CUPA-HR National Conference & Expo 2009

Session 1

Tuesday, October 20 • 11:15 a.m.-12:30 p.m.

1A: If You Didn’t Exist, Would They Create You?

Workforce Planning

This session will examine the business needs of academic administrators and identify opportunities for HR to deliver those services. First, you must understand the professional competencies that HR must have to be valued and respected by academic administrators and faculty. Learn to identify opportunities to establish and expand collaborative partnerships with academic colleagues.

Matt Garland, HR Consultant; Nicole Norian, Director of Human Resources; and Erika Beck, Dean of the School of Liberal Arts and Sciences, all of Nevada State College

1B: After the Crash: Addressing Fiduciary Issues in Investment Menu Design

Total Rewards, Compliance

The past year has presented harsh lessons for many plan participants — financial markets can go down significantly for extended periods of time with dramatic consequences for account balances. The fiduciary obligations of plan sponsors, particularly regarding investment menu design, are highlighted by such developments. The trend over the past decade has been to offer more choices, particularly more equity options; but what is the right number of options to offer and what should be included on the menu? And how should those options complement each other? In the wake of the market downturn, what is the role of guaranteed products and insurance products? Do such products clear fiduciary hurdles, or would their omission violate fiduciary standards? This session will explore appropriate responses to these questions in today’s market environment. Hear first-hand about one institution’s experience in developing its retirement programs’ IPS and the subsequent impact on its investment menu selection.

Steve Kronheim, Vice President and Associate General Counsel, TIAA-CREF; Steve Saxon, Chairman, Groom Law Group and Madi Vannaman, Assistant Director of Human Resources & Equal Opportunity, University of Kansas

1C: Integrating Compensation, Performance Management and Career Development

Total Rewards, Talent Management

While many administrators and staff members enjoy long and fulfilling careers in their institutions, there is a common belief that you need to be in the right place at the right time to be able to move onward and upward in your career. Defining career paths and requisite skill requirements can be challenging in an academic institution, and integrating this with compensation and performance management adds to the challenge. Learn how Lehigh University embraced this challenge to provide administrators and staff with the direction needed to move their careers forward at Lehigh through the Job Family Compass initiative and how this effort proved instrumental to adapting staff deployment in light of the recent economic downturn.

Jacqueline Matthews, Associate Vice President of Human Resources, Lehigh University; Karen Hutcheson, Senior Vice President, Sibson Consulting, a Division of Segal

1D: CUPA-HR Salary Surveys

Total Rewards

Analyze CUPA-HR’s salary surveys, learn about the data collection process, and find out how to use survey results to benchmark your institution’s salaries against those of your peers. In this session, you’ll learn about DataOnDemand, CUPA-HR’s real-time data analysis system, which enables you to conduct your own analyses using comparison groups you create.

Ray Sizemore, Director of Research, CUPA-HR

1E: The Diversity Passport: An Innovative Tool for Self-Directed Diversity Education

Talent Management, Workforce Planning

Learn about an innovative tool for the self-directed diversity education of university staff members. Receive a passport sample, a program outline and an implementation guidebook. Learn about the first-year qualitative and quantitative program evaluation results.

Catherine Lilly, Senior Advisor to EVP/CFO, University of Michigan

1F: Designing and Implementing Anti-Bullying, Faculty Incivilities and ADR Programs in Higher Education

Talent Management, Compliance

This diverse and knowledgeable panel will discuss the phenomenon of workplace bullying and faculty incivility as well as developing law in this area and the economic and psychological consequences of workplace bullying and marginalization. Based on prior and ongoing research, the panelists will also discuss the impact that workplace bullying has on women, racial and ethnic minorities and other individuals not protected by current federal EEO law. Attend this session and get an overview of designing and implementing special conflict management and alternative dispute resolution (ADR) programs and systems established to prevent and resolve claims of workplace bullying. Lastly, the session will survey the participants’ degree of interest in the session and a “National Anti-Bullying and Conflict Management and ADR Initiative.” This interactive session will present the critical public policy issues and private organizational policies related to workplace bullying and faculty incivility.

