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Concurrent Sessions

Sponsored by TIAA-CREF

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Building Commitment With Differing Perspectives on Maternity/Paternity Leave Pompeian Ballroom IIIHandout Building Commitment With Differing Perspectives on Maternity/Paternity Leave Pompeian Ballroom IIIHandout
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This session will help you offer your institution a different perspective on maternity/paternity leave that encourages a successful transition back to work with increased commitment to the job and institution. This multi-media presentation will incorporate actual feedback from parents and managers who recently worked through this transition.

Karen Briggs, Chief Human Resources Officer, University of San Diego

Track: Compliance

Framework: Building Organizational Talent

Collaborating With CBOs: Future Challenges and Opportunities for Institutions Florentine Ballroom I Collaborating With CBOs: Future Challenges and Opportunities for Institutions Florentine Ballroom I

Chief HR officers and business officers working in tandem can avoid common mistakes in their interactions — errors that can lead to HR and financial risks. Explore ways to strengthen the CHRO’s relationship with the campus business department. Presenters will identify issues to tackle early, propose suggestions for collaboration, review key CBO and CHRO characteristics, all while candidly discussing in an atmosphere of mutual respect.

Andy Brantley, President and Chief Executive Officer, CUPA-HR; Lynn Bynum, Chief Human Resources Officer, Bellarmine University; Chris Byrd, Vice President of Human Resources, University of South Carolina; R. Gavin Leach, Vice President for Finance and Administration and Treasurer, Northern Michigan University; Michael E. Mayher, Senior Vice President for Administrative Services and Treasurer, Lakeland Community College; Betsy Rodriguez, Vice President for Human Resources, University of Missouri System; John Walda, President, NACUBO

Track: HR Strategy

Framework: Institutional Leadership

Healthcare Paradigm Shift: On the Eve of the Affordable Care Act Effective Date, What Have We Learned? Roman Ballroom IHandout Healthcare Paradigm Shift: On the Eve of the Affordable Care Act Effective Date, What Have We Learned? Roman Ballroom IHandout
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On the eve of the implementation of the Affordable Care Act, the pace of change in healthcare continues to accelerate, providing new and complex challenges to higher ed institutions. Get an in-depth look at key trends shaping healthcare — from demographic shifts and legal changes to soaring costs. An interactive panel will include you and other session participants in a vibrant discussion about how the evolving healthcare environment is impacting campuses, and what colleges and universities can do to develop innovative solutions that work.

BrandE Faupell, Executive Director of Human Resources, Utah State University; Barbara Johnson, Associate Vice President for Human Resource Services, The University of Vermont; Paul Fronstin, Director of Health Research and Education Program, Employee Benefit Research Institute (EBRI); Richard Ward, Director of Retirement and Individual Client Services, TIAA-CREF

Track: Benefits

Framework: Core Competencies

Improving Performance With Metrics, Incentive Pay and Leadership Alignment Roman Ballroom IIHandout Improving Performance With Metrics, Incentive Pay and Leadership Alignment Roman Ballroom IIHandout
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Learn how Georgia Regents University embraced a new approach to fostering organizational effectiveness by creating a metrics-driven incentive pay plan for leadership positions. This case study will cover the development process that was used to evaluate compensation for market competitiveness, engage stakeholders in a dialogue around compensation practices and gain buy-in through an iterative process for identifying common goals and metrics to drive organizational performance. Presenters will share the metrics that were used and explain how performance changed. Even if your organization is not considering incentive pay, you’ll benefit from gaining an understanding of the process Georgia Regents University used in choosing, tracking and improving metrics of organizational performance.

Susan Norton, Vice President for Human Resources, Georgia Regents University; Jim Kochanski, Senior Vice President, Sibson Consulting

Tracks: HR Metrics; HR Strategy

Framework: Core Competencies

Mirror, Mirror: Issues in Engagement/Disengagement When It’s You Florentine Ballroom IIIHandout Mirror, Mirror: Issues in Engagement/Disengagement When It’s You Florentine Ballroom IIIHandout
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Discuss the dilemma created when HR, as custodian for engagement, is the disengaged party. Participate in lively interaction with panel members about the causes of our own disengagement and why we should address it. By the end of this session, you’ll understand how and why HR professionals can become disengaged, identify your personal motivations related to engagement/disengagement, and walk away with solutions for re-engaging with the organization or evaluating alternatives.

Mary Maher, Assistant Vice President for Human Resources, University of Baltimore; Ken Pinnock, Associate Director of Human Resources, University of Denver; Erik Seastedt, Director of Human Resources, State University of New York at Cobleskill; Allison Vaillancourt, Vice President for Human Resources and Institutional Effectiveness, The University of Arizona

Track: General HR

Framework: Building Self and Others

A New Approach to Faculty Renewal: Building “The Road Ahead” to Academic Retirement Pompeian Ballroom IVHandout A New Approach to Faculty Renewal: Building “The Road Ahead” to Academic Retirement Pompeian Ballroom IVHandout
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For HR to be successful supporting faculty as they transition from their teaching and research, we must deliver holistic programs that allay the fears and concerns of those academics postponing retirement. The University of Arizona’s “The Road Ahead” program focused on addressing the personal, emotional and financial concerns of faculty who were at or considering retirement — with very strong results and high levels of faculty satisfaction. Learn how to create your institution’s road to academic retirement by applying concepts and lessons learned at the University of Arizona. By the end of this session, you’ll understand the most common obstacles faced by faculty who are considering retirement; learn how to build buy-in from academic leadership and administration for program development; and be able to design a comprehensive program for your institution.

