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5 Key Tactics for Managing Learning and Development as a Business Hamilton/Indian RiverHandout 5 Key Tactics for Managing Learning and Development as a Business Hamilton/Indian RiverHandout

Unlike other areas of HR, it is not always obvious why learning and development is a crucial and strategic organizational need, especially in these days of external development opportunities. Learn the five key tactics that the University of Michigan uses to create an organization that is experiencing continuous growth and increasing influence even as budgets are being cut. You'll leave this session with the information you need to create a financially viable plan for learning and development at your institution.

Philip Smith, Senior HR Director, and Kristen Storey, Director of Human Resources Development, both of University of Michigan

Track: operations & strategy | employee engagement & leadership development

Framework: building organizational talent

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Active Shooter on Campus: What Happened, What We Learned and Where We Go From Here NassauHandout Active Shooter on Campus: What Happened, What We Learned and Where We Go From Here NassauHandout

As HR practitioners, it is important that we are able to understand our roles in the event of an active shooter or major safety-related incident. Hear about an active shooter incident on Florida State University's campus and assess safety-related practices and policies during the incident. You'll learn how to develop threat assessment policies to fit the needs of your campus, as well as identify policies and procedures to support the community and campus during major safety incidents.

Renisha Gibbs, Assistant Vice President for Human Resources, and David Perry, Assistant Vice President for Safety and Chief of Police, both of Florida State University

Track: risk management | compliance & public policy

Framework: core competencies

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Creative Problem Solving Through Human-Centered Design Citrus/Collier/ColumbiaHandout Creative Problem Solving Through Human-Centered Design Citrus/Collier/ColumbiaHandout

Discover human-centered design and find out how it can help you solve problems creatively. During this session, you'll gain hands-on experience applying a human-centered design method to a situation; acquire resources to learn more about this approach; and brainstorm ways you can apply human-centered design to creatively solve problems on your campus.

Marie Wehrung, Director of Organizational and Professional Development, Rice University

Track: employee engagement & leadership development

Framework: building self & others

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Cultivating the Next Generation of Faculty Palm BeachHandout Cultivating the Next Generation of Faculty Palm BeachHandout

With higher education poised for a wave of faculty retirements, many institutions are faced with the critical task of hiring the next generation of faculty. Find out why the stakes are so high when it comes to hiring new faculty and learn what academic administrators, HR experts and faculty members can do to ensure faculty renewal efforts don't fall short of institutional goals. Learn how your peers have successfully hired large numbers of professors and navigated the challenges that are often triggered by an influx of new faculty. Hear first-hand insight and discover best practices for overseeing faculty renewal efforts in today's changing academic workplace.

Dorrie Fontaine, Sadie Heath Cabaniss Professor of Nursing and Dean, University of Virginia School of Nursing; Lori Gentles, Vice President for Human Resources, Diversity and Inclusion, California State University-Fullerton; Mary Opperman, Vice President for Human Resources and Safety Services, Cornell University; Audrey Williams June, Senior Reporter, The Chronicle of Higher Education

Track: talent management

Framework: building organizational talent

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Employee Engagement Surveys: Comparing the Approaches of Two Institutions Flagler/GilchristHandout Employee Engagement Surveys: Comparing the Approaches of Two Institutions Flagler/GilchristHandout

Understanding and improving employee engagement is a continuous need within HR. With day-to-day challenges and evolving priorities, it can seem daunting to administer an employee engagement survey. Learn how two universities approached employee engagement surveys and how each converted survey results into action. Discuss the similarities and differences as well as the pros and cons of the two approaches. Compare the results, and use the information at your own institution to more effectively and efficiently assess employee engagement (and act upon survey results!).

Shannon Linhares, Senior HR Consultant, and Jill Wood, Director of Talent Management, both of University of Missouri System; Jennifer Engler, Manager of Employee Engagement Institution, and Brandon Sullivan, Director of Leadership and Talent Development Institution, both of University of Minnesota

Track: organizational development & planning

Framework: building organizational talent

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Hirezon Onboarding: Make Your Great First Impression DadeHandout Hirezon Onboarding: Make Your Great First Impression DadeHandout

An institution's opportunity to make a great first impression with a new employee begins at the time of onboarding. Hirezon's onboarding system is a comprehensive, flexible, user friendly tool designed for higher education to help new employees become productive quickly, ensure efficient completion of required paperwork, build awareness of Institutional culture while learning working guidelines, policie396+ and expectations with minimal HR oversight. Learn how easy it is to transition from a time consuming paper based onboarding process to Hirezon's paperless system (Go Green initiative!). HR has wide flexibility in assigning user privileges to other personnel of your Institution, and this session will cover processing new employee welcome packets with all-time related onboarding tasks.

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

Track: corporate showcase

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HR and General Counsel: Working Together on Complex Legal Issues Handout HR and General Counsel: Working Together on Complex Legal Issues Bonnet Creek Ballroom XIIHandout

HR and legal counsel must work closely together on myriad issues, balancing numerous legal requirements against associated risks. Campus counsel and human resources officers will discuss how they have worked collaboratively and creatively to find the proper balance on issues ranging from outbreaks of communicable diseases and requests for accommodations, to background checks and regulatory compliance issues. They will also address practical concerns, including how to handle situations where access to counsel may be limited and common communication challenges for HR and the office of general counsel.

Amy Bosley, Vice President for Human Resources, Valencia College; Youndy Cook, Deputy General Counsel, University of Central Florida; Hannah Ross, University Counsel, and Lianne Sullivan-Crowley, Vice President for Human Resources, both of Princeton University

Track: risk management | compliance & public policy

Framework: institutional leadership

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IT Infiltration: The Changing Landscape of Higher Ed HR OrangeHandout IT Infiltration: The Changing Landscape of Higher Ed HR OrangeHandout

As institutions race to meet the needs of students, staff and faculty, we must be keenly aware of technology in the workplace and technology that affects the workplace. This panel discussion will give you an understanding of the current landscape, including the implications, usage and current concerns related to IT issues in HR and the workplace. Participants will have an opportunity to discuss campus issues related to HR management and IT systems, social media, the litigation related to these topics and more. You'll walk away with tips and suggestions as to how you can harness this technology for the particular needs of your campus.