Lamont Stallworth, Professor, Loyola University; Christine Newhall, Senior Vice President, American Arbitration Association; Benjamin Reese, Vice President of Institutional Equity, Duke University; Toni Robinson, Ombudsperson, Massachusetts Institute of Technology

1G: Workforce and Employee Engagement: Strategies, Approaches and Metrics for Higher Education Institutions

Workforce Planning, HR Metrics

By the end of this session, you will be able to define workforce and employee engagement and describe why both are important. Determine specific engagement strategies to attract, motivate and retain talent, and learn how to involve senior administrators, managers/supervisors and individual employees in engagement efforts. Assess, evaluate and improve institutional climates to support workforce and employee engagement initiatives.

Ellen Poffenberger, Assistant Vice Chancellor for Human Resources, Indiana University-Purdue University Indianapolis

1H: Passive Candidates — How to Find ’em, Recruit ’em, Hire ’em

Workforce Planning, Talent Management

Explore the essential elements for recruiting “A Players;” discover the three mandatory steps for recruiting a “Tiger Woods” and other great people who aren’t actively looking for a job; learn how to “deep-six” your worn out job descriptions for employment ads that rival those found on the Super Bowl commercials; and identify the single most powerful question and the top five critical factors that will impress the most reluctant candidates.

Glenn Powell, Executive Director of Human Resources & Diversity, Lone Star College System

1I: Shaping the Future of Your Institution: Taking Succession Planning to the Next Level

Workforce Planning, Talent Management

How do you ensure your institution has a capable supply of leadership talent to meet its changing needs and strategic priorities? What approach can you take when you are asked to develop a succession planning process for your institution? How can you effectively manage the talent pool that will be needed to sustain and grow your institution into the future? This interactive and informative session will focus on how these challenges were addressed at one institution and the approaches they have taken to address succession planning and developing and strengthening their leadership pipeline. Learn about the journey and challenges experienced by this institution from senior HR leaders.

Beverly Edwards, Executive Director of the Division of Human Resources, University of Pennsylvania; Charlotte Fugett, President, East Campus, Pima County Community College; Peter Barnes, Vice President for Human Resources, Emory University

1J: Putting Your Money Where Your Mouth Is With CDHC

Total Rewards

Over the past two years, North Idaho College has focused on implementing an aggressive approach to wellness. Last year, the college moved to a consumerism approach by implementing a comprehensive CDHC program that incorporated higher deductibles with aggressive rewards for wellness-related activities. While it was anticipated that positive results would take three to five years to materialize, the college has been able to see significant results in only its first year. During the current economic downturn, the college was able to advance its CDHC program another level to provide greater rewards and incentives, discounts in premium costs to employees, and significant cost savings to the college (to the tune of nearly $500,000). All of this was achieved without cutting the insurance package or reducing benefits. Learn more about the college’s aggressive approach to wellness and the specific and measurable outcomes that save the institution money.

Wade Larson, Human Resource Director, North Idaho College

1K: Shared Services — Concept for Efficiency and Maximization of Administrative/Transactional Services

Workforce Planning

This presentation will provide steps and processes to move your HR unit from a transactional processing department to a strategic and transformational department. Consider the strategic impact HR could have if transactional processes were minimized and more time was focused on the strategies of human resources. Learn about the steps taken to move toward a business partner model.

Janice Minder, Director, South Dakota Board of Regents; Emery Wasley, Assistant Human Resources Director, University of South Dakota; Deb Sloat, Director, South Dakota School of Mines and Technology; Nancy Grassel, Director, Black Hills State University

1L: Tool or Torture: Applying the Balanced Scorecard Approach to Measure the Value of HR

HR Metrics, Workforce Planning

Human resource departments have much to prove in the face of outsourcing, high management demands and challenging workforce issues. HR professionals must learn how to measure their contributions to their organizations. The balanced scorecard is an effective tool to improve HR functions and processes. Attend this session and learn how the scorecard works, see examples of HR metrics and explore a couple of real-life HR scorecard models and how they can be applied to other organizations. Hear the lessons learned and the achievements attained by effectively applying the HR balanced scorecard.

Maria Elena De Guevara, Associate Vice President of Human Resources, and Joan Torne, HR Administrative & Data Manager, both of San Jose State University

Session 2

Tuesday, October 20 • 1:30-2:45 p.m.