Joan Feldman, Human Resources Benefits Director, The University of Arizona; John Campbell, Vice President for Plan Sponsor Marketing, Fidelity Investments; Ed Moslander, Senior Managing Director of Institutional Relationship Management, TIAA-CREF

Track: Benefits

Framework: Building Organizational Talent

Performance Calibration: Get Your Managers on the Same Page to Reward the Right Employees Florentine Ballroom IVHandout Performance Calibration: Get Your Managers on the Same Page to Reward the Right Employees Florentine Ballroom IVHandout
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Learn how Washington and Lee University moved from a culture of inflated employee performance evaluations to a framework where high performers can now be identified, recognized and appropriately rewarded. Discover some of the most compelling and actionable techniques, as well as real-life examples of how to conduct a calibration session at all levels within a college or university. Use calibrated performance scores to develop salary increase guidelines that accurately reward employees for their contributions.

Jodi Williams, Manager of Compensation Programs, and Sherry Wright, Assistant Director for Workforce Development, both of Washington and Lee University

Tracks: Talent Management; HR Metrics

Framework: Building Organizational Talent

The State of Minority Serving Institutions: Success, Innovation and Challenge Pompeian Ballroom I The State of Minority Serving Institutions: Success, Innovation and Challenge Pompeian Ballroom I

In addition getting a broad national overview, you’ll hear about the strengths and challenges of Minority Serving Institutions (MSIs). You’ll also become familiar with the areas of innovation at MSIs and the areas for investment that you can shape and develop.

Dr. Marybeth Gasman, Professor of Higher Education in the Graduate School of Education, University of Pennsylvania

Track: Diversity, Equity and Inclusion

Framework: Institutional Leadership

Supporting Staff-Faculty Partnerships: From Theory to Practice Roman Ballroom IVHandout Supporting Staff-Faculty Partnerships: From Theory to Practice Roman Ballroom IVHandout
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Explore what you, as an HR professional, can do to improve staff-faculty understanding, collaboration, respect and productivity on your campus. Examine differences in faculty and staff mindsets, priorities, work styles and reward systems. Consider HR’s role, opportunities and challenges in supporting collaborative, productive staff-faculty partnerships.

Susan Christy, Ph.D., Author and Higher Education Consultant, Working Effectively With Faculty; Deborah Orlowski, Ph.D., Senior Learning Specialist, University of Michigan

Track: Professional Development

Framework: Building Organizational Talent

Taking Search Committee Training to the Next Level With Collaboration and Technology Roman Ballroom III Taking Search Committee Training to the Next Level With Collaboration and Technology Roman Ballroom III

A properly conducted search committee process is vital to recruiting a diverse applicant pool, hiring the most qualified candidate and avoiding claims of unfairness in hiring. Whether you’re developing new training or updating existing training, you’ll learn how to enhance your institution’s search committee workshops with collaborative and innovative ideas. Hear about the process session presenters followed for originally developing and recently updating their institution’s training, and experience firsthand interactive portions of their actual training.

Karisa Moore, Director for Equity Initiatives, and Laura Rugless, Executive Director of Equity and Access, both of Virginia Tech University

Tracks: Talent Management; Diversity, Equity and Inclusion

Framework: Core Competencies

What Happens in Vegas Shouldn’t Stay There Pompeian Ballroom IIHandout What Happens in Vegas Shouldn’t Stay There Pompeian Ballroom IIHandout
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Whether this is your first CUPA-HR conference or not, the experience can be exciting and even a little daunting. This highly-interactive and hands-on session will bust the adage “What happens in Vegas stays in Vegas!” and encourage you to make the most of the conference by taking the experience back to your campus. You’ll take part in an activity to help connect your goals during and after the conference with the things you’ll learn and relationships you’ll establish while in Las Vegas. You’ll also work in facilitated small groups to formalize your personal conference action plan and network with peers who can help keep you accountable. This session is for young professionals who are early in their careers or anyone interested in maximizing their conference experience.

Adriana Garcia, Human Resources Generalist, University of San Diego; Wes Harmon, Learning and Professional Development Services Coordinator, CUPA-HR; Chase Massie, Human Resources Director, Cameron University

Track: Professional Development

Framework: Building Self and Others

Where Talent and Culture Align, Excellence Happens Florentine Ballroom IIHandout Where Talent and Culture Align, Excellence Happens Florentine Ballroom IIHandout
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Too often, talent and culture practices — leadership development, performance management, competency models and employee engagement — are disconnected from both strategic priorities and day-to-day operations. Learn how to ensure that talent and culture practices are not only aligned with strategic priorities, but are actually the key to their success. Examine the role of senior leaders and HR professionals in creating this alignment. Learn a comprehensive framework and process for creating an effective talent management and culture strategy.

Kathryn Brown, Vice President for Human Resources, and Brandon Sullivan, Employee Engagement Manager, both of University of Minnesota

Track: Organizational Development

Framework: Institutional Leadership

Be Prepared: Helping You Through the Dreaded OFCCP Audit Pompeian Ballroom IIIHandout Be Prepared: Helping You Through the Dreaded OFCCP Audit Pompeian Ballroom IIIHandout
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Compliance with OFCCP’s regulatory provisions is critical to maintaining your institution’s receipt of federal funds as a covered federal contractor. Identify potential areas of risk associated with the OFCCP’s changing approaches to investigating discrimination within compensation and hiring practices as well as affirmative action compliance efforts related to veterans and individuals with disabilities. Get practical advice for best practices to formulate and better prepare for a scheduled OFCCP compliance audit.

Gilberto Garcia, Jr., Director of Equal Employment Opportunity, The George Washington University

Track: Compliance

Framework: Core Competencies

Crossing the Generational Divide: Ideas From the Next Generation Roman Ballroom IVHandout Crossing the Generational Divide: Ideas From the Next Generation Roman Ballroom IVHandout
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From the perspective of three young HR professionals, examine the differences of the Millennial generation in terms of work expectations and styles. Consider strategies on how to cross the generational divide in your workplace with practices such as learning from each other, job shadowing, collaborating and more. Leave with a greater understanding about what motivates young professionals on your campus and how to maximize their contributions to your institution’s mission.

