageUp and some of its industry-leading clients to learn how to transform your talent management solutions from legacy systems to modern technology. Hear about social recruiting, mobile, advanced reporting and proactive talent searching. You’ll also discover how you can allow your staff and faculty to grow their careers across the organization using cutting-edge career pathing solutions.

Amy Heatherly, Director of Human Resources, The University of Alabama; Rob Hill, Vice President, PageUp

Track: corporate showcase

HRCI Credit: general

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Aligning 65-75% of Your Annual Operating Expense (Your Employees) With the University’s Mission Travis A-BHandout Aligning 65-75% of Your Annual Operating Expense (Your Employees) With the University’s Mission Travis A-BHandout

The ability to more effectively manage talent is increasingly critical in a resource-constrained, low- or no-growth university environment. Hear how one institution has begun the process for improved workforce planning and staffing analysis, recruiting, performance management, learning and development, career management, and equitable rewards by launching a comprehensive competency-based job description project. Learn how to use the same approach, methodology and tools to improve alignment of your employees with the university’s mission and objectives.

Lori Chlad, SPHR, Associate Vice President for Human Resources, and Paula Musacchio, Assistant Director of Human Resources, both of Colgate University; Jim Sowers, Principal, and Nick Scobbo, Principal, both of Scobbo Consulting Group

Track: performance management

Framework: building organizational talent

HRCI Credit: general | business management & strategy

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Career Development Passport Pilot (CDPP) — Peer-to-Peer Career Support at the University of Michigan Travis C-DHandout Career Development Passport Pilot (CDPP) — Peer-to-Peer Career Support at the University of Michigan Travis C-DHandout

Hear how HR at the University of Michigan partnered with a variety of stakeholders on its Ann Arbor campus to pilot a low-cost, multi-layered approach to university staff career development. The pilot initiative informed university staff about the available career-focused resources on campus, increased employee engagement and encouraged staff to take more responsibility for developing their careers. The CDPP provided strategies for participants to access and utilize the numerous career support resources available and created opportunities for staff to explore job requirements in a variety of career families. The CDPP planning team members will give an overview of the initiative, share lessons learned and plans for potential next steps toward turning the pilot into a program, as well as offer tips on implementing such a pilot at your institution.

Jacqueline Bowman, Senior Counselor and Program Specialist; and Janice Reuben, Senior Program Associate; Tafari Stevenson-Howard, User Liaison and W. Jean Tennyson, Diversity Recruiter and HR Consultant, all of University of Michigan

Track: leadership and organizational development

Framework: building self and others

HRCI Credit: general

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Collaborating on Campus Behavioral Risk Assessment and Violence Prevention Crockett A-BHandout Collaborating on Campus Behavioral Risk Assessment and Violence Prevention Crockett A-BHandout

In the wake of violent incidents on American campuses in recent years, institutions across the country are wrestling with the issue of best practices to identify persons and situations that might represent threats to the campus community. Learn how North Carolina State University’s offices of environmental health and public safety and HR (along with other campus units) have collaborated to develop and manage NC State’s campus violence prevention policy, establish a risk case manager, create an inter-divisional behavior assessment team, provide team training and assessment protocols, and establish standard protocols for gathering and sharing information and team-standard operating procedures.

Barbara Carroll, Associate Vice Chancellor for Human Resources, and David Rainer, Associate Vice Chancellor for Environmental Health and Public Safety, both of North Carolina State University

Track: compliance and risk management

Framework: institutional leadership

HRCI Credit: general

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A Dynamic Duo: Flex Work and Employee Engagement Republic A-BHandout A Dynamic Duo: Flex Work and Employee Engagement Republic A-BHandout

During this interactive session you’ll hear a success story of how one organization implemented flex work and, in turn, improved its workplace as measured through employee surveys and organizational metrics. Discuss the challenges in implementing flex work and leave this session with new knowledge about increasing employee engagement while offering a flexible work environment.

Jill Wood, Director of Talent Management, and Fiona Asigbee, Project Coordinator for Data Analysis, both of University of Missouri System; John Gillispie, Executive Director, Missouri Research and Education Network

Track: hr metrics

Framework: building organizational talent

HRCI Credit: general

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Enabling HRBPs to be First Responders Instead of First Casualties Bonham BHandout Enabling HRBPs to be First Responders Instead of First Casualties Bonham BHandout

Oftentimes HR business partners (HRBPs) do not play an active role in the roll-out of a new compensation program, even though employees immediately seek them out for answers. Learn why it’s important to include them in the planning process, what it takes to prepare them and what the benefits are for central HR and the employee population.

David Blake, Assistant Vice President and Chief Human Resources Officer, Oregon State University; Tim Driessen, Senior Consultant, Sibson Consulting

Track: hr transformation

Framework: building self and others

HRCI Credit: general

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Faculty Retirement 101: What HR Pros Should Know About Faculty Retirement Transitions Crockett C-D Faculty Retirement 101: What HR Pros Should Know About Faculty Retirement Transitions Crockett C-D

Gauge your knowledge on faculty retirement transitions and learn about the issues — legal, financial and psychological — surrounding this topic. Examine faculty perceptions and awareness of retirement policies, gleaned from a survey of 3,382 faculty. Learn how to implement best practices in faculty retirement transitions on your campus.