2A: Dude! Where Are My Benefits? Leveraging Social Media for HR Communications

Workforce Planning, Talent Management

Presidential blogs? Open enrollment tweets? Proprietary social networks? Don’t scoff — if your college or university hasn’t embraced social media yet as a means of communicating with faculty and staff, it probably will soon. Social networking sites have changed the ways in which people interact with and stay connected to their “friends.” Businesses are also starting to explore the commercial potential of social media to communicate with both their customers and their employees, and academic institutions are not likely to be far behind. Understand what social media is, how it works and how it’s being used in organizational settings. Learn about specific ways in which social media can be used to support various HR initiatives and services at your institution.

Jennifer Schuster, Vice President and Senior Consultant, Sibson Consulting, A Division of Segal; Gayle Kiser, Director of Communications & Marketing, CUPA-HR

2B: Executive Compensation — Best Practices in Difficult Times

Total Rewards, Compliance

Executive compensation is a hot topic. Learn the latest trends in executive compensation and governance within higher education. See how institutions have improved their compensation practices and learn practical action steps that your HR department can take to implement good governance practices.

Michael Rosenbaum, Partner, DrinkerBiddle; Rosa Perez, Associate Vice President of Compensation and Benefits, DePaul University; Warren Kerper, Managing Principal, Sullivan, Cotter and Associates, Inc.

2C: Work-Life: Everybody Wants It but What Is It and Can We Afford It?

Total Rewards, Workforce Planning

The current economic climate has ignited increased stress for faculty and staff both at home and on campus. In a period when employees may most need work-life, family and wellness programs, these programs face especially intense financial scrutiny. Campuses are called upon to defend work-life expenditures and do more with less. This panel will arm HR professionals with strategies for making the business case for work-life efforts, ideas for implementing a lean but comprehensive program, methods for communicating campus work-life offerings and methodologies for measuring results.

Shari Mickey-Boggs, Associate Vice President for Human Resources, Xavier University; Jan Civian, Senior Consultant, WFD Consulting; Kim Wilson, Associate Vice President for Human Resources, University of Kentucky

2D: Reward Strategies for Difficult Economic Times

Total Rewards

This presentation addresses the critical issues of economic survival that all higher education institutions face in our present economy. The balancing act between decreasing revenues and high fixed costs demand that HR professionals exhibit an understanding of the forces in play so they can advise the institution in an effective manner. This presentation will provide information on how to develop and implement effective rewards strategies.

Peter Ronza, Compensation & Benefits Director, University St. Thomas

2E: The Obama Administration and the 111th Congress Employment and Labor Law Changes: A One-Year Assessment of New Legal Requirements

Compliance

The Obama Administration and the opening of the 111th Congress in January 2009 brought an unprecedented agenda of potential change to the landscape of federal employment and labor law requirements which will substantially affect all colleges and universities in many areas: civil rights law remedies; comparable worth; working family flexibility in hours, schedules and location of work; benefit mandates; OSHA reform; and labor relations changes and labor neutrality requirements. This session will summarize, describe and give strategy pointers on compliance with this part of this agenda of change.

Ira Shepard, Partner, Saul Ewing, LLP

2F: Diversity as a Sustainability Initiative, Part II

Talent Management, Compliance

As a continuation of last year’s sessions, we will build upon concepts previously discussed and introduce new research and practical tools to recruit diverse faculty and staff and ensure that protected groups are engaged in institutional culture and decision making. This session will continue to address the positive benefits that can result when organizations have a diverse workforce, particularly in the realm of higher education. This session will include examples of effective diversity plans and models and will address all areas of diversity including affirmative action, working parents, older workers and workers with disabilities. Senior executives and mid-level managers in particular will benefit from this session.

Sabrina Brown, Director of Human Resources, The City College of New York

2G: Handling a Reduction-in-Force

Talent Management, Compliance

Examine the events leading up to a campus-wide reduction-in-force (RIF). Hear how the University of Denver presented its strategies to the executive-level officers and the board of trustees and how it managed two phases of an RIF: voluntary and involuntary. We will consider the risks involved with the reduction program and report on the climate on campus immediately after the RIF and as it continues to develop.

Amy King, Associate Director of Human Resources, and Richard Gartrell, Director of Human Resources, both of the University of Denver

2H: HR Faculty Dashboard: Ohio State’s Leadership Tool for Talent Planning

HR Metrics

Learn how The Ohio State University is using an HR metrics dashboard to deliver information about its key asset, its faculty. Discover how this tool supports strategic planning for faculty talent and answers critical questions for the CHRO and other executive leadership. You’ll see the dashboard in action and hear about plans for future development.

