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V o l u m e 1 0 , i s s u e 1 o c t o b e r 2 0 1 5

Communiqué

i n t h i s i s s u e

4 Benefits Open Enrollment 6 Unconscious Bias 7 An Evolution of Diversity

Human Resources hr@princeton.edu Benefits benefits@princeton.edu Staffing staffing@princeton.edu Learning and Development hrld@princeton.edu

Lianne Sullivan-Crowley

From the Vice PresidentAs I walk around the campus during

this time of year, I’m always amazed at

the transformation that occurs when our

students return and classes begin. There’s a

palpable feeling of expectation and promise

of things to come that I think is unique to a

workplace on a college campus. Staff have

been very busy and conscientiously helping

students settle into their dormitories,

advising individuals with final course

selection, helping faculty get their classes

underway, preparing delicious meals,

readying the grounds for the cold weather,

finalizing budgets, scheduling team

practices and competitions, and so on.

Amidst this activity, I want to call

to your attention the variety of excellent

learning and development class offerings

available this fall for your professional

development. Included is a new class

entitled “The Power and Impact of

Unconscious Bias and Micro Messages

for Employees,” which I encourage you

to attend. On page 6 is an article about

the pilot class that was developed for

managers, “The Power and Impact of

Unconscious Bias and Micro Messages

for Managers,” and three individuals

who attended it earlier this year. Also, on

page 7 is a Q&A with Sharon Fries-Britt,

a professor at the University of Maryland,

who has been leading classes on diversity

and inclusion for the HR learning and

development curriculum for several years,

including these two new classes.

This is also the month when we

begin Princeton’s annual Benefits Open

Enrollment period. Be sure to read pages 4

and 5 where we feature important changes.

I urge you to review the materials we will

send you at home or online.

Join me in welcoming our newest HR

staff members—Debra Bazarsky from the

LGBT Center as HR’s diversity

and inclusion manager; Michelle

Brooks, HR associate for client

services; Emily Gulino,

benefits specialist; and

Christine Beck, staffing

and talent acquisition

specialist. Also, we congratulate

Naida Chipego on her new HR

role as staffing and

talent acquisition specialist

and Jon Egbert as HR

generalist.

I send you best wishes for

a productive and rewarding fall

semester. Please remember to send

me your feedback—I want to hear from

you!

2

Vice President for human resourcesLianne Sullivan-Crowley

office of human resources Princeton University2 New South Princeton, New Jersey 08544www.princeton.edu/hr

editorClaire Jacobs Elsoncelson@princeton.edu

GraPhic desiGner and coPy WriterJaclyn A. Immordinojaclyni@princeton.edu

HR Communiqué is published three times annually by the Office of Human Resources on the campus of Princeton University. It is distributed to all University staff members. All materials copyright ©2015 The Trustees of Princeton University unless otherwise noted. Please send feedback to the HR Communiqué editor: celson@princeton.edu

» The annual Fall Mammography Screening Program is scheduled during the week of October 19, by appointment only. Eligible female employees, 35 and over, recently received information about the program, which will be offered again in the spring. For more information, refer to our website or contact Maureen Lampariello at maureenl@princeton.edu or 8-8862.

» The TigerCard Office now provides notary and passport photo services for current full-time Princeton University student, faculty, and staff members. Visit the TigerCard Office on the A level of New South to have a document notarized or to obtain United States passport or visa photos free of charge with your current valid TigerCard. No appointments are necessary. Refer to the TigerCard website.

» On March 24, 2016, Human Resources will host the Annual Service Recognition Luncheon in Jadwin Gymnasium, honoring employees who will have attained service milestones in 2015, beginning at 10 years of employment and with succeeding five-year increments. The event includes specially produced videos, presentation of the President’s Achievement Award and Griffin ’23 Management Award, and musical entertainment. Invitations and certificates for all honorees and information about gifts for honorees with 25 or more years of service are mailed to employees beginning in January. If you have any questions about the luncheon, contact Jaclyn Immordino at 8-9149 or jaclyni@princeton.edu.

» This is a good time of year for all faculty and staff to review and update personal information directly in HR Self Service. Alternatively, you can send the Personal Data and Self-Identification Form to the Office of Human Resources.

Opportunities

wants you to knowHuman Resources

Policy Information » This is the time of year when staff and their managers should review departmental procedures for essential services needed during emergencies or other conditions. The University will continue to use PTENS as well as the weather emergency hotline at (609) 258-SNOW (7669) to communicate delayed openings, early dismissals, or full closures. For more information, refer to the policy 5.0.4 Essential Services During Emergencies or Other Conditions or the Emergency Management website.