Jazzmine Clarke-Glover, HR Manager, CUNY Graduate Center; Phil Marchese, Assistant in Human Resources, Southern Connecticut State University; Shannon Page, Human Resource Associate, University of Connecticut

Tracks: Talent Management; Diversity, Equity and Inclusion

Framework: Institutional Leadership

Cultural Competency Coaching Florentine Ballroom IIHandout Cultural Competency Coaching Florentine Ballroom IIHandout
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Wake Forest University took two of its premiere offices and made them even stronger through a collaboration that is having a major impact on its campus. Hear an exciting story of collaboration between the Office of Diversity and Inclusion and the Professional Development Center at Wake Forest University. During this session, presenters will share a model for cultural competency coaching and the lessons they’ve learned from the pilot project.

Melissa Clodfelter, Associate Director of Professional and Organizational Development, and Shayla Herndon-Edmunds, Manager of Diversity Education, both of Wake Forest University

Track: Diversity, Equity and Inclusion

Framework: Building Self and Others

CUPA-HR Annual Salary Surveys, Expanded Faculty Survey and DataOnDemand Benchmarking Tools Pompeian Ballroom IHandout CUPA-HR Annual Salary Surveys, Expanded Faculty Survey and DataOnDemand Benchmarking Tools Pompeian Ballroom IHandout
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Learn about CUPA-HR’s annual salary surveys which were recently redesigned. Hear about the faculty survey and its further expansion to include both department heads and temporary/auxiliary faculty hired and paid on a course-by-course basis. Discover the value of CUPA-HR’s salary surveys, find out how to participate by providing data and discover the DataOnDemand tool that enables you to obtain custom cuts of data for compensation benchmarking in real time. If you’re a survey participant, you can also get your questions answered during this session.

CUPA-HR Research Team

Track: HR Metrics, Benefits

Framework: Building Organizational Talent

Curate Content, Cultivate Collaboration, Provide Instruction — A New Model for Learning and Development Pompeian Ballroom IVHandout Curate Content, Cultivate Collaboration, Provide Instruction — A New Model for Learning and Development Pompeian Ballroom IVHandout
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Examine current challenges to providing learning and development opportunities to employees. Explore a new model that curates content, cultivates collaboration and provides instruction. Share best practices and brainstorm ways to adopt this model in your institution.

Marie Wehrung, Director of Training, Rice University

Track: Professional Development

Framework: Building Organizational Talent

Effective Conflict Engagement Starts With Me: A Self-Awareness Driven Strategy to Resolve Conflict Roman Ballroom IIIHandout Effective Conflict Engagement Starts With Me: A Self-Awareness Driven Strategy to Resolve Conflict Roman Ballroom IIIHandout
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Almost all of us have or will experience conflict in a professional relationship. The ability to navigate those situations is a key competency in professional, collaborative relationships. During this session, you’ll discover the source of conflict and upset in relationships, discuss the role beliefs and attitudes play in conflict resulting in relationship disparities, and practice a six-step conflict resolution process. By the time you leave, you’ll be able to create relationships that will increase your personal influence and effectiveness with colleagues, address relationship upset and/or conflict with greater confidence, and improve professional relationships.

Mary Anne Berzins, Assistant Vice President for Human Resources, University of Utah; Patricia Russell, President and CEO, The Russell Consulting Group

Track: General HR

Framework: Building Self and Others

HR and General Counsel: Campus Lawyers Are Here to Help Florentine Ballroom IVHandout HR and General Counsel: Campus Lawyers Are Here to Help Florentine Ballroom IVHandout
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With the ever-growing list of federal, state and local laws, creating an environment that promotes institutional compliance is a priority and an obligation for HR departments and general counsel alike. HR and counsel often must work together on a wide range of matters such as developing and updating employment policies, providing training to faculty and staff or litigating over employment decisions. These intersections can create challenges, but they can also provide great opportunities for collaboration. During this session, review the top legal cases and issues affecting both general counsel and HR professionals; learn how to ensure institutional compliance with the ever-growing tide of regulation; and hear about challenges and success stories in building a relationship between the offices of HR and the general counsel.

David Blake, Assistant Vice President, Oregon State University; Kelly Capen Douglas, General Counsel, University of San Diego; William Mullowney, Vice President for Policy and General Counsel, Valencia College; Kathleen Curry Santora, President & CEO, National Association of College and University Attorneys (NACUA);

Tracks: HR Strategy; Compliance

Framework: Institutional Leadership

Major Trends Affecting Benefits Design — Practical Strategies to Position HR to Lead Effectively Florentine Ballroom III Major Trends Affecting Benefits Design — Practical Strategies to Position HR to Lead Effectively Florentine Ballroom III

Gain practical and actionable insights from a Fidelity Investments policy expert as well as practitioners from Baylor College of Medicine and Stanford University on how to interpret and take action to comply with Affordable Care Act (ACA) mandates; adopt benefits options and strategies that take full advantage of the new ACA environment; support and incorporate changes from a pension plan de-risking initiative into your overall retirement benefits strategy; maintain a competitive and cost-effective total benefits offering in light of these changes; and lead and manage the change process associated with each individually, and all three collectively, to improve employee engagement, benefits utilization and outcomes.

Lori Branley, Director of Retirement Programs, and Mandy Capin, Senior Benefits Analyst, both of Stanford University; Barbara Naples, Executive Director of Benefits, Baylor College of Medicine; Jeffrey Munn, Vice President for Benefit Policy Development, Fidelity Investments

Tracks: Benefits; HR Strategy

Framework: Core Competencies

Mind, Body, Me: Wellness Through Partnerships and Shared Services Pompeian Ballroom IIHandout Mind, Body, Me: Wellness Through Partnerships and Shared Services Pompeian Ballroom IIHandout
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Examine the development of a wellness program model under the umbrella of Ithaca College’s work/life initiative sustained by the collaboration of unique partners — with HR at the center — resulting in employees obtaining the tools and resources they need to make healthy lifestyle choices. Consider how all populations along the “health continuum” will be impacted, enabling achievement or maintenance of good health. Learn how this unique model incorporates existing services into a comprehensive wellness program that invests in employees, providing them with an opportunity to take a greater role in optimizing their health, wellbeing and job satisfaction while also leveraging student employment opportunities to enhance the student learning experience and provide cost-effective employment.