Laura Gast, Senior Research Consultant for the Office of Human Resources, and Ken Orr, Resource Planning Analyst for the Office of Human Resources, both of The Ohio State University

2I: HR’s Role in Helping Leaders Flourish

Workforce Planning

Leaders at all levels of an institution are critical to the overall success of a college or university. In all too many cases, members of the leadership team flounder in the leadership process. This creates turnover, low morale and ineffective operations. In this session, participants will review common leadership problems and be provided with pragmatic recommendations for improving the performance of leaders.

Jill Smith, Senior Manager, and Robert Foldesi, Associate Vice President of Human Resources, both of CSU-Northridge

2J: Selecting the Right People: New Tools in Employee Selection and Workforce Development

Talent Management, Workforce Planning

A recent study of hiring practices in community colleges has found that the least effective processes are the most frequently used. At a time when colleges are experiencing the greatest need for a new cadre of leaders to continue and enhance the value of this critical sector, over-dependence on the traditional employment interview may be setting up gaps in leadership caliber and quantity. In this session, attendees will hear first-hand about a new approach being taken to dramatically improve the effectiveness and efficiency of selection and development of college administrators.

Raghu Mathur, Chancellor, South Orange County Community College District; Dale F. Campbell, Professor and Director of the Community College Leadership Consortium, University of Florida; Stephen Pollan, Chief Executive Officer, FuturesLeaders-ATG

2K: Princeton University’s Learning Journey

Workforce Planning

Hear the story of how Princeton University created (with limited resources) a university-wide learning and development department. See the framework of its journey and compare it with yours to benchmark or get new ideas. Learn how university employees benefited from training, and hear how Princeton applied five key components of success that resulted in a doubling of its budget line and increased confidence in the HR function.

Maureen Imbrenda, Manager of Learning & Development, Princeton University; Jane Whitmore, Manager of the U.S. Education Channel, Development Dimensions International

2L: Managing, Retrieving and Analyzing HR Data in a Complex World

Workforce Planning

The maintenance, retrieval and retention of critical data in today’s world is challenging at best. However, managing information in a public institution with a 40-year history of requirements established by federal and state regulations, regents rules, education code, biannual legislative changes, higher education coordinating board, and the state auditor’s office became an overwhelmingly complex process for the University of Texas at San Antonio’s HR department. In order to effectively retrieve current and historical information and track, manage and analyze metrics, the HR department developed the HR Helper. The HR Helper is an internal information-sharing resource that utilizes technology to bring just-in-time and centrally-located business rules, processes, references and other data to the desktops of the HR department. In addition, the HR metrics enable management to provide oversight into its business processes.

Annette Rabago, Assistant Vice President of Human Resources; Ronald Golenski, Director of Human Resources/Information Technology Operations; and Barbara Baran-Centeno, Associate Vice President of Human Resources, all of The University of Texas at San Antonio

Session 3

Tuesday, October 20 • 3:15-4:30 p.m.

3A: The New Reality: Incentives in Academia

Total Rewards, Talent Management

Join us for a lively discussion and debate about pay-for-performance in higher education. Or should the phrase be “performance for pay?” In any event, you will hear about the types of approaches that are being taken to achieve better alignment between pay and performance and improvement in performance expectations through effective rewards. All segments of the higher education environment will be examined, and consideration of both extrinsic and intrinsic rewards will be explored. We will also have small group discussions to consider individual experiences, initiatives and desires for a final summary on this complex topic.

David Insler, Senior Vice President, and Carol Mercer, Vice President and Senior Compensation Consultant, both of Sibson Consulting, a Division of Segal

3B: Rethinking Your URx Program: A New Strategic Approach

Total Rewards

The State of Montana and the Montana University system are collaborating to create a unique, client-owned pharmacy program entitled URx. This program is designed to generate savings for both employees and employers and focuses on best clinical outcomes for members, free from the influence of pharmaceutical profits. In this session, you’ll hear first-hand how the program was designed and implemented, mistakes made and how to avoid them, and what savings can be realized at your institution with a similar program.

