1. Outline Customers Constraints Reviews Improvements Response to Focus Group Feedback How can we work together? Flexible Work Schedules

2. The age old HR question Who does HR work for?

3. Customers Employees Managers Management Families of employees DOE FRA Corporate and Board of Directors Candidates Users/other visitors The public

4. Constraints Small HR staff Very limited money – we are a do it yourself organization Confidentiality and privacy (laws) DOE regulations, the contract, orders esp. Order 350.1 –contractor human resources programs, cost allowability An ever increasing number of laws and regulations in every area of HR The no problem Other communication problems Lab Budget Audits The approval process for programs Lab culture We create programs but managers implement them

5. Realities at Fermilab Many factors force the Lab to change HR is on the forefront of change We have a culture that values independence and autonomous organizations It is hard to get a good program implemented correctly starting with resistance to training.

6. We made a mistake, we’re human Annually Resumes received 22,000 Interviews 355 Hires 170 Records transactions 5,000 Ad hoc report inquiries 1,000 Visa actions 500 Benefits paper changes 1,500 Benefits in-person meetings 2,700 980 trained in 90 courses

7. Reviews We are reviewed by DOE, auditors, peer reviewers On whole we are cited as an HR department that is up to date, launching and achieving a large number of new initiatives each year considering our size and incorporating best practices, meeting all contractual and legal requirements Our staff is professional and our policies and procedures are sound, often best practice

8. We hear you want us to improve You want a friendlier, higher touch organization You want good timely customer service every time You want correct and complete information You want improved services

9. We are open to and practice continuous improvement Every year we target areas that we will improve. Examples: Job family reviews International orientation Work life initiatives Diversity initiatives Personnel requisition process Day camp

10. Response to focus group I solicited suggestions through many means: personal meetings, my column, discussion groups, e-mails. The HR group met on a regular basis to brainstorm. We prioritized actions.

11. HR initiatives Customer service standards developed for WDRS linked to performance goals. Ask HR launched – HR department visits to Lab sites. Retirement sessions and open enrollment held at many Lab sites. Tell HR developed – customer survey by trans action. 15 so far, satisfaction rating 4.9/5.0 Good customer service rewarded

12. HR initiatives Information whiteboards posted Who Does What in HR published Entirely new HR website Monthly benefits bulletins published Monthly HR meetings with speakers Reconfigured benefits positions

13. What’s next? 15 th floor signage and possibly a receptionist On-line appointment system for Benefits, exit interviews, and visas Job trading Get to know HR systems, procedures and people Annual HR report

14. How can we work together? Suggestions your small groups came up with are a great example. Thank you. We are happy to have a group to work with that will be informed and generate new ideas.

15. You asked what we needed The ideal HR organization would have more staff and more budget. It would help if people read communications and participated in information sessions and training.

16. Flexible Work Schedules Past committee did a lot of work – notes available Also currently available – part time, flex time, job sharing, work at home but not consistent across lab What else might your group look at? – summer schedules, alternate work schedules We conducted an AWS pilot three years ago. We have already developed some policies we could use.

17. Flexible Work Schedules Use us as subject matter experts. We are definitely interested in flexible work schedules and can partner with you.