» On July 1, 2015, Princeton implemented a paid parental leave policy to assist employees in achieving a balance of work, personal, and family commitments. The policy provides eligible employees with two weeks’ salary at full pay within the first year of a birth or adoption that occurred on or after July 1, 2015. This paid leave counts concurrently against the federal Family and Medical Leave Act and New Jersey Family Leave Act. For more information, refer to the policy 3.1.12 Paid Parental Leave or contact HR at 8-3300 or hr@princeton.edu.

» We encourage all employees to disclose or deny voluntarily and confidentially their protected veteran and/or disability status online in HR Self Service. In 2014, the United Stated Department of Labor, Office of Federal Contract Compliance Programs (OFCCP), issued a new self-disclosure form to strengthen federal contractors’ affirmative action and nondiscrimination responsibilities as they pertain to protected veterans and individuals with disabilities. As a federal contractor, Princeton is taking appropriate steps to comply with this effort, which includes this invitation to voluntarily disclose or deny protected veteran and/or disability status. We encourage all employees to disclose or deny their status. For more information about this effort, contact Cheri Burgess at clawson@princeton.edu or 8-8504.

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The Annual United Way Campaign

The United Way Campaign will kick-off on Monday, November 2, with a volunteer breakfast in the Friend

Center. If you are interested in representing your department as a volunteer for 2015, contact Jaclyn Immordino at jaclyni@princeton.edu or 8-9149.

Volunteers are asked to encourage participation by reminding employees of the

campaign, posting flyers, and answering questions.

Donation materials will be distributed at the

beginning of November and the campaign

will run through the end of November.

wants you to knowHuman Resources

» The University’s policies, which comply with the New Jersey Conscientious Employee Protection Act, do not tolerate retaliation against an individual for any reason, including using the University’s grievance procedures; reporting or providing information about harassment or unfair treatment; or for participating in any activity, policy, or practice that the individual reasonably believes is in violation of a policy, law, rule, or regulation. For more information, refer to the University policy Reporting Potentially Illegal Activity.

» We remind you that the Drug Free Workplace Act prohibits the unlawful use, sale, or manufacture of any controlled substance or of alcohol on University property or while in the conduct of University business away from the campus. For more detailed information, refer to policy 5.1.2 The Drug Free Workplace Act.

» Each of us has a responsibility to maintain a community that is free from discrimination and harassment. The Policy on Discrimination and/or Harassment; Sex Discrimination and Sexual Misconduct Policy; and Respect for Others are campus-wide policies that define prohibited behavior and describe the resources and processes available for addressing concerns of discrimination or harassment. If you have questions or wish to discuss concerns related to discrimination or harassment, contact a member of the HR Client Services Team at 8-3300 or the vice provost for institutional equity and diversity, who also serves as the University’s Title IX coordinator and ADA/Section 504 coordinator, at 8-6110.

» The University's Sex Discrimination and Sexual Misconduct Policy reinforces our commitment to Title IX and the federal Violence Against Women Reauthorization Act. The policy, available in full in Rights, Rules, Responsibilities provides information about types of prohibited conduct, how to access resources and/or make a complaint, and investigative and disciplinary procedures. Individuals who have experienced or witnessed an alleged incident of sex discrimination or sexual misconduct have many options, including consultation with a confidential resource and/or filing a complaint (internal and/or criminal complaint). If you have experienced or witnessed an act of sex discrimination or sexual misconduct, contact SHARE (Sexual Harassment/Assault Advising, Resources and Education) at 8-3310 or the University’s Title IX coordinator at 8-6110.

» The University updated its smoking policy this summer. Smoking, including e-cigarettes, is prohibited by law and University policy in all workplaces, places of public access in University buildings, and outdoor spaces within 25 feet of all such buildings, including but not limited to all academic, residential, and administrative buildings and elevators; individual offices and rooms; athletic sporting facilities; spectator areas at outdoor University events; University-owned vehicles, shuttle buses, and vans; dining facilities and bars; theaters and concert halls; partially enclosed areas such as archways, weather protected ramps, and tents; and outdoor dining areas. All smoking materials must be disposed of in appropriate receptacles. For more information about this policy, refer to Section 1.5.3 of Rights, Rules, Responsibilities; HR policy 5.1.5 Smoking Regulations; or the Office of Environmental Health and Safety website. If you have any questions about the University’s smoking regulations for employees, contact HR at 8-3300 or hr@princeton.edu or the Office of Environmental Health and Safety at 8-5294.

