Human Resources, Uncategorized

CAPE Offers a Unique Opportunity for SMU Managers

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SMU Continuing and Professional Education (CAPE) is offering limited spots in their upcoming Boss Boot Camp series to be hosted on the main SMU Campus at no charge for SMU Managers.

From the CAPE website:  Being a manager is more than managing budgets and doing performance reviews – it is also being able to effectively engage employees to work towards a common goal. Successful managers pull from a wide range of skills, including interpersonal communication, conflict resolution, budgeting and team-building. Whether you’re a brand-new supervisor or a more experienced manager, SMU’s Boss Boot Camp will give you the confidence, knowledge and skills you need to grow your management abilities and hone your soft skills in a low-risk environment. Upon successful completion of this eight-week program, you will receive the SMU Certificate of Supervision Best Practices.

To ensure we  are good partners with  CAPE and that the opportunity continues, you should commit to attending all sessions, completing any assigned work, and being an active participant in  conversations.

Learn more about the Boot Camp sessions and dates

Contact the CAPE office to commit – first come, first enrolled for available seats!  Email Karoline Staton at kestaton@smu.edu.

Human Resources

December 2016 Update on Exempt Employee Salary Threshholds

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New federal overtime rules to raise salary threshold for exempt employees nationwide starting in December 2016

dolOn Thursday, Dec. 1, 2016, new federal overtime regulations will take effect under the U.S. Department of Labor’s Fair Labor Standards Act (FLSA) that apply to all U.S. employers, including SMU.

The FLSA classifies U.S. employees as either “exempt” or “non-exempt” from its regulations. As part of the new FLSA regulations, the salary threshold will increase to $47,476 annually, or $913 a week, for U.S. employees whose positions are classified as exempt from overtime.

In accordance with the FLSA, SMU will increase the salaries of exempt staff members who currently earn less than the new salary threshold to $47,476 annually, effective Dec. 1. The Department of Labor will update this salary threshold every three years, beginning in 2020.

Under the new regulations, SMU staff members whose positions currently are classified as exempt will maintain that classification, and they will continue to be paid a salary on a monthly basis.

SMU’s Department of Human Resources will contact staff members who are receiving a salary increase and their supervisors by email before Nov. 30 and will provide more information.

The new regulations do not affect SMU faculty members or non-exempt staff members. Non-exempt staff members are paid for hours worked at an established hourly rate on a biweekly basis and are paid overtime for hours worked in excess of 40 per workweek.

If you have questions about FLSA at SMU, please contact SMU’s Department of Human Resources.

Uncategorized

University to Provide Update on Staff Compensation Study in January 2017

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In March 2016 SMU launched a staff compensation study to ensure that the University’s job titles are aligned with the work that is performed by staff members. The study is being conducted by SMU’s Department of Human Resources and consultants from the firm AON Hewitt. The project is in the final stages, and an update will be provided in SMU Forum in January.

The study has included a review of job descriptions, organizational charts and other descriptive information in order to create a titling and leveling framework for staff positions across campus.

New federal overtime regulations and salary changes taking effect Thursday, Dec. 1, 2016 under the U.S. Department of Labor’s Fair Labor Standards Act (FLSA) are not related to or impacted by the SMU study.

Please contact the Department of Human Resources if you have questions.

Human Resources

Sharing Authentic Appreciation at Work

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As a manager, do you make encouraging others part of your workday?

Do you understand the value of authentic appreciation in creating a supportive work environment?

Do you know when and how to share appreciation?

Read this recent article by Tim Brown in “A” Magazine titled “applauding employees good work – you can do it”  to learn some tips and best practices.

5LanguagesAnd if you answered “no” to above questions, a new language might help!

HR can support you.  Contact us about bringing the 5 Languages of Appreciation in the Workplace training to your team!

Email DevelopU@smu.edu or call Mary Stall at 8-2194 for more information.

 

Human Resources

HR to Launch New Recruitment Platform in September

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Woman at computerSMU Human Resources is excited to announce the introduction of a new recruitment platform scheduled to go live in mid-September.

The Oracle cloud-based software, Taleo, was chosen to improve the recruiting process for all users – the hiring manager, applicant, and HR Business Partner.  SMU HR, in partnership with OIT, has been working to configure the new system which is expected to eliminate many paper forms and streamline processes.

Features and Updates for Hiring Managers

The Taleo system introduces many new tools and improvements for hiring managers recruiting for staff positions.