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

Track: Employee Wellbeing

Framework: Institutional Leadership

Post “Dear Colleague” Letter — Complying With Title IX (and Clery) Using a Collaborative Approach Roman Ballroom IIHandout Post “Dear Colleague” Letter — Complying With Title IX (and Clery) Using a Collaborative Approach Roman Ballroom IIHandout
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This session is designed to address the complexities surrounding the Clery Act and Title IX compliance requirements as they relate to institutional policy development, training and education. Colleges and universities continue to search for information on how to successfully implement the requirements of these two important federal laws, especially as they relate to educating the larger campus community about their specific reporting obligations. During this session, you’ll learn about new strategies and models for addressing these two requirements at your own institution.

Regina Campo, Risk Manager and Co-Director of Human Resources; Bill Lafferty, Director of Public Safety and Executive Director of Greek Organizations; and Jennifer Lucas, Co-Director of Human Resources, all of Gettysburg College

Track: Compliance

Framework: Core Competencies

Turn Your HR Department Into an Entrepreneurial Engine Florentine Ballroom IHandout Turn Your HR Department Into an Entrepreneurial Engine Florentine Ballroom IHandout
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Learn about systems, programs and services that have been established to serve the UC San Diego campus and generate revenue by being offered to outside employers. Learn how to balance the priority of serving your campus population with providing exemplary service to your external customers who have purchased your products. During this session, you’ll not only learn how to identify internal service needs that match external customer service needs, but also how to package and market HR services to outside customers. In addition, you’ll better understand how to develop a plan for marketing and obtain organizational sponsorship of services.

Paula Doss, Director of Equal Opportunity and Staff Affirmative Action; Tom Leet, Assistant Vice Chancellor for Human Resources; University of California San Diego; Equilla Luke, Director of Faculty and Staff Assistance Program (FSAP); Caprece Speaks-Toler, Compensation Operations Manager; and Michael Yates, Director of Employment, all of University of California San Diego

Track: Organizational Development

Framework: Institutional Leadership

You Can Be the Difference: Making Your College a Great Place to Work Roman Ballroom IHandout You Can Be the Difference: Making Your College a Great Place to Work Roman Ballroom IHandout
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In 2008, the University of Louisville elected to participate in The Chronicle of Higher Education’s “Great Colleges to Work For” survey, realizing an overall satisfaction rate of 66 percent among faculty and staff. After this finding, the president launched an initiative to create ways to make UofL a better workplace, but in 2009, overall employee satisfaction dropped to 64 percent and in 2010 it fell to 62 percent. What happened and why did a well-intentioned initiative, supported by the executive leadership team, produce disappointing results in its first two years? During this session, learn about the institution’s “Great Places to Work Initiative” and find out how the university reversed its downward trend and improved employee satisfaction by 5 percent in 2012. You’ll also hear about the institution’s plans to reach the goal of 75 percent satisfaction by 2020 and take home a framework that will help you launch a “Great Places to Work” discussion on your campus.

Sam Connally, Vice President for Human Resources; Tracy Eells, Vice Provost for Faculty Affairs; and Mordean Taylor-Archer, Vice Provost for Diversity and International Affairs, all of University of Louisville

Track: HR Strategy

Framework: Building Organizational Talent

Addressing Pay Equity in an Environment of Increased Scrutiny Roman Ballroom IVHandout Addressing Pay Equity in an Environment of Increased Scrutiny Roman Ballroom IVHandout
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Build a solid understanding of pay equity issues and gain techniques for addressing them. Understand how pay equity is essential in supporting diversity initiatives. Be better prepared to speak to a variety of constituents about pay equity, especially when faced with incorrect or biased information that is available through media sources as well as the campus “rumor mill.” You’ll leave with a sample process to find and address areas of concern and identify opportunities for effective compensation redesign.

Karen Hutcheson, Partner, and Brian Levine, Partner and Leader of US/Canada Workforce Analytics, both of Mercer

Tracks: Compliance; Diversity, Equity and Inclusion

Framework: Core Competencies

Connecting the Dots: An HR Strategic Journey in Performance Improvement and Organization Development Roman Ballroom IHandout Connecting the Dots: An HR Strategic Journey in Performance Improvement and Organization Development Roman Ballroom IHandout
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Learn valuable lessons through Eastern Michigan University’s performance management and organization development journey. Gain insight into a performance evaluation change management strategy that led to enhanced university buy-in, increased accountability for employee performance and 100 percent completion for performance evaluations. Leave able to plan and design career development, performance improvement and talent management models for rollout. Take home a toolkit of career development, talent management and succession planning templates, tips and tricks.

James Gallaher, Chief Human Resources Officer, and Anita Schnars, Director of Training and Organizational Development, both of Eastern Michigan University

Track: Talent Management

Framework: Building Organizational Talent

Creating a Movement: Transforming the Shared Services Business Model Florentine Ballroom IIHandout Creating a Movement: Transforming the Shared Services Business Model Florentine Ballroom IIHandout
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Examine the successes and challenges of a shared services HR model. Explore how an existing model was adapted to better take advantage of existing HR talent and a new structure. Leave with a better understanding of the evolving nature of the shared services model; the pros and cons of establishing such a model; and the cultural complexities of moving from a centralized model to one of shared HR delivery. Take home proven practices for addressing issues associated with the shared services model.