Hitesh Patel, Vice President, Aon Consulting; Don Creveling, Executive Director, Montana Association of Health Care Purchasers

3C: Successfully Walking the Compensation Tightrope Between Higher Education and Health Care

Total Rewards, Workforce Planning

Discover how to maintain an effective total compensation program through analysis of the differing market forces (higher education, health care and the physician practice/clinic setting) facing the university with an academic medical center. Consider the role of at-risk payments or bonuses in the total compensation program with the differing market segments. Resolve employee relations issues associated with a compensation program that incorporates the different market forces.

Debbie Carwile, Compensation Manager, and John Sampson, Human Resources Administrator, both of the University of Kentucky

3D: Emerging Issues in the Changing Workplace

Talent Management, Compliance

Explore the intersection of workplace regulation and employee privacy rights. Discuss the issues that may arise when an employer screens potential job candidates through Google or Facebook. Determine whether disgruntled employees who blog about their working conditions or concerns are exercising their rights to free speech or may be subject to disciplinary action.

Mary Scott, Director of Employment and Employee Relations, Brandeis University

3E: Keeping Employees Healthy and Productive

Total Rewards

College and university human resource professionals must cope with such factors as absenteeism and presenteeism as they strive to keep employees healthy, motivated and on the job. The presenters will discuss the causes and impacts of these matters on the physical and mental health of our workforce and outline ways institutions can boost productivity, keep their valued employees healthy and productive and lower costs by managing mental illness. The session will conclude with a case study of the State University of New York.

Stanley Kulesa, Assistant Vice President of Benefits, Standard Insurance Company; David Morrell, University-Wide Benefits Administrator, The State University of New York

3F: The First Year Experience — A Unique On-boarding Program

Workforce Planning

Retaining talented employees is often a challenge, especially now that generational trends show that “Gen Xers” and “Millenials” generally change careers every few years. The University of San Diego has created a comprehensive on-boarding program called the First Year Experience that is strategically designed to help integrate new employees into the university community in an effort to retain talent. By the end of this session, you will be able to begin mapping your own new employee on-boarding process that will specifically address your organization and department goals as well as identify assessment strategies to measure its effectiveness.

Karen Kitchen Briggs, Director of Employment and Training, University of San Diego

3G: ASK KEN and PATTI — CUPA-HR Knowledge Center Research and Training

Workforce Planning

CUPA-HR’s Knowledge Center is a growing repository of HR information. This session is based on doing “live, online” demos of how material is found within the Knowledge Center and from other sources through searches. Submit your own “Ask Ken and Patti” questions directly and be shown how the research is done. You will be given an overview of Knowledge Center features and sources of material and will be given opportunities for hands-on searching.

Patti Couger, Knowledge Center Content Manager, and Ken Tagawa, Chief Learning Officer, both of CUPA-HR

3H: Traditional Corporate Wellness Programming Vs. University Wellness Programming

Total Rewards, Talent Management

Traditional corporate wellness programs and screenings are useful in identifying health risk markers in employee populations. Many colleges and universities across the country have added some type of employee wellness programming to their HR departments. However, corporate-style approaches to employee wellness may not meet all the needs of collegiate HR departments. An onsite wellness coordinator was hired and trained by The Methodist Hospital System and placed on the campus of Rice University to serve as the wellness expert on behalf of the hospital. This arrangement has helped bridge the gap between traditional corporate wellness models and the needs of higher education. Learn about the challenges and successes that this program has faced in its first year of implementation.

Elaine Britt, Director of Benefits, Rice University; Tinker Murray, Professor, Texas State University; Michele Hunnicutt, Manager of Wellness Services, and Tomas Green, Director of Wellness Services, both of The Methodist Hospital

3I: Thriving in Today’s Economy: HR’s Role in Transformation

Workforce Planning

Reactions to the economic downturn have been mixed in the higher education community. Some institutions have scaled back, some have explored new partnerships, and a few have used the chaos of a global economic crisis to seize opportunities for dramatic transformation. Discuss HR’s role in managing significant cultural change and learn how The University of Arizona and University of Missouri System have dramatically altered structures, programs and even sacred traditions to better position their institutions for the future.