Deborah Benton, Employee Relations Manager, Tulsa Community College; Larry Robertson, Director of Compensation and Human Resources Systems, Oklahoma City Community College; Jamie Tanner, Human Resources Director, South Georgia State College; David Zajchowski, Assistant Director of Human Resources and Talent Programs, Rollins College

Track: hr transformation | hr data & systems

Framework: institutional leadership

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Not Just Fun and Games: How Gaming, Crowdsourcing and Other Trends Are Reinventing Employee Engagement JacksonHandout Not Just Fun and Games: How Gaming, Crowdsourcing and Other Trends Are Reinventing Employee Engagement JacksonHandout

For HR leaders who want to stay ahead of trends to better engage current and future generations of employees, this session will highlight three higher ed innovators who are reinventing employee engagement programs. Hear about three innovative concepts — crowdsourcing, gamification and big data — and examine the framework and outputs of each approach. You'll also get guidance on how to deliver scalable, repeatable solutions that can be customized by the plan sponsor to impact significant improvement for employees.

Daniel Denecke, Associate Vice President for Programs and Best Practices, Council of Graduate Schools; Jamie Payne, Assistant Vice President and Chief Human Resources Officer, Oklahoma State University; Hugh Penney, Senior Director of Compensation and Benefits, Yale University; Katherine Sauer, Financial Education Program Director, University of Colorado; Jack Florea, Vice President for Institutional Marketing, and Connie Weaver, Executive Vice President and Chief Marketing Officer, both of TIAA-CREF

Track: hr data & systems | employee engagement & leadership development

Framework: building organizational talent

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Positive Deviance: A New Framework for Change Management UnionHandout Positive Deviance: A New Framework for Change Management UnionHandout

In every institution or community, there are members that not only survive but thrive. Positive deviance is a change management methodology that changes behavior not by thinking, but by doing. Much can be learned from these positive deviants to effect change throughout the institution. This interactive and practical session will give you the steps required in this change management approach. Gain an understanding of the methodology and learn to apply the model to a current situation. You, too, could become the positive deviant within your institution.

Ken Pinnock, Associate Director of Human Resources, University of Denver

Track: organizational development & planning

Framework: building self & others

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Reaching Your Employees in a Climate of Change Bonnet Creek Ballroom XHandout Reaching Your Employees in a Climate of Change Bonnet Creek Ballroom XHandout

Talking with employees when and how they want to hear you is an increasingly critical art within the changing HR landscape. During this session, you'll examine the role of employee communication in successful change initiatives by reviewing a benefits annual enrollment case study. You will learn the key elements of a successful communication campaign to accomplish significant organizational change. Gain practical tips on how to identify audience segments and develop relevant behavioral messaging delivered through targeted communication media.

Kelli Holland, Manager of Communications and Education, University of Missouri System; Katherine Anttila, Senior Communications Consultant, Sibson Consulting

Track: employee engagement & leadership development | benefits & compensation

Framework: building self & others

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Washington Update With Josh Ulman Bonnet Creek Ballroom XIHandout Washington Update With Josh Ulman Bonnet Creek Ballroom XIHandout

Discuss the top tier regulatory and legislative initiatives impacting your workplace, and hear the latest from Washington, D.C. You'll also learn what it all means for human resources on your campus. (Also presented in Concurrent Session 2)

Josh Ulman, Chief Government Relations Officer, CUPA-HR

Track: risk management | compliance & public policy

Framework: core competencies

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What Kind of Revolution Shall We Start Today? Lessons From Political Scientists Who Do HR TaylorHandout What Kind of Revolution Shall We Start Today? Lessons From Political Scientists Who Do HR TaylorHandout

What can the Arab Spring and Tiananmen Square protests and the American Revolution teach us about effective HR strategy? Learn to apply the techniques that are used to launch revolutions — creating discontent, assembling guiding coalitions, using effective messaging and persuasive arguments — to mobilize people to action and shape compelling visions of a better future. Through a provocative discussion, you can consider how lessons from political revolutions can help you think differently about your most pressing HR issues.

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

Track: hr transformation

Framework: institutional leadership

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Building Partnerships — The Key to Unleashing HR's Value Across the Institution Bonnet Creek Ballroom XIHandout Building Partnerships — The Key to Unleashing HR's Value Across the Institution Bonnet Creek Ballroom XIHandout

HR is a service organization that exists to make others more effective. But how are healthy partnerships with campus customers forged and formed? Examine eight key partnerships the division of human resources at the University of South Carolina has built with its customers across campus and the strategies that have helped these partnerships thrive. During this session, you'll envision and learn to facilitate a move from a transactional- and compliance-focused approach to one with a more strategic focus.

Chris Byrd, Vice President for Human Resources, University of South Carolina

Track: hr transformation | operations & strategy

Framework: institutional leadership

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Change Management — Strategic or Desperate Reaction? Hamilton/Indian RiverHandout Change Management — Strategic or Desperate Reaction? Hamilton/Indian RiverHandout

This presentation will examine change management and strategic planning to meet current issues institutions are facing. Participants will work in groups to review and learn the use of a SWOT tool to be used in creating a multi-year strategic plan for Human Resources on their campus.

Larry Robertson, Director of Compensation and HR Systems, Oklahoma City Community College

Track: organizational development & planning

Framework: core competencies

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Diversity Dialogue Tools Flagler/GilchristHandout Diversity Dialogue Tools Flagler/GilchristHandout

HR practitioners are often called to facilitate dialogue on a wide range of topics. Getting people to talk and explore alternative perspectives (in an environment where multiple views and opinions abound) can be challenging. This session will give you an opportunity explore the dialogue process as an essential component of facilitation. You'll learn about dialogue inhibitors and facilitators and practice some dialogue techniques.

Mary Anne Berzins, Assistant Vice President for Human Resources, University of Utah

Track: employee engagement & leadership development

Framework: building self & others

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Employee Redeployment Project UnionHandout Employee Redeployment Project UnionHandout

Examine an innovative and employee-centric model designed to protect your most important asset — your employees — during internal renovations, closures or planned service disruptions. Find out how to address the challenges of aligning strategy that works for the institution, for HR and for the employees. Learn how to generate alternative ways of keeping the exceptional employee experience at the forefront in the decision making process.

Mark Kocovski, Director of Human Resources Consulting; David Konkey, Director of Operations for Morris Inn; Joe Kurth, Managing Director of Morris Inn; Lisa Yates, Human Resources Consultant, all of University of Notre Dame

Track: employee relations

Framework: core competencies

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Leading Change: Studies of Effective Collaboration With the Business Office Palm BeachHandout Leading Change: Studies of Effective Collaboration With the Business Office Palm BeachHandout

Join members of the CUPA-HR—NACUBO Task Force who will share stories of successful institutional projects that were built on the strength of the relationship between the business office and the campus human resources department. Panelists will offer perspectives on implementation of key programs or campus projects that highlight for business officers, the many benefits of collaborating with human resources for optimal results.