  • The ability to initiate the recruitment process, seek the appropriate approvals, and monitor progress of the recruitment via the online system and a manager dashboard.
  • Taleo will be integrated with four major job boards (CareerBuilder, LinkedIn, HigherEdJobs, and Monster) for faster advertising of posted positions.
  • The ability for the candidate to upload a cover letter or sample of work for your review.
  • A robust screening tool that will help hiring managers identify applicants who not only meet the minimum requirements but also preferred qualifications by using ACE (pre-screen) questions that every applicant will complete.
  • An evaluation tool that will enable hiring managers to capture feedback from interview committee members electronically. The tool will allow managers to view a summary and comments from interviewers within the system, and best of all – no forms to collect.
  • The Taleo system has been integrated with our new background check service, HireRight, to collect background check releases via a secure online portal versus using a paper form.
  • Human Resources will be building a library of messages that hiring managers can use to quickly communicate with an applicant about their status within the recruiting process.
Training for Hiring Managers

HR and OIT are working on training materials to help hiring managers learn the new platform. HR Business Partners will also work one-on-one with hiring managers to learn the new system as they have a recruitment need. More information about training resources will be made available in September.

Implementation Information

HR and OIT are targeting mid-September for implementation. HR may need to temporarily hold any new job postings for several days as the new system comes online. In most cases, hiring managers with jobs posted in our current e-Recruit system will complete their recruiting process in e-Recruit, however your HR Business Partner will be your best source of information as implementation approaches.

At this time, Taleo will only be used to manage the recruiting process for benefits-eligible staff.  Faculty should continue using their current processes for hiring faculty and adjunct professors.

Human Resources

Important Information for Managers Regarding Hiring Student Workers and Temporary Employees

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As a manager, it is important to understand new and current processes in place so that you may communicate with you team and ensure you and  they are appropriately utilizing the resources available to them.

beautiful business woman and her team in an officeTwo recent posts by  HR provide updates on the hiring process for temporary employees and student workers as well as the use of the new ePAF process for these employee types.

Please review these posts and then ensure your team understands the new processes and is utilizing the appropriate forms.

Questions about the hiring packets may be directed to the HR Talent Management Team at RecruitU@smu.edu.

Questions about the new ePAF should be directed to Payroll at payroll@smu.edu.

Human Resources, OIT, Risk Mgmt

Professional Development as a Tool to Connect With and Retain Your Employees

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Professional development, when properly utilized, helps organizations attract and retain top talent, increase employee engagement and satisfaction, and boost innovation within the team.  When a manager supports and encourages professional development, employees are more likely to translate their knowledge into team success.

What can you do to ensure your employees are growing in the ways that support your team’s goals?

1. Make professional development part of your regular conversations

manageManagers should include professional development as part of their regular goal setting conversations to ensure any gaps in hard (the “what” they do) or soft skills (“how” they do it) are identified and managed before they become an issue.   Asking the employee to look for ways to close the gap (through workshops, readings, job shadowing, cross functional teams, etc..) encourages employee ownership of the learning.  Additionally assessing a team’s needs and having the team identify ways to fill the gap encourages employees supporting each other toward success.

2. Create opportunities for your employees to share and learn from others

team5People enjoy learning from others. Finding ways to allow those with expertise share their knowledge or skill with others fosters collaborative environments and strong connections. This can be as simple as bringing the team together to hear what a team member learned in a workshop or conference session or to discuss a book they just read.

3. Share your own experiences about your professional growth

team4Help your team understand how you got to your current role and where you hope to be in the future. Your team will learn that you value growth and development and, if you are candid, will be more likely to discuss their own concerns and take advantage of opportunities to get better.

Regular conversations about personal goals and professional development shows your employees that you care, that you support them, and that you encourage their personal success.

Professional Development resources available at SMU:

HR Professional Development Workshops: open to all employees, free of charge

HR Manager Lunch and Learn Series:  pop up sessions on topics that matter in the moment

SMU Manager Orientation Program:  open to all newly hired, current, and aspiring managers; also free of charge

Total Orientation Process for New Employees:  supporting new employees during their probationary period of employment

Tuition Benefits Program: available for regular benefits-eligible employees, their spouse, and dependents

IT Training:  open to all employees, free of charge

Lynda.com:  online learning offered via SMU OIT and available for all employees

SMU Continuing and Professional Education (CAPE):  offering an SMU employee discount.  Call or email for specifics.

SMU Cox Executive Education Professional Development: Friends and Family Discount of 50% off all Programs for Individuals, including  the Summer Business Institute.

Human Resources

Kelly @ SMU – Hiring Manager Information Sessions for Temporary Staff Positions

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Kelly@SMU

Woman at computerSMU previously announced the selection of Kelly Services as our preferred provider for temporary staffing services and solutions.

 

Since 1946, the world’s most respected institutions have turned to Kelly for strategic and innovative staffing solutions. Their portfolio enables them to meet staffing needs across all departments, from office to IT, service to healthcare, and many more!

