Endowed - Cornell University Division of Human Resources
HR Manager’s Forum: December 7, 2018Content from Powerpoint Presentation SlidesSlide 1: Title SlideHR Manager’s Forum, December 7, 2018Photo: Aerial view of McGraw Tower, Uris Library, Cayuga lake, fall foliageSlide 2: IntroductionMary Opperman, Vice President and Chief Human Resources OfficerPhoto: Cascadilla falls in autumnSlide 3: Initiatives to Support EmployeesNew Benefit Customer Service ModelWelcome and OnboardingCareer NavigatorAppreciation Supervising @CornellPhoto: woman studying in Sesquicentennial grove monumentSlide 4: New Benefits Customer Service Model and New Hire ExperienceGordon Barger, Senior Director, Benefit Services and AdministrationPhoto: view of stairwell in MVR hallSlide 5: HR Services & Transitions CenterThe Center combined the functions and expertise of HR-Onboarding, Benefit Services, and Benefits Administration. The primary goal is to provide one-stop, knowledgeable, comprehensive, compassionate experience for all customers, by phone, email or in person. Counselors can assist with all life/career events and transitions (applicant to retirement)to ensure that staff understand benefit options and impactsto introduce potential resources available within Cornell and/or within the local communityto be a calm, caring listener or to be a liaison to a solution Slide 6: HR Services & Transitions Center (HRSTC)HRSTC 395 Pine Tree Road, Suite 110Ithaca, NY 14850 (607) 255-3936(607) 255-6873 (fax)hrservices@cornell.eduhr.cornell.eduSlide 7: New Hire Experience: Welcoming & OnboardingNew Supervisor’s GuideWelcome WebsiteNew Hire Experience and Communications (In progress) Institute a 5-day Notification PeriodHRSTC – expanded length of onboarding appointment and information coveredAdded Community Welcome gift – connecting new hires to choice of 1 of 3 local organizationsReduced total ‘touches’ from 5 to 2; streamlined messages and added branding(In progress) New Hire Benefits Communication / New Hire Enrollment Guide for Workday(In progress) Work with College/Unit and Hiring Departments – to ensure consistent Welcome experience (In progress) Big Red Event – monthly opportunity to recognize, welcome and connect new hires(In progress) New Hire Dashboard – Workday(Future project) New Hire Video(Future project) Big Red AppSlide 8: Career Navigator and Appreciation PortalKim Babuka, Director for CompensationPhoto: sunshine and wrought iron gate in Minn’s GardenSlide 9: Career NavigatorScreen grab: Career Navigator webpageBanner (compass graphic, pointed to word “Career”): Career Navigator – use this tool to explore where you can take your career at Cornell! If you don’t have a Cornell NetID please enter as a guest; Current Cornell employee button; Guest buttonSidebar: Looking for a job? The Career Navigator shows career paths and generic position information. For employment opportunities at Cornell, go here: External applicants link, Internal applicants linkFeature block (image: compass icon): How to use Career Navigator – This presentation guides you through the career navigator’s features and shows how you can use it to explore career possibilities at Cornell. Link: View the guideFeature block (image: toolbox with tools): Career Management Toolkit – A step-by-step guide and resources to help you take charge of your career and maximize your potential! Link: Open the toolkitFeature block (image: illustration of multicolored career words in shape of lightbulb): Career Development Opportunities – Cornell offers innovative ways for you to grow your career skills and explore new possibilities. Find a mentor, or try a new role through a hands-on career opportunity! Link: Try something new.Slide 10: Cornell’s Staff Job StructureStaff PositionsJob Profiles9 Pay Bands14 Job FamiliesAcademic SupportAdministrationAlumni Affairs & DevelopmentAthletics & Physical EducationAuxiliary ServicesCommunication & MarketingFacilities & Safety ServicesFinance, Budget & PlanningHealthHuman ResourcesInformation TechnologyLibrary/MuseumStudent ServicesTechnicalSlide 11: Job ProfileImage: Screen grab of Career Navigator page showing info for Administrative Assistant position; upper block of information highlightedUniversity