4 Please send feedback to the HR Communiqué editor: celson@princeton.edu

Annual Benefits Open Enrollment for 2016

wants you to knowHuman Resources

emPloyee contribution chanGes

Your contribution is the amount that you pay toward the cost of your healthcare benefits through payroll deductions. Contribution rates will increase by 3% for the J-1 Visa and Princeton Health Plan (PHP) medical plans. All other plans will have no cost increases in 2016. The rate for the Aetna DMO will decrease by 10%.

retirement saVinGs Plan auto enrollment

Effective January 1, 2016, all benefits-eligible employees currently contributing 3% of pay into the Retirement Savings Plan will automatically be enrolled at 4% of pay. You can start, stop, increase, or decrease your contributions at any time through the HR Self Service system. If you take no action during Open Enrollment, your contribution will automatically increase.

my health coach—trestletree

diabetes management incentive Program

Beginning in 2016, new and current participants in the Diabetes Management Incentive Program will receive a $250 taxable cash incentive provided they are actively participating in the program when it is issued.

Princeton has offered this program in partnership with My Health Coach, administered by TrestleTree, since January 1, 2015. Participation is confidential, voluntary, and offered at no additional cost to eligible employees and their dependents enrolled in a Princeton medical plan. Participants get practical, personalized help to manage their diabetes or pre-diabetes condition and can obtain most diabetes medications and supplies at no cost. To learn more, contact TrestleTree at (866) 237-0973.

Open enrollment packets will be mailed to home addresses or sent digitally to employees who elected to go paperless. Consult the open enrollment materials for more details on these benefits programs and other changes for 2016, as well as the open enrollment website. All benefit changes are effective January 1, 2016, unless otherwise noted.

Key dates for oPen enrollment

date eventOctober 19 annual benefits open enrollment

for 2016 begins.

The online HR Self Service system is available daily from 8:00 a.m. to midnight. HR assistance is available daily between 8:30 a.m. and 5:00 p.m.

October 28 Main Campus Benefits Fair at Frist Campus Center, Multipurpose Rooms A and B, from 10:00 a.m. to 2:00 p.m.

October 29 PPPL Benefits Fair at the Lyman Spitzer Building, 10:00 a.m. to 2:00 p.m.

November 13 annual benefits open enrollment for 2016 ends.

This is the final deadline to make any changes or corrections to 2016 benefits selections.

January 1, 2016 Newly elected benefits become effective.

KiosK locations for comPuter access

chancellor Green Rotundanew south 1st Floor Lobbynew south 1st Floor Lobbyfriend center Loading DockWhitman KitchenWilcox hall Kitchenmadison hall Hallway by Food Service OfficeGraduate college Loading Dockforbes college Kitchen

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wants you to knowHuman Resources

Medical Plan Changesthree-tier netWorK

in-network Preferred, in-network non-Preferred, out-of-network

The Consumer Directed Health Plan (CDHP) and the PHP will utilize a three-tier coverage design for certain in-network specialty and laboratory services only:

Tier 1—In-Network Preferred ProvidersTier 2—In-Network Non-Preferred ProvidersTier 3—Out-of-Network Providers

emerGency room coPayment increaseThe copayment for the use of an emergency room will increase to $175 for the HMO and PHP. It will be waived upon hospital admission.

laboratory serVices

Quest Diagnostics is the preferred lab for Aetna; UnitedHealthcare’s is LabCorp. If you go to any other in-network lab with Aetna or UnitedHealthcare, you will be charged more and need to meet the plan’s annual deductible. If you are in UnitedHealthcare and use the Quest lab located in McCosh Health Center, your lab services will be covered as if they were preferred.

enhanced customer serVice

Princeton arranged for new customer service teams at Aetna and UnitedHealthcare. These experienced professionals are familiar with our medical networks, plans, and costs to help you find in-network preferred providers, urgent care centers, centers of excellence, etc. They are trained to answer all your claim and coverage questions, take responsibility to resolve any claim issues you bring to them, and direct you to other Princeton resources when appropriate.

unitedhealthcare PhP telemedicine

UnitedHealthcare (UHC) now offers telemedicine services (referred to as virtual visits) for members enrolled in the PHP with UHC. In 2016, you will log in to the UHC website and choose from provider sites where you can register for a virtual visit. The virtual visit will be covered at 100%. Due to this change, UHC members will not have access to Teladoc after December 31, 2015. Aetna PHP, CDHP, HMO, and J-1 Visa plan participants will continue to utilize Teladoc in 2016.

