Human Resources & Payroll

July 1, 2006 – June 30, 2007

Annual Report

Table of Contents

Message From the CHRO …………………………………………………………….3 Overview ………………………………………………………………………………..4 Classification & Compensation …........................................................................5 Training & Development ………………………………………………………………9 Work/Life ………………………………………………………………………………13 Payroll/HRIS …………………………………………………………………………..16 Employment …………………………………………………………………………...19 Benefits & Absence Management …………………………………………………..20 Employee Relations …………………………………………………………………..25 The NEW Center and the Customer Service Center ……………………………..28 Accomplishments ……………………………………………………………………..29

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Appendices …………………………………………………………………………….31

Message From the CHRO

I am pleased to present the second annual report of the Human Resources & Payroll Department. This past year, we have strived to provide timely assistance and customer service to our university community in support of its teaching, research, and public service mission. We remain dedicated to becoming an employer of choice in the Greater Washington metropolitan area and as you will see, have continued to offer creative solutions to respond to our ever changing Mason environment. We are committed to being employee-friendly, helping support faculty and staff in their work lives and providing information and resources to help them balance their work life with their personal life. I would like to thank the Mason community for partnering with Human Resources & Payroll this past year. There are so many people to thank including the Mason administration, our HR liaisons, the Counsel’s office, the Office of Equity and Diversity Services, the Provost’s office as well as the many others who provide us with information, data, and essential support to help us serve the Mason community. Linda H. Harber

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December 2007

Overview

Human Resources & Payroll has had a very busy year. Our focus this past fiscal year

was primarily in five key areas that address the full life cycle of a career at Mason:

• On boarding – Through an enhanced orientation program and the creation of our New Employee Welcome (NEW) Center, HR & Payroll is working to both streamline the on boarding process and make it a friendly, comprehensive, one-stop shop for someone taking his or her first steps in a career at Mason.

• Work/Life Balance - We are actively committed to creating work/life opportunities that reduce the “hassle factor” of living in the fast-paced metro DC area and providing opportunities for both personal and professional growth and development.

• Reward & Recognition – Reward & Recognition is one of the cornerstones of a Mason career. We continue to be supportive of our Reward & Recognition initiatives and continue to grow and enhance this popular program.

• Improved Compensation – The university is committed to improving compensation particularly in paybands 1, 2, 3, 4. For the 5th year in a row, the minimum salary in paybands 1, 2, and 3 was increased. This year, payband 4 also received an increase.

• Pre-Retirement Planning – HR & Payroll is focused on helping faculty and staff prepare for retirement from Mason. Our pre-retirement seminar was popular this year and we will continue to offer training and support to help Mason faculty and staff lay the groundwork for a financially secure retirement. By the way, it’s never too soon to start planning! You may want to check out our new Investment Series. Information can be found at http://hr.gmu.edu/training

HR & Payroll is also working hard to provide support to the community behind the scenes as well, revamping our data integrity section and expanding our information services area. Additionally, we have partnered with a number of university departments to take advantage of the wealth of knowledge that is available on campus.

HR & Payroll has been fortunate to have a number of students working with us. Students from the College of Health & Human Services, the TAP program, IO graduate students, and student interns and wage workers have been of invaluable support to the department allowing us to expand our availability and creative reach.

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As you review the annual report, please see the depth and breadth of the issues addressed within Human Resources & Payroll. As always, we welcome input and suggestions on how we can best be of service to our colleagues and fulfill our mission to be proactive, responsive, creative, and compassionate in maintaining “a fair, equitable and quality working and learning environment for all employees….”.

Classification & Compensation

Classification & Compensation is always a primary strategic area for both Mason and HR/Payroll. Emphasis on compensation is important to Mason in its high cost of living area. Classification & Compensation was at the forefront of many initiatives this past year and looks forward to FY08 as electronic job descriptions are on the horizon. Since last fiscal year, the Compensation Team has grown substantially. The addition of two Compensation Analysts allowed us to expand the services we provide. The Comp Team is available to conduct job audits, advise managers and employees on salary issues, and assist in reorganizations. The Comp Team participates in a dozen or more regional and national salary surveys and has salary comparison results for many positions available to management. A look back at this past fiscal year includes the following Classification & Compensation achievements and initiatives: A. Law Enforcement Compensation Restructure Update: Effective December 2005, in partnership with the University Police, we enacted a new compensation plan for law enforcement employees. The plan was designed to provide promotion potential and salary increases that are similar to other local police departments. The goal was to be both more competitive and reduce a 26% turnover rate. The results are impressive. In Fiscal Year 2007, almost no turnover occurred. The benefits to Mason include increased retention of experienced law enforcement officers and campus security as well as decreased recruitment, training expenses and overtime costs. B. Pay Bands 1, 2, 3 & 4 Salary Structure: Washington’s high cost of living is particularly difficult for employees earning less than $30,000. Each year since 2002, the minimum starting salaries of the classified pay bands 1, 2 and 3 have been increased through a substantial commitment by the university. The result has been an overall increase in the minimum salary by 42% over six years and Mason's employees are paid nearer to the median market salary than ever before. In the upcoming fiscal year, the minimum starting salary for positions in pay band 4 will also increase for the first time. With increases in the pay structure, many staff in these pay bands have also received salary increases to maintain internal alignment.

History Effective Date Pay Band 1 Minimum

Pay Band 2 Minimum

Pay Band 3 Minimum

Pay Band 4 Minimum

FY03 6/10/2002 $13,101 $17,116 $20,455 FY04 11/25/2003 $19,000 $20,915 $22,864 FY05 10/25/2004 $21,000 $23,000 $25,000 FY06 11/25/2005 $21,630 $23,690 $25,750 FY07 07/10/2006 $23,000 $25,200 $27,500 $32,950 FY08 06/25/2007 $24,398 $26,732 $29,172 $33,609

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C. In addition to the increases in minimum starting salaries, Mason has made significant progress in overall salary levels. Since 2002, average salaries for Instructional faculty have increased 20.3%, administrative/professional faculty 17.5%, and classified staff 21.7%.

Classified

Administrative/ Professional Faculty

Instructional Faculty

Average Salary 2002 $36,968 $64,905 $70,599* 2003 $38,101 $65,844 $71,885* 2004 $39,913 $69,149 $75,331* 2005 $41,963 $71,734 $80,308* 2006 $44,996 $76,237 $84,901* Percent Change 2002- 2006 21.7% 17.5% 20.3% Average Salary Calculated as of November 25 of each year * Institutional Research & Reporting Fact Book data

Classified Administrative/Prof Faculty Number of Employees 7/07 1342 564 Average Age 41 45 Average Years of Service 6.3 7.3

D. Salary Review Committee Activity The Salary Review Committee reviews pay increases greater than 10% or $10,000. The Classification and Compensation team provides staff support to the committee. This year 89 increases were reviewed; 94% were approved.

Salary Review Committee Activity By Executive Level By Employee Type

Executive & Finance 11 12-month Instructional Faculty 15 ITU 3 12-month Research Faculty 10 Provost 69 9-month Instructional Faculty 13 University Relations 1 9-month Research Faculty 2 University Life 3 Admin Faculty 31 Development 2 Classified 13 Wage/Other 5 Grand Total 89 Grand Total 89

E. Performance Management

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Last fall, we processed 1,561 performance evaluations for administrative/professional faculty and classified employees and implemented pay increases for more than 3500 employees. More than 97% of Mason’s employees (classified staff and administrative/professional faculty) are rated solid/fully meets standards and above by their supervisors.