Job Profile: job titleJob Family: jobs sharing similar skill requirements, functions, and expertise Grade: the pay band (A to I) ranking jobs by experience, education, and responsibilityPay Range: reflects the typical range of pay encompassing external market values allowing for varying levels of complexity within each job profile; individual pay is based on position responsibilities, qualifications, experience and performanceExempt/Not-Exempt: indicates whether the job profile is eligible for overtimeSlide 12: Job SummaryImage: Screen grab of Career Navigator page showing info for Administrative Assistant position; summary & competencies highlightedSummary: generic job summaries that indicate the kinds of tasks and levels of complexity; your job description will differ to reflect specific position responsibilitiesRelated competencies: job related knowledge, skills, abilities and behaviors that contribute to success in this role.Slide 13: All Job ProfilesImage: Screen grab showing “All Job Profiles” link, pop-out to “Job Titles” tableCompare job profiles across job families.Individual Contributor: primarily focus on delivering individual and team-based workManagement: primarily focus on managing the work and developing othersSlide 14: Appreciation Portal – Spot RecognitionImage: “Thank you” note tacked to wallSlide 15: Celebrating Staff ExcellenceRecognizing performance and contributions throughout the year is vital to creating an engaged and productive workforce. Components of Performance-based pay at Cornell**Compensation-based rewards must be completed in partnership with your local HR representative.Base Pay Increase OpportunitiesMerit pay improvement programsPosition enhancementPromotions: reclassification and selectionEquity adjustmentsAppreciation and Recognition OpportunitiesAppreciation PortalNon-monetaryMonetaryDiscretionary bonusInformal recognitionSpecial eventsUniversity AwardsProfessional DevelopmentSlide 16: Types of RecognitionNon-Monetary Graphic: icon of medalTagged to skills for success - #integrity, #inclusion, #vision, #communication, #initiative, #judgment, #growthOther recognition - #congrats; birthday, service anniversary, personal milestones, promotionMonetaryGraphic: icon of bundle of cashAlso tagged to skills for success and points periodically awarded to purchase products; platform allows purchase of Cornell items and items through AmazonAvailable point options: 10, 15, 20, 25, 50, and 75 Slide 17: Appreciation Portal Home PageImage: Screen grab of appreciation portal pageBanner: Acknowledge a colleague’s help! Female cartoon icon, “Great idea for our sustainability effort, Colin! #vision” Male cartoon icon, “No problem Ann!”Blocks: Recognize, Cornell Merchandise, Shop on AmazonSlide 18: Recognition EmailScreen grab of email; banner with applauding hands, Cornell seal, “Thank You”LetterFrom: no-reply@cornellappreciation.Subject: You’ve Been Recognized!Hi Kim,Thanks for your assistance and continued support!To redeem your points, please login at cornellappreciation.Best Regards,Cornell University RecognitionMessage below letterAt Cornell, we are committed to cultivating a culture of appreciation (link) that celebrates our employees’ achievements and contributions throughout the year. Success relies on all of us!We’ve implemented an easy-to-use appreciation system through Awardco that allows for quick, just-in-time messages to peers across the university. Simply sign in and share your message, either publicly with campus or privately with the indificual.We are grateful for your dedication and commitment to Cornell. Youdeserve the most rewarding and supportive working environment that we can create.If you have questions about recognition at Cornell, contact us at recognition@cornell.edu.Sidebar: Visit the appreciation portal!Login InfoWebsite: cornellappreciation.Login with your NetID. Access to this site requires two-step login (link)Recognize a colleagueStep 1: click on “recognize”Step 2: Search for someone by name or NetIDStep 3: Add your messageStep 4: Use a # to tag them with a Skill for Success or to say congrats#communication, #integrity, #inclusion, #vision, #initiative, #judgment, #growth, #congratsCreate a support