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; Gavin Leach, Vice President for Finance and Administration, Northern Michigan University; Laurita Thomas, Associate Vice President for Human Resources, University of Michigan

Track: hr transformation

Framework: institutional leadership

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Performance-Based Culture Change Citrus/Collier/ColumbiaHandout Performance-Based Culture Change Citrus/Collier/ColumbiaHandout

Examine a critical area faced by all institutions in fostering solid leadership and enhancing employee engagement. Learn about programs and strategies that have been implemented at Florida International University and how you can help impact the bottom line.

Trudy Fernandez, Director of Human Resources Relations, and Gail Hansen, Director of Talent Management and Development, both of Florida International University

Track: diversity, equity & inclusion

Framework: building organizational talent

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Shaping Your People Strategy: Using Big Data to Understand Your Workforce Bonnet Creek Ballroom XHandout Shaping Your People Strategy: Using Big Data to Understand Your Workforce Bonnet Creek Ballroom XHandout

As HR professionals we need to better understand what our people data is telling us, including the who, what, when, where, how and why of faculty and staff. Understanding the answers to these simple questions creates the foundation for being able to analyze the information and tie it directly to the overall performance of the company or business. During this session, you'll examine how big data can help drive decision making within human resources and how those decisions can impact the overall success of the university.

Allen Johanning, Manager of People Data and Human Resources Analytics, and Erik Smetana, Director of Total Rewards Operations, both of University of Missouri System

Track: hr data & systems

Framework: core competencies

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Show Them the Money: An Approach to Faculty Salary Adjustments OrangeHandout Show Them the Money: An Approach to Faculty Salary Adjustments OrangeHandout

After years of providing less than competitive salaries for faculty, the University of Montevallo, a small public liberal arts university in Alabama, set out on an endeavor to drastically improve faculty salaries. From securing buy-in from the board of trustees and making the funding a priority to implementation of the plan, learn how the university succeeded in significantly increasing faculty salaries on campus. Attendees will have the opportunity to see how the finance, academic affairs and human resources departments collaborated, and how the project involved faculty at every stage for transparency and clarity. Hear how the university gained faculty input, set priorities and implemented the results.

Barbara Forrest, Director of Human Resources and Risk Management; Suzanne Ozment, Provost and Vice President for Academic Affairs; DeAnna Smith, Vice President for Business Affairs and Treasurer, all of University of Montevallo

Track: benefits & compensation

Framework: core competencies

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Stop Worrying About Culture and Start Winning with Culture DadeHandout Stop Worrying About Culture and Start Winning with Culture DadeHandout

Culture is often referred to as the spoken and unspoken ways things get done. Many view a strong culture as a "nice to have" and as separate from performance. In reality, this could not be further from the truth. A culture built on clearly defined and universally embraced values is vital to success. Organizations with inclusive cultures are three times more likely to be high performing. Those with cultures that highly value employees and customers see four times greater increases in revenue. Explore the culture-performance connection and key factors for success. Learn how leading indicators of workforce vitality can provide critical insights on the process and behavioral changes needed for success. Hear what TIAA-CREF is doing to build a strong values-based culture fueled by diversity and inclusion and to measure and analyze workforce vitality. Learn about the culture shift that is occurring at the University of Colorado using technology and communication as an underpinning to multiple changes.

Lisa Landis, Associate Vice President and Chief Human Resources Officer, Employee Services, University of Colorado; Jana Brown, Vice President, HR Strategy, Planning and Analytics, TIAA-CREF

Track: corporate showcase

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Talent Management Roundtable: Good in Theory, Tough to Implement JacksonHandout Talent Management Roundtable: Good in Theory, Tough to Implement JacksonHandout

Talent management is a methodology that integrates human resource practices with an organization's strategy in order to drive outcomes. This session will examine the elements of talent management and the current research on how they are being implemented in higher education. You will also learn about an Association of Research Libraries study that assessed the utilization of talent management practices in academic libraries. Finally, you will explore innovative talent management practices in a roundtable format with your peers.

Elida Lee, Director for Organizational Effectiveness, and Meredith Taylor, Director of Administrative Operations, both of University of Texas at Austin

Track: talent management

Framework: core competencies

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Washington Update With Josh Ulman Bonnet Creek Ballroom XIIHandout Washington Update With Josh Ulman Bonnet Creek Ballroom XIIHandout

Discuss the top tier regulatory and legislative initiatives impacting your workplace, and hear the latest from Washington, D.C. You'll also learn what it all means for human resources on your campus. (Also presented in Concurrent Session 1))

Josh Ulman, Chief Government Relations Officer, CUPA-HR

Track: risk management | compliance & public policy

Framework: core competencies

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What to Expect When the OCR Investigates NassauHandout What to Expect When the OCR Investigates NassauHandout

With the increased involvement of HR in Title IX issues, it is critical for HR professionals to understand how government investigations are managed and what is expected so that we can proactively ensure we are gathering the right data and managing cases within those expectations. Learn what to expect when you receive notice of an Office of Civil Rights Title IX investigation. This session will provide details on what the OCR will ask for so that you can ensure that processes are in place for timely and effective management of cases as well as easier data gathering.

Karen Briggs, Assistant Vice President and Chief Human Resources Officer, University of San Diego

Track: risk management | compliance & public policy

Framework: core competencies

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The Why, When, Who and How of Getting Expert Assistance TaylorHandout The Why, When, Who and How of Getting Expert Assistance TaylorHandout

Learn how to use expert resources within your institution to build consensus for an assignment. During this session, you'll gain an understanding of which qualifications, credentials and experience are most important in an adviser and be able to assess the reasonableness of expert advice. You will leave with proven techniques in planning, leading and executing an outside expert selection project in a university setting.

Dan Mackey, Retirement Manager, Michigan State University; Joey Payne, Executive Director, Know Your Rx Coalition; Tom Peller, Vice President, Fidelity Investments

Track: risk management | compliance & public policy

Framework: core competencies

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Career Webbing: Creating a Culture of Empowerment and Relationships OrangeHandout Career Webbing: Creating a Culture of Empowerment and Relationships OrangeHandout

Explore a new way to empower staff, add professional development opportunities and build "bench strength" while completing more projects and building relationships throughout your university. This session will demonstrate how you can create career opportunities that produce maximum results for institutions with minimal cost increases. Learn how to strategize ways to apply the team lead model, and identify areas of opportunity for employee engagement.

Jennifer Lasater, Vice President of Employer and Career Services, and Patricia Laury, Director of Human Resources, both of Kaplan University

Track: talent management

Framework: building organizational talent

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Higher Education Hiring: Why Soft Skills Matter DadeHandout Higher Education Hiring: Why Soft Skills Matter DadeHandout

People are the foundation of institutions. Their "soft skills" — such as the ability to communicate effectively, solve problems, and adapt to new situations — can greatly impact our success or failure. A recent study reveals that 89% of new hires fail because they lack the soft skills needed to thrive. Identify a set of soft skills needed for each position on campus, interact with an automated online reference solution that's providing institutions like Clemson with compelling behavioral insights about the candidates they're considering and leave understanding how to make more informed hiring decisions.