Summary of Classified Evaluation Data 2006 2005 2004 Rating # Percent # Percent # Percent Extraordinary Achiever 260 22.4% 249 22.3% 263 24.7% High Achiever 591 50.9% 566 50.8% 526 49.4% Solid Achiever 277 23.9% 274 24.5% 257 24.1% Fair Performer 31 2.7% 22 2.0% 16 1.5% Unsatisfactory Performer 1 0.1% 5 0.4% 3 0.3% Total Rated 1160 1116 1065

Summary of Administrative/Professional Faculty Evaluation Data 2006 2005 Rating # Percent # Percent Generally superior 294 73.3% 266 73.1% Fully Meets Standards 102 25.4% 89 24.5% Demonstrates room for growth and improvement 4 1.0% 9 2.5% Unsatisfactory performance 1 0.2% Total # Rated 401 364

F. Student and Non-Student Wage: Last summer, the transition to separate student and non-student wage employees was completed. Revised salary and job structures for both groups have been developed and are posted on the classification and compensation webpage. The non-student wage minimum hourly rate was set at $7.50 and the student wage minimum hourly rate was set at $6.00. The job structures are intended as a resource for hiring managers to determine potential hourly rates based on the level of responsibilities and experience. As part of this initiative, 161 employees received pay increases. G. Reward & Recognition Program: An important part of Classification & Compensation is our award-winning Reward & Recognition Program. The number of awards given is a testament to both the wonderful people with whom we are fortunate to work at Mason and to the fact that Mason embraces recognition as part of our culture. Dr. Merten’s enthusiasm for recognition has spread throughout the university and the state. We are frequently asked to provide program details to other universities across the country so they may use it as a model.

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During the 2007 Fiscal Year we awarded:

• 108 Individual Impact Awards to Faculty, Classified and Wage employees • 23 Outstanding Achievement Awards • 17 Exceptional Support Awards • 1 Martha

J. Reiner Award

addition to numerous socks, umbrellas, bears, chocolate bars, and movie tickets, employees

• 1 Margaret C. Howell Award • 2 Team Excellence Awards • 3 Mason Quill Awards • 422 Service Awards

Inwere rewarded with 227 days recognition leave and 809 half days leave, in recognition of their hard work. Topping off our reward program, more than 950 gift cards were awarded for use at area gas stations, restaurants and stores.

How many people were recognized?

Formal

496

Informal

1293

*Fiscal Year 2007

Total= 1,789

e try very hard to keep the Reward and Recognition program dynamic and responsive to our

00 Best Buy Gift Certificate ft Certificate

In Fiscal Year 2008 we will continue to expand and improve this diverse program. For the first

ployees

Wcustomers. We added an eclectic array of options that help our supervisors and managers recognize small and great achievements and everything in between. The new recognition selections are-

“You’re Simply the Best” card- $20.1

2 “You’re Greeeeat” card - $20.00 Great American Restaurants Gi3 “You Hit the Bullseye” card- $20.00 Target Gift Certificate

time, the budget for the Reward and Recognition program will cover the taxes on the formal awards (centrally funded only) such as Immediate Impact, Outstanding Achievement, Exceptional Support, Quill and Martha J. Reiner Customer Service awards, so that emreceive the full benefit of their awards.

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Training & Development

HR & Payroll experienced an exciting year in its Training & Development area. There have been many training workshops this past year, including a Faculty/Staff Enrichment Day (fully funded by Mason’s administration), our new and improved SUPERvisor Series, and increased training at our distributed campuses. Our FY08 agenda is exciting and will include three levels of Customer Service Workshops, Professional Career Development Workshops, The Mason Investment Series, and an Administrative Assistant Certificate Series. A. New Training Web Site: A new Training & Development website was created this year. It has been improved with a new calendar viewing system that can be filtered by date, campus, class subject and series. The registration system has made it easier for faculty and staff to register for classes. B. Orientation

Classified Orientation is held in a hi-tech facility donated by the Mason Enterprise Center. This year, the session is more interactive, with participants suggesting topics of interest and contributing to the discussions. The group is encouraged to meet afterwards and use each other as resources. After orientation, eparticipant receives a welcome card from HR & Payroll as well as a picture of the orientation class. A total of 286 new employees

attended classified orientation during the period July 2006 – May 2007. The appendix provides statistics and comparison information.

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C. Lunch and Learn: The Lunch and Learn programs are one hour training sessions to which participants are welcome to bring their lunch to discuss a wide range of non-work related topics. Topics ranging from conversational Spanish to retirement planning to home buying tips are covered in these lively and engaging sessions. This past fiscal year, a total of 281 employees attended the Lunch & Learn sessions during the period July 2006 – May 2007. Lunch & Learn participation varies by topic and winds down between November and January. Note the list of topics and participation for Lunch and Learn in the appendix.

D. Health & Wellness Programs: CommonHealth offers a series of health and wellness programs for all Commonwealth agencies. The Training & Development staff schedules departments in Fairfax to participate in quarterly programs on topics that include nutrition, exercise, stress reduction, and fitness information.

Prince William and Arlington Campuses also participate in the workshops. This year the CommonHealth Program changed the format of their workshops. Now one workshop is offered quarterly. The Training & Development team quickly responded to this new format by partnering with HR liaisons in different Fairfax departments to schedule this training for their people at their site. By bringing the training directly to the departments many more faculty and staff have been able to participate in this free program as shown in the chart in the appendix. CommonHealth also sponsors a health screening every eighteen months.

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WeightWatchers at Work has been ongoing at Mason for four years. Each week a group of over 20 people convene for a meeting led by a certified WeightWatchers leader. E. Search Committee Training: Search Committee Training was implemented this year as a result of input from a number of committees tasked with developing policies and procedures for the hiring process at Mason. Search Committee training is advertised in multiple places including on the eWork page itself located at jobs.gmu.edu. The HR & Payroll Training unit works closely with the Office of Equity and Diversity Services to provide Search Committee Training and can conduct it on site in departments that have requested it. F. Distributed Campuses: HR & Payroll is dedicated to providing excellent customer service to the Arlington and Prince William Campuses. To increase our physical presence in each location, an HR & Payroll staff person regularly works on each campus - Thursdays in Arlington, and Wednesdays at Prince William. HR Training & Development has partnered with both the Prince William Campus and with the Arlington Campus to create Fall and Spring training offerings for each location. As seen in the appendix, we have a small training presence at the distributed campuses. Participation has been growing at the Arlington Campus each semester and has grown since FY2006 at Prince William. G. HR Liaison Training: HR Liaison training occurs three times a year. The meetings/trainings are video conferenced to the distributed campuses and also video streamed up to one month after the meeting so all Liaisons may access the information. HR Liaisons are valued members of the Mason community in helping communicate HR&Payroll information throughout the university. H. EA Training: Electronic Approvals were taught on a case-by-case 1:1 format by the Customer Service Supervisor in the past. As of April, the Training & Development department has assumed responsibility for this training and the format has changed. EA Training now takes place twice monthly and the participants can sign up on the new Training web site. I. Faculty – Staff Enrichment Day 2006: This year what was previously known as “University Enrichment Day” (to appreciate Mason staff) was renamed and modified to include both faculty and staff. A committee was formed to create a day of training events for Mason employees. The theme of the event was “Networking: Communication, Exchanging Ideas, and Enriching Your Life!” This day included a key note address by Coach Larranaga, a visit by Gunston, eight training sessions such as “Humor in the Workplace,” “Poseidon Adventures- Sailing the Seas of Change,” and “Coaching: What Is It and Why Bother,?” lunch, a wonderful vendor fair, many door prizes and a closing session by Star and Janette Muir. All in all it was a terrific day!

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J. Pre-Retirement Day: Mason faculty and staff who are within five years of retirement were invited to a special day of pre-retirement planning. Presentations by TIAA-CREF, Fidelity, and VRS taught participants how to read statements and plan for financial retirement. Susan Jones of DHRM discussed Health Insurance before a panel of retirees and near retirees described their situations. Dick Chobot, Executive Director of OLLI, left us with laughs and plenty to think about after his endnote titled “Off the Couch and Into the Community.” Breakfast, lunch, and snacks were served and plenty of networking and socializing took place. It was an excellent learning experience for all. The feedback was so positive that another Pre-Retirement Day has been scheduled for April of 2008.

K. Intern Program: The Training & Development team has created an internship program for college juniors and seniors to gain Human Resources experience. Since the spring of 2006, five students have participated in the program bringing their energy and enthusiasm to the training department and gaining valuable work experience.

L. New SUPERvisor Series: 50 supervisors are matriculating in this training series. The goal of the SUPERvisor Series is to train individuals who supervise one or more employees and have fewer than five years of supervisory experience at ch individual participating in the New SUPERvisor Series

must complete a contract choosing six required classes and three optional classes. Each participant also chooses a mentor, complementor journal, and completes a final project to share with his or her peers. Some of the classes include Hiring at Mason, Employee Relations, Equity and Diversity, Employee Retention, Time Management, Dealing with Conflict, Feedback, and Public Speaking. Also, each supervisor is sent a quarterly newsletter to keep informed and stay updated in tseries.