request by contacting support@ or 801-845-3594Slide 19: Linda Croll Howell, Director for HR AnalyticsPhoto: man and woman chatting at table in public space, Cornell TechSlide 20: The Need for 50% of randomly selected staff report caregiving for a child19% report caregiving for an elder11% are caring for bothAbout 25% of FY17 new hires surveyed are not partneredIn the 2016 Academic Worklife Survey, over 62% of female and 42% of male faculty report spending 16+ hours a week on household/ caregiving responsibilities with 28% reporting over 30 per week. Note: The first three data points are from the Cornell Great Places to Work Survey results as of 11.30.18. The fourth point is from the FY17 New Hire Acclimation Survey. The final point is from the 2016 Academic Work/life Survey conducted by Institutional Research & Planning.Slide 21: Care@Work by Image: photo of baby crawling over sweet yellow lab dog; “Make Life Work. It’s easy to enroll at cornell.”Need help finding a caregiver? is a directory service with over 24.5 million caregivers in the U.S. Babysitters, nannies, and tutorsAdult and elder care providersPet sittersHousekeepers and house sittersErrand runnersWebsite and mobile app availableSlide 22: MembershipImage: African-American mother and young child snuggling outdoors; “ membership. It’s easy to enroll at cornell.”As of July 2018, membership is FREE to benefits-eligible employees and retireesA savings of $147/year or $37/monthLearn more/sign up at Slide 23: Supervising@CornellBringing Out the Best in Yourself and OthersKathy Burkgren, AVP for Organizational Development and Talent ManagementPhoto: men walking past Sage HallSlide 24: Supervising@Cornell - What it is: On-line comprehensive supervisor self-help modules available on any computer, anywhere in the world – on-campus or remotely – for supervisors, and interested staff, with a Cornell net ID.Slide 25: Modules9 supervisory Modules: 7 aligned to the Leadership Skills for SuccessFoundational Supervisory Skills About Cornell1 Module titled History of Cornell: Authored by Corey Earl and developed by HRSlide 26: When complete will include:20 messages from Cornell senior leaders57 Cornell specific courses developed and tested by Organizational Development and Talent Management (ODTM) in partnership with campus subject matter experts11 specifically selected eCornell courses20 specifically selected Skillsoft coursesOptional learning labs offered in a flipped classroom formatSlide 27: Learning labs:Opportunities to deepen learning once someone has completed the on-line courses associated with the learning lab topic Learning Labs will begin in April 2019 for groups of 20 or moreSlide 28: Coming:January 28, 2019First release will include two or more courses in each of the 9 modules and specifically selected Skillsoft coursesAdditional classes and specifically selected eCornell courses will be released in Spring 2019, Fall 2019, and through 2020Releasing modules in a manner supervisors can consumeSlide 29: Online ResourcesScreen grab of Supervising@Cornell web page on HR websiteLearn about:Hr.cornell.edu/supervisingcornell Screen grab of CU Learn websiteEnroll:Culearn.cornell.edu Slide 30: Introduction(J19 indicates released in January 2019)Introduction:J19 Welcome to Supervising at Cornell J19 Create a Culture of Organizational Success J19 Make Leadership a Priority J19 Modeling Behavior Slide 31: Interact with Integrity:J19 Introduction by senior leaders Integrity@Cornell Becoming a Powerful Leader: Evaluating Your Leadership (eCornell) J19 Navigating Your Own Emotions (Skillsoft) J19 Emotional Intelligence: Owning Your Emotions (Skillsoft) Navigating Labor Relations: Managing Workplace Conflict (eCornell)J19 Preventing Unhealthy Workplace Conflict (Skillsoft) J19 Working Out and Through Conflict (Skillsoft) J19 Adapting Your Conflict Style (Skillsoft) Managing Conflict Learning Lab (1 hour in person)Managing Conflict Learning Lab (1 hour Zoom)Slide 32: Create an open and inclusive environment:J19 Introduction by senior leaders J19 Inclusion@Cornell: Compliance, Diversity Initiative, Creating Trust, Demonstrating Respect, Inviting Ideas, Integrating Flexibility, Speak-Up, Acknowledging People J19 Bridging the