Betsy Rodriguez, University of Missouri; Allison Vaillancourt, The University of Arizona

3J: Reel Diversity: Using Film Clips in Diversity Awareness Training

Talent Management, Workforce Planning

Movies are a powerful, visually stimulating medium to reach today’s professionals and students. Harnessing this power can open up multiple opportunities for cross-cultural dialogue about issues of difference. This session is designed for trainers and other professionals who want to introduce and infuse the concepts of diversity and social justice into their presentations using mainstream Hollywood film as the medium. Learn the art of using film clips to provide an example of important terms for diversity awareness.

Brian Johnson, Academic Advisor, Bloomsburg University

3K: Maximizing Your Recruitment Efforts With a Shrinking Budget

Workforce Planning, Talent Management

Discuss how colleges and universities can get the most out of their recruitment efforts, even as their advertising budgets shrink. As the economy continues to falter, many colleges and universities are trying to reduce expenses, including what they spend on employee recruitment advertising. Yet, the challenge to hire the best talent remains. Learn what your institution can do to hire the best candidates with a limited budget.

John Ikenberry, President, HigherEdJobs.com; Sam Bonfante, Associate Publisher, The Chronicle of Higher Education; Linda Samano, Employment & Compensation Manager, Mount Holyoke College

3L: Building the Leadership Pipeline: Overcoming the Barriers

Workforce Planning

What are the barriers to effective leadership development at colleges and universities, and what are best practices for overcoming these barriers? Learn how to design, implement and sustain a leadership development program which incorporates the best practices of Fortune 500 corporations within the constraints of an educational institution.

Seymour Adler, Senior Vice President, Aon Consulting; Karen Carpentieri, Vice President of Human Resources, Berkeley College

Session 4

Wednesday, October 21 • 11:15 a.m.-12:30 p.m.

4A: Outlook for IRS Regulation Changes in Retirement Plans

Compliance, Total Rewards

Join this session to discuss 403(b) and 457(b) plan document prototype programs as well as current retirement plan examination programs. Get clarification on recent IRS notices and have your general questions answered by an IRS insider.

Bob Architect, IRS; Kate Lewis, ING

4B: Restructuring the Rewards Equation — Revamping the Compensation/Benefit Structure to Meet a Changing University Environment

Total Rewards, Workforce Planning

Research functions as a key component of every university, and the ability to win a legitimate share of these opportunities remains a priority at all institutions. Additionally, recruiting new, younger faculty requires a different compensation philosophy with a lesser emphasis on legacy benefit programs. By utilizing task forces for both the total compensation review and benefit redesign, Michigan Technological University tackled these two challenges simultaneously. The ultimate intent was to change the rewards equation on a cost-neutral basis, creating a program that would meet the diverse needs of faculty and staff at all points in their careers. A change of philosophy from paternalistic to one of shared responsibility was required, and the health plans, likewise, were altered to reflect that changed philosophy and encourage staff to become good consumers of health care. Michigan Tech is one of the first institutions in the country to implement a consumer-driven health plan as part of its benefit program. Its experience will grant an important perspective about successfully introducing substantive change in a difficult environment.

Janet Vermeulen, Vice President, Aon Consulting; and Dr. David Reed, Vice President for Research; Deborah Lassila, Director of Budget and Planning; Anita Quinn, Director of Human Resources; and Ellen S. Horsch, Vice President of Administration, all of Michigan Technological University

4C: Strategies for Human Resource Leadership During an Economic Downturn

Workforce Planning

Participants in this interactive session will build a repertoire of programs, approaches, tactics, policies and practices that have been successful and resulted in sustained employee commitment, engagement, performance and reward/recognition. Current practices such as talent management and investment in building internal leadership succession planning will be discussed so we can discover the contribution these practices can make during times of limited resources. When determining the strategies to which HR can contribute, it must select those with a positive outcome and must be willing to measure and be accountable for the results. Participants will practice this investment/measurement capability.

Barbara Butterfield, Senior Consultant, Sibson Consulting, a Division of Segal

4D: Washington Update

Compliance

Hear the latest from Washington during this update discussing legislative and regulatory initiatives impacting your workplace.

Josh Ulman, Chief Government Relations Officer, CUPA-HR

4E: Benefits in “Jeopardy”

Total Rewards

Discover creative ideas for reducing benefit costs through plan design changes, successful wellness strategies, effective prescription drug plans and voluntary benefit offerings. Compare your benefit programs to national benchmarking statistics, and receive information on legislative requirements for FMLA, COBRA and 5500 reporting.