Dave Blake, Assistant Vice President and CHRO, Oregon State University

Track: HR Strategy

Framework: Institutional Leadership

Faculty Excellence: Optimizing HR and Academic Unit Collaboration in Support of Faculty Quality Florentine Ballroom IIIHandout Faculty Excellence: Optimizing HR and Academic Unit Collaboration in Support of Faculty Quality Florentine Ballroom IIIHandout
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Review the collaborative model developed and implemented through a collaboration of HR and an academic unit to optimize engagement and support academic leaders as well as the faculty body. Discuss opportunities for supporting faculty excellence through evaluation and performance management, professional development, communication and engagement and support resources. Learn how to better partner with academic units to enhance faculty support and foster engagement to create an excellent student experience.

Kimberlee Bonura, Executive Director of the Center for Faculty Excellence, and Sherine High, Executive Director of Human Resources, both of Walden University

Track: Professional Development

Framework: Building Organizational Talent

Meet Your Future You: Strategies to Engage and Empower Women to Achieve Success Roman Ballroom IIIHandout Meet Your Future You: Strategies to Engage and Empower Women to Achieve Success Roman Ballroom IIIHandout
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Did you know that across higher ed today, the majority of employees are women? Look at how colleges and universities are building and leveraging networks and alliances with organizations to advance women. Examine compelling new research on women and leadership in higher ed, including barriers that may prevent women from reaching the top ranks. Learn best practices from other sectors that support and foster a culture to advance women in the workplace. Walk away with insights, tools and best practices.

Amy King, Director of Human Resources, and Dr. Lynn Gangone, Dean of the Colorado Women’s College, both of University of Denver; Connie Weaver, Executive Vice President and Chief Marketing Officer, TIAA-CREF

Track: Diversity, Equity and Inclusion

Framework: Building Organizational Talent

Ready, Set, Engage! Improving Engagement Through Employee Resource Groups Florentine Ballroom IHandout Ready, Set, Engage! Improving Engagement Through Employee Resource Groups Florentine Ballroom IHandout

Get information on employee resource groups (ERGs) in a higher ed setting, including an overview of the value propositions of ERGs as well as promising practices. Learn to establish ERGs that are most appropriate for your campus context; ensure ERG initiatives are strategically aligned with institutional goals; create governance models with appropriate responsibility and accountability structures; and maintain metrics that effectively measure the success and/or impact of ERGs on your campus.

Cheryl Cofield, Director of Culture, Diversity and Inclusion, Georgia Institute of Technology; Romy Riddick, Director of Diversity and Inclusion, Princeton University; Judith Stein, Organization Development Consultant, Massachusetts Institute of Technology

Track: Diversity, Equity and Inclusion

Framework: Building Self and Others

Two Angles on Engaging Talent in Higher Ed: Young Professional to CHRO Pompeian Ballroom IIIHandout Two Angles on Engaging Talent in Higher Ed: Young Professional to CHRO Pompeian Ballroom IIIHandout
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Higher ed professionals continue to have to make tough decisions about the “right size” and “right structure” to meet a college’s or university’s mission and vision. In these times of economic uncertainty, it’s imperative to make decisions based on long-term effects. This presentation will provide a glimpse into higher ed’s talent management and talent acquisition strategies from two distinct HR perspectives — a young professional in the field and a CHRO. You’ll learn about the value of team building and leadership development plans; examine individual development plans; and discuss program design for emerging leaders, managers and others, as well as how to relate, engage and develop the skills of young professionals.

Mark Coldren, Associate Vice President for Human Resources, Ithaca College; Andrew Lenhardt, Assistant Director of Human Resources, Southern Illinois University Edwardsville

Track: Professional Development

Framework: Building Organizational Talent

The University of California’s Success in Promoting Employee Financial Wellness and Retirement Outcomes Florentine Ballroom IV The University of California’s Success in Promoting Employee Financial Wellness and Retirement Outcomes Florentine Ballroom IV

The University of California System has increased emphasis on its voluntary defined-contribution retirement savings program as a vehicle for faculty and staff to meet income needs in retirement. Gain a practical understanding of how the system is beginning to refocus the way employees view retirement benefits across a large and diverse organization through an employee demographics analysis framework, gaining senior administration support and buy-in from key constituencies (i.e., faculty), and communicating across all levels of the UC system. Leave with a proven strategy for planning, leading and executing an employee engagement and education strategy that delivers meaningful, measurable improvements in employee accountability and savings behaviors.

Michael Baptista, Executive Director of Benefits Programs and Strategies, and Kris Lange, Director of Benefit Programs Vendor Relations Management, both of University of California; George Kalantzes, Vice President and Managing Director, Fidelity Investments

Track: Benefits

Framework: Institutional Leadership

What HR Needs to Know About Today’s IT Workforce Pompeian Ballroom IHandout What HR Needs to Know About Today’s IT Workforce Pompeian Ballroom IHandout
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Today’s challenging economic climate has led some to speculate there are concomitant changes in the IT workforce — more outsourcing, lower staff morale and steeper competition for IT talent in higher education. The EDUCAUSE Center for Analysis and Research (ECAR) studied the characteristics of the current IT workforce and IT work environment. During this presentation, you’ll learn about the changes that have occurred in the organizational climate of higher ed IT in the past two years. Hear from presenters on which IT roles are changing, what skills are necessary for current IT staff and which positions are being lost or are in short supply. Dive into discussion on the reorganization efforts of IT departments, factors that are important in maintaining an IT workforce for the foreseeable future, and factors that account for variance in morale in IT departments.

Jacqueline Bichsel, Senior Research Analyst, EDUCAUSE Center for Analysis and Research (ECAR); Chris Byrd, Vice President of Human Resources, University of South Carolina; Nancy Grassel, Chief Human Resources Officer, Black Hills State University

Track: HR Metrics

Framework: Institutional Leadership

What Is Good and What Is Right: Ethics Training for Higher Education Institutions Roman Ballroom IIHandout What Is Good and What Is Right: Ethics Training for Higher Education Institutions Roman Ballroom IIHandout
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Does your institution have a code of ethics? Do you train employees on its content? If your institution doesn’t define ethical behavior for employees, they will define it for themselves. This session will provide current research on effective ethics programs. You’ll participate in interactive ethical scenarios utilizing clicker polling and small group discussion and be able to share what’s occurring in your institution. By the time you leave, you’ll understand the importance of training on ethical behavior, take home information on effective training and be able to design an ethics training component that communicates expectations.