Jean McLaughlin, Associate Director of the Institutional Leadership Group in the Division of Leadership and Lifelong Learning, American Council on Education; George Kalantzes, Vice President and Practice Lead, Fidelity Investments

Track: compensation and benefits

Framework: core competencies

HRCI Credit: general

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Find Your Voice, Hear My Voice: A Campus-Wide Initiative to Foster Civility Presidio A-BHandout Find Your Voice, Hear My Voice: A Campus-Wide Initiative to Foster Civility Presidio A-BHandout

Explore a case study of how Indiana University-Purdue University Indianapolis (IUPUI) engaged multiple campus constituents to create a broad-based initiative to foster and improve the campus climate for civility and civil discourse. Examine focus group data used to identify issues and concerns related to the state of civility on campus and target priorities for program development. Learn the essential institutional, organizational and cultural components for implementing a campus-wide civility initiative that will leave a legacy of culture change.

Dan Griffith, Director of the Office for Intergroup Dialogue and Civil Community, Indiana University-Purdue University Indianapolis; Khadija Khaja, Associate Professor in the School of Social Work, Indiana University

Track: diversity, equity and inclusion and cultural steward

Framework: building organizational talent

HRCI Credit: general

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Online Onboarding — What’s In It for You? Bowie A-BHandout Online Onboarding — What’s In It for You? Bowie A-BHandout

Learn about The University of Florida’s online onboarding process — GatorStart. Discover how the institution moved from a bulky paper process to a streamlined, full-service onboarding system that leveraged technology to enhance the new hire experience. Examine the advantages of an online onboarding system and what could be in it for you.

Melissa Curry, Director of Recruitment and Staffing, University of Florida; Julia Bailey, Senior Director of Product Management, Equifax Workforce Solutions

Track: talent management

Framework: building organizational talent

HRCI Credit: general

Handout Available Favorite
Using DiSC to Train and Develop New Managers and Supervisors Bonham CHandout Using DiSC to Train and Develop New Managers and Supervisors Bonham CHandout

Hear how Monroe Community College, uses the DiSC behavioral model as a part of its Employee Development Series (EDS) which is designed to support the work of supervisors and managers as they hone their leadership competencies. Gain an understanding of your own natural tendencies in the workplace, develop accountability for and understanding of behavioral styles that impact teamwork and organizational effectiveness, and learn to effectively communicate with others.

April Hill, Assistant Director of Human Resources, Monroe Community College

Track: talent management

Framework: building organizational talent

HRCI Credit: general

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You Can Communicate Well — Here’s How Bonham DHandout You Can Communicate Well — Here’s How Bonham DHandout

Have people told you they don’t bother to read your e-mails? When you present to faculty and staff, do they ask the right questions or just give you blank stares? We’ll discuss ways you might want to rethink how you present information to your faculty and staff, and learn to tell the story of why they should care about what you say.

Elaine Britt, Assistant Vice President and Director of Benefits and Compensation, Rice University

Track: training and development

Framework: building self and others

HRCI Credit: general

Handout Available Favorite
Faculty/Staff Orientation Through Cultural Immersion Presidio A-BHandout Faculty/Staff Orientation Through Cultural Immersion Presidio A-BHandout

Is your orientation session dominated by talking heads and PowerPoint slides? Explore how a few simple and practical shifts can take your orientation and onboarding programs from mind-numbing to memorable, leveraging the excitement of a new employee to enhance engagement of new faculty and staff.

Bryan Garey, Assistant Vice President for Human Resources, University of Virginia

Track: talent management

Framework: core competencies

HRCI Credit: general | business management & strategy

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Introducing Higher Education TalentIndex Benchmarking Data Travis A-BHandout Introducing Higher Education TalentIndex Benchmarking Data Travis A-BHandout

Do you wish you had more insight into how your institution’s talent management efforts compare to other institutions? Do you ever wonder if other institutions have the same struggles around process efficiency? Now you can find out. Learn about the trends, common challenges and other insights that have emerged from the first-ever comprehensive analysis of talent management data from hundreds of institutions. This is actionable information that can help you develop better internal benchmarks for EEO, process efficiency and effective recruiting strategies.

Brian Dickens, Associate Vice President and Chief Human Resources Officer, Texas Southern University; Troy Winskowicz, Vice President for Product Management, PeopleAdmin

Track: hr metrics

Framework: core competencies

HRCI Credit: general

Handout Available Favorite
Lean Certification Program, Developing Leaders and Meeting Miami University Goals Crockett C-DHandout Lean Certification Program, Developing Leaders and Meeting Miami University Goals Crockett C-DHandout

Examine Miami University’s approach to aligning mission-driven performance and measurable results using lean methodologies and metrics. Consider challenges around change management, resource alignment and deployment of the Certified Lean Leader program. Share best practices in implementing process reengineering using subject matter experts and trained lean leaders within the university and proven lean tools.