Josh Brown, Talent Acquisition Manager, Clemson University; Michelle Reed, Chief Marketing Officer, SkillSurvey

Track: corporate showcase

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Incivility — Adding Injury to Insult Flagler/GilchristHandout Incivility — Adding Injury to Insult Flagler/GilchristHandout

Why is common courtesy not so common? During this session, you'll delve into the warning signs of an incivility problem, including childish adults and communication insults varying from e-mail bombers to non-responders. Participants will leave the session with an understanding of the culture of incivility, including the hazards of allowing such behavior exist in the higher ed community.

Jack Giarusso, Interim Human Resources Director, Worcester State University; Lisa Conza, Area Senior Vice President, AJ Gallagher

Track: diversity, equity & inclusion

Framework: core competencies

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Inspiring Excellence in Everything We Do Bonnet Creek Ballroom XIHandout Inspiring Excellence in Everything We Do Bonnet Creek Ballroom XIHandout

As a culture carrier, HR often serves as a leader in creating a friendly, supportive environment where students, faculty and employees feel valued and inspired to perform at their best. Examine a campus-wide service excellence initiative at Montana State University that was initiated to enhance the culture of the environment and delivery of services. Explore the initiative's purpose and components, including best practices and pockets of resistance. Learn how you can design a similar process and what to consider before you embark on such a journey.

Elizabeth Webb, Professional Development and Training Manager, Montana State University; Teri Yanovitch, Service Excellence Consultant, Yanovitch and Associates, LLP

Track: organizational development & planning

Framework: building organizational talent

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Leading the Way: Developing the Leadership Team to Drive Your Strategy JacksonHandout Leading the Way: Developing the Leadership Team to Drive Your Strategy JacksonHandout

During this session, you'll learn how one university aligned its leadership development efforts with its new vision and strategy while simultaneously developing campus leaders' competencies in order to execute it.

Krista Skidmore, Principal and Cofounder, FlashPoint

Track: employee engagement & leadership development

Framework: building organizational talent

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Leveraging Technology to Create a Smarter, Faster and More Strategic Workforce Ctirus/Collier/ColumbiaHandout Leveraging Technology to Create a Smarter, Faster and More Strategic Workforce Ctirus/Collier/ColumbiaHandout

Manual processes and separate systems that do not integrate can result in HR staff members spending extra time performing transactional, not tactical, tasks. In this session, you will consider the compliance issues and costs associated with inaccuracies that occur due to manual tracking of HR and payroll functions. Learn how automation can help your institution run smarter and cheaper, focusing less on administrative tasks and more on supporting an effective learning environment and educational opportunities. By the end of the session, you'll have an understanding of ways to eliminate costs and compliance issues associated with manual HR processes.

Dennis Miller, CEO, Cal Poly Pomona Foundation

Track: hr data & systems | hr transformation

Framework: institutional leadership

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Retire, Re-Tool or Rehire? Intentions of University Presidents and Provosts, 1986-2014 Bonnet Creek Ballroom XIIHandout Retire, Re-Tool or Rehire? Intentions of University Presidents and Provosts, 1986-2014 Bonnet Creek Ballroom XIIHandout

Is there is bottleneck of senior administrators preventing younger and more diverse candidates from rising to the top? In this session, participants will view survey data to uncover the career trajectories of collegiate presidents and provosts by gender and race. Survey results suggest that future senior administrators will have a shorter time than previous generations in office, which may affect their ability to make critical change. This change in senior leadership, along with post-institutional careers, will be discussed.

Jean McLaughlin, Associate Director, American Council on Education

Track: operations & strategy

Framework: building organizational talent

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Shared Services Approach and Lessons Learned Hamilton/Indian RiverHandout Shared Services Approach and Lessons Learned Hamilton/Indian RiverHandout

During the past year, the University of Denver has embarked on an initiative to migrate various human resource and financial transactions into a single campus-wide shared services unit. Learn about the five phases of the initiative, find out the advantages and risks of creating a shared services unit, and discover unique approaches, methodologies and strategies for ensuring a successful transformation.

Amy King, Vice Chancellor for Human Resources, University of Denver; Scott Nostaja, Senior Vice President, Sibson Consulting

Track: operations & strategy

Framework: institutional leadership

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So Much More Than a Web Portal: Stanford Scales Staff Career Development NassauHandout So Much More Than a Web Portal: Stanford Scales Staff Career Development NassauHandout

Learn about Stanford University's experience in scaling career development resources across the staff organization. Take a tour of the resources and explore the why, how and what of the design and development process. Hear about the demands of driving employee engagement and challenging the status quo. During this session, you'll discover the key takeaways that will help you avoid obstacles and dead ends in your own development efforts. Share and learn while interacting with your peers.

Jeanette Lindsay, Talent Portfolio Manager, Stanford University

Track: employee engagement & leadership development

Framework: building organizational talent

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Strengthening Minority-Serving Institutions: HR Best Practices and Innovations Palm BeachHandout Strengthening Minority-Serving Institutions: HR Best Practices and Innovations Palm BeachHandout

Given the nation's goals for greater access to higher education and changing student demographics, minority-serving institutions (MSIs) are situated to become more important. MSIs are in a unique position to build on the traditional foundational values of access and affordability, but must find effective ways do this in a way that changes the higher ed model. How is the HR department positioned to support these new higher ed models? What are the implications for the role of HR departments? This session will present the multiple perspectives on leadership change, community partnerships, strategies for increased employee morale and professional development and others. A networking reception will follow this session — conference participants from MSIs are invited to connect and share common challenges.

Lynn Bynum, Chief Human Resources Officer, Bellarmine University; Brian Dickens, Associate Vice President and Chief Human Resources Officer, Texas Southern University; Jaffus Hardrick, Vice President for Human Resources, Florida International University; Joyce Ingram, Assistant Vice President for Human Resources, Florida Agricultural and Mechanical University; Nancy Nelson, Associate Vice President for Employee Relations, El Paso Community College

Track: diversity, equity & inclusion

Framework: building organizational talent

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Title IX: The Role of Human Resources in Title IX Investigations Bonnet Creek Ballroom Handout Title IX: The Role of Human Resources in Title IX Investigations Bonnet Creek Ballroom Handout

Gain insight on best practices to identify and train your responsible employees and Title IX deputy coordinators on Title IX compliance. Learn why every HR leader should be a Title IX deputy and part of the Title IX investigation process. Hear about one university's experience with collaboration between human resources and other campus units to investigate, educate and provide recommendations to improve the university's culture. As an HR leader, this session will give you greater knowledge of how to be involved on campus as a Title IX deputy and how to best identify and train responsible employees on their Title IX obligations.

