1. HR Services & Policies Departmental Administrator Training Friday, November 3, 2006 Presented by: Theresa Milazzo- Associate VP, Human Resources Jeanne Thigpen- Manager, Employee Relations and OD

2. HR Services and Policies Our job: Provide tools, resources and assistance to help you attract, hire, retain, motivate and develop your employees.

3. Overview of Central HR Transactional Employment Benefits Training Salary Administration Data/Reporting Consultative Organizational Design Job Design Employee Relations Coaching How we work:

4. Employment Staff Recruiting Emory Search Group Emory Temporary Services

5. Compensation Market Analyses Job Evaluations and Salary Structures Career Paths Equity/Compensation Studies Incentive Plans

6. Organizational Development Partners with Learning Services for OD and training initiatives within units (e.g.: conflict resolutions, team building) Manager Consultations/Coaching Employee Relations Organizational Assessments Team Dynamics Performance Management Consulting Policies Conflict Resolution/Mediation

7. Learning and Career Development Training Programs HR ToolKit Leadership for Results Interpersonal Skills Certificate Excellence Through Leadership Skills Enhancement Program Steps 2 Your Success Mentor Emory

8. Learning and Career Development cont’d Classes Customer Service Performance Management Work Effectiveness Defensive Driving Make a Move Within New PeopleSoft Training Module: Web Enrollment & Database

9. Benefits and Employee Services Customer Service for Issues and Assistance Vendors and Plan Design Service Awards Awards of Distinction Staff Fest Tuition Reimbursement/Scholarship New Web Features on PeopleSoft Self Service Change Retirement Contributions Family Status Change

10. Faculty Staff Assistance Program Wellness and Health Promotion Behavioral Health Organizational Dynamics (Behavioral Basis)

11. Technical/Data Services Reports and Labels  On-line Request Process Data Access Management/Security

12. How Do We Link with EHC HR? Coordinated job titles and salary structure Same HR/Payroll/Recruitment System for administration and employee Self Service Same administration for  Workers Compensation  Health Care Plans  Faculty Staff Assistance Program Differences driven by competitive market and financial considerations  Pay Practices and Merit Budgets  Benefits Programs  Performance Management  Training and Development (Clinical and Non-Clinical)  Policies

13. Key HR Policies Standards of Conduct Corrective Discipline Family Medical Leave Act Performance Management Reduction in Force (RIF)

14. Standards of Conduct Emory pursues excellence and insists on high standards of conduct and performance.

15. Corrective Discipline The corrective discipline process is designed to be constructive and corrective and to promote employee success.

16. Document Document all steps of the corrective discipline process as they occur.

17. Steps in the Process

18. Corrective Discipline cont’d Employees terminated for unsatisfactory performance, attendance, or behavior are not eligible for rehire at Emory University or Emory Healthcare.

19. Family & Medical Leave Act (FMLA) Eligible employees may take up to 12 work weeks of unpaid, job-protected leave under FMLA in a rolling 12-month period for specified family and medical reasons.

20. Employee Eligibility Have worked at least 12 months (need not be consecutive) Have worked at least 1,250 hours over the preceding 12 months Work at a location where at least 50 employees reside within 75 miles

21. Reasons for Leave Birth of child, care for newborn Placement of a child -- adoption or foster care Care for an immediate family member with a serious health condition Employee’s own serious health condition

22. Performance Management The process offers a planned opportunity for the employee and supervisor to meet and mutually identify, discuss and document performance, expectations, accomplishments, and goals.

23. Performance Management

24. Reduction in Force (RIF) A reduction in force (RIF) is a separation from employment due to:  Lack of funds  Lack of work  Redesign or elimination or position(s)  Reorganization

25. Selection Criteria Identification of positions for reduction will be made in accordance with the following:  Qualifications  Level of documented performance  If all other factors are equal, seniority will govern

26. Contacts Melissa Boshart Manager, Emory Search Group 404- 727-7068 Peter Buch PeopleSoft Access Requests and Report Requests 404-727-5222 Shauntae Cleveland Student Hire Assistance 404-727-9274 Donna Crabb Manager, Emory Temporary Services 404-712-8316 Faculty Staff Assistance Program 404-727-4328 John Kosky Manager, Compensation 404-727-7617 Sherry Stodghill HRAFs and PeopleSoft HR Web Support 404-727-6066