Welcome! Jarred Davis Employee Relations Specialist

Events:– Veterans Day ceremony Nov 11 at 11am in Ray Courtyard of RMC

– Service Award program February 16, 2010 from 1:30pm-3pm

TEAMS Program

Employee Survey Feedback

Cohort 1September 2009-June 2010

Goal:

• To build a foundation of key managerial and leadership competencies and promote a culture enabling shared success among a select group of first line and mid-level staff members.

• To provide a managerial development opportunity as a means to recognize, reward, and retain talented employees.

• To expand upon the success of the RiceLeaders series and support the building of a comprehensive management development program at Rice.

Objectives: Upon completion of the series, participants will be better

able to:• Understand their role and responsibility for being actively engaged in

identifying, preventing and/or resolving problematic situations and in making suggestions for improvement in their individual work groups and more broadly across Rice.

• Use their enhanced skills to better manage and execute their responsibilities and to strengthen Rice’s foundation of functionally strong and competent first line and mid-level managers.

• Encourage, support and develop cross cultural and departmental collaboration in achieving our mission and the V2C.

• Understand the dynamics of team collaboration with colleagues and be able to develop and lead project teams to success.

Program outline:

• Starting in September 2009, participants will attend monthly technical sessions and/or leadership sessions.

• Hosted and facilitated by VPA and HR with support from OGC, EEO/AA and various staff and faculty who have completed the RiceLeaders program.

• TEAMS Cohort 1 - Thirty participants throughout campus from academic and administrative areas

• Coaching provided by supervisors and/or other departmental leadership to promote opportunities for TEAMS members to apply knowledge, expand their work experience, practice new skills, and encourage and enable opportunities to expand skill set.

• RiceLeaders participants will serve as mentors to encourage and enhance skill development, and expand the TEAMS member knowledge base beyond their immediate department.

• Host a celebration ceremony at the end to recognize efforts and commitment of participants – June 2010.

Operational focus sessions:

• Designed to build a foundation of competencies necessary to be successful in the operational aspects of successful supervision.

• Topics:– Leadership and Management skills– Hiring staff– Performance management– Understanding the legal and University responsibilities as a

supervisor– Creating a positive workplace culture

• Operational Presenters:– Russell Barnes – Director, Affirmative Action/ EEO– Wiley Bennett – Staff Recruiter – Mary Cronin – Associate Vice President for Human Resources– Mark Ditman – Associate Vice President for Housing and Dining– Colleen Dutton – Director, Compensation & Employee Relations– Kevin Foyle – Associate Vice President for Development– Carlos Garcia – Sr. Associate General Counsel– Linda Hamaker – Assistant Chair, Chemistry– Kevin Kirby – Vice President for Administration– Angela Lipari – Sr. Compensation Analyst– Michelle Potoczniak – Staff Recruiter– Doug Tomlinson – Associate Vice President, Project Management

& Engineering

Leadership focus sessions:

• Focused sessions facilitated by RiceLeaders to develop and enhance leadership skills and promote discussion on the practical application and daily challenges of leading a team.

• “ What I learned the hard way”

• Topics include:―Communication, delegation and motivation―Project management―Leading teams and working with others―Process Improvement―Ethics in the workplace

Leadership Presenters:

•Janet Braam - Professor; Department Chair, Biochemistry & Cell

Biology•Jim Coleman – Vice Provost for Research•Mary Cronin – Associate VP for Human Resources•Chris DelConte – Athletic Director •Kevin Kirby - Vice President for Administration•Sara Lowman – Vice Provost & University Librarian•Brent Smith – Associate Professor, Associate Dean for Executive Education •David Tenney – Registrar

Commitment level:

• A 10 month commitment of participation from participants and support from supervisor/department to complete program

• Estimated time commitment over 10 months: 40 hours total– Classroom time – 14 hours– Mentoring sessions – 12 hours– Prep work, projects, coaching sessions, and other activities – 14

hours

• Commitment to provide engaged coaching and mentoring to participants by their supervisor and members of RiceLeaders to

serve as mentors.

• Mentoring Program– 1 hour session between mentor and mentee– Estimate 6 sessions over 6 months (Nov/Dec – May/June)

Mentoring Design Team (MDT)– Comprised of RiceLeaders who will design and develop program objectives,

guidelines and action plans

• Training for mentors: October 23, 2009– Discovering the Mentor Within– Presented by Kathy Wentworth Drahosz - The Training Connection, Inc.