Prescription Drug Plan ChangesneW Vendor

Catamaran, an OptumRx company (OptumRx), will replace Express Scripts as our new prescription provider. If you are enrolled in a Princeton medical plan, you will automatically be enrolled under OptumRx. It is recommended that you have on hand a three-week supply of your medication during this transition.

All participants will receive a Welcome Kit and new prescription plan ID cards before January 1, 2016. You should use your new ID card when filling prescriptions on or after January 1, 2016.

Some participants will receive personalized communication(s) from OptumRx during November. The letter(s) will include instructions to help you minimize costs and/or maintain continuity of your current mail order arrangement. You will also receive a letter from OptumRx’s specialty pharmacy, BriovaRx, if you are taking a specialty medication. Read and respond to these letters immediately.

three-tier formulary

Generic, Preferred brand, non-Preferred brand

OptumRx will have a three-tier formulary design, which applies to the prescription coverage included with all Princeton medical plans.

A formulary is a list of prescribed medications—both generic and brand-name—that have proven to be both clinically and cost effective. Prescriptions on the formulary are categorized into three tiers and those tiers determine your cost for a particular medication:

Tier 1—GenericTier 2—Preferred BrandTier 3—Non-Preferred Brand

There are preferred products in every therapeutic class in the formulary. Depending on where your current prescription falls within the tiers, you may see a change in cost, up or down.

6 Please send feedback to the HR Communiqué editor: celson@princeton.edu

Learning about Unconscious Bias and Micro Messages

Over the past year, a new class entitled “The Power and Impact of Unconscious Bias and Micro Messages for Managers,” was added to the class offerings in HR’s Learning and Development (L&D) curriculum. Taught by Sharon Fries-Britt (refer to page 7 for a Q&A with Sharon), the class is helping individuals learn about and better understand the “hidden” or “unconscious” biases we all have and how they may impact our interaction and inclusion of others in the workplace.

Mo Lin Yee, undergraduate administrator in the Department of Anthropology and acting program manager for the certificate program in Ethnographic Studies, attended the class in July. As someone who completed the Management Development Certificate Program and the Business Technology Certificate Program, Mo Lin said, “I love going to these classes and interacting with others with whom I normally do not have contact. Everyone participated by sharing their experiences and listening to others’ stories.” She believes attending the class was valuable because “for individuals new to the topic, it’s a great way to get their feet wet. For others, it offered an opportunity to express your own views and help others to see what you see, as well as help you see what others see.”

Aric Davala, special facilities lead maintenance mechanic in Jadwin Hall, attended the class in May. As a member of the Facilities Culture and Inclusion Standing Working Committee, formed to create an inclusive work environment, Aric was very interested in the class. He explained, “I wanted to broaden my horizons and understand more about this topic, including learning about terminology that is offensive.” Aric related what he learned in the class to how he supervises as well as how he and his staff can improve the quality of their customer service interactions with faculty, staff, and students. He also noted, “Learning about others’ viewpoints and experiences will help us create a better work environment, which will make Princeton an even better workplace.”

Dorian Johnson, director of housing, participated in the class in May. Dorian was enthusiastic about participating in this class because he is on the University Services leadership team involved in rolling out the department’s diversity and inclusion plan. He said, “This class affords people a safe space to discuss these issues. Sharon makes it easy for everyone to express their perspectives.” Dorian also believes that diversity of perspectives and thought enriches the campus. He said, “Being afforded the opportunity to talk about differences in a responsible and respectful manner can help broaden our own perspectives and also help us become a more productive, welcoming educational institution.”

A second class, “The Power and Impact of Unconscious Bias and Micro Messages for Employees,” is being introduced this fall. The session emphasizes the individual’s role in building an inclusive environment. Although both scheduled classes are already filled, additional classes are being scheduled during the winter and spring. For more information, visit our website or contact Nicole Klein, senior learning and development specialist, at nklein@princeton.edu or 8-9105.

Photos by FRANK WOJCIECHOWSKI

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Why have you invested so much in diversity training initiatives and how does it relate to your professional goals overall?

