Trustee Subcommittee

1
- Emerging Trends -

• Trustee Subcommittee
• for Human Resources
• April 13, 2009

2
HR FY09 Goals

• the USNH HR office will take on responsibility
  for making recommend-ations to the HR
  Subcommittee Chair and to the Chancellor about
  emerging national HR trends and initiatives which
  should be described to the Trustees in advance of
  the internal management initiatives.
• This presentation is for the purpose of
  providing trends as context for subsequent
  management recommendations and to provide an
  opportunity to establish direction for HR
  initiatives.

3
Friedman and Collins

• The World is Flat
• T. Friedman - Education is a process not
  a place. Security is still an important concept
  for employees. However, employee security should
  be developed by moving away from reward for
  lifetime employment and towards concepts which
  invest in lifetime employability of employees.
• Good to Great
• J. Collins - Those HR programs which
  make the difference between good and great are
  those policies and ideas which support the
  employers strategic interests and invest in
  business simplification.

4
Emerging HR Trends

• Philosophical approach
• Employability Move from policies which
  encourage lifetime employment to strategies
  which invest in lifetime employability
• Strategic Invest in strategies which
  support emphasis on student centered, public
  employer goals
• Contemporary Compliance Use best practice
  to develop response to changes in state and
  federal law

5
Lifetime Employment Strategies

• Lifetime employment policies emphasize and
  reward loyalty to, and stability with, the same
  organization
• Examples in USNH policy
• Longevity payment for years of service
• Overtime policy as inherited from the transfer of
  PSC and KSC to USNH in 1963
• Shift differential with values from the early
  80s
• Some aspects of traditional vacation and sick
  time
• Some aspects of the tuition benefit
• Compensation tools which emphasize job duties
  rather than individual skill attainment

6
Lifetime Employability Strategies

• Lifetime employability emphasizes investment in
  the employees skills and in organizational
  flexibility. Rewards and enhanced productivity
  provide employee security by investing in
  transferable and contemporary skills.
• Examples of potential new programs or policy
• Training, including online options for skill
  building
• Tuition Benefit (increase in professional
  development)
• Wellness incentives and healthy life style
  programs
• Organizational and employee flexibility in work
  schedules including change in shift and overtime
  policy as well as new teleworking options
• Funding for PEAK (Performance Enhancement And
  Knowledge building) awards
• Support for community volunteerism
• Succession planning

7
USNH Strategic Interests

• Publicly prudent in cost increased productivity
• Supportive of diversity for student learning
• Investment in technology
• Emphasis on total compensation for effective
  recruitment of highly qualified workforce
• Engaged workforce

8
Example of FY09 Goals

• Online HR services development
• Total Compensation statements
• Business simplification initiatives including pay
  frequency study, EPAF (Electronic Personnel
  Action Form) uploads, immigration technology, and
  time reporting
• Development of campus HR Master plan KSC
  Employment Climate Survey UNH Career
  Enhancement pilot PSU HR component to
  Institutional Strategic Plan GSC
• Campus-based Wellness councils and initiatives
• Development of metrics for demographic change and
  modeling for benefits
• Employee engagement in benefit cost reduction
  strategies

9
Compliance

• Federal and state employment laws have created
  needed change in USNH policy over the last two
  years in
• Family and Medical Leave for military
  families
• Identity and Confidentiality of data
• Civil Unions
• Pension Protection
• As well as minor change in other areas of
  employment such as first responders, jury duty
  and many tax laws relating to employee benefits

10
Future Issues in Compliance

• Examples of laws passed
• with future implementation dates
• Disability policy (new amendments to the ADA)
• Ledbetter Equal Pay provisions
• Examples of introduced but not passed
  legislation
• Paycheck Fairness, Employee Freedom of Choice,
  Family Friendly Workplace Act, Employment
  Non-discrimination, as well as safety, labor and
  leave proposals.
• Healthcare initiatives

11
Summary

• Trend to policies which support flexibility and
  productivity through investment in employees
  skill attainment
• Trend to reduce rewards which are tied to
  continuity but not tied to contribution or
  organization strategic interests
• Trend to invest in employee engagement strategies
• Coming increase in compliance issues in
  compensation and employment

12
Summary of Potential USNH Initiatives

• New actions/goals
• Emphasis on employee engagement in health,
  energy, employer strategic goals
• Skill and Knowledge Attainment
• Flexibility in work schedules
• Emphasis on total compensation
• Compliance
• Productivity through business simplification and
  technology

• Traditional Programs of declining value
• Legacy compensation programs (longevity, shift,
  overtime, PAT vacation)
• Non-consumer engaged employee health benefits
• Paper-based delivery of services
• Compensation based on service rather than skills
  and performance

13
Potential Future Topics

• Multi-Year Benefits Cost Containment Strategy
• Options for training and skills attainment to
  enhance productivity and skills attainment
• Current HR issues in federal compliance