Betsy Webb, Professional Development and Training Manager, Montana State University

Track: Compliance

Framework: Building Self and Others

The Campaign for Common Sense: A Grassroots Approach to Organizational Change Florentine Ballroom IVHandout The Campaign for Common Sense: A Grassroots Approach to Organizational Change Florentine Ballroom IVHandout
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Examine the University of Arizona’s approach to increasing organizational efficiency through a grassroots change campaign. Discuss how political organizing principles can be applied in organizational change initiatives. Debate the importance of using role models to champion institutional change.

Allison Vaillancourt, Vice President for Human Resources and Institutional Effectiveness, The University of Arizona

Track: Organizational Development

Framework: Institutional Leadership

Case Study: Can HR Truly Contribute to the Research Mission? Roman Ballroom IIIHandout Case Study: Can HR Truly Contribute to the Research Mission? Roman Ballroom IIIHandout
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HR is often challenged to demonstrate return on investment. During this session, examine a case in which a modest HR investment is making a material difference in the engagement and productivity of the faculty workforce at Northwestern University. Discover how Northwestern University used its HR information system and a networking tool to create a powerful new talent networking solution. After this session, you’ll be able to begin planning for a greater impact on faculty research, collaboration and mentorship at your institution.

Pamela Beemer, Associate Vice President for Human Resources, and Elizabeth Earl, Lead Business Systems Analyst, both of Northwestern University

Track: HR Metrics; Talent Management

Framework: Institutional Leadership

How CHROs View Higher Ed (and Their Roles) Pompeian Ballroom II How CHROs View Higher Ed (and Their Roles) Pompeian Ballroom II

Find out the results of Inside Higher Ed’s 2013 Survey of College and University Human Resources Officers, conducted by Gallup. Find out what your colleagues think about their institutions’ HR policies, strategies and approaches, the role of HR administrators at their institutions and the state of the HR profession in higher education.

Sabrina Ellis, Vice President for Human Resources, The George Washington University; David Blake, Assistant Vice President, Oregon State University; Doug Lederman, Editor, Inside Higher Ed

Track: HR Strategy

Framework: Core Competencies

HR Communication: The Music of Diversity Florentine Ballroom IHandout HR Communication: The Music of Diversity Florentine Ballroom IHandout
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Through the innovative use of musical instruments from different cultures, experience how the interaction of musical voices parallels that of HR messaging and employee voices. Explore the challenges of communicating with a diverse employee population that has varying listening styles, and compare music’s universal qualities to HR’s opportunities to connect. Presenters will examine the differences between hearing and listening, and look at the impact of communications on employee wellness and engagement. You’ll listen to live performances and presentation slides with sound samples, and you’ll have the opportunity to participate in interactive rhythm exercises.

James Burger, HR Communication Advisor, and Barbara Johnson, Associate Vice President for Human Resource Services, The University of Vermont

Track: Diversity, Equity and Inclusion

Framework: Building Organizational Talent

Identifying and Aligning Talent: Implementing a Strategic Succession Planning Process in Higher Education Roman Ballroom IIHandout Identifying and Aligning Talent: Implementing a Strategic Succession Planning Process in Higher Education Roman Ballroom IIHandout
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Your challenge is to grow and retain the best talent to ensure the future success and vitality of your institution. Believing that human capital is a significant competitive advantage, learn how one university implemented its succession planning and talent management process for faculty, administration and staff. You will learn how the program was designed and implemented, including the phased roll-out plan, metrics for measuring success and lessons learned. In addition, you’ll receive a succession planning toolkit, including sample forms which you’ll have the opportunity to work with during the session.

Betsy Garti, Associate Vice President for Human Resources, and Bob Lazer, Director of Organizational Learning and Development, both of Pace University

Track: Talent Management

Framework: Building Organizational Talent

Increase Your Odds for Success by Making Your Compensation/Classification System a Sure Bet Florentine Ballroom III Increase Your Odds for Success by Making Your Compensation/Classification System a Sure Bet Florentine Ballroom III
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During this session, find out how pay can be managed effectively in an evolving compensation structure. Learn how Florida State University reengineered processes and practices surrounding an existing broadband classification system, utilizing HR technology to make data-driven decisions in the implementation of a new compensation structure. Discuss with other session attendees the implementation challenges and see a demonstration of online compensation tools (created in-house by FSU staff) that meet the needs of a diverse organization with a limited budget. Leave with ideas for tools and processes your institution can develop to provide more insight into compensation and classification decisions.

Drew Meehan, Associate Director of Human Resources, and Shelley Scopoli, Assistant Director of Compensation/Classification, both of Florida State University

Tracks: Benefits; HR Metrics

Framework: Core Competencies

The New Normal — How Healthcare Reform Will Impact Your Institution in 2013 and Beyond Roman Ballroom IHandout The New Normal — How Healthcare Reform Will Impact Your Institution in 2013 and Beyond Roman Ballroom IHandout
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National healthcare reform will be a new reality in October 2013 for colleges and universities. These changes will impact institutional healthcare plans, financial commitments and employee choices. During this session, panelist will discuss innovative strategies to offset the impact of the Affordable Care Act and the effects on insurance plans and benefits strategies given the new normal in 2014. Join a higher ed HR professional, a health carrier representative and a consultant for this three-person panel discussion, and come ready to ask your own questions.

