HUMAN RESOURCES ANNUAL REPORT January 21, 2014

Human Resources Recruitment & Retention Hiring Entry Interview Exit Interview Retirement Planning Orientation & Training General Orientation Professional Development Benefits Coordination FMLA//Leave of Absences Open Enrollment Resource to Administrators & Staff EAP Presentations Compliance Hiring Practices Investigations Certification BEDS

Human Resources Expansion January 1, 2014 Health & Safety Payroll Communications

Human Resources & Risk Management 4 Director of Human Resources Public Information Specialist Account Clerk Typist Senior Typist/ Receptionist Health & Safety Coordinator Director of Human Resources Human ResourcesPayrollHealth & SafetyCommunications

Expansion Goals Streamline Services Comprehensive HR Functionality Cross-train Staff Expand HR COSER Build a “Department”

HR Statistics

HR COORDINATED ACTIVITIES Q & A for Retiring CSEA members for 2012/2013 Wincap Enhanced Reporting Added Wincap webinars for HR & Payroll New Time & Attendance Process Benefit Fair for open-enrollment (July 1) Open-enrollment for Section 125 (January 1) change in 3 rd Party Administrator for Flexible Spending Accounts Entry Interviews for 2013/2014 year

TIPS AND HR REPORTING September 2012 to December 2013

You can please some of the people some of the time… But you can’t please all of the people all of the time.

STATS FROM 2012/2013 A total of Fifty-Six (56) complaints were received from September 2012 through December from the Anonymous TIPS line (54%) 26 in writing or reported to HR/Admin (46%)

CATEGORIES Inappropriate behavior of staff 66% of complaints This category includes complaints received about co- workers, supervisors or administrators, or students. Out of the complaints, a few were student related. The remaining were employee issues. Identified areas included: unfair treatment, misuse or violation of policies; confidentiality; threatening behavior; inappropriate comments etc. In one instance, procedures were changed as a pro-active measure to avoid potential problems in the future.

CATEGORIES Working Conditions 23% of Complaints This category included complaints of: unfair and inconsistent treatment of staff, hostile work environment, discrimination, bullying, issues not being addressed by supervisors and retaliation.

CATEGORIES Safety and Security of Staff or Students 11 % of Complaints The majority of these complaints dealt with inconsistent disciplinary procedures with students by a variety of employees and/or that unsafe conditions were not handled appropriately.

Conclusion/Observations No complaints were confirmed to be actual harassment, retaliation, or a hostile work environment. In many or most cases however, it is “perceived” on behalf of the employee…. During the investigation, if the complaint was anonymous staff focused on who made the complaint.

How are we pro-active? Communicate clearly, with transparency and consistency Be direct when handling complaints, even when they are uncomfortable Address potential liability and complaints right away, even if you think nothing will come of it.

Insert wordale on all discrimination