Becky Dysart, Director of Staff Development, Miami University

Track: hr metrics

Framework: building organizational talent

HRCI Credit: general

Handout Available Favorite
A Post-Windsor World: Meeting the Financial Wellness Challenges of the LGBT Community Bonham BHandout A Post-Windsor World: Meeting the Financial Wellness Challenges of the LGBT Community Bonham BHandout

Knowing the nuts and bolts of the government-issued guidance on married same-sex couples is just scratching the surface when it comes to supporting the lesbian, gay, bisexual and transgender (LGBT) community. Higher education institutions who provide benefits and financial planning services also need to focus on the human aspects of the LGBT community and be able to support them during this time of rapidly changing regulations (which continue to evolve). There is still ambiguity about what benefits are available at the federal level, inconsistency at the state level, gaps in assignable rights and benefits, and questions about transfer of tangible and financial assets. Get a “nuts and bolts” review of the regulations and how changes to the law will impact higher education institutions. Also learn about the unique challenges faced by the LGBT community and gain insights on how to support this constituency.

Lianne Sullivan-Crowley, Vice President for Human Resources, Princeton University; Steve Kronheim, Managing Director and Associate General Counsel, and Chandler Mercer, Director of Field Consulting Group, both of TIAA-CREF

Track: diversity, equity and inclusion and cultural steward

Framework: core competencies

HRCI Credit: general

Handout Available Favorite
Strategic Staffing of Academic Departments: Rethink, Redesign, Reinvest Republic A-BHandout Strategic Staffing of Academic Departments: Rethink, Redesign, Reinvest Republic A-BHandout

During challenging times, savings are often garnered through cost-cutting. However, chronic cost-cutting will eventually have an adverse impact on an institution’s ability to make strategic investments. HR can contribute to growth and critical academic priorities by helping academic leaders think differently about staffing. In 2012, the College of Arts and Sciences HR unit engaged with department chairs and staff in nine academic units to evaluate the existing staffing model and develop a new staff organization positioned to meet the academic objectives of the departments, the college and the university now and in the future. Get practical advice on engaging with deans, chairs, faculty and staff in organizational design and workforce planning and learn about the methodology for determining staffing needs, roles and headcount.

Chitra Iyer, Regional Associate Vice Chancellor for Administration, University of South Florida St. Petersburg; Jennifer Prak, Human Resources Manager for the College of Arts and Sciences, The Ohio State University

Track: leadership and organizational development

Framework: core competencies

HRCI Credit: general

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Streamlining Your Defined Contribution Plan — Believe It or Not, Your Employees Will Thank You! Travis C-DHandout Streamlining Your Defined Contribution Plan — Believe It or Not, Your Employees Will Thank You! Travis C-DHandout

Plan sponsors face many challenges in meeting both fiduciary responsibilities and delivering the best possible results for participants enrolled in their defined contribution retirement plan. Learn about the Medical College of Wisconsin’s detailed three-year plan that led to the creation of a retirement plans committee to control plan operations and administration, reduce investment funds from over 400 to just 20, assess current vendor fees and ultimately adopt a new “single record keeper” model. Hear about lessons learned, pitfalls to avoid and communication essentials that led to a successful transition.

Katie Kassulke, Director of Benefits, Employee Relations and Payroll, The Medical College of Wisconsin

Track: compensation and benefits

Framework: core competencies

HRCI Credit: general

Handout Available Favorite
Using Big Data: Proactive Ways to Promote Financial Fitness for Retirement Crockett A-B Using Big Data: Proactive Ways to Promote Financial Fitness for Retirement Crockett A-B

Do your employees know how much income they will need at retirement and how to plan for it? Are your communication tools focused on broad or narrow populations? Is your institution prepared to maximize contributions to help employees save as much as possible? Find out how to use data to measure your retirement plan, build more effective communication strategies and help your employees enhance their financial preparation. Discover why it’s important for the institution to commit to driving better retirement outcomes. Identify what data is needed to perform analytics, and learn how to identify affinity groups and focus the delivery of communications on these populations to drive better savings outcomes.

Nerissa Morris, Vice President for Human Resources, University of Miami; David Martin, Vice President Client Analytics and Research, Fidelity Investments

Track: hr metrics

Framework: institutional leadership

HRCI Credit: general

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Your Road M.A.P. (Modernizing and Advancing Performance) to Employee Success Bowie A-BHandout Your Road M.A.P. (Modernizing and Advancing Performance) to Employee Success Bowie A-BHandout

It’s easy to get lost in the ever changing world of performance management. This session will provide participants with a road M.A.P. (Modernizing and Advancing Performance) to improve employee performance. As technology and the workforce evolve, we must create performance management systems and tools that will work for various generational groups, different management styles, different levels of technical knowledge, and the wide range of fields that may exist within an organization. Learn how to facilitate year-round communication, streamline organizational goals, link career development to training, and increase employee accountability and engagement.

Ivonne Montalbano, Vice President for Employment Services and Operations, University of Houston-Downtown

Track: performance management

Framework: building organizational talent

HRCI Credit: general

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