Diversity Gap (Skillsoft) Dimensions of Diversity - Countering Bias in the Workplace: The Dimensions of Diversity (eCornell)J19 Understanding Unconscious Bias (SkillSoft) J19 Overcoming Your Own Unconscious Biases (SkillSoft) J19 Overcoming Unconscious Bias in the Workplace (Skillsoft) Unconscious Bias Learning Lab (1 hour in person)Unconscious Bias Learning Lab (1 hour Zoom)J19 How Culture Impacts Communication (Skillsoft) J19 Using Communication Strategies to Bridge Cultural Divides (Skillsoft) Cross Cultural Communication Learning Lab (1 hour in person)Cross Cultural Communication Learning Lab (1 hour Zoom)J19 HR 200 - Respect@Cornell: Addressing Sexual Assault and Sexual Harassment (CULearn) J19 HR 201 - Maintaining a Harassment Free Workplace (CULearn) Supporting Others in DistressWellbeing@CornellWorklife Balance and FlexibilitySlide 33: Empower staff to act and take initiative: J19 Introduction by senior leaders J19 Initiative@Cornell Encourage Anticipatory Thinking, Actively Support Others, Using Mistakes, Balancing the Need for Input and Action, Provide Clear Directions and Expectations, Deliver ResultsJ19 Risk Taking J19 Thinking Critically: Drawing Conclusions with Confidence (SkillSoft) J19 Effectively Directing and Delegating as a Manager (Skillsoft) Examine the Drivers of Engagement (eCornell)J19 Positive Atmosphere: Establishing an Engaged Workforce (Skillsoft) Slide 34: Communicate clearly and consistently: J19 Introduction by senior leaders Communication@Cornell J19 Be a Better Listener (SkillSoft) Setting Expectations J19 The Art and Science of Communication (SkillSoft) Displaying and Planning Mindful Communication (eCornell)Decision Making MoxieAssess Your Decision (eCornell)Account for Biases (eCornell)Slide 35: Inspire and articulate a shared mission and vision: J19 Introduction by Senior Leaders Vision@CornellJ19 Connecting Staff J19 Engaging Teams Managing Change Consider What It Means to Be a “Change Agent” (eCornell)Develop Your Agenda for Change (eCornell)Define Engagement (eCornell)Using the Drivers of Motivation (eCornell)Resolving a Suspected Motivation Problem (eCornell)Align Your Network (eCornell)Understanding and Managing Staff CultureProcess ImprovementSlide 36: Display sound judgment in problem solving: J19 Introduction by Senior Leaders Judgment@CornellJ19 Financial Stewardship and Ethical Conduct J19 Decision Making Models Sustainability Bottom Line Decision MakingAssessing the Sustainability Competency of Employees Risk Management: Audits Perspective Slide 37: Be a great coach:J19 Introduction by senior leadersGrowth@CornellCoaching for Success (May 2019)Developing Goals (May 2019)J19 The Delegation Process (SkillSoft)J19 Delegation: Supervisor and Encourage (SkillSoft)J19 Use Delegation to Develop Your Team (SkillSoft)J19 The Power of Feedback: Giving and ReceivingRecognition and AwardsOnline tools for developmentMentoringJ19 Fostering Mentoring relationships (SkillSoft)Creating a Coaching CultureSlide 38: Foundational Supervisor Skills: J19 Introduction by Senior LeadersRecruitment, Hiring, Compensation, Retention and Best PracticesJ19 Welcoming New Employees Workday Talent Functionality Workday Training with Wage and Hour Time Away from Work J19 Discipline Performance Management Process and PracticeOmbudsmanCreating a Talent Management CultureLearning about Online ToolsRunning Effective MeetingsDisability AccommodationSexual HarassmentFSAPOmbudsmanBenefitsSlide 39: Understanding Cornell: J19 Introduction by Senior LeadersJ19 Understanding the Academic Mission J19 Understanding the Business of Cornell by Paul StreeterThe development, change, and creation of policy by Madelyn WesselUniversity Culture University Structure Contracts and Collective Bargaining Agreements OSHA Regulations Emergency Planning Data Protection University Vehicle Use Event Management Slide 40: Cost of 9 modules$35 per person per module or $315Slide 41: History of Cornell University, Authored by Corey EarleLand Grant MissionThe Founders and The FoundingFirst American UniversityAny Person: Student DiversityAny Study: Academic InnovationThe Big Red and The Ivy League and Big Red AthleticsSlide 42: Cost of History at Cornell$35 per personSlide 43: Lastly:Participants can take courses at their own pace. There are no exams and this is intentional. It is about each person increasing their knowledge.Can RELAUNCH a course an unlimited number of times. One last CRITICAL piece of advice, testers have found the modules work best with certain browsers:ChromeFirefoxMicrosoft EdgeInternet Explorer is NOT recommended. Slide 44: Making Workday Work for YouSeth Brahler, Senior Director, HRISPhoto: woman walking past Gates HallSlide 45: My Team ManagementScreen grab: Workday landing page with announcements, inbox, applications; My Team Management icon circled in redSlide 46: Workday Managers DashboardScreen grab: Workday managers dashboard, showing announcements and blocks below:Team ActionsManager Reports by CategoryMy TeamTop 5 Reports for ManagersMy Team’s Upcoming Approved Time OffReference GuidesHelpful LinksHelpful Information for ManagersSlide 47: Workday Opportunity GraphScreen grab: Workday Opportunity Graph, showingWhat is Amy’s Next Move?Related positions, including what percentage of employees have moved hereSlide 48: Job Profile Details for Opportunity GraphScreen grab: Job profile details for opportunity graph, showingJob descriptionTable of qualifications, including competencies, experience, and educationAll employees in roleSlide 49: Professional ProfileScreen grab: Professional Profile, showingSidebar: Summary, Job, Career (circled), Performance, Compensation Menu bar: Professional profile, certifications, competencies, career interests, job interestsBottom buttons: edit, compare to job, opportunity graph (circled)Slide 50: Opportunity Graph for OthersScreen grab: Opportunity graph for others, showing drop down menu with employee namesSlide 51: Workday Supervisor TrainingScreen grab: Workday supervisor training, showing image of woman presenter, plus sidebar with instruction options.Slide 52: Growth at CornellTalent ManagementExperiential Development Opportunities (EDOs)MentoringPhoto: tulips in front of Cornell Law SchoolSlide 53: Talent Management and Experiential Development Opportunities (EDOs)Maria Wolff, Senior Consultant, Talent ManagementPhoto: snow covered tree branches in front of Goldwin HallSlide 54: Talent Management at CornellThe commitment to recruit, hire, retain and develop talent in a way that matches individual career interests with the needs and priorities of the university.Slide 55: Career Development StrategyGraphic: Pie Diagram Red (most of pie): Employee – Exploration – 80%Dark Gray Slice: Management – Support & Encouragement – 10%Light Gray Slice: Organization – Tools & Resources – 10%Slide 56: Workday DashboardScreen grab of Applications iconsCareer, Talent & Performance icon (briefcase): “Click this icon”Slide 57: Workday Navigation“Tools for You” blockLast/fourth item listed: Individual Talent Profile – (highlighted: “Click here”)Interested in having a discussion with your supervisor about your career? The Individual Talent Profile is a tool for staff members and supervisors to use to…“Learn Through Doing” blockSecond item listed: Find Development Opportunities (highlighted: “Click here”)Click here to see project-related development opportunitiesSlide 58: Talent ProfileTalent profile form, showing areas to fill for:Name, current position, managerCareer GoalsAction Plan: Career Aspirations, Development goals, Development implementation Plan, completion dateEngagementInterests, opportunitiesSlide 59: Talent Profile, page 2Talent profile form, showing areas to fill for:Career Aspiration Questions:What are your career aspirations? (i.e., future interests, next steps in your career)Where do you see yourself in 2 years?Engagement QuestionsWhat do you like most about your current role?What do you want to do more of in your role?What do you like least about your current role?If you could change 3 things about working here, what would you change?What motivates you to perform well?Do you feel informed and involved in your team?Development Questions:What type of development would you be interested in exploring this year?What talents or skills do you have that you would like to use more?What do you want to learn more about? (development interested in exploring)Slide 60: Workday – Find