Mason. Ea

tes a

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M. Mason Links: Training & Development has partnered with University Life’s International Education and Programs department to expand the Mason Links services. Mason Links is a growing education program for Mason workers, drawing on the resources and volunteer efforts of the entire Mason community. For the next fiscal year, a new coordinator will be working in the HR & Payroll department and will lead the Mason Links effort along with an advisory board. N. Customized Training: Training & Development offers departments on campus assessment services and training on issues that directly affect the specific department. This is a service that is new to the Mason community, and several departments have taken advantage of this benefit. Some of the custom trainings include time management, facilitating roundtable discussion groups, personality and team building exercises, and handling difficult situations. O. Retreat Support: Retreats are a wonderful way for a department to take time out of a busy year for reflection, training and planning for the next year. The Training & Development department offers retreat support from team building/ice breaker exercises to full day retreat facilitation. We can even bring in an expert to speak or teach a workshop on a specific topic. Departments who have

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taken advantage of this complimentary service include ITU Leadership, Research & Economic Development, Career Services, Facilities, Human Resources & Payroll, and Equity and Diversity Services.

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Work/Life

Work/Life and Communications is all about connections, building relationships within the university and beyond. Fiscal Year 2007 was full of new beginnings and continuing partnerships. The highlights included:

• Eldercare Services • Work/Life Website • Work/Life Brochure

A. Highlights 1. Eldercare Services In September of 2006, HR & Payroll began offering eldercare services. As the workforce ages, the need to address issues surrounding aging family members has been thrust to the forefront. HR & Payroll teamed with the College of Health and Human Services to bring eldercare services to Mason. In one year, the program has developed into three components – eldercare resource and referral, the eldercare seminar series, and an eldercare support group. a. Eldercare Resource and Referral, September 2006 – June 2007

# of Clients % Faculty % Classified % Wage/Other % Fairfax % Arlington % PW 38 47 45 8 84 7 5

Resource and referral services are offered to Mason faculty and staff targeted specifically to the location where caregiving services are needed – anywhere around the country or around the world. In addition, a comprehensive resource room is available with a wealth of information available on a host of eldercare issues. b. Eldercare Seminar Series, September 2006 – May 2007

# of Seminars Total Attendance % Faculty % Classified % Wage/Other 10 107 29 59 12

Local area experts and Mason faculty shared their expertise on a wide array of topics ranging from “Supporting Colleagues in the Workplace” and “Surviving the Holidays: Tips for Caregivers” to “Geriatric Care Managers: A Valuable Resource in Care Coordination to “Long-Term Care Planning and Decision Making: Critical Issues for Faculty and Staff of All Ages.” Six of the seminars were held on the Fairfax campus and four on the Prince William campus. c. Eldercare Support Group, May 2007 In May 2007, the eldercare support group was launched. Averaging 5 attendees in each of the sessions held to date, the support group offers faculty and staff who are in the midst of eldercare issues an opportunity to share experiences and strategies in the area of caregiving.

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2. Work/Life Website The work/life website located at http://hr.gmu.edu/worklife was launched during FY07. The site encompasses a range of topics including child and elder care, health and fitness opportunities, financial resources, and faculty and staff discounts. It also includes a “What’s New?” section to highlight timely issues or events of interest in the area of work/life. 3. Work/Life Brochure Mason offers a wide array of opportunities to its faculty and staff. The work/life brochure, published this past year, was developed as a way to capture in one place the depth and breadth of the services and opportunities available to Mason faculty and staff. B. Communication

1. Year-end newsletter – The second annual year-end newsletter was electronically communicated to all faculty and staff in December 2006. The newsletter includes timely and important information on payroll and benefits of particular interest to faculty and staff as the calendar year ends.

2. Targeted emails – Benefits open enrollment communication was distributed to employees

on-line as was information regarding 9-month faculty summer deductions and a change to the administrative and professional faculty handbook regarding the leave process moving from an award system to an accrual system. Since the change impacted all 12-month faculty – administrative and professional, research, and instructional, targeted emails were sent to alert faculty to the change.

3. HR Liaisons – Our HR liaisons continue to play an important role in the delivery of HR &

Payroll information and services. They also provide perspective, sharing their views on how to improve the delivery of information and services. We have continued our regular communications with our liaisons through our “Instant HR/Payrolls”. These email communications promote HR & Payroll initiatives, policies, and procedures as well as share information on upcoming events.

FY2005 FY2006 FY2007

Instant HR/Payrolls 36 36 44

4. Benefits Committee – The HR & Payroll Benefits Committee provides timely support to the department by reviewing vendor solicitation requests, work/life offers, and benefits proposals.

In 2006, the Benefits Committee approved:

• Panasonic online discount • Flowerpetal.com floral discount • Curves discount • The availability of the Fairfax County Federal Credit Union

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C. Work/Life Initiatives

1. Commuter Choice – The Commonwealth Commuter Choice Program offers a tax free benefit of up to $110/month for faculty and staff who utilize public transportation.

FY 2006 FY 2007 Jan-Jun Jul-Jun Avg. # Participants 68 72 Average Benefit $86/month $92/month

2. Child Care Center, Arlington Campus – A partnership was created between Mason and

the FDIC to have daycare on a space available basis for employees at the Arlington campus.

3. Mason Military Outreach (MMO) – A new initiative launched in FY2007 in partnership

with the Staff Senate, MMO is laying the groundwork to create a support system for deployed students, returning students, and Mason faculty and staff who have loved ones who are in the military or who have students or colleagues in the military. Research is underway to develop a plan for seminars, networking events, and a support group.

D. In the Works

1. Concierge Services – We are continuing to research concierge services. Areas of concentration may be dry cleaning, and in-home services (waiting for the plumber, light housekeeping)

2. Babysitting, house-sitting, pet sitting, eldercare – We are researching online services

that provide access to a database of hundreds of area caregivers.

3. Expansion of the work/life website - to include additional resources and information on work/life balance.

4. Special promotion of telework and flextime.

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5. Health & Fitness – We are partnering with University Life on the Arlington campus in the area of discounts at area fitness centers.

Payroll/HRIS

Payroll/HRIS has been on the move this past year with lots of new projects and collaborations. This was a banner year for improving processes, sharing ideas, and building new relationships. Some basic numbers can help tell the story. During the fiscal year 2007, Payroll/HRIS:

• Issued 10,866 W-2 Forms

• Issued 245 1042-S statements and accompanying returns

• Issued over 200,000 payments

• Collected and remitted over $73.9 million in payroll taxes and filed accompanying returns and statements

• Processed 25,000 EA’s

A. Electronic W-2s One of our major initiatives last year was moving to make electronic W-2 forms available to all university employees via PatriotWeb. As a result, over 70% of all employees accessed their W-2 electronically. In addition, Payroll acted as an information resource regarding preparing electronic individual tax returns emphasizing the benefits derived to faculty and staff who receive refunds via direct deposit. Payroll/HRIS also instituted other changes to help streamline processes and provide better customer service at year-end including establishing a free reprint program for copies of the W-2 to employees who retrieved via PatriotWeb and providing information tools such as our web page called “How to Understand and to Arrive At Your W-2 and Payroll Earnings Anytime.” The on-line W-2 system has saved the department time and money as well as greatly reducing the number of W-2 corrections that needed to be made. The electronic W-2s were delivered sooner providing ample time to resolve any questions or discrepancies prior to having to send the information to the IRS. Emails and calls to the W-2 hotline sites were reduced by well over 50%. The process was more customer-focused as payroll staff could spend additional time working with faculty and staff to ensure that information was accurate. Faculty and staff received more timely information in a format that facilitated submitting their tax returns electronically which meant that they could receive their refunds much faster. B. Banner Highlights and Enhancements Payroll/HRIS had several projects this past year addressing data accuracy and process redesign. It converted another large segment of Mason’s overtime eligible employee population to a biweekly (every other Friday) payment schedule. Included with this conversion was the HR/Payroll staff. Payroll held training workshops to help facilitate the transition and to ensure that impacted faculty and staff understood the calculations on their checks and were satisfied