I have always had a deep commitment to issues of race, equity, diversity, and inclusion. While I encountered my own barriers throughout the educational process and over the course of my career, I was fortunate to have key mentors and advocates along the way who recognized and supported my talents. My investment in this topic has been in helping others navigate and develop strategies to be successful at the individual and organizational levels.

Early in my career, I worked in higher education administration on a wide range of topics affecting governance and leadership. There was always a thread of diversity and inclusion in my work. Early on the language centered on affirmative action, federal compliance review, and racial diversity. Over time the language, terms, and understanding of diversity expanded. I have fully integrated this topic into the work that I do, although the emphasis and direction of the work has differed. For example, my research on high-achieving Black collegians, underrepresented minorities in STEM, and minority faculty are topics directly connected to developing a better understanding of the experiences of these populations in the academy to enhance their success. My work in the field focuses on the more practical issues and day-to-day challenges of working in a diverse organizational environment.

As a professor of higher education, my work on diversity nationally is connected to my career. I am drawn to the challenges of this work—it is often unpredictable and requires comfort with ambiguity and vulnerability. There are no quick and easy answers because of the complexity of the topic. Moreover, the individual and collective experiences with “diversity” add uniquely to this topic. Although I have been fortunate to work across many different settings professionally over time, I have gotten more selective about what I work on and where I do this work. I spend time determining if I am the right person with the accumulated talents and abilities to do the work being requested. I also look at the level of investment and commitment that the individual and/or organization is willing to make to determine if it is the right partnership.

In facilitating programs at Princeton, how have perceptions changed over time? What have you noticed?

This is an exciting question to answer! For nearly a decade, I have worked with different groups and individuals and I do have some impressions. Three areas come to mind right away.

People are willing to engage more deeply. In the early years of working with the campus, individuals focused on being “polite” and “careful” in their discussion of diversity. I had to dig much deeper to engage the group in their real thoughts. Participants now are more prepared to talk about the topic

of diversity and inclusion. They bring a level of enthusiasm and willingness to share their unique perspectives and to learn from others. Even more important, it is clear that many of the people on campus engaged in diversity work are making a difference in raising awareness. Individuals often reference the different programs and events that have created opportunities to discuss diversity. When current events impact the campus and the nation, participants look forward to discussing them with others and learning about different perspectives.

Change in the perceptions of the University’s commitment to diversity. Many of the systemic changes on the campus to support the work of diversity—hiring of key staff, policy changes, climate assessments, and the Trustees’ report—contribute to an increased perception that Princeton is more committed to diversity. Participants acknowledge the changes that they have witnessed over the years. By no means am I suggesting that they feel that the work is completed—participants still report uneven experiences with diversity and equity issues on campus. Despite this, there is an increased level of awareness of the University’s commitment to diversity. The campus’ efforts seem to be reaching a broader group of individuals who are more aware.

Leadership commitment. I have witnessed a real commitment to advancing work on diversity and

Question and Answer with Sharon Fries-Britt, Princeton’s Diversity and Inclusion Training Consultant

An Evolution of Diversity Education

Sharon Fries-Britt has partnered with Princeton University for nearly 10 years on various diversity initiatives. A product of a military family, Sharon is one of five children and first-generation college-educated. She pursued

her undergraduate studies at the University of Maryland. There, she took on several work experiences, exposing her to discussions about policy issues on affirmative action and equity at a time when the number of minority

students was low and academic success was difficult to achieve. Following her bachelor’s degree, she received a master’s degree from The Ohio State University and later returned to Maryland to complete her Ph.D and pursue two distinct careers, the first in administration and the second as a member of the faculty. We caught up with her to discuss diversity and her experiences on the Princeton campus.

8 Please send feedback to the HR Communiqué editor: celson@princeton.edu

inclusion on the campus. Princeton has invested in hiring individuals who are committed to this work and who have the expertise to provide guidance and direction on issues of diversity and inclusion. At Princeton, recommendations were made to build more expertise across the campus and these hires have actually occurred. They are committed to developing and expanding the numbers of individuals who are “ambassadors” for this effort.

Why is diversity training so important for our staff?

Many individuals still live in segregated communities ethnically, racially, and economically, and yet our work and school environments are much more likely to reflect the growing diversity of the nation and world. Work environments today are far more complex with diverse individuals, ideas, and intricate day-to-day realities. It is important for individuals in the workplace to demonstrate a repertoire of skills to be effective in leading and working in these culturally-rich environments. Training opportunities are important for staff to add to their knowledge and understanding of diversity and inclusion. What I think is most beneficial about the training is that participants have an opportunity to engage with others on the topic which allows them to learn more about the factors that may have shaped their own and others behaviors, attitudes, and values.