Maura Copeland, Chief Legal Counsel, and Ale Kennedy, Interim Associate Vice President for Human Resources, both of Georgia Southern University

Track: risk management | compliance & public policy

Framework: core competencies

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Be Brave! Preparing Your Team for Their New Role as Strategic Business Partners Citrus/Collier/ColumbiaHandout Be Brave! Preparing Your Team for Their New Role as Strategic Business Partners Citrus/Collier/ColumbiaHandout

strategic business partners. In universities across the country, HR is earning a seat at the cabinet- or senior advisory-level table. Unfortunately, not all HR teams are ready or willing to accept the responsibility, which poses a challenge for their leaders. Join us as we use Disney's 2012 film Brave to learn how to leverage our new roles and lead our teams through the transition from personnel paper pushers to strategic business partners.

Alisa Hamett, Director of Human Resources, Northeastern State Universityl; Karen Kusler, Owner, Facilitator, Trainer, Kusler Consulting

Track: hr transformation

Framework: building organizational talent

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Beyond a "Check the VAWA Box" Mentality: Making Real Cultural Change Orange Handout Beyond a "Check the VAWA Box" Mentality: Making Real Cultural Change Orange Handout

Join the discussion as experts in HR, the Violence Against Women Act and the Clery Act explore first-hand strategies to holistically address issues of sexual violence on campus. Learn how to unite primary prevention programs with ongoing awareness campaigns that create real cultural change. Gain insight into outside-the-box thinking that coordinates multiple compliance efforts (from VAWA to discrimination prevention and Title IX) in order to surround learners with consistent messaging.

Ricardo Coronado, PhD., Associate Vice Chancellor for Human Resources, Tarrant County College; Laura Egan, Director of Training and Technical Assistance, The Clery Center for Security on Campus; Lisa McBride, PhD., Chief Diversity Officer, Philadelphia College of Osteopathic Medicine; Sondra Solovay, former professor at New College School of Law and San Francisco Law School, Attorney and E-Learning Director, Campus Answers by Workplace Answers

Track: risk management | compliance & public policy

Framework: core competencies

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Building Our Community — A New Approach to Dual Career Services TaylorHandout Building Our Community — A New Approach to Dual Career Services TaylorHandout

Two-thirds of families rely on dual incomes, making it harder to attract and retain top talent, especially in smaller, non-urban communities. To tackle this challenge, the University of Florida has partnered with the Gainesville Chamber of Commerce to create a Dual Career Network and Relocation Support Program. Learn how the program was developed, how it achieved support and enthusiasm from local employers, and how it's changing the talent pool and the community.

Melissa Curry, Director of Human Resources, University of Florida

Track: talent management

Framework: building organizational talent

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Data-Driven Plan Decision-Making: Optimizing Data to Facilitate Better Outcomes for Your Institution Bonnet Creek Ballroom XII Handout Data-Driven Plan Decision-Making: Optimizing Data to Facilitate Better Outcomes for Your Institution Bonnet Creek Ballroom XII Handout

Americans are focused more than ever on maintaining a stream of income in retirement as their primary retirement planning objective. Income as the outcome requires balancing the behavioral benefits of high employer contribution with a mix of matching employer contribution aligned with an appropriate set of investment choices. Review and discuss how to maximize a consultative set of observations drawn from a diagnostic plan outcome assessment tool that evaluates to what degree participants are on track to retire with sufficient income using a plan's overall income replacement ratio. This examination will provide a framework to analyze and evaluate goals, design and investment choices, as well as employee demographics and behaviors. Explore real-time examples that illustrate how refinement of key drivers of retirement readiness can aid in improving participants' ability to meet income replacement objectives at retirement.

Mary Zielinski, Associate Director of Benefits Administration Compliance, Cornell University; Edward Moslander, Senior Managing Director of Institutional Client Services; John Buckley, Director of Product Management; Raymond Schmierer, Field Consulting Group Director, all of TIAA-CREF

Track: benefits & compensation

Framework: core competencies

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Getting the Band to the Show When the Bus Breaks Down: A Team Problem-Solving Strategy for Managers Bonnet Creek Ballroom XI Handout Getting the Band to the Show When the Bus Breaks Down: A Team Problem-Solving Strategy for Managers Bonnet Creek Ballroom XI Handout

When setbacks and failures occur, the truly great bands re-group, figure out what went wrong, and re-invent themselves. However, one group member alone can't pull it off — success requires a team effort. The same holds true for work teams experiencing a setback. Caltech introduced a six-step problem solving model that managers can use to engage their teams, leverage group knowledge and find sustainable solutions. See the model in action and take home templates to use at your own institution. At this session, you'll get the tools to catalyze your group to make changes, be creative and find real solutions to problems.

April Castaneda, Executive Director of Human Resources, and Susan Conner, Director of Employee and Organizational Development, both of California Institute of Technology (Caltech)

Track: employee engagement & leadership development

Framework: building organizational talent

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Hoo's Next? Succession Development at the University of Virginia Hamilton/Indian RiverHandout Hoo's Next? Succession Development at the University of Virginia Hamilton/Indian RiverHandout

How many of your employees are eligible to retire in the next three to five years? For most higher ed institutions, the numbers may be alarming. In this session, you'll explore the concept of succession development and share best practices from experience. Learn how one institution is taking a proactive approach to this issue with a real-life case study, including lessons learned and "succession-in-a-box" resources.

Carolyn Cullen, Learning and Development Specialist, and Bryan Garey, Assistant Vice President for Human Resources, both of University of Virginia

Track: organizational development & planning | operations & strategy

Framework: building organizational talent

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Implementing a Modern Applicant Tracking System With a Lean Approach DadeHandout Implementing a Modern Applicant Tracking System With a Lean Approach DadeHandout

This session covers the best practices applied by Kansas State University in implementing the PageUp Talent Management solution. Understand more about lean methodologies used to drive rapid iterations of stakeholder feedback to ensure a project outcome that meets the business needs and delivers a modern solution that wows candidates and hiring managers.

Roberta Maldonado Franzen, Director of Talent Acquisition, Kansas State University and Robert Hill, SVP North America, PageUp

Track: corporate showcase

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Learn How Leveraging Data Helped Put Our Institution on the Map! Palm Beach Handout Learn How Leveraging Data Helped Put Our Institution on the Map! Palm Beach Handout

Learn how one institution used employee engagement surveys to put itself on the map. Join us to participate in a lively discussion on the importance of collecting data, how to collect data strategically and affordably, and how to use the data in meaningful ways. During this session, you will discover executable ideas for making decisions and gain a better understanding of how to approach the challenge of using data to make strategic decisions in the workplace.