• Matching Mentor to Mentee– Based on career and development goals, and criteria established by MDT

•Cohort 1:Mauricio Benitez Rose Berridge Lisa BirenbaumMichele Boillotat David Brown David BynogCrystal Clayton Kim Corbett Crystal DavisAmanda Focke Elizabeth Gbordzoe Al GrazisChristine Hughes Maria Johnson Eugene KettlewellRyan Kirksey Angela Lipari Chris LopezMike Morgan Damien Pierce Beth RaffetyMark Sakowitz Sharon Scoppa Jessica StarkHeather Stern Hugh Ton-That Olivia WaldronTiffany Ware Doug Wells Chris

Zalesky

•Questions?

•TEAMS program coordinator:– Colleen Dutton Director Compensation & Employee

Relationscdutton@rice.edu

x4755

Employee Survey Feedback

Administrators’ Forum October 13, 2009

Two employee surveys:

Houston Business Journal - Best Places to Work in Houston• Participation is open to all Rice employees• Must have at least 10% of the employee population participate

to be considered• Compared to other employers with 500+ employees (all

industries)

The Chronicle of Higher Education - Best Colleges to Work For• 247 institutions participated in 2009 survey, 60 are research

institutions• Random sampling (per CHE criteria) of faculty and staff

participate• More scientific with broader scope• Compared to other higher education and research institutions

Surveys are used to:

• Market Rice in recruitment efforts

• Measure internal employee attitudes for a sense of overall satisfaction.

• Solicit feedback to assess the value added for benefits and actions impacting the workplace environment.

• Identify areas for growth and development.

Best Places to Work Survey:

Scores have steadily increased

Year 2006 2007 2008 2009

Employee Responses

644 528 663 624

Overall Score

83.12 84.32 86.05 87.39

Top 3 categories are consistent for 2006-2009

• Alignment with Goals

• Trust with Coworkers

• Satisfaction with Current Role

Best Places to Work Survey:

Lowest 3 categories are consistent for 2006-2009

• Manager Effectiveness

• Feeling Valued

• People Practices

Best Places to Work Survey:

Actions and decisions influenced by survey data -

• Whitaker Scholarship• Child Care Center and back-up care• Spring Recess Day • TEAMS and RiceLeaders • More supervisory and leadership focused HR training

sessions • Feedback to President for Town Hall meeting topics• Discussions with department managers and leaders on

creating career development opportunities and improving morale

• Discounts on parking and dental insurance for lower paid employees

Best Places to Work Survey:

• Rice is included in the medium size category based on size of student population (3,000 - 9,999 total)

• Rice University made the Honor Roll for 2009– Recognizes the overall top 10 colleges

in each size category based on the number of times they were recognized in the individual categories.

Chronicle for Higher Education:

Chronicle for Higher Education Category Score comparison between Rice University and Best in Size

83%

74%

77%

90%

76%

78%

79%

75%

81%

83%

73%

76%

86%

79%

76%

75%

75%

80%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Job Satisfaction/Support

Compensation & Benefits

Policies, Resources &Efficiency

Connection to Institution &Pride

Supervisor/Department ChairRelationship

Confidence in SeniorLeadership

Faculty, Administration & StaffRelations

Collaboration

Respect & Appreciation

Cat

ego

ry

Percentage

Best in Size

Rice University

• Rice recognized in 16 categories: – job satisfaction– healthy faculty-administration relations– collaborative governance– teaching environment– physical work space conditions– facilities and security– compensation and benefits– professional/career development programs– work-life balance– confidence in senior leadership– internal communications– connection to institution and pride– perception of and confidence in fair treatment– respect and appreciation– policies, resources and efficiency– tenure clarity and process

Chronicle for Higher Education:

Overall themes:

• Employees like what they are doing and take pride in working at Rice.

• Employees feel connected to the University’s vision and plans for the future.

• Rice has managed to create an overall culture of trust and teamwork.

• Managers and Supervisors need to provide more feedback on job performance.

• Create more upward mobility opportunities for staff that include training and development.

• Demonstrate appreciation of work performance and work load management.

• Collaborate and share in best practices across campus.

• Promote a positive work/life balance.

Areas for Improvement:

Action items for everyone:

• Continue to link organizational actions to V2C Initiatives.

• Continue efforts and activities that support and encourage a culture of trust and respect for all employees.

• Continue to seek the competitive edge with peer institutions and industry, while balancing fiscal restrictions for benefits, pay, recognition and rewards.

• Encourage active communication between employees and supervisors to better manage work/life balance.

• Utilize survey data and feedback in discussions with Benefits Committee, SAC, and department leaders to increase awareness of employee needs and perceptions.

• Will participate in 2010 survey for Best Places to Work to collect 5 years of data.

• Will participate in The Chronicle of Higher Ed Best Colleges to Work For survey for the next 2-4 years

Survey participation - next steps:

Questions/Feedback

• Your feedback is important

• Please participate in the surveys

• Questions?

• Thank you for all you do for Rice!!