You have partnered with Princeton to design the course in Unconscious Bias and Micro Messages. What were your objectives for the course and what do you hope to achieve?

Nicole Klein has been a great partner on this project and we worked for several months examining different approaches. Our objectives for this course were modest given

the vast amount of research and work on unconscious bias. We have two overarching goals: to increase understanding of bias and microinequities and to build strategies to support all employees. We want to raise individuals’ awareness of the presence of unconscious bias and micro aggressions in the daily work environment, have participants understand the terms and meaning, and recognize that everyone behaves in ways that reinforce unconscious biases. We also want to work toward strategies that serve to eliminate bias.

How does the course build on or enhance other diversity courses that you facilitate at Princeton?

The course adds another layer to understanding why individuals behave the way that they do. The unconscious bias class encourages participants to observe their own behaviors more broadly and to notice how their particular perspectives are influenced by events. In many respects, this class is really about participants getting to know more about themselves, their behaviors, attitudes, prejudices, and social conditioning. Through the course, they get more in touch with the factors that shape and influence their perspectives about a wide range of topics.

How would you describe your teaching style?

My teaching style reflects an appreciation for diverse teaching methodologies and high levels of participant engagement. I like to present key elements of the topic and couple this with examples from the field and/or engage participants to share examples from their own experiences. I know that the topic of diversity and inclusion can be emotionally charged, and I use the energy of the class to navigate the teaching process and create a supportive and effective learning environment.

What is most important for our staff to consider regarding diversity right now?

I have a few observations that reflect what I know to be true in research and also in practice.

First, we need to know a lot more about within-group diversity. We talk about groups in monolithic ways when there is so much variation and diversity within groups and communities.

Second, I am always encouraging individuals to think about the intersection of multiple factors that shape identity (intersectionality). For example, to consider how gender, race, age, and sexuality combine to shape identity and diversity. Understanding how one factor may be more salient within a particular context and understanding how multiple factors offer more nuanced insight into behaviors, attitudes, and disposition adds to our ability to understand the complexity of individuals’ experiences and even our own.

Third, colleges and universities offer an opportunity to work in multigenerational work environments and there are unique challenges and opportunities with the diversity of age and experience in the workplace. Finding common ground and ways to work with our similarities and differences will be important.

Finally, learning how to become better global citizens and expand our understanding of diversity within and outside of the U.S. context will require a broader, more global understanding of workplace issues.

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to employees who completedCongratulations

Management Development Certificate ProgramPictured from left to right are front row: Iris Rubinstein, Office of Communications; Eugenia M. Moore, Industrial Relations Section; Jessica Ward, Department of Athletics; Naida Chipego, Office of Human Resources; Dale O’Brien, Office of Human Resources back row: Rosel Cherubin, Building Services, Facilities; Tina Grove, Laboratory Animal Resources; Jennifer Bello, Department of Economics; Michael Mills, Media Services, OIT; Annette DiDonato, Building Services, Facilities; Jen Legaspi, Office of Human Resources

2014 Graduates (alphabetical) with President Eisgruber Joseph Agyei, Building Services, Facilities; Debra Anderson, Plasma Physics Lab; Jean M. Anna, Campus Dining; Calvin Armstrong, Plasma Physics Lab; Kwasi Boateng, Building Serivices, Facilities; Odman Jean Denis, Campus Dining; Raphael Garcia, Building Services, Facilities; Fredy Guzman, Campus Dining; Joe Henderson, Building Services, Facilities; Joe Huck, Building Services, Facilities; Stephen Kratzer, Building Services, Facilities; Jonathan MacFarland, Grounds and Building Maintenance, Facilities; Merle Mascall, Building Services, Facilities; Joseph McCann, Building Services, Facilities; Greg McLaughlin, Grounds and Building Maintenance, Facilities; Jose Molina, Building Services, Facilities; Glenn Perrine, Grounds and Building Maintenance, Facilities; Italee Phillip-Russell, Campus Dining; Luz Reyes, Building Services, Facilities; Vincente Rivera, Grounds and Building Maintenance, Facilities; Humberto Ruiz, Grounds and Building Maintenance, Facilities; Renata Sagan, Building Services, Facilities; Relouse Joseph Saint-Cyr, Building Services, Facilities; Edward Solek, Campus Dining; Joseph Theodore, Campus Dining; Tom Thomas, Grounds and Building Maintenance, Facilities; Silvia Valdivia, Campus Dining; Marvin Vasquez, Campus Dining; Richard Wardle Jr., Grounds and Building Maintenance, Facilities; Barbara Wolf-Liebhart, University Library; Jonathan Yales, Building Services, Facilities