Leslie Bicksler, Associate Vice President of Human Resources, and Tiffany Burns, Human Resources Manager, both of West Virginia School of Osteopathic Medicine

Track: hr data & systems | operations & strategy

Framework: institutional leadership

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Leveraging Organizational Opportunities for the Development and Implementation of an HR Service Center JacksonHandout Leveraging Organizational Opportunities for the Development and Implementation of an HR Service Center JacksonHandout

An HR service center can provide an enterprise-wide solution for common services, such as insurance questions and enrollment procedures. Learn how to implement a center of excellence in your organization to better leverage existing efficiencies, organizational knowledge and common metrics. Drive day-to-day decisions as well as long-term planning with ticketing software that tracks every service interaction. Consider your current state of HR support, and envision the benefits of bringing your subject matter experts into one place to provide optimal support and collaboration.

Erik Smetana, Director for Total Rewards Operations, and Holly Weaver, HR Service Center Lead, both of University of Missouri System Administration

Track: operations & strategy | hr data & systems

Framework: institutional leadership

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Leveraging the Intrinsic Uniqueness of Higher Ed Into a World-Class Workplace Nassau Handout Leveraging the Intrinsic Uniqueness of Higher Ed Into a World-Class Workplace Nassau Handout

Employee engagement is positively related to retention, productivity and job satisfaction. Learn about an employee engagement program that leverages the unique aspects of higher education to provide robust opportunities at a fraction of the usual cost. Panelists will address gaining leadership support, the business case for creating campus partnerships that help sustain the initiative, and communications and engagement strategies that leverage HR's internal communication expertise. Learn strategies for securing support from campus leaders and partners as well as internal communication tactics for reaching your employees.

Mindy Kornberg, Vice President for Human Resources; Kimberly Mishra, Executive Director for The Whole U; Lauren Updyke, Assistant Director for The Whole U, all of University of Washington

Track: diversity, equity & inclusion | employee engagement & leadership development

Framework: building organizational talent

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Proven Methods of a Best-in-Class Worksite Wellness Plan Bonnet Creek Ballroom X Handout Proven Methods of a Best-in-Class Worksite Wellness Plan Bonnet Creek Ballroom X Handout

Wayne State University's HR department created a best-in-class worksite wellness plan, Wellness Warriors, that delivers services, programs and tools to its employees. The unique, multifaceted approach of including free services and programs — unlimited wellness coaching, free monthly events and well-developed and compliant incentive programs — has established the university as a leader in the implementation of wellness plans. This session will give insight to the essential tools, resources and support that a comprehensive worksite wellness plan should include.You will also receive recommendations on best practices that have successfully worked to improve the quality of life of employees and morale in the workplace.

Brett Green, Senior Director of Total Compensation and Wellness, and Lea Madjoff, Human Resources Wellness Coordinator, both of Wayne State University

Track: benefits & compensation

Framework: core competencies

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Research Application and Impact — Redefining the Traditional Academic Role and Developing New Ones UnionHandout Research Application and Impact — Redefining the Traditional Academic Role and Developing New Ones UnionHandout

Researching requires a specific set of skills and knowledge, but translating research into products and services for business and industry (often in partnership with business and industry) requires a different set of personal and professional skills and behaviors. In this session, you will learn how these skills and behaviors are being defined, developed and integrated into traditional academic roles and emerging roles in academia within the United Kingdom. You will hear University of Strathclyde's journey as a leading international technological university and how HR has promoted knowledge exchange through a new career path and new learning and development opportunities, with consequential impact on overall organizational performance.

Kim Frost, Human Resources Director, University of London; Sandra Heidinger, Director of Human Resources, University of Strathclyde

Track: operations & strategy

Framework: institutional leadership

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Student Success — It's HR's Job Too! Flagler/GilchristHandout Student Success — It's HR's Job Too! Flagler/GilchristHandout

Can HR directly impact student success in our organizations? In the new world, HR professionals must leverage their knowledge and skills to directly support positive outcomes for students. Learn about an innovative initiative at Alamo Colleges where collaboration between HR and student life promoted the benefits of degree completion directly to students. See the innovation possible through collaboration, and understand the need to directly participate in supporting student success.

Christopher Bordovsky, Compensation Manager; Mary Guzman, Compensation Analyst; Gary Gwaltney, Compensation Analyst, all of Alamo Colleges

Track: hr transformation

Framework: institutional leadership

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Building a Successful, More Inclusive Search Citrus/Collier/Columbia Handout Building a Successful, More Inclusive Search Citrus/Collier/Columbia Handout

It is no longer enough just to rely on an ad placed in a professional publication to ensure a diverse pool of potential candidates. How do you add value to the search committee process and create a more diverse and inclusive candidate pool for faculty and staff positions on your campus? What are the different elements of the recruitment and hiring process and where can search committee leaders add value to enhance the diversity of the workforce? In this session, hear examples of effective ways to change the approach to recruitment using the tools and resources developed by CUPA-HR and Emeritus Group Consulting. During this session, you'll discuss the challenges associated with recruiting and hiring diverse faculty and staff and how members of search committees can be better prepared to create and implement inclusive search on campus. You'll leave this session with practical applications for building and fostering diverse communities on campus in partnership with HR.

Candace Baer, Vice President of Human Resources at Rhode Island School of Design; Elecia Smith, Director of Human Resources and Diversity, University of Arkansas-Main Campus

Track: diversity, equity & inclusion

Framework: building organizational talent

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The Case for Leadership Assessment in Higher Ed Hamilton/Indian RiverHandout The Case for Leadership Assessment in Higher Ed Hamilton/Indian RiverHandout

The practice of leadership assessment is commonplace across industries as a means of improving executive capabilities and evaluating the suitability of job candidates. It is gaining traction in academia as presidents, cabinet members, boards, deans and others are being gauged on performance against specific, results-driven criteria and are being asked to adapt their institutions to a shifting landscape. Find out how academia can leverage assessments to help leaders and leadership teams. Take home a sample assessment to gain an understanding of the various types of leader assessments and how each can provide differing and insightful information.

Linda Lulli, Associate Vice President for Human Resources, Bryant University; Lucy Leske, Managing Partner of Education Practice, and Richard Metheny, Practice Leader for Leadership Solutions, both of Witt/Kieffer

Track: employee engagement & leadership development

Framework: building organizational talent

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Defining Value in Human Capital Management for Higher Education Institutions DadeHandout Defining Value in Human Capital Management for Higher Education Institutions DadeHandout

The human resources landscape fluctuates to answer the unique challenges of today's workplace, particularly when it comes to defining the value of strategic HR functions. As institutions attempt to bolster the success and well-being of their employees, the intangible business value of human capital management is often overlooked. Factors that contribute to a strong human capital strategy — including workforce management, health and retirement — are usually evaluated separately, with no consideration as to how they collectively align with the business. HR professionals must work to understand the combined impact of these traditionally siloed factors by investing in the long-term value of human capital management. Learn what you need to consider to align your HR strategy with your business strategy and how to transform the way you think about your people spend.