Development OpportunityScreen grab of Workday dashboard; arrow “Click here” pointed to “Find Development Opportunity” link in “Learn Through Doing” block.Slide 61: What is an Experiential Development Opportunity?"hands-on" training experiences, generally short-term or project-based assignments. EDOs typically fall under two categories:?Skill Development: where you can learn new skills to enhance work similar to your current level of responsibility.Leadership Development: where you can gain experience in a role with advanced or broader responsibilities compared to your current position.Slide 62: Examples of Experiential Development OpportunitiesImage: icons of 3 human shapes in front of starburst; words circling graphicStretch AssignmentsCoaching OthersProjectsCommitteesTask ForcesMentor RelationshipsCommunity VolunteerismJob SwappingRotationsPresentationsCross TrainingShadowingSlide 63: ContactMaria Wolff Organizational Development and Talent Managementmw284@cornell.eduSlide 64: MentoringKathy Burkgren, AVP for Organizational Development and Talent ManagementPhoto: informal seating stools in Gates Hall public spaceSlide 65: Colleague Connections - What it is: A tool to help staff build networks and make connections.A self-directed, self-matching program that allows participants to find the right mentor or mentee for them. Slide 66: Features include:A visual directory and networkingScheduling toolsBuilt in video chatCalendar integration with automated reminders and notifications to keep participants engagedLibrary of resourcesSlide 67: It’s flexibleParticipants can sign up to be a mentor, a mentee, or both. Once you, or your staff, have created an account, connections can be made with others who have created an account. Slide 68: Once you have created an account you can:Connect with people on a one-time basisMake as many connections as you like with individuals across campusEstablish an on-going mentoring relationshipSlide 69: Sign up for Colleague Connections at : “Join The Community.” Images: screen grab of CU Elinks; “Building your Cornell family through purposeful connections for knowledge sharing;” “Join the community” button; powered by PeopleGroveSlide 70: OverviewImage: screen grab of Colleague Connections dashboard, showing “Browse the network,” “Open your inbox,” “Invite colleagues”Slide 71: For questions contactDeb Billups at: 254-1176 or dav5@cornell.eduSlide 72: Additional Resources, Find Out moreAshley Fazio, Director of CommunicationsPhoto: decorative old bookshelves in A.D. White LibrarySlide 73: HR Manager’s Forum Page grabs illustrating navigation from “Manager Tools” button on banner of HR home page; to menu item (HR Managers Forum) on Manager Tools navigation bar.Screen grab showing content on Manager’s Forum page:Presentation slides & livestreamInfo about special giftSupplementary resourcesSlide 74: Workforce Tools Screen grabs showing navigation to Workforce Tools (formerly HR Professionals) area of HR website from bottom blue button on HR website home page banner.Slide 75: HR Vision & Priorities Screen grab showing content on HR Vision & Priorities page: Our Vision; Our Mission; Our HR Community Structure; Our Pillars, Priorities, and Projects (BEST)Screen grab showing navigation from main menu bar: Our Workplace Culture > About HR > HR Vision and PrioritiesSlide 76: New Easy Share FunctionScreen grab showing Jobs landing page on HR website; circled are small icons with Facebook/Twitter/LinkedIn/Email on right side of pageJust click to share an email or docial media – no need to copy & paste!Screen grab shows row of same icons circled at bottom of web page view on phoneWorks from your phone, too!Slide 77: Follow Working@Cornell on Facebook! Screen grab of Working@Cornell facebook bannerFor announcements, events, career tips, and moreAlso see:Career/Life Digest 78: Q & AMary Opperman, Vice President and Chief Human Resources OfficerPhoto: light display in exterior ceiling of Johnson Museum of ArtSlide 79: AnnouncementsPhoto: Cornell seal on signage indoorsSlide 80: Thank YouPhoto sweeping view of residential halls at bottom of Libe Slope, outward to valley scene in autumn ................
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