Photo by JACLYN A. IMMORDINO

Not pictured Eleni Banis, Department of Hellenic Studies; David Bohr, Building Services, Facilities; Lisa Franzman, The Graduate School; Jason Gallucci, Department of Athletics; Michael Hotchkiss, Office of Communications; Martin Mbugua, Office of Communications; Katherine Norton, Corporate and Foundation Relations; Karl Petersack, Site Protection, Facilities; Maribeth Regan, Office of Development; Marva Reid, Building Services, Facilities; Colleen Sked, Office of Development; Mladenka Tomasevic, Davis International Center; Frances Yuan, Department of Architecture

Excelling at Princeton

Photo by JEANNE DONOFRIO

10 Please send feedback to the HR Communiqué editor: celson@princeton.edu

• Participates in HR’s Management Development Certificate Program * Graduate of HR's Management Development Certificate Program

^ Graduate of the Excelling at Princeton Program ‡ Participates in the Staff Educational Assistance Plan

to employees on the moveCongratulations

Congratulations to the following employees who were promoted or transferred to a vacant position or assumed an acting appointment between May 1 and September 18, 2015 (both the effective date and the data entry date of September 18, 2015). If you believe your name should be included on this list, contact Claire Jacobs Elson at celson@princeton.edu or 8-4131.

Donald Ade Support Services, Office of Information Technology Carmine Fiocca • ^ Mason Shop, Facilities

Kyle Angjelo ‡ Office of Environmental Health and Safety Lisa Franzman * The Graduate School

Clifford Baldwin Campus Dining Makenson Geffrard Research Collections and Preservation Consortium

Nimisha Barton Office of the Dean of the College Sherif Gerges Department of Integrative Genomics

Jean Bausmith ‡ Department of Electrical Engineering Mark Giannullo Enterprise Infrastructure Services, Office of Information Technology

Debra Bazarsky ‡ Office of Human Resources Gary Glezman HVAC, Facilities

Yan Bennett Princeton Institute for International and Regional Studs Jacqueline Golden *

Development Technology Services, Office of Development

Gregory Billows * Campus Dining Laurie Hall • Office of the Executive Vice President

Kathleen Braunstein * Statistics and Machine Learning Hilary Herbold ‡ University Health Services

David Campbell University Health Services Matthew Immordino * ‡Operations and Planning, Office of Information Technology

Yvette Campbell Department of Mathematics Michelle Inverso * Financial Services, Office of Finance and Treasury

Naida Chipego * ‡ Office of Human Resources Darrien Jackson Department of Public Safety

Carolyn Cooper Department of Athletics Sarah Jackson Andlinger Center for Energy and the Environment

Genevieve Creedon Princeton Writing Program German Jimenez • Research Integrity and Assurance

Valentino Crosland ^ Campus Dining Krista Kalkreuth University Health Services

Jennifer Curatola Support Services, Office of Information Technology Sarah Kampel Enterprise Infrastructure Services

Daniel Day * Office of Communications Soujanya Kosaraju Funds Management and Reporting, Office of Finance and Treasury

Rhea Dexter Society of Fellows Matthieu Lefebvre Research Computing, Office of Information Technology

Emmanuel Ebong ‡ Procurement Services, Office of Finance and Treasury Lisa Leisinger Procurement Services,

Office of Finance and Treasury

Jon Egbert ‡ Office of Human Resources Rachel Leslie Financial Services, Office of Finance and Treasury

Wilso Fileus Campus Dining Christina Lipsky * ‡ Department of Architecture

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Jennifer Loessy * Department of History Michael Rivera University Health Services

Silvia Lopez Office of Undergraduate Financial Aid Diana Rolan Procurement Services, Office of Finance and Treasury

Jerry Luz • Campus Dining Lisa Scalice * Office of the Dean of the Faculty

Matthew Madalon Department of Athletics Phillip Schulze ‡ Landscape Grounds Shop, Facilities

Anahit Mailyan * Academic Technology Services, Office of Information Technology Moira Selinka Andlinger Center for Energy

and the Environment

Matthew Marnett Princeton University Art Museum John Shorey * Enterprise Infrastructure Services, Office of Information Technology