Michael Rask, Higher Education Practice Leader, and Jenny Wich, Partner for Organization and Human Resources Effectiveness, both of Aon

Track: corporate showcase

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Faculty Life Cycles, Post-Tenure Review and Retirement NassauHandout Faculty Life Cycles, Post-Tenure Review and Retirement NassauHandout

Since mandatory faculty retirement at age 70 was lifted in 1993, higher education has been grappling to understand the role of faculty whose careers last 40 years or more. Universities and tenured faculty members alike struggle with the standard one-size-fits-all performance review matrix for tenured faculty. During this session, learn how to build a developmental post-tenure review and gain an understanding of how to assist faculty with the realities of retiring.

Amy King, Vice Chancellor for Human Resources, and Gregg Kvistad, Provost and Executive Vice Chancellor, both of University of Denver

Track: talent management | operations & strategy

Framework: core competencies

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Flexible Performance Management for a Decentralized University Bonnet Creek Ballroom XIHandout Flexible Performance Management for a Decentralized University Bonnet Creek Ballroom XIHandout

Performance management is a hot topic in HR, but many universities are decentralized and have several colleges or administrative units operating independently. In addition, supervisors in higher education are busy managing the operations of their departments, which leaves little time for performance management of employees. Instead of developing a one-size-fits-all performance management process and tool, which would inevitably be met with resistance from both faculty and staff, learn about a flexible approach with an emphasis on HR central support for local decision making at the college, department and administrative unit levels. In this presentation, you will learn about a change management approach for a decentralized university and observe how the University of Utah enhanced an online tool with a variety of flexible features that extend beyond a once-per-year review.

Andrea Brown-Christensen, Director of Employment Services, and Jeff Herring, Chief Human Resources Officer, both of University of Utah

Track: operations & strategy | employee engagement & leadership development

Framework: building organizational talent

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How to Manage Rockstars Bonnet Creek Ballroom XHandout How to Manage Rockstars Bonnet Creek Ballroom XHandout

Rockstar employees demonstrate an ability to learn quickly, are self-motivated and are high performers. Since high performers significantly impact the success of your organization, it is imperative that managers continue to cultivate and support strong performers. In this session, you'll learn about Caltech's simple, sustainable, high-potential leadership program and the tools managers are using to keep their high-potential employees engaged. You'll also hear about Caltech's approach for successfully managing and engaging high-performing, high-potential employees and discover techniques to engage, retain and develop your star performers.

April Castaneda, Executive Director of Human Resources, and Susan Conner, Director of Employee and Organizational Development, both of California Institute of Technology

Track: talent management

Framework: building organizational talent

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Increasing Engagement and Improving Satisfaction Among Adjunct Faculty JacksonHandout Increasing Engagement and Improving Satisfaction Among Adjunct Faculty JacksonHandout

Learn about the challenges related to working with adjuncts who are trying to unionize. If you're coming from a campus where adjuncts have unionized or recently voted to unionize, you'll get ideas about best practices or topics that might be negotiated into future adjunct union contracts. Learn best practices to better engage your adjuncts and discover low-cost benefits that you might be able to offer adjuncts to increase engagement and satisfaction.

Abigail Crouse, Associate General Counsel, and Michelle Thom, Associate Vice President for Human Resources, both of University of St. Thomas

Track: employee relations

Framework: core competencies

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PIVOT: A Multi-Tiered Approach to Leadership Development Flagler/GilchristHandout PIVOT: A Multi-Tiered Approach to Leadership Development Flagler/GilchristHandout

Learn from Valencia College's Employee Development Team about an innovative approach to leadership development and the design and impact of the PIVOT programs, which were created to build leadership skills and strengthen employee and supervisory competencies at all stages of development. If you're looking to reenergize leadership development at your institution, join us to learn how developing employee and supervisory skills (and aligning these competencies with organizational goals) creates deeper connections between employees, teams and the institution.

Amy Bosley, Vice President for Organizational Development and Human Resources; Jenny Charriez, Director of Employee Development; Erin Tuttle, Coordinator of Supervisor and Leadership Development, all of Valencia College

Track: employee engagement & leadership development

Framework: building organizational talent

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Setting Executive Compensation OrangeHandout Setting Executive Compensation OrangeHandout

Presidential and executive compensation has been getting more attention recently from college and university boards, external stakeholders and the press. It is a significant challenge to find levels and types of compensation that are reasonable, compliant with the law, fit the institution's philosophy and budget, and secure and motivate the best talent possible. However, there are best practices that foster results. Walk through an executive compensation evaluation to better understand and navigate these challenges so that you will be able to provide transformational guidance to institutional leaders.

Andy Brantley, President and Chief Executive Officer, CUPA-HR; Thomas Hyatt, Partner, Dentons U.S. LLP; Joseph Johnston, Senior Consultant, AGB Search

Track: benefits & compensation

Framework: institutional leadership

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Transforming HR: Adopting a Six Sigma Strategy Bonnet Creek XII Handout Transforming HR: Adopting a Six Sigma Strategy Bonnet Creek XII Handout

One of the major complaints levied against human resources is the amount of time it takes to process paperwork, conduct internal investigations or respond to inquiries. In the business world, these delays would be considered defects and strategies would be adopted to reduce these defects and provide a more efficient process. Over the last few decades, Six Sigma has emerged as the industry standard with Lean Management techniques to tackle these and other challenges facing HR. This session will address three major challenges: being viewed as a business partner, moving from reactionary to transformational, and responding to inquiries faster by reducing decision-making time.

Lyman Montgomery, Employee Relations Consultant, Indiana University

Track: risk management, compliance & public policy, operations & strategy

Framework: core competencies

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Upgrading to Web Timecard Self Service on a Budget at Emory University Palm Beach Handout Upgrading to Web Timecard Self Service on a Budget at Emory University Palm Beach Handout

Examine how a cost effective timecard upgrade increased FLSA compliance, fraud detection and manager timekeeping engagement at Emory University. Learn how to build a business case to upgrade timekeeping technology. Understand FLSA compliance and fraud risks introduced by legacy timekeeping systems, and leave this session able to build a business case and show ROI for a timekeeping upgrade.