Moderator: Lisa Conza, Associate Vice President of Human Resources, Long Island University; Panelists: Tania Ronquillo, Associate Director of Human Resources, Columbia University; Matthew Kersting, Health Consultant and Actuary, Sibson Consulting; Matthew Maines, RHU, Senior Marketing Representative for Large Group and Labor Sales, EmblemHealth

Tracks: Benefits; Compliance

Framework: Core Competencies

Public Policy: It’s Time for HR to Lead or Quit Complaining Pompeian Ballroom I Public Policy: It’s Time for HR to Lead or Quit Complaining Pompeian Ballroom I

HR is highly-regulated, and becomes more so every year. While generally well-intended, such laws and regulations are not always well-crafted and can have unintended consequences that may cause more problems than they solve. HR pros are left with having to enforce, report and defend mandatory requirements that neither they nor their institutions consider value-added. HR pros — particularly CHROs — need strategies to help their organizations not only react to public policy through compliance management, but also to influence public policy at the front end, through proactive advocacy. This will be a brainstorming session about what CUPA-HR could do for you, what you could do for your institution and what we could do for each other as colleagues, to build our capacity to not just manage public policy mandates, but to make them better for higher ed and HR. CHROs are particularly encouraged to attend this session and participate.

Barbara Carroll, Associate Vice Chancellor for Human Resources, North Carolina State University; Josh Ulman, Chief Government Relations Officer, CUPA-HR

Tracks: Compliance; HR Strategy; Organizational Development

Framework: Institutional Leadership

The Role of Adjunct Faculty as Human Capital: The Coming Crisis Florentine Ballroom II The Role of Adjunct Faculty as Human Capital: The Coming Crisis Florentine Ballroom II

Adjunct faculty have become the high fructose corn syrup of higher education — an appealing, low-cost, over-used ingredient that no one wants to talk about. Join in an active discussion with a diverse panel of academic and HR leaders to explore the changing demands and implications of the use of adjunct faculty and the increasing role HR must play to optimize the cost and return on investment of adjuncts as human capital. During this session, you’ll gain an understanding of the ACA requirements for providing health benefits to part-time employees and the special ACA provisions for higher ed organizations. Beyond the ACA, you’ll explore with presenters the findings of research — conducted specifically for this session — on broader issues and trends in how adjunct faculty are used (and misused); and the implications of those provisions. In addition, you’ll explore alternative strategies and action steps for managing adjunct faculty and other part-time employees.

Sherri Hughes, Provost and Vice President for Academic Affairs, Marymount University; Joanne Kossuth, Vice President for Operations, Olin College of Engineering; Roger Spayer, Chief Human Resources Officer, William Rainey Harper College; David Van De Voort, Principal Consultant, Buck Consultants

Tracks: HR Strategy; Compliance

Framework: Core Competencies

Transforming HR From the Inside Out Roman Ballroom IV Transforming HR From the Inside Out Roman Ballroom IV

Hear how one institution’s HR department restructured to align with business practices. Discover the cultural shift needed for such a transformation and get tips to handle a shift successfully. Learn how Maricopa Community College brought all HR practitioners, stakeholders and employees together to understand who and what was needed to make changes, why they were moving forward and why the change was important. Get guidance on building transformation through technology and how an automated foundation for processes can make the difference in achieving results and tracking change. Hear how others have tied talent management processes to institutional goals and created systematic audit trails to track decisions and performance metrics to impact talent management.

Josh Mackey, Director, Center for HR Innovation, Strategy and Planning, Maricopa Community College; Troy Winskowicz, Vice President, Product Management, PeopleAdmin

Track: Organizational Development

Framework: Institutional Leadership

Turning Compliance Into Advantage: Capitalizing on the Talents of Veterans and Persons With Disabilities Pompeian Ballroom IVHandout Turning Compliance Into Advantage: Capitalizing on the Talents of Veterans and Persons With Disabilities Pompeian Ballroom IVHandout
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During this session, you’ll gain practical and performance-driven best practices and strategic approaches to accommodations, effective recruitment strategies focused on veterans and persons with disabilities, and insights into the benchmarking necessary to turn compliance into competitive advantage.

Kathleen Lee, Business Outreach Specialist, and Judy Young, Assistant Director of Training and Development, both of Cornell University

Tracks: Talent Management; Diversity, Equity and Inclusion

Framework: Building Organizational Talent

Wellbeing and Engagement in the UK University Sector: Context and Practical Initiatives Pompeian Ballroom IIIHandout Wellbeing and Engagement in the UK University Sector: Context and Practical Initiatives Pompeian Ballroom IIIHandout
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The evidence base for wellbeing and engagement is well established, however the feedback gathered by Universities Human Resources (UHR) suggests that awareness is still low. Find out how HR can make a compelling case for action and identify how current activities can be repositioned to produce greater benefits without requiring significant financial investment. You’ll get a summary of UHR’s findings of its collaborative research and the resulting toolkit that was developed. Learn about early action steps needed to begin a focus on wellbeing on campus and create an individual action plan that will help move the agenda forward at your institution. In addition, find out what practical activities have been undertaken in a couple of UK universities.

Naomi Holloway, Director of Human Resources, University of Hertfordshire; Mary Luckiram, Director of Human Resources, City University London

Track: Employee Wellbeing

Framework: Core Competencies

Corporate Showcase: Notre Dame Shares Lessons Learned: Assessing Employee Retirement Readiness CapriHandout Corporate Showcase: Notre Dame Shares Lessons Learned: Assessing Employee Retirement Readiness CapriHandout
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While implementing an early retirement incentive plan, the benefits team at University of Notre Dame identified a gap in employee retirement preparedness. As a result, the team decided to build the employee population’s understanding of retirement readiness and worked with TIAA-CREF, which has developed a new, data-driven approach to measuring retirement readiness at the plan and participant levels. The lessons learned from Notre Dame’s experience will help you recalibrate your plan to fit your employees’ needs, and ensure better results with fewer surprises for your benefits office. Join a discussion that will examine designing retirement within a total rewards strategy; partnering with others for optimal results; driving improved retirement plan outcomes; and implementing strategies to launch retirees into their next chapter.