In this strategic supplier capacity, Kelly will serve as our “one call” solution for the SMU’s temporary staffing needs.

Successful Transition 

Kelly@SMUhas been working since May to transition the current in-house temporary employee pool and is available to assist in filling new temporary positions, as needed, going forward.

Hiring Manager Informational Session

You may have attended a session earlier this summer and if so, you do not need to repeat the session unless you would like to refresh on the process.

If not, Kelly@SMU would like to invite you and other SMU staff on your team involved with hiring temporary employees to a Hiring Manager Informational Session.

These sessions provide an overview of the new relationship and the processes for placing requests for temporary staff, and answer any questions and/or concerns you may have. It is extremely important that you make every effort to attend one of these meetings.

Sessions are scheduled on the following dates and times:

Wednesday August 31 4:00-5:00 pm HTSC Portico BCD
(3rd level)
Wednesday Sept 7 3:00–4:00 pm HTSC Forum
(1st level)

No RSVP is requested.

Questions may be directed to Leigh Wilson, SMU’s on-site Kelly representative located in the HR Office at leighw@smu.edu  or 8-3166 or you may contact HR’s Talent Management Team at RecruitU@smu.edu.

Human Resources, Uncategorized

Manager Workshop Supporting the SMU Performance Review Process

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Performance Management:
Goal Setting Check-in Session

manage
Are you hosting impactful meetings with your direct reports to create development goals that will take your team to the next level?

Are you supporting their development with meaningful feedback that either encourages or course corrects required core competencies?

 

Join us for a review of goal-setting best practices and ways to share  feedback that guides your employees in the direction you need them to go to ensure everyone is on the path to meaningful performance review sessions in 2017! 

July 27, 2016 8:30 – 9:30 am HR Training Room, Expressway Tower, Room 208
August 1, 2016 1:00 – 2:00 pm Perkins Admin Bldg (PAB),
Room 311

 Facilitator:  Mary Stall, Organizational Effectiveness

Enroll Now via my.SMU>Self Service>Learning and Development>Request Training Enrollment.  Search by course name, Perf Mgmt Goal Setting, or by course code HRPMGS        

                                         

Human Resources

Manager Orientation – Don’t Miss These Opportunities to Complete the Program

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SMU offers the New Manager Orientation Program for:

  • Newly hired staff members who supervise others
  • Current staff or faculty promoted to a managerial position
  • Current staff and faculty managers who wish to participate
  • Staff and faculty members aspiring to future management positions

managersNewly hired staff members who supervise others or current staff members promoted to a managerial position are required to complete the program. Staff or faculty members who aspire to management and wish to take courses may enroll as well.

Required Workshops:

Legal and Risk Management for Managers March 31 10:00am-12:00pm

SMU is committed to a strong and active risk management program which includes appropriately managing contracts entered into on behalf of the University. Knowing the resources and programs available to manage risk at SMU, as well as the appropriate procedures to follow when risk is encountered, will support the University’s goal of creating a safe and healthy environment for all employees.

Workplace Diversity Issues for Managers April 123:00pm-5:00pm

A solid working knowledge of SMU’s policies and procedures will help promote a healthy workplace, free of discrimination, that will not subject the University and its managers to liability. In addition, you will learn how to provide effective defenses to meritless claims.

Introduction to HR:  the next regularly scheduled session will be in the Fall of 2016.

Elective Workshops:

Managing and Coaching for High Performance March 22 1:00pm-5:00pm

Learn how to encourage employees to strive for excellence and take more pride and ownership in their work. Discover the five steps to creating an environment for success and then encourage the talents of your staff to grow.

Speed of Trust March 29 1:00pm-5:00pm

Learn about the 13 behaviors common in high-trust organizations and how these behaviors can increase both productivity and employee engagement on your team.

5 Choices April 6 9:00am-5:00pm

In today’s world, there is a greater abundance of opportunity for both organizations and individuals to accomplish extraordinary goals. However, all too often, the demands of our jobs, coupled with the barrage of information coming at us from so many sources (e.g. texts, emails, reports, tweets, blogs, web-sites, etc.) is overwhelming, exhausting and distracting. If we react to these stimuli we may fail to accomplish the things that matter most in our professional and personal lives.  The 5 Choices to Extraordinary Productivity provides you with tools that help you re-assign significant amount of time and energy on your most important goals – both inside and outside of work.

Employee Relations Essentials April 7 9:00am-11:00am

Pre-Requisite:  Managing and Coaching for High Performance

Attendance in this workshop will acquaint managers with the tools and resources available to them to manage employee performance, as well the policy and procedures that support a manager in holding an employee accountable for job performance.

Read about additional Professional Development Workshops (link to PDW blog post)

Questions?  Email us at DevelopU@smu.edu