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with how their overtime payments were being handled. At the same time, Payroll moved all biweekly employees to the same cycle thereby eliminating duplication in the process. In the past, a major effort had to take place at the end of every year to audit and certify state payroll totals for all foreign national employees in comparison to federal totals. The HRIS/Payroll team, including our new HRIS Applications Manager, succeeded in writing an automated program that checks and delivers balanced data for federal and state totals for all non-resident employees. This eliminated both several weeks of manual work and the potential for hundreds of errors that required clean up at year end. Also incorporated into Banner this year was the programming and roll out of an accrual based leave procedure for all 12-month faculty at Mason. This one step will result in better reporting, improved accuracy, and clarity for faculty in handling leave. Additionally, Payroll added an automated upload of faculty promotion and tenure actions and launched a real time address clean up product, QAS, for HR & Payroll. C. Banner Self Service/PatriotWeb Enhancements and Highlights Payroll/HRIS began phase one of a project to automate regular email communication regarding timesheets. Timesheet submission and approval emails were successfully automated this past year in phase one of the project. Phase two of the project will incorporate additional reminders for employees to submit their timesheets as well as updates to supervisors regarding who on their staff has not submitted a timesheet and/or whose timesheets need to be approved. Additionally, Payroll also rolled out a self disclosure for EEOC reporting purposes on PatriotWeb. D. Partnering Efforts at Mason Payroll/HRIS continued to partner with both our internal customers and external organizations. These invaluable partnerships allow the department to share and expand its knowledge base. Partnerships included:

1. Working on taxation issues with the Foundation, Finance, and more extensively with the Office of International Programs and Services (OIPS).

2. Partnering on reconciliation issues and other topics of mutual interest with the finance

team. Of special note is the rewrite of the fringe allocation process that enabled elimination of a timely error prone step in Banner during the payroll processing cycle (elimination of NZPFIN3).

3. Acting in an interim capacity for faculty, staff, and students on taxation issues as OIPS

conducted a lengthy search for a tax coordinator.

4. Co-managing a major brainstorming with the budget office that resulted in reducing system and electronic approval downtime from two weeks to less than one day for the year end roll process. The goal for next year is to move the process offline resulting in zero business week system downtime.

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5. Creating and monitoring audit reports and steps to minimize errors for the regular and summer term upload of positions.

6. Rewriting overtime costing script in Banner to correctly reflect true overtime expenses

primarily in the police and facilities management departments. This customer driven initiative benefits all with improved accuracy.

E. Partnering Efforts Beyond Mason Payroll continued to serve as a resource for other institutions that converted to Banner or had Banner software issues.

1. Hosted Virginia Commonwealth University for a Banner information day at Mason. Shared numerous software fixes and enhancements with other Virginia Banner schools on 1042 processing, Queen’s Day leave, life insurance setup, etc.

2. Mason’s Payroll/HRIS team has continued to strengthen our working relationship with

other large institutions that utilize Banner especially Virginia Tech. Both schools benefit from this partnership by collective brainstorming and problem solving. Problem resolution occurs weekly as Payroll partners with other schools our size to maximize the software resources that we have.

3. Partnered with Virginia Tech to receive an opinion on taxation for university employees

working outside of Virginia. Our work on this will result not only in better compliance, but better service to our faculty and staff in dealing with their local taxes.

F. Other Projects System and process documentation remains a priority for Payroll/HRIS. Total rewrites and reprogramming of benefit reports and reports sent to vendors took place this past year. Documentation is nearly complete for a desktop manual for all benefits accounting and general accounting procedures performed within Payroll. Disaster recovery continues to be documented and regular communication exists between Payroll/HRIS and ITU to continue testing of the Prince William hot site fallback program. New this year will be quarterly disaster drills by key personnel to test all disaster preparedness plans. Additionally, we participated in RAK campus employee orientation and process decisions helping all employees working on international assignments with expatriate issues and taxation questions. Payroll/HRIS looks forward to building upon its successes, resolving outstanding issues, and continuing to collaborate with both Mason partners and colleagues from around the Commonwealth.

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Employment

The past year was a busy one for employment at Mason. In addition to advertising all vacant positions, HR & Payroll spearheaded a number of strategic recruitment plans, including improving the function of eWork for faculty hiring, partnering with outside vendors to advertise specific vacancies, and promoting the Mason employment brand in general. A. Employment Metrics During FY07, nearly 800 positions were posted on eWork. These included primarily classified staff and administrative, instructional, and research faculty positions, but also a small number of wage, adjunct, and graduate assistant positions. During the same time frame, over 20,045 people applied for positions, over 3,000 more than during FY06. The average time to fill a classified position (posted and filled within FY07) was 56.5 days. More statistics can be found in the appendix. B. eWork Working Group Several members of the HR & Payroll department were members of a University-wide eWork working group created to enhance the functionality of eWork. The goal of the group was twofold; to meet the unique needs associated with faculty hiring and to simplify and clarify eWork instructions to make the process easier for all applicants. The faculty application was streamlined and additional guidance was developed to make the applicant process clear and easy to understand. All departments are now using eWork to advertise classified staff and full-time faculty positions. HR & Payroll also worked with the Office of Equity and Diversity Services to create reason codes for hiring managers to use to explain the selection or non-selection of each candidate. The codes can be found in the appendix. C. Outside Advertisers Mason also partnered with several frequently used outside advertisers (see appendix for a break down of occurrences of ads) to both increase awareness of jobs at Mason and to reduce advertising costs. In October, Mason signed a contract with HigherEdJobs.com that allows an unlimited number of Mason jobs to be posted on their website. In November a new contract was signed with the Washington Post, which allows up to 99 jobs to be pulled from the eWork website and posted on the Washington Post jobs website. Ads promoting Mason as an employer of choice were also put in a special Work/Life Balance section in Fortune Magazine (September 18, 2006) and in the annual Top 100 issue of Diverse Education (May 31, 2007). Please see the appendix for copies of both advertisements. D. In the Works The employment unit also has several initiatives planned for FY08. HR & Payroll is working with the Creative Services department to develop several generic ads, which promote the Mason employment brand, and can be used in a variety of different advertising venues as the need arises. This will eliminate last minute requests and ensure that employment at Mason can be promoted as opportunities occur. HR & Payroll is also working with other frequently used outside advertisers, such as the Chronicle of Higher Education and InsideHigherEd.com, to develop packages to lower advertising costs for the university as a whole.

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Benefits & Absence Management  This past year, as part of an internal reorganization, the area of absence management was integrated into the benefits area. This important change allowed the department to expand client service on leave management programs and offer a broader level of expertise. Additionally, Benefits & Absence Management oversaw three open enrollment periods, enhanced its communication, and, in partnership with the Training & Development Department, offered varied retirement educational workshops and a pre-retirement seminar. A. Benefits Program Counseling Benefits & Absence Management provided consultation to potential hires and new employees on various programs offered at Mason. This includes a detailed description of the benefits package offered as well as an overview of work/life programs, academic opportunities, flextime & telework program options offered and much more.

1. Classified Orientation – The benefits portion of this comprehensive orientation includes a review of retirement plans, life insurance, disability programs, health benefits and long term care planning programs. When requested, an orientation is conducted one-on–one for Spanish speaking employees.

2. Faculty Orientation – New faculty were oriented individually or in small groups. This past

year, 67 group orientations were held reaching a total of 284 new faculty members (including orientations held at the Arlington campus and Prince William campus) This comprehensive orientation includes retirement options for faculty, life insurance programs, disability programs and leave structure, health benefits and long term care planning programs. Eight faculty orientations were conducted this past year with a translator (languages include Korean, Italian and Russian).