Ned Broadwater, National Managing Director, Higher Education Practice Group, Gallagher Benefit Services, Inc.; Pamela Newbold, Director of Human Resources and Staff Development, Mount Union College

4F: Career Compass: A Better Way to Manage and Develop UC Berkeley’s Workforce

Total Rewards, Workforce Planning

Learn how the University of California, Berkeley, designed and implemented a major campus initiative to better manage and develop its staff workforce. Understand why the campus decided to replace its outdated classifications with a market-based job family structure that was developed with extensive in-depth expertise. Learn how the 600+ new job classifications are intricately linked to performance management and career development.

Rich Lau, Compensation Director, University of California, Berkeley

4G: The AFSCME/U-M Joint Education Program: A Case Study in Innovative Collaboration

Talent Management, Workforce Planning

Hear about the benefits and challenges in a successful case study about a large scale, ongoing, innovative union and university management collaboration. Explore the results achieved to date and lessons learned in a manner that may assist with the implementation of similar initiatives at your university.

Catherine Lilly, Senior Advisor to the Executive Vice President and Chief Financial Officer, Sabrina Garrett-Owens, Associate Director for Labor Relations, Angela Dameron, Bargaining Chairperson for AFSCME Local 1583, Keith Clark, Senior Human Resources Consultant, and Kelle Parsons, Training & Development Specialist, all of the University of Michigan

4H: Transforming Compensation and Performance Management: The Boston College Story

Total Rewards, Talent Management

Boston College has evolved tremendously as an organization over the past ten plus years, experiencing growth in size, complexity and prominence. There have been dramatic changes in talent strategies as a result. This session will focus on the significant compensation and performance management redesign both in terms of structural components and the change management process. Learn how Boston College successfully transitioned to an externally focused broadband structure, implemented a contemporary performance management program, and is migrating towards decentralized accountability for budgeting and salary administration decisions.

Halley McLain, Director of Compensation, Boston College; Paul M. Shafer, Principal, Talent & Organization Consulting, Hewitt Associates

4I: Are You Ready for a First-Year Audit of Your 403(b) Plan?

Compliance, Total Rewards

Effective January 1, 2009, nonprofit organizations that offer employees ERISA-covered 403(b) plans will be required to file an expanded Form 5500 annually with the Department of Labor. Also for the first time, some 403(b) plans will have to include an audited financial statement with their filings. Get an overview of the new Form 5500 audit requirements and learn more about the types of 403(b) plans that are subject to the new rules and how to prepare. Learn how to prepare and to work with your institution’s financial officers and guidelines to follow in involving the plan’s service providers and plan sponsor and auditors.

Doug Roggow, Director of Institutional Product Management, TIAA-CREF; Ed Hilgendorf, Director of Plan Compliance and Reporting, TIAA-CREF; Pam Beemer, Associate Vice President for Human Resources, Northwestern University

4J: Dealing With Uncertainty: Managing in Times of Change

Workforce Planning, Talent Management

For many in higher education, this is a time of change, uncertainty and anxiety. As an HR professional, you are caught in the middle of these changes. You may have a lot, some or virtually no input in how the changes impact your department or institution. Yet, you have a responsibility to keep your organization functioning effectively. You also have feelings about these changes — as do most employees. Learn how to manage staff reductions, the “survivors” of those reductions and reduce personal stress to cope with periods of change. The key to dealing with uncertainty is knowledge of the change process and how people react to change. This session provides a solution-driven approach to this important issue using real-life scenarios.

Nancy Costikyan, Director of Office of Work/Life Resources, Harvard University; Hamish Blackman, President, The Wellness Corporation

4K: HR Measurement in a Community College Environment

Workforce Planning, Talent Management

This session will focus on two HR measurement initiatives undertaken at the Community College of Philadelphia: an engagement survey of all faculty and staff that provided valuable insights on issues of employee commitment to the college’s vision and mission; and an HR dashboard initiative which generates up-to-the-minute critical information used to support effective decision-making by the college’s leadership. Both of these initiatives are being used successfully to support negotiations with faculty and staff, and to assist with establishing priorities for strategic college-wide plans and objectives. Find out how your institution can develop and use similar tools in your environment.

