1. Division of Human Resources Update for The HR Committee of the Board of Trustees September 16, 2011

2. RIF Plan and Outcomes Employee Impact
160 total positions affected through budget reduction
60 SPA
22 EPA Non-Faculty
78 Faculty
50 total employees affected
26 SPA
4 EPA Non-Faculty
19 Adjunct Faculty
1 Tenure or Tenure-Track Faculty

3. RIF Plan and Outcomes Employee Transition Services
Transition Coordinators
Single point of contact in DHR for affected employees
Monitor, track and verify key eligibility criteria for severance pay, health insurance, and priority re-employment
Assist with re-deployment efforts
Employee Assistance Program (EAP) onsite
Job Search and Resume Writing Seminar with Career Services
Financial management seminar with the NC State Employee’s Credit Union
Resource guides for employees and managers
Ongoing consultation with managers and employees from DHR 3

4. RIF Plan and Outcomes Employee Transition Services (con’t)
Benefits Received by Affected Employees:
Severance Pay (SPA only)
Health Insurance paid for by the University for up to 12 months from layoff date (SPA only)
Priority Re-employment for up to 24 months from layoff date (SPA only)
Access to resources offered through the Office of State Personnel’s Career Transition Center 4

5. RIF Plan and Outcomes Organizational Impact
Total Budgeted Salary Reduction: $2,535,445 (does not include fringe calculation)
SPA: $1,148,461
EPA Non-Faculty: $293,239
Adjunct Faculty: $1,093,745
Tenure and Tenure Track Faculty: No immediate salary impact due to terminal appointment notification requirements
Total Cost Associated With Severance (SPA only): $589,855.38
Total Estimated Severance Payout: $318,020.97
Total Health Insurance Premium for 12 months from Layoff Date: $128,096.60
Total Vacation Leave Payout: $103,941.59
Total Bonus Leave Payout: $32,336.51
Total Pro-Rated Longevity Payout: $6,035.92
Total Compensatory Time Payout: $1,423.79 5

6. RIF Plan and Outcomes Organizational Impact (con’t) Current Trends
Clear, compliant process mitigated grievances (only 3 filed in relation to RIF)
Redeployment efforts resulted in retaining 7 employees in other areas of the University
Increased need for consultation on organizational and position design:
11 departments have contacted DHR for assistance with reorganization
Potentially 88 positions will need to be reviewed 6

7. RIF Plan and Outcomes Business Process Enhancements
March 2009: Revised Reduction in Force policy
Established compliant process in partnership with campus leadership for identifying positions to eliminate
Clearly defined process steps for developing RIF plans
Defined the cohort at the department level
Required Adverse Impact Analysis
Established role of Transition Coordinators within DHR
Enhanced efficiency in processing RIF actions through the Banner HR/Payroll System
Ensure accuracy and timeliness of severance, pro-rated longevity, and leave payouts
Interface with E-benefits relative to compliance with new health insurance premiums for 80/20 single coverage
Tracking and monitoring of continued eligibility requirements for benefits such as severance, health insurance and RIF priority rights

8. RIF Plan and Outcomes Layoff Analysis Worksheets
Business Process Enhancements (con’t)
Layoff Analysis Worksheets
Validation of compliance with State and University RIF policies
Adverse Impact Analysis
Redeployment and reemployment assistance for affected employees (8 total)
7 within A&T
1 re-employed at UNC-G
Employee and Manager Resource Guides
Key policy information, websites, and contact information
Scripts and template letters
RIF Information Sheets for each affected employee
Severance totals and schedule 8

9. RIF Plan and Outcomes Business Process Enhancements (con’t)
Joint Budget Advisory Committee (BAC) / Cabinet review
Ongoing process to review and approve all salary and position actions
Salary and Compensation Management
Quarterly reporting to UNC General Administration on all salary increases
Board of Governors pre-approval of all proposed increases of 10% or greater