B. Open Enrollment

1. Unum Long Term Disability (LTD) Open enrollment – LTD insurance from UNUM LTD is designed to protect income if someone becomes medically unable to work. Full-time faculty and staff who have traditional sick leave (non-VSDP) are eligible for this optional insurance. UNUM LTD open enrollment is held annually in November. This past open enrollment season, there was an increase in the income replacement limit from $5,000 to $6,000 per month. (For an annual salary of $140,000)

UNUM LTD Open Enrollment Statistics (New Participants or Changes of Coverage)

2005-06 43 2006-07 55

20

2. Optional Retirement Plan (ORP) Open Enrollment Faculty can choose between the Virginia Retirement System (VRS) and the Optional Retirement Plan (ORP). Within the ORP, faculty members choose between its two vendors – Fidelity and TIAA-CREF. VRS is a defined benefit plan with vesting at five years of service. The ORP has a defined contribution of 10.4% with immediate vesting. ORP open enrollment was held in November of 2006 with plan changes effective on January 1, 2007. During this past year’s open enrollment season, participants could choose to change vendors and/or reallocate their investments in a wide array of funds. TIAA-CREF underwent a major platform conversation in 2005-06. The benefits team helped participants navigate this important change. Additionally, the Investment Policy Committee, with the approval of the Board of Visitors, expanded the open enrollment process by creating a continuous open enrollment. This means that participants can switch from one vendor to another at any time. Participants have always had the ability to switch between investments at any time.

ORP Open Enrollment Statistics

Changed Vendors (TIAA-CREF & Fidelity): 2005-06 4 2006-07 9 % of Participants Making Fund Activity Changes 2005-06 23% 2006-07 29%

3. Health and Flexible Reimbursement Account Open Enrollment Health and Flexible Reimbursement Open enrollment was in held in April of 2007. During this annual open enrollment period, eligible faculty and staff could change health care providers choosing between Kaiser Permanente and COVA Care, make changes to insurance details such as dependents, vision, hearing, or out-of-network coverage, and enroll or re-enroll in either a dependent care or medical care flexible spending account. The premium increase rate for 2007-08 was 4.25%. The Wellness plan was enhanced for participants and a new EZ® Reimburse Card was introduced for Medical Reimbursement Accounts allowing card holders the opportunity to use a stored value Mastercard to pay for many recurring medical expenses such as physician and pharmaceutical co-pays. This past open enrollment season, the benefits team held two detailed information and Q&A sessions on each of the three campuses, had vendors visit each campus, and promoted open enrollment electronically to eligible faculty and staff directly as well as through eFiles and via the HR & Payroll website.

Health Open Enrollment Change Statistics 2005 232 2006 147

Flex Open Enrollment Account Activity 2005-06 297 2006-07 388

21

The use of Employee Direct for open enrollment is up on the Mason campus. During the spring open enrollment for Health and Flex, 516 people utilized Employee Direct, making Mason fourth in the state in its use.

C. Retirement Counseling

1. Retirement Planning – Retirement planning is a major initiative for Benefits and Absence Management. According to recent data, Americans should save 16.3% of their pre- retirement income to retire well and only 52% of Americans are prepared for retirement. Over the past year, a conscious decision was made to offer faculty and staff the opportunity to increase their knowledge about their retirement plans and the various programs offered through retirement vendors. To that end, the benefits team, in partnership withTraining & Development, held a series of workshops addressing such topics as “Retirement Planning,” “Understanding your Investment Choices,” etc.

2. Individual Retirement Counseling – TIAA- CREF and Fidelity Investments continue to

offer free one-on–one retirement counseling to faculty and staff. These sessions include a review of all retirement plans (ORP and TSA) in which participants have assets.

Individual Retirement Counseling Statistics

2005-06 161 2006-07 224

One-on-one counseling is available by contacting TIAA-CREF or Fidelity directly. TIAA-CREF - 1-800 -842-2776 Fidelity – 1-800- 343-3548

3. Service Retirement Counseling – The benefits team provides pre- retirement counseling to faculty and staff at their request anytime. Retirement counseling is always provided 90 days or more before the faculty or staff’s actual retirement date and includes assistance in preparing retirement paperwork, detailing retirement benefit options, and outlining retiree health care including answering questions on the coordination with Medicare and Non–Medicare participating plans. Pre- retirement counseling is open to prospective retirees and their spouses as well.

Service Retirement Statistics

2005-06 39 2006-07 47

D. Other Benefits Related Counseling - Average daily contacts with faculty and staff (including phone calls and walk – ins) are 16 a day for each member of the benefits team. The range of questions addressed is extensive and includes topics such as change of beneficiary, annual and sick leave, issues surrounding an internal or external employment opportunity, health insurance, policy questions and much more.

22

E. Absence Management Program

1. Short Term Disability (STD) Leave – FY07 was the first year where STD claims were managed by the benefits team. The benefits team revamped the procedure for processing claims, improving both the process flow and the communication between the employee and the university.

Short Term Disability Statistics

2005-06 84 2006-07 75

2. Long Term Disability Leave (including Long Term disability – working) - As was the case

with short term disability, the benefits team also began managing the Long Term Disability (LTD) claims this past year. Mason’s return to work ratio has been very positive within the last year, averaging 99%.

Long Term Disability Statistics

(Employees that rolled into Long Term Disability) 2005-06 2 2006-07 3

Long Term Disability – Working ( Employee numbers for employees on LTD

who are also working part –time) 2005-06 0 2006-07 1

3. Family Medical Leave – Family and Medical Leave Act (FMLA) claims were processed by

the benefits team beginning in 2006-07. Communication between benefits personnel and supervisors was increased and streamlined in an attempt to achieve a smoother claims process.

Family Medical Leave Statistics Reported to Human Resources

2005-06 n/a 2006-07 33

4. Other Leaves – This category includes all academic leaves, military leaves, personal leaves and sick leaves.

Leave Statistics

2005-06 81 2006-07 77

23

F. Educational Workshops Benefits & Absence Management partnered with Training & Development to present several workshops through the “Lunch & Learn” series and as stand alone workshops that have been individually offered to assist faculty and staff.

Educational Workshop Participation 2005-06 2006-07 Pre-Retirement Seminar 63 80 Health & Flexible Account Open enrollment

46 40

UNUM Long Term Disability 21 18 Retirement Planning 17 15 G. Investment Policy Committee

HR & Payroll oversees this committee of senior staff and members of the faculty. The committee meets three times a year including annual meetings with each of the approved Optional Retirement Plan (ORP) and Cash Match vendors (TIAA-CREF & Fidelity Investments).

24

Employee Relations

The Employee Relations team continued their support of a positive work environment for faculty and staff. This past year saw the kick-off of a Workplace Coaching program that had been in the planning stages for close to three years and more work by the Workplace Violence Committee, in partnership with the campus police, in finalizing university policy and protocol for prevention and threat assessment. The volume of work handled by the ER team increased this year, handling more than 400 events versus last year’s 359. The number of faculty contacts increased as well, from 34 to 88. Among the Employee Relations activities for the year were the following: A. Workplace Coaching The workplace coaching program provides Mason faculty and staff with a safe place to discuss problems and discover options for problem resolution side-by-side with a trained coach. Intensive training was held in March of this year to prepare coaches from both academic and non-academic units. This program expands our ability to deal with, and even potentially prevent, conflict in our workplace and is available on all campuses. Coaching is intended for non-disciplinary situations. Among the current coaches are representatives from Human Resources & Payroll, the College of Education and Human Development, the College of Humanities and Social Sciences, Student Academic Affairs, University Life, Campus Police, Intercollegiate Athletics, and the Freedom Center. To be paired with a coach, e-mail dtaggart@gmu.edu or pdonini@gmu.edu or call (703) 993–2600. A copy of our coaching brochure can be found in the appendix. B. Employee Relations Events Whether we are talking about one-on-one coaching and counseling sessions, or multi-party conflict resolution, the employee relations team has had a busy year. The team’s focus has been on options – alternative dispute resolution methods appropriate to the individual situation and circumstances. The ER team continued to emphasize fair and equitable treatment and opportunities for all employees at Mason. It trained new supervisors on the guidelines of the state’s Standards of Conduct for classified staff and advised individuals and supervisors on the guidelines of the Administrative/Professional Faculty Handbook and the Faculty Handbook as appropriate. The tGrievance Procedure and monitored those problem-solving events that resulted in grievances. In Performance Evaluation and Goal Setting sessions, ER has continued its emphasis on yeround, regular performance feedback so that the annual evaluation is a review, not a surp

eam provided training on the

ar-rise.

mployee Relations events are handled in partnership with the Provost’s Office, University und

. Criminal Background Checks

ECounsel, and the Office of Equity and Diversity. Summary data for the fiscal year may be foin the appendix. C

nvestigation Policy has been in place for more than a year.

