1. Human Resources and Diversity Objectives 1.Describe work environments in the field of dietetics 2.Relate environments to hiring policies and procedures. 2.Discuss the research on employee satisfaction. 3.Analyze interview information 4.Describe the purpose of a performance appraisal 5.Describe benefits of diversity in the workplace

2. Human Resources: Human Resources Departments: Monitor needs Support staff Guidance on legal issues Hiring Evaluates, authorizes and publishes job descriptions Screen potential applicants Training Convey culture Employment terms: FTE: Full time equivalent Describes staffing levels in a department

3. Work environments in dietetics and nutrition Human Resources: Work environments in dietetics and nutrition Types of compensation: Salaried worker; Compensatory Time; On-call Employee category Professionals; Supervisory personnel; Skilled workers Unskilled workersStatus: Full time; Part time; Short time ( < 20 hours per week) Dietetics employment settings & unique HR environments Provide examples ____________

4. Concept Checks 1.Consider your career plans and intended employment environment. –How do you anticipate interacting with human resources professionals? –From the information provided in the first two slides offer some examples of HR challenges you may encounter in your intended employment environment. Human Resources and Diversity

5. Concept Checks Saari Article: 2. How did the author define ‘employee attitudes and job satisfaction? 3. What are dispositional influences? What is your reaction to the research on disposition and employment satisfaction? 4. Describe how attitudes and satisfaction may vary by employment category (see slide # 3). Employee Attitudes

6. Hiring Policies and Procedures 1. Identify the position Job Description that completely describes the role and function Requirements for the job Objective RD, CD, RD-eligible Education Continuing Education Experience Job Description Duties Used in recruitment and selection but also has legal implications on the job Not task oriented

7. Job Description (Continue) Example: Full-time Clinical duties Define client population Supervisory role Committee membership Continuing education In-service training to employees “Performs other duties as assigned” Hiring Policies and Procedures

8. 2. Identify the compensation package This may be set by job classification salary benefits vacation comp time ____________________________________________________________ A job description will usually be reviewed by the HR division The job posting may also be coordinated by the HR division ______________________________________________________ Hiring Policies and Procedures

9. 3. Identify who will review the applications for the first pass Type of facility a. Department function b. HR + Department 4. Plan the interview Semi-structured Structured Coordinated questions if more than one interviewer Search Committee Taking notes Hiring Policies and Procedures

10. 5. Conduct the Interview  Legalities - see issues regarding discrimination Do not ask questions that may infringe on personal rights Don’t ask about age, marital status, children, disabilities, religion, ethnicity, sexual orientation, etc.  Closing the interview Provide a time frame Confirm numbers - phone, fax etc.  Checking references When Confidentiality Confirm who you are speaking to - make sure they would have direct information on this person Hiring Policies and Procedures

11. Purpose is to support growth Employee Institution/ Employer How am I doing? Who is the “I”? Performance Appraisals

12. StructuredNon-structured Structured: Structured: Process: Form that has been reviewed by a representative committee Form is available for the employee to review, samples provided Date is set for annual performance evaluation - no surprises 1). Institutional and Department goals available 2). Personal goals should align with the overall goals 3). Strategic Plan Performance Appraisals

13. Performance Appraisals: Management by Objective Review objectives from the previous year Discuss accomplishments Review objectives that were not met Set objectives for the next year Clearly defined Evaluation planned At Performance evaluation review above Discuss strengths and weaknesses - Positive emphasized Summation

14. Performance Appraisals: Feedback Supervisor review - traditional Self-review Peer review 360º review Performance Appraisals

15. Concept Check 5. How can the principles described in the Saari article be incorporated into performance evaluations? Performance Appraisals

16. Based a good foundation of mutual respect and open communication Institutional policy for disciplinary process Based on documentation Follow procedures Observe confidentiality Involve HR as necessary - consider this office an excellent resource for support D ISCIPLINARY A CTION

17. Procedure for Disciplinary Action Verbal warning Meeting State problem Discuss issues, be open to perceptions End on a positive note Try not to blindside a person Documentation at all steps Written warning Provide time for corrective action Period of probation may be included in policies Suspension Termination Urban Myths regarding termination of an employee D ISCIPLINARY A CTION

18. Diversity: Recognize situations associated with discrimination Value cultural competency in the workplace Human Resources and Diversity

19. Concept Check From the Jayne article: 6.Why do companies invest in diversity initiatives? 7.Comment on the research on outcomes of diversity. 8.The authors comment on the role of ‘team identify’ versus ‘demographic group identity’ in fostering deep-level diversity. (pg. 415, bottom left column) Given your experiences in team building this quarter, comment on how strong teams may be used to support organizational goals for diversity. Human Resources and Diversity

20. Federal Equal Employment Opportunity (EEO) Laws: What Are the Federal Laws Prohibiting Job Discrimination?  Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;  the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;  the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Human Resources and Diversity

21. Federal Equal Employment Opportunity (EEO) Laws: What Are the Federal Laws Prohibiting Job Discrimination?  Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;  Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; and  the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination. Human Resources and Diversity

22. n Discrimination may be based on: AgeDisability GenderPregnancy Race or EthnicityReligion Sexual OrientationUnion Support Immigrant Status

23. Concept Check 8. What issues specific to nutrition, dietetics and/or food service might pose problems for discrimination or respect for diversity? Human Resources and Diversity