Southeastern welcomes students back for the start of classes this week while we continue to keep all faculty, staff and students who are not yet able to make it to campus in our thoughts as the region works to recover from devastating flooding.
We attempted to reach ALL our students in recent days, but we realize communication has been difficult, if not impossible for some. If you are just now able to see this message, please contact email@example.com so we can have a better understanding of your status and work with you so you can attain your educational goals.
FLOOD RECOVERY FAQs
Unit Name: Human Resources Office
Unit Head: Jessie Roberts
Unit Area: Administration and Finance
Unit Type: Institutional Support
Reporting Period: 2008-2009
It is the mission of the Human Resources Office to enhance and provide Human Resources related support services for post-secondary education, research and service for the University community.
1.To maintain evidence that our strategic priorities are being met.
2.To achieve a satisfactory rating of 90% on customer service surveys.
3.To achieve a satisfactory review by external evaluators/auditors.
1.Conduct a self-assessment review, which includes interviewing administrators and key users to ask how HR can improve current practices and procedures. Collect and review data on current services provided as well as the review of turnover data.
2.For training classes offered through HR, give participants a class evaluation form to complete and return.
3.Use point-of-service survey forms.
4.On two-year cycles conduct customer service surveys of HRO service users, which includes a representative sample of university employees.
5.External evaluators/auditors will review and report on personnel action processing and records. External evaluators/auditors may include but are not limited to Legislative Auditors, Civil Service Auditors and Risk Management Auditors.
1.Self-audit activity is an on-going process. Improvements have resulted from on going meetings with administrators and key users who have identified areas targeted for improvement.
2.The Human Resources Office participated in several general surveys conducted by the Institutional Research and Assessment Office. Results from the IR survey have been received.
3.Training class evaluation forms are reviewed to improve delivery of faculty and staff development programs.
4.In January 2005, a comparison of the past 3 years’ turnover reports showed why our employees were leaving.
5. A summary of our point of service questionnaire results was compiled and the results reviewed to help determine areas needing improvement.
6.An external FLSA consultant was hired in 2004-2005 to review FLSA classifications and to recommend any changes needed to assist with implementation of the new overtime rules, which were effective 8/17/2004.
7. An External Review Team was brought in Spring 2007 to
review the HR Office and made the following recommendations to
improve effectiveness and efficiencies.
a.Provide Storage needed for
b.Upgrade and Renovate HR Offices
c.Implement an on-line application system
8.A Committee made up of selected department heads and deans was appointed by President Moffett to review the hiring process during the late spring and summer of 2007. They recommended an on-line application system and upgrading the timekeeping system.
Use of Results:
1.Information gathered from the assessments is used to align the Human Resources Office’s activities and services more closely with the identified needs of the university and the university’s strategic plan.
2.Results from the review of training class evaluation forms led to the creation of a script and the filming of our own training video on the legal aspects of hiring which was completed and we began using in January 2005.
3.Results from the Spring 2004 Faculty and Staff Survey were used to improve services and benefits offered. The responses showed that 97.67% of the respondents were satisfied with the quality of customer service provided. One responder made a request for more information about Social Security Windfall Elimination. As of 1/1/05, all prospective employees are given a handout on the impact state employment has on Social Security Benefits. This information was also added to our website.
4.Results from the Civil Service Audit were reviewed. The promotion policy was modified as recommended by Civil Service.
5.At the beginning of the Fall Semester 2004, External FLSA consultant, Mr. Don Strobel’s, review resulted in the FLSA status change of approximately 60 employees. This was directly related to changes in the DOL rule changes effective 8/17/2004. Some changes were the result of not meeting the salaries test of being paid at least $23,660 per year, which is the floor for salaried positions. Other positions did not meet the duties tests. We believe we are now in compliance with the FLSA.
6.Results from the point of service questionnaires reviewed show that our employees are well satisfied with the customer service being provided. The overall satisfaction rate for the Employment Section was 99%. The Overall satisfaction rate for the Benefits Section was 95%. The overall satisfaction rate for the Classification & Pay Section was 96 %. The overall satisfaction rate for the Training Section was 97%.
7.Results from the 2007 External Review Team and the On-Campus Committee Appointed by Dr. Moffett were used to secure funding for 1) to secure and implement Image Now’s Document Imaging System, 2) to implement the PeopleAdmin Applicant Tracking and Position Management, 3) to provide additional storage for inactive records and 4) to upgrade furnishings and renovate the HR building. Replacing the timekeeping system with PeopleSoft Time and Labor is currently being explored.