The Criminal Background Check IThis policy continues to provide pre-employment criminal checks (including the sexual offenderregistry, the terrorist watch list, and a credit check for certain identified positions) for top

25

candidates in faculty and staff positions in selected areas. This program includes an efficline criminal check process handled through a national vendor. The program has been incorporated into university contracts with affected third party vendors, such as Sodexhocontinues to run smoothly, and promotes safety on all campuses. Specific data for the year mbe found in the appendix.

ient on-

. It ay

. Exit InterviewsD ack continues to be solicited anonymously through paper surveys distributed

eports of discrimination reported in exit feedback are always referred to the Office of Equity and

. Employee Resources

Exit interview feedbto departing faculty and staff by HR Assistants. The exit interview form is also available on-line through the HR website. This year the department conducted more in-person exit interviews andexpects to increase its availability during fiscal ’08, using the coaches described above to help in this effort. RDiversity services and investigated by that office. Likewise, exit interview feedback of importance to specific areas is shared with the appropriate supervisor in order to effect positive change. E

are always essential. Help is available in such areas as grief le

ric

he ER team continues to add to this resource base and work in partnership with Training &

ployee

F. Workers Compensation

Resources for employees counseling, Employee Assistance Programs (EAP), financial resources including the AppFederal Credit Union, alcohol and drug abuse support and treatment, psychological/psychiatassessments and referrals, managing stress, coping with change, and managing conflict effectively. TDevelopment to offer workshops on stress management, handling difficult people and conversations, building effective working relationships and learning best practices in emdevelopment, recognition, feedback, and discipline and discharge.

made progress this past year. There were a total of 91 injuries for

en

rker’s Comp has completed the Panel of Physicians form n

. Other Employee Relations Initiatives

Workers’ Compensation hasfiscal year 2007. Of that total, 71 were medical only, 8 involved cases of lost time and 12 were record cases only. The managers and supervisors have made a significant effort to return employees back to work in a timely manner after recovery. The majority of light duty has beaccomplished within the employee’s current position. Worequired by the Commonwealth. A PowerPoint presentation oWorkers’ Compensation for supervisors is nearly complete and work is underway on a transitional duty plan form for the supervisors and a Workers’ Compensation checklist for supervisors and employees to file claims. G

1. ER listserv

lic university employee relations representatives met (along with the Chief

Human Resources Officers) in Prince William in the spring of 2007. An Employee Virginia pub

26

Relations listserv was created by the George Mason team to support this group in an ongoing exchange of information and support.

Partnerships

2. Partnerships have been the key this year. Organizational development efforts were

collaboration with several departments including the School of s.

eas.

undertaken in Management, the Center for Global Education, and the Office of Sponsored ProgramOngoing partnerships are encouraged with all academic and non-academic ar

27

The NEW Center and the Customer Service Center

Customer Service Center handles a w to

arents

nowledgeable,

rect

e

HR & Payroll launched our New Employee Welcome (NEW) Center in January 2007. Located within the HR & Payroll office, new faculty and staff report to the NEW Center on their first day of work. Here a new Mason faculty

or staff member can complete benefits, payroll, and tax forms, enroll for direct deposit, and receive a Mason ID, welcome packet and temporary parking pass. It’s also a wonderful opportunity for new faculty and staff to have any questions answered. This new innovation has proven to be a one stop shop; in the past new faculty and staff had to visit three different departments to receive these Mason essentials. The Customer Service Center continues to be the pulse of HR & Payroll. The staff in the

ide variety of questions on everything from benefits work/life and everything in between! The Center’s customers are very diverse and include applicants, employees, former employees, students, and even pfrom time to time. Customers can walk-in, call on the phone, or email and frequently the Customer Service Center has multiple customers who are doing all three at the same time! It’s a busy place but the customer service staff is k

flexible, calm, and friendly. The Customer Service Center team always tries to take the time to ask follow up questions so they can provide accurate information or make a referral to the corperson who can help them. The customer service team is dedicated to being a resource for faculty, staff, and the public. Additional information on the Customer Service Center can bfound in the appendix.

28

Accomplishments A. Mason

• Mason was featured in Fortune Magazine’s work/life effectiveness employer annual article in September 2006.

B. HR/Payroll Staff:

• Linda Harber and Pat Donini presented at the College and University Professional

Association for Human Resources’ (CUPA-HR) Southern Regional Conference in New Orleans, LA, in March of 2007 on “Mixing and Maxing your HR Services Menu.”

• Pat Donini served as the Agency Dispute Resolution Coordinator for the Department of

Employment Dispute Resolution. • Pat completed the Senior Women’s Leadership Seminar program sponsored by the

Office of Women in Higher Education (OWHE) in June of 2007. • Cheryl Sims presented and facilitated sessions at FOCUS (Fiscal Officers Conference

University and Colleges State Supported) both in Fall and Spring. Her presentations were “Banner Implementation Success” and “Banner Payroll Processing Issues.”

• Cheryl received a Certificate of Merit from the American Payroll Association (APA)

honoring her service and commitment to the Government Affairs Task Force as well as continuing hours spent serving on the APA Hotline. The Hotline is a volunteer service provided by payroll professionals to other members of the payroll community that require assistance.

• Lori Ann Roth, Ph.D., Director of Training and Development, received certification in the

Myers-Briggs Type Indicator®. She is now qualified to administer and interpret the MBTI® Instrument.

• Lori was asked to speak or train at several conferences this past year. Some of the

conferences included “Make the Message Matter: Engaging Your School Community Workshop” by the College of Education and Human Development, The Mason Leadership Institute, and the Virginia Library Association Paraprofessional Forum.

• Shira Goodfellow presented at Sungard’s Banner Summit in Las Vegas on “Electronic

Approval Uses at George Mason.”

• Shira and Laurie Jones presented at MABUG (Mid Atlantic Banner Users Group) hosted by Virginia Tech. Shira presented on “Federal Compliance through Employee Self Service” while Laurie conducted a session entitled “State Taxes and Nonresidents in Banner”.

29

• Ian Reynolds served as a member of the Virginia Employer Roundtable.

• Dan Taggart continued to offer pro-bono mediation services to the Fairfax County General District Court and to partner with the Northern Virginia Mediation Service.

30

• HR & Payroll staff continue to remain professionally current through workshops, webinars and memberships in professional associations such as the Society for Human Resources Management (SHRM), the College and University Professional Association for Human Resources (CUPA-HR), the American Payroll Association (APA), and the American Society for Training and Development (ASTD).

Appendices

1. HR/Payroll Organization Chart

2. Turnover Summary Statistics

3. Training Statistics on:

• Lunch & Learn Topics

• Health & Wellness Participation

• Search Committee Training

• Arlington and Prince William Participations

• SUPERvisor Series

4. Work/Life Brochure

5. Tuition Waiver Participation Rates

6. Reasons for not selecting a candidate (eWork)

7. Job Postings in eWork by Department

8. Employment Advertising

9. Fortune magazine supplement on Work/Life

10. Diverse Issues in Education advertisement

11. eWork Brochure

12. Coaching Brochure

13. Employee Relations Events

14. Exit Interview Statistics

• Overall

• By Gender, Race & Employee Type

31

• Reason for Leaving

• Experienced Discrimination, Would You Recommend Mason?