Denise Murphy, Director of Benefits and Wellness; Mike Hastings, Senior Financial Analyst; and Maureen Wildey, Benefit Program Manager of Retirement and Leaves, all of University of Notre Dame; Selina Urbina, Managing Director, TIAA-CREF

Track: Corporate Showcase

Bringing Promotion and Tenure Into the 21st Century Pompeian Ballroom IHandout Bringing Promotion and Tenure Into the 21st Century Pompeian Ballroom IHandout
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Review the promotion and tenure process along with the need for an online promotion and tenure (OPT) system for a large university. Discuss the development of the University of Florida’s OPT system, including why PeopleSoft was used. During this session, you’ll learn about promotion and tenure, sustainability, and how going paperless can save your department and institution staff time and energy; and whether or not an OPT system would work on your campus. In addition, you’ll see a demonstration of UF’s OPT workflow system.

Carol Cobb, IT Expert for Enterprise Systems; Angel Kwolek-Folland, Associate Provost; and Janet Malphurs, Assistant Director of the Academic Personnel Office, all of University of Florida

Track: HR Strategy

Framework: Institutional Leadership

Driving Down Turnover During a Four-Year Wage Freeze Florentine Ballroom IIIHandout Driving Down Turnover During a Four-Year Wage Freeze Florentine Ballroom IIIHandout
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Drive down turnover during an era of declining resources and demonstrate HR’s critical importance to the bottom line. During this session, you’ll learn how the University of Washington Medical Center reduced turnover by 2 percent, improved from the 40th percentile in turnover to the 90th percentile and saved $13 million in just two years — all during a wage freeze.

Steve Marty, Human Resources Director, and Nicki McCraw, Assistant Vice President of Human Resources, both of University of Washington

Track: Organizational Development

Framework: Institutional Leadership

Faculty Retirement 101: What HR Professionals Should Know About Faculty Retirement Transitions Roman Ballroom IVHandout Faculty Retirement 101: What HR Professionals Should Know About Faculty Retirement Transitions Roman Ballroom IVHandout
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Gauge your knowledge on faculty retirement transitions and learn about the surrounding issues including legal, financial and psychological aspects. Gain insight on faculty perceptions and awareness of retirement policies, programs and practices through the findings of the American Council of Education’s survey of 3,382 faculty. Learn how to implement the best practices gleaned from the survey on your campus.

Lauren Duranleau, Program Specialist, and Jean McLaughlin, Associate Director, both of the American Council on Education (ACE)

Track: HR Metrics

Framework: Institutional Leadership

Leadership Conversations: Developing Managerial Capacity for Inclusive Excellence Through Dialogue Roman Ballroom IIHandout Leadership Conversations: Developing Managerial Capacity for Inclusive Excellence Through Dialogue Roman Ballroom IIHandout
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During this highly interactive session, you’ll learn techniques to facilitate several sensitive dialogues that can transform relationships one conversation at a time. You will engage in an intriguing listening exercise; learn the importance of distinguishing conversations with yourself from those you have with others; learn a model for teaching subtle, non-threatening lessons regarding unconscious bias; and review a 7-step coaching model that empowers individuals through self-generated insight.

Cheryl Cofield, Director of Culture, Diversity and Inclusion, Georgia Institute of Technology

Track: Diversity, Equity and Inclusion

Framework: Building Self and Others

LEADing the Way: A Leadership Development Case Study for Employee Engagement Roman Ballroom IIIHandout LEADing the Way: A Leadership Development Case Study for Employee Engagement Roman Ballroom IIIHandout
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Learn how a very low cost employee leadership development program can help with employee engagement and professional development at your university. Hear about a successful program at The George Washington University and get tips through an interactive discussion prompted by the lessons learned from this case study.

Brittnay Buckner, Senior Learning Specialist and Trainer, The George Washington University

Tracks: Professional Development; Diversity, Equity and Inclusion

Framework: Building Self and Others

Managers: Your Best Kept Secret to Health Pompeian Ballroom IIHandout Managers: Your Best Kept Secret to Health Pompeian Ballroom IIHandout
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Examine the specific managerial behaviors and leadership styles that impact employees’ health on a physiological and emotional level. Management behavior can impact employees’ weight, blood pressure, BMI and depression/anxiety levels contributing to the very same “lifestyle” health problems most wellness programs are designed to address. This session explores which managerial behaviors can help build a resilient and healthy workforce and workplace.

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

Track: Employee Wellbeing

Framework: Building Organizational Talent

Talkin’ ‘Bout My Generation Florentine Ballroom IHandout Talkin’ ‘Bout My Generation Florentine Ballroom IHandout
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Can I fax in that form? Waddya mean you don’t have an iPhone app for my retirement plan? Different age groups not only transact differently, they think differently. Join us as we explore what works (and what doesn’t) in talking across generations about saving for retirement.

Lisa Conza, Associate Vice President of Human Resources, Long Island University; Gregg Holgate, National Vice President, ING

Tracks: Compliance; Benefits

Framework: Institutional Leadership

The University of Oklahoma’s Approach to Leading an Organization Through a Benefit Transformation Florentine Ballroom II The University of Oklahoma’s Approach to Leading an Organization Through a Benefit Transformation Florentine Ballroom II

HR practitioners will be increasingly called on to lead benefits and retirement plan redesign initiatives — a complex, time-consuming and political process that requires effective leadership, influence and process management skills. You’ll leave this session with proven practices in planning, leading and executing a retirement plan redesign, from gaining administration support to effective, goal-based employee engagement.

Nick Kelly, Assistant Director of Human Resources, University of Oklahoma; Chris Chavez, Senior Managing Director, Fidelity Investments

Tracks: Benefits; HR Metrics

Framework: Core Competencies