Peter Buch, Associate Director of Human Resources Technical Services, Emory University

Track: hr data and systems, risk management, compliance and public policy

Framework: institutional leadership

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Best Practices for an Effective HR Center of Expertise Bonnet Creek Ballroom XI Handout Best Practices for an Effective HR Center of Expertise Bonnet Creek Ballroom XI Handout

Join the University of Miami's HR team as they share insights into how they established a successful Center of Expertise. During this interactive session, learn strategies to develop your own Center of Expertise for processing employee relations issues, performance management and inclusion programs. You will have the opportunity to work through various HR scenarios with your colleagues. Whether you operate in a shared services structure or a decentralized HR environment, this session will provide opportunities to examine business processes, knowledge training and monitoring required to support a Center of Expertise.

Amy Bowen, Manager, Workplace Equity and Performance (HR), and Beverly Pruitt, Assistant Vice President for Workplace Equity and Performance, both of University of Miami

Track: operations & strategy

Framework: core competencies

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Connecting Introverts and Extroverts in the Higher Ed Workplace JacksonHandout Connecting Introverts and Extroverts in the Higher Ed Workplace JacksonHandout

With over one-third of the population identifying themselves as introverts and many of them seeking careers in research, it's important for today's higher education leaders to understand introversion and how to effectively harness the talents of introverts. This session will explore the introvert identity, present current scientific research on how introverts' brains process information, and provide strategies for connecting introverts and extroverts in the workplace. This session is designed for both introverts and extroverts at all types of post-secondary institutions.

Meggan Levitt, Lead Information Technology Program Manager, and Paula Skinner, Technical Writer, both of Georgia Institute of Technology

Track: diversity, equity & inclusion

Framework: building self & others

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Ensuring Fair Pay in Higher Education — How to Conduct EEO Pay Analyses While Minimizing Risk Bonnet Creek Ballroom XIIHandout Ensuring Fair Pay in Higher Education — How to Conduct EEO Pay Analyses While Minimizing Risk Bonnet Creek Ballroom XIIHandout

During the past year, EEOC and OFCCP have greatly increased focus on pay discrimination in support of President Obama's stated goal of closing the pay gap. The agencies are using new, aggressive methods for investigating and uncovering pay differences and alleging systemic discrimination in pay. This session will teach you how to conduct an effective pay equity analysis, keep it privileged, and protect your college or university. Learn how to be prepared to implement strategies for buy-in from stakeholders, and understand the latest developments related specifically to colleges and universities.

Daniel Duff, Of Counsel, and Jennifer Seda, Shareholder, Jackson Lewis P.C.

Track: risk management | compliance & public policy

Framework: core competencies

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Handling the Eggshells of Difficult Interactions Bonnet Creek Ballroom X Handout Handling the Eggshells of Difficult Interactions Bonnet Creek Ballroom X Handout

Explore the what, why and how of difficult interactions and participate in the discussion everyone should hear. You'll leave this session with an understanding of the roadblocks of communication and your role in the interactions. You'll also take home techniques for success professionally and personally.

Brittany Shipp, Employment Specialist, Brigham Young University-Idaho

Track: employee relations

Framework: building self & others

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Make No Mistake! Today's Top 10 Gaffes in I-9 and E-Verify Hamilton/Indian RiverHandout Make No Mistake! Today's Top 10 Gaffes in I-9 and E-Verify Hamilton/Indian RiverHandout

Though Form I-9 may seem straightforward, it comes with a number of risks attached. To successfully manage the employment eligibility requirements of Form I-9 and E-Verify and remain compliant, institutions must understand that even seemingly small errors can leave the organization exposed to fines and penalties. Explore how HR professionals in higher education can achieve their compliance goals. Find out about the most common errors in I-9 and E-Verify completion and uncover the steps your institution can take to ensure the workplace remains compliant. You'll hear real case studies to understand the ways in which you can successfully onboard new employees, regardless of location, while adhering to requirements and mitigating risk.

Dan Schropp, Director of University Payroll Operations, University of Iowa; Helga Yunker, Office Manager of Human Resources and Payroll, George Mason University; Amy Peck, Shareholder, Jackson Lewis P.C.; Chad Whittenberg, Senior Director of Product Management, Equifax Workforce Solutions

Track: risk management | compliance & public policy

Framework: core competencies

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Temple University Successfully Pieces Together Today's ACA Data Puzzle Flagler/GilchristHandout Temple University Successfully Pieces Together Today's ACA Data Puzzle Flagler/GilchristHandout

Join Temple University to learn how the institution is addressing the most pressing ACA-related issues facing colleges and universities across the country. Attendees will gain insight into how Temple leverages the data required for ACA compliance to empower each department to make better workforce decisions. Learn best practices for ACA management around collecting and disseminating data, reporting to internal stakeholders and the IRS, and maintaining compliance in an ever-changing regulatory environment. Learn how to adjust your institution's ACA management systems and processes as the regulations continue to evolve.

Jennifer Silvestri, Assistant Vice President for Benefits, and Ken Thornton, Lead Human Resources System Administrator, both of Temple University; Mike Psenka, Senior Vice President for Workforce Analytics, Equifax Workforce Solutions

Track: hr data & systems | benefits & compensation

Framework: core competencies

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Using Technology and Social Networking to Assess and Source Candidates Citrus/Collier/Columbia Handout Using Technology and Social Networking to Assess and Source Candidates Citrus/Collier/Columbia Handout

Clemson University is harnessing the power of data and social networking to source, recruit and hire, and you can do the same! Attendees of this session will leave with the latest information about talent acquisition technologies and processes that can save your institution time and money. Learn how to improve the hiring process to ensure selection committees are interviewing the best candidates and that interviews throughout the institution are conducted in a consistent, compliant manner. You will receive step-by-step instructions on how to grow your passive candidate database using LinkedIn and learn ways to avoid legal issues along the way.

Joshua Brown, Talent Acquisition Manager, Clemson University; Jann Gillingham, Higher Education Industry Specialist, SkillSurvey

Track: talent management

Framework: building organizational talent

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Utilizing a Unique Tool to Analyze and Transform the Workforce OrangeHandout Utilizing a Unique Tool to Analyze and Transform the Workforce OrangeHandout

Interact with a unique workforce planning tool and process to identify the impact of all staff positions on a campus. The tool is designed to identify the strategic importance and impact of all roles to enable better Talent Management and workforce planning. The development of a comprehensive workforce plan can lead to more effective decisions for utilizing attrition, internal promotions and recruitment of key talent with a balanced approach. Before leaving the session, you will be able to identify key HR and departmental interactions to build a balanced view of the staff workforce. Identify how to include workforce planning as part of a comprehensive Talent Management strategy.

Cindy Reckdenwald, Director of Compensation and Workforce Planning, and Maura Fetsko, Compensation and Workforce Analyst, both of Ithaca College

Track: hr data & systems | hr transformation

Framework: institutional leadership

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