• Ratings by Category

13. Customer Service Center Data

32

Human Resources & Payroll Organization Chart (Appendix1)

33

University PresidentAlan G. Merten

Senior Vice PresidentMaurice W. Scherrens

Assoc. Vice PresidentChief Human Resource Officer

FA534Linda Harber

Employee Relations and Deputy Director

FA071Pat Donini

Assistant DirectorBenefits/Absence

Rizna Ahmed

Training and Development Director

FA696Lori Ann Roth

Payroll & HRIS DirectorFA365

Cheryl SimsAssistant Director

Class & CompIlse Riddick

CompensationAnalysts (2)

Melissa ClokeyElena DeLiso

Reward & RecognitionCoordinator

Lucy Cummings

Benefits AccountantSusan Kehoe-Laptew

Payroll Accounting Supervisor

Abdul Conteh

Benefits Assistant

Bobbie McConnell

Benefits AdministratorsVeronique Klimonda

Nati SullivanDelShahn Thomas

WebmasterJohn Creuziger

Exec. AssistantPeggy Collins

HR OperationsCoordinatorMeena Rajan

HR Faculty Liaison(including NEW Center)

Michelle Lim

HR ConsultantJennifer Irvin

Employment Assistant(including eWork)

Neil Paz-Cruzat

AdministrativeCoordinator

Leslie Brown

HRIS ManagerShira Goodfellow

HRIS ApplicationsManager

Laurie Jones

Payroll SpecialistChristien Silverio

Senior Payroll Specialist

Merin Mani

Jeannette AllenMason LinksCoordinator Payroll

SupervisorMira Halilovic

Training AssistantRobyn Madar

TrainerRick Holt

Employee RelationsSpecialist

Dan Taggart

NEW CenterJacquie Lowe

HR Data AnalystsAnthony Cole

Bryan Newman

HR AssistantsRay Carey

Maurisha MacklinKim Harris

Workers' CompensationAdmin Assistant

Paula Polson

HR Consultant/HR ManagerDistributed Campuses

(including People Admin)Ian Reynolds

Work/Life & Communications Coord.

Janet Walker

Elder Care ServicesPatrice Winter

Human Resources & PayrollOctober 2007

Cust. Serv. CenterHaliya Roberts

Erin MarkeyMaria Depalma

Turnover Summary Statistics July 2006-June 2007

Administrative/Professional Faculty Hired Employment & Turnover New Hire/Rehire 189 July 2006 employment 523 July 2007 employment 564 Voluntary Resignation 63 Average A/P Faculty Employment 544 Involuntary Resignation 23 Total Turnover 15.8% Total 86 Voluntary Turnover 11.6% Involuntary Turnover 4.2% Classified Hired Employment & Turnover New Hire/Rehire 331 July 2006 employment 1248 July 2007 employment 1342 Average Classified employment 1295 Voluntary Resignation 183 Total Turnover 17.53% Involuntary Resignation 44 Total 227 Voluntary Turnover 14.1% Involuntary Turnover 3.4% 29 hired and left in same time period 12.78%

34

Lunch & Learn Topics (Appendix 3a)

7/6/2006 Active Duty Women’s Fitness 7/26/2006 Disaster Preparedness 8/3/2006 Business Writing 8/17/2006 Laughing at Stress 8/31/2006 Investment Strategies 9/14/2006 Stacey Osborne from ING 10/12/2006 Theft 10/19/2006 Fire Extinguisher Training 10/26/2006 Be a Tourist in Your Own Backyard 10/30/2006 Retirement Planning (PWC) 11/9/2006 Public Speaking 11/30/2006 Conversational Spanish 12/14/2007 Skin Care 2/1/2007 Diversity & Cultural Awareness 2/15/2007 Homebuyer's Assistance 2/23/2007 Dealing With Difficult People (PWC) 2/27/2007 Conversational Spanish (PWC) 3/1/2007 Conversational Spanish 3/15/2007 Fire Extinguisher Training 3/20/2007 Conversational Spanish (ARL) 3/29/2007 Be a Tourist in Your Own Backyard 4/3/2007 Conversational Spanish (ARL) 4/10/2007 Conversational Spanish (ARL) 4/12/2007 Retirement Planning 4/17/2007 Conversational Spanish (PWC) 4/26/2007 Dealing With Difficult Situations 5/1/2007 Conversational Spanish (PWC) 5/2/2007 Debt Reduction (PWC) 5/8/2007 Conversational Spanish (PWC) 5/10/2007 Ergonomics 5/15/2007 Conversational Spanish (PWC) 5/24/2007 Intercultural Communication

* Includes All Campuses

35

Health & Wellness Participation (Appendix 3b)

0

10

20

30

40

50

60

July

Augus

t

Septem

ber

Octobe

r

Novem

ber

Decem

ber

Janu

ary

Februa

ryMarc

hApri

lMay

June

Months

# of

Par

ticip

ants

20062007

Search Committee Training 2007 (Appendix 3c)

0

10

20

30

40

50

60

July

August

September

October

November

December

Janu

ary

February

March AprilMay

Month

Num

ber o

f Par

ticip

ants

36

Arlington Campus Training Participation (Appendix 3d)

0

20

40

60

80

100

120

140

Summer Fall

Winter

Spring

Num

ber o

f Par

ticip

ants

Fiscal Year 2006Fiscal Year 2007

Prince William Campus Training Participation (Appendix 3e)

37

0

10

20

30

40

50

60

Summer FallWinte

rSprin

g

Num

ber o

f Par

ticip

ants

Fiscal Year 2006Fiscal Year 2007

Supervisor Series Participants (Appendix 3f)

0

10

20

30

40

50

60

70

Jul-06Aug-06

Sep-06Oct-0

6Nov-0

6Dec-0

6Jan-07

Feb-07Mar-07

Apr-07May-0

7Jun-07

Month/Year

Num

ber o

f Par

ticip

ants

38

Work/Life Brochure

39

40

Tuition Waiver Participation

0

50

100

150

200

250

300

350

400

450

500

Spring Summer Fall

# of

Par

ticip

ants

Fiscal Year 2006Fiscal Year 2007

41

Reasons for Not Selecting Candidates Candidate’s Choice

A1 Withdrew to accept another job A2 Asked not to be considered A3 Declined the position when offered A4 Accepted another position within the University A5 Refused or unable to accept job duties, work schedule, or other job-related

conditions A6 Required higher salary than authorized A7 Would not relocate A8 Not available for employment at the time needed A9 No job opportunity for spouse A10 Failed to submit complete application materials A11 Failed to respond for requests for additional information A12 Not available for interview A13 Other (please attach explanation)

Qualifications

B1 Candidate did not meet advertised requirements for position. B2 Reference check unsatisfactory B3 Candidate selected had more relevant training and/or experience. B4 Candidate well qualified for the position, but quality of relevant training and/or

experience was higher in the candidate selected. This candidate would be considered for the position if the first choice declines.

B5 Other (please attach explanation) Results of Interview and/or Seminar/Lecture

C1 Interview revealed that candidate was not interested in the nature of job assignments required in the position.

C2 Interview revealed that the candidate was not well prepared, did not respond to questions clearly and/or was unable to clearly communicate ideas.

C3 Seminar, lecture or other public presentation revealed that the candidate was not well prepared, did not respond to questions clearly and/or was unable to clearly communicate ideas.

C4 Seminar and/or lecture did not demonstrate the level of teaching and/or research ability expected in the position.

C5 Other (please attach explanation)

42

Job Postings in eWork by Department

43

Department Number of Postings

Administration of Justice 12Admissions 11African American Studies 2Alumni 1Applied Information Technology 1Arlington Administration and Operations 2Assessment 1Associated Writing Project 2Bioinformatics & Computational Biology 4C4I Center - Command, Control, Communications, Com 1Campus Life 1Center for Global Education 3Center for Quantum Studies 1Center for Social Complexity 1Center for the Arts 7Central Receiving 3Chemistry & Biochemistry 3Child Development Center 2Civil, Environmental & Infrastructure Engineering 1College of Education & Human Development 36College of Health and Human Services 28College of Humanities & Social Sciences (CHSS) 19College of Science 10College of Visual & Performing Arts 4Communication 4Community Relations 2Computational & Data Sciences 4Computational Materials Science Center 4Computer Science 2Counseling and Psychological Services 5Creative Services 4Dance 1Development 11Diversity Programs & Services 2Early Identification Program 2Earth Systems & Geoinformation Sciences 1Economics 5Electrical & Computer Engineering 4English 12English Language Institute 1Enrollment Management 9Environmental Science & Policy 7Equity & Diversity Services 4Facilities Administration 3Fiscal Services 16Freedom Center 13Geography 3