Brian Melnick Department of Public Safety Katherine Slatas * Woodrow Wilson School

Michael Michalski Department of Public Safety Vance Stephens ‡ Office of Undergraduate Financial Aid

Yokasta Nunez-Perez ^ Campus Dining Lilian Tsang Innovation in Engineering Education

Sandra Parisi University Services Sorat Tungkasiri ‡ Teaching and Learning Center

Jennifer Paslowski * Residential Colleges Jason Vacirca Department of Public Safety

Bernadette Penick • Campus Dining Brendan Van Ackeren Department of Athletics

Timothy Ponzio Procurement Services, Office of Finance and Treasury Marvin Waterman The Graduate School

Spencer Reynolds Corporate and Foundation Relations Dov Weinryb Grohsgal Office of the Dean of the College

Ryan Rick-Wagner Landscape Grounds Shop, Facilities Nathaniel Wilson Princeton Neuroscience Institute

Maureen Riggi Residential Colleges Elisabetta Zodeiko ‡ Administrative Info Services, Office of Information Technology

HR’s Friendly FaceSteve Blechman, executive director for human resources, manages the HRIS Team which provides

system administration, reporting and analysis, and support to HR in delivering services to clients through technology. The team operates with a mission to make it as easy as possible to transact business with HR and to provide tools and analysis that allow for more informed decision making around human resources matters. Steve recently was elected as president of HRMA of Princeton, the local affiliate of the Society for Human Resource Management (SHRM), an organization that he has been a member of for seven years. He describes it as a great opportunity to meet other HR professionals in the Princeton area and to work with students at local universities who are considering careers in HR. He embraces the challenge of leading a dedicated group of volunteers and setting direction for the local chapter in alignment with the national organization's goals.

Steve is an avid musician who has played a variety of instruments, most notably the piano, for nearly 50 years. He also enjoys softball as a proud member of "Nightmare on Elm Drive" in the University summer league. Originally from the San Francisco Bay area, he also loves to travel and spend time with family. If you need Steve's assistance, you can contact him at blechman@princeton.edu or 8-8542.

12 Please send feedback to the HR Communiqué editor: celson@princeton.edu

with important datesMark Your Calendar

HR’s Core Learning Curriculum from A to ZAdvance registration is required. To read descriptions of courses for the

Core Learning Curriculum, visit our website. All classes meet at 7 New South. Ally Project classes meet at Frist Campus Center.

coaching others toward improvementWednesday, October 288:30 a.m.–12:30 p.m.

Thursday, December 10 1:00–5:00 p.m.

legal aspects of supervisionTuesday, December 1 9:00 a.m.–1:00 p.m.

making meetings WorkWednesday, December 21:00–5:00 p.m.

managing effective interactionsTuesday, November 171:00–5:00 p.m.

networking for enhanced collaborationTuesday, December 89:00 a.m.–noon

Performance managementThursday, December 3 8:30 a.m.–12:30 p.m.

Write or Wrong: improving Written communicationWednesday, November 49:00 a.m.–noon

career deVeloPment

career conversations: a Panel discussionWednesday, October 21Noon–1:30 p.m.

interview PreparationWednesday, November 1110:00 a.m.–noon

colleGe PlanninG seminars

Practical advice for dealing with the high cost of collegeThursday, November 12Noon–1:00 p.m.

diVersity and inclusion

leveraging diversity: challenges and opportunitiesThursday, November 198:30 a.m.–noon

leveraging diversity: Part iiThursday, November 191:00–4:00 p.m.

ally Project: supporting lGbt students, staff, and facultyThursday, October 299:00 a.m.–noon

ally Project: transgender 101Thursday, October 292:00–4:00 p.m.

the Power and impact of unconscious bias and micro messages for employeesTuesday, December 158:30 a.m.–noon

Tuesday, December 15 1:00–4:30 p.m.

Princeton DeconstructedThe Princeton University Training Team (PUTT) created presentations for employees to learn about Princeton's structure, financial model, research, and student experience.

All presentations meet at Frist Campus Center, noon–1:00 p.m.

Princeton financialsVice President for Finance and Treasurer Carolyn AinslieTuesday, October 27

Retirement CounselingTIAA-CREF and Vanguard offer free individual retirement and financial counseling on campus. To register for a session, visit the TIAA-CREF website and/or Vanguard website.

For questions, contact HR Learning and Development at: hrld@princeton.edu