44

GMU Foundation-Inc 6Hemlock Overlook 5Higher Education Program 1History & Art History 12Human Resources & Payroll 19Information & Software Engineering 2Information Services 4Information Technology Unit 47Institute for Conflict Analysis & Resolution 7Institutional Research 4Intercollegiate Athletics 25Interdisciplinary Center for Economic Sciences 1Internal Audit 1International Programs & Services 3Krasnow Institute 3Laboratory Safety, Office of 5Law School and Law Library 22Legal Services 1Library 38Life Science 9Loudoun Campus Administration 1MAIS 1Mason Enterprise Center 3Mathematical Sciences 1Media Relations 5Modern/Classical Languages 5Molecular & Microbiology 5Music 6New Century College 5Office of Continuing Professional Education (Fairfax) 2Office of Continuing Professional Education (Herndon) 2Office of Continuing Professional Education (Prince Wm.) 1Office of Disability Services 2Office of Research Subject Protections 1Orientation 2Philosophy 5Physical Plant 37Physics & Astronomy 6Prince William Campus Admin 4Print Services 6Provost 10Psychology 14Public & International Affairs 8Purchasing & Accounts Payable 5Registrar 14Religious Studies 2ROTC 1Safety Office 2School of Management 38School of Public Policy 8School of Recreation, Health and Tourism 5

Sociology and Anthropology 1Sponsored Programs 10Staff Senate 2Statistics 3Student Academic Affairs & Advising 4Student Accounts 5Student Centers 10Student Financial Aid 10Student Health Services 12University Career Services 1University Life Activities 2University Police 12University Services 4Volgenau School of Information Technology & Engine 5Women's Studies 2Grand Total 780

45

Employment Advertising

Location Number of Ads Academic Careers online 87 Asian Fortune 16 Chronicle of Higher Education (Print/Display Only) 362 Chronicle of Higher Education (Web Only) 1275 Connection 288 Craig's List DC website 379 Diverse Issues in Higher Education (formerly known as Black Issues) 302

Examiner Newspaper (formerly the Fairfax Journal) 337 GMU Website 39 GMU Website Only 12 Higheredjobs.com 597 Hispanic Outlook in Higher Education 115 Inside Higher Ed. (Web) 170 Monster.com 234 National Collegiate Athletic Association New Web 134

New York Times, Web only 21 Other 1772 Science Magazine 63

Times Community Newspaper 348 VirginiaJobNetwork.com 234 Washington Post (Print) 1310 Washington Post (Web) 1286 Women in Higher Education 37 Women In Higher Education (Web only) 120 Grand Total 9538

46

Fortune Magazine Supplement on Work/Life, September 18, 2006

47

Advertisement in Diverse Issues in Education

48

eWork Brochure

49

50

Coaching Brochure

51

52

Employee Relations Events

2005 - 2006 2006 - 2007 Performance Evaluation Appeals 7 3 Performance Evaluation Grievances 4 0 Unsatisfactory Rating on Eval 7 3 Fair Rating on Eval 15 16 Counseling Memorandums Issued 15 30 Counseling Memorandums Grieved 0 0 Notice of Substandard Performance 6 1 Due Process Notifications Issued 18 15 Group I Written Notices Issued (Grieved) 7 (5) 3 (0) Group II Written Notices Issued (Grieved) 4 (0) 6 (2) Group III Written Notices Issued (Grieved) 5 (2) 1 (0) Total Written Notices Issued (Grieved) 16 (7) 10 (2) Total Classified Employee Grievances 11 3 Notification of Separations (Faculty) 5 9 Number of Mediation Participants 6 6 Coaching Assignments N/A 11 ER Related Resignations 6 23 Resigned in Lieu of Termination 10 17 Inquiries and Consultations 207 259 Total 359 416

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Exit Interview Statistics

I. Overall

FY2006 FY2007 Number of Exit Interviews 91 92 Number of Separated Employees 346 387 Response Ratio 26.3% 23.8%

II. By Gender, Race & Employee Type

FY2006 FY2007 By Gender # % # % Men 35 38.5% 26 28.3% Women 52 57.1% 55 59.8% No Response 4 4.4% 11 12.0% Total 91 100.0% 92 100.0% By Race African American 11 12.1% 14 15.2% Asian 9 9.9% 2 2.2% Hispanic 5 5.5% 4 4.3% Native American 0 0.0% 0 0.0% White 61 67.0% 66 71.7% Other 1 1.1% 3 3.3% No Response 4 4.4% 3 3.3% Total 91 100.0% 92 100.0% By Employee Type Admin Faculty 19 20.9% 17 18.5% Instructional Faculty 5 5.5% 4 4.3% Research Faculty 1 1.1% 8 8.7% Classified 58 63.7% 60 65.2% Wage 5 5.5% 2 2.2% No Response 3 3.3% 1 1.1% Total 91 100.0% 92 100.0%

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III. Reason for Leaving

FY2006 FY2007 Reason For Leaving # % # % Accepted Position in Private Sector or University 17 18.7% 23 25.0% Accepted Position in Public Sector or University 21 23.1% 18 19.6% Anticipated Non-Reappointment/ Tenure Denial 0 0.0% 5 5.4% Change in Direction of Career 9 9.9% 18 19.6% Compensation 19 20.9% 22 23.9% Contract Expired 2 2.2% 3 3.3% Cost of Living 6 6.6% 0 0.0% Family Responsibilities 11 12.1% 4 4.3% Lack of Opportunity for Advancement 26 28.6% 18 19.6% Other 21 23.1% 21 22.8% Relocation of Spouse/ Partner 10 11.0% 4 4.3% Retirement 1 1.1% 7 7.6% Returned to School 10 11.0% 6 6.5% Working Conditions 12 13.2% 6 6.5%

IV. Experienced Discrimination, Would You Recommend Mason?

FY2006 FY2007 Experienced Discrimination? # % # % Yes 10 11.0% 4 4.3% No 81 89.0% 88 95.7% Total 91 100.0% 92 100.0% Recommend working at Mason? Yes 78 85.7% 88 95.7% No 13 14.3% 4 4.3% Total 91 100.0% 92 100.0%

Note: Significantly fewer people cited that they experienced discrimination and significantly more would recommend Mason in FY 2007 over FY 2006 V. Ratings by Category

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Scale of 1 (lowest) to 5 (highest) 2005 2006 Supervision # % Total Average # % Total Average Outstanding 38 41.8% 332 3.82 43 46.7% 367 3.99 Very Good 21 23.1% 24 26.1% Average 11 12.1% 11 12.0% Fair 8 8.8% 9 9.8% Poor 9 9.9% 5 5.4% No Response 4 4.4% 0 0.0% Total 91 100.0% 92 100.0%

Compensation Total Average Total Average Outstanding 14 15.4% 260 2.99 14 15.2% 285 3.10 Very Good 17 18.7% 21 22.8% Average 24 26.4% 28 30.4% Fair 18 19.8% 18 19.6% Poor 14 15.4% 11 12.0% No Response 4 4.4% 0 0.0% Total 91 100.0% 92 100.0% Benefits Total Average Total Average Outstanding 32 35.2% 350 4.07 38 41.3% 385 4.23 Very Good 38 41.8% 39 42.4% Average 10 11.0% 12 13.0% Fair 2 2.2% 1 1.1% Poor 4 4.4% 1 1.1% No Response 5 5.5% 1 1.1% Total 91 100.0% 92 100.0% Working Conditions Total Average Total Average Outstanding 21 23.1% 313 3.56 24 26.1% 323 3.55 Very Good 31 34.1% 30 32.6% Average 17 18.7% 18 19.6% Fair 14 15.4% 10 10.9% Poor 5 5.5% 9 9.8% No Response 3 3.3% 1 1.1% Total 91 100.0% 92 100.0% Training Opportunities Total Average Total Average Outstanding 22 24.2% 317 3.64 33 35.9% 356 3.91 Very Good 32 35.2% 31 33.7% Average 20 22.0% 17 18.5% Fair 6 6.6% 6 6.5% Poor 7 7.7% 4 4.3% No Response 4 4.4% 1 1.1% Total 91 100.0% 92 100.0% Overall Satisfaction Total Average Total Average Outstanding 27 29.7% 326 3.75 28 30.4% 358 3.89 Very Good 29 31.9% 40 43.5% Average 17 18.7% 14 15.2% Fair 10 11.0% 6 6.5% Poor 4 4.4% 4 4.3% No Response 4 4.4% 0 0.0% Total 91 100.0% 92 100.0%

Note: FY 2006 average scores for Supervision, Compensation, Benefits, Training, and Overall Satisfaction are all slightly higher in comparison to FY 2005.

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