Ellen Fernberger, Associate Vice President for Human Resources, Community College of Philadelphia; Heather Kazemi, Vice President and Senior Consultant, Segal/Sibson

4L: What are your Peers Doing? A Comprehensive Benchmark of Background Check Policies and Procedures in Colleges and Universities

Compliance, Workforce Planning

This presentation will cover feedback from human resource specialists within higher education covering a wide variety of issues surrounding actual policies and procedures in place to support the background check process. This presentation is intended for both those beginning to develop background check policies as well as those looking to further enhance existing policies.

Stephanie Hughes, Professor, Northern Kentucky University/RiskAware, LLC

Session 5

Wednesday, October 21 • 2:00-3:15 p.m.

5A: Managing an International Workforce

Talent Management

Education knows no borders and the interest in creating campuses/programs abroad is a natural extension of the academic programs and degrees that US-based colleges and universities offer. However, there are a number of considerations when an institution decides to “go abroad.” Each host country has its own labor and employment laws, expectations regarding the kinds of programs to be offered, their sense of the administrative support services — such as human resources — that need to be put in place and the workforce to be employed at the institution. Georgetown University undertook a successful effort to bring its program to Doha, Qatar. This session describes the background and planning for this new campus, the critical role of the faculty, the need to have an engaged partner in the host country, and the myriad of human resources and other administrative issues that had to be addressed.

Mary Anne Mahin, Vice President and CHRO, Amol Dani, COO, and Jonathan Cartmell, Human Resources Director, all with Georgetown University

5B: Has the Successful Management of Retirement Plans Changed in This Turbulent Economy?

Total Rewards, Talent Management

The current turbulent economic environment has left retirement plan participants feeling more uncertain about their financial security than any time in recent history. In this session, hear the views of a top national economic consultant and portfolio advisor on the current state and future outlook of the economy. Also hear how nationally respected retirement plan sponsors are managing and communicating their retirement plans.

Jim Griffin, Economic Consultant, ING; Sheri Meyer, Retirement Coordinator, Texas A&M University System; Faye Godwin, Manager of Retirement Programs, University of Texas System; Michele Zeber, Human Resource Manager, Louisiana State University

5C: Workforce Optimization in Difficult Economic Times: A Case Study Approach

Workforce Planning, Talent Management

In response to the downturn in the global economy, many higher education institutions have pursued workforce optimization as a way to increase the efficiency and effectiveness of their operations and preserve financial resources. In this session, presenters will use a case study to identify and discuss challenges, opportunities and best practices for implementing a workforce optimization strategy. The case study will serve as the basis for an interactive discussion on what’s being done at your institution. More experienced participants will be able to offer wisdom and insights, and less experienced participants will be able to learn from the trials and tribulations of their more seasoned colleagues.

Curtis Powell, Vice President of Human Resources, Rensselaer Polytechnic Institute; Courtney Hunt, Principal, Renaissance Strategic Solutions

5D: Bridging the Diversity Divide: Building a Concrete Action Plan for Inclusion

Talent Management, Workforce Planning

Learn how to build an action plan for diversity/inclusion and best practices based upon research findings in a recently published book Bridging the Diversity Divide: Globalization and Reciprocal Empowerment in Higher Education. The session will include concrete tools, measurement strategies and organizational learning initiatives that will help higher education institutions transform their culture and bridge the diversity divide.

Edna Chun, Vice President of Human Resources and Equity, Broward College

5E: Bouncing Back: Fostering Resiliency in the Workplace

Talent Management

Examine the concept of resiliency — the ability to thrive in the face of adversity and disruptive change — and its significance in promoting an engaged and productive workforce. Participate in a lively discussion that will identify practical tools and strategies for fostering resiliency in today’s rapidly changing and demanding workplace.

Jennifer Campfield, Assistant Human Resource Director, James Madison University

5F: Strategy Mapping — The Key to Executing/Linking Your Strategic Initiatives

HR Metrics, Workforce Planning

University of Michigan Human Resources is using Strategy Maps, based on the Balanced Scorecard model, which communicates with and links all staff members involved in a particular initiative. With performance measures and targets included, the Balanced Scorecard model evaluates the initiative around four perspectives: customer, financial, internal business processes and employee learning.

Gary Uptigrove, Associate Director of HR Business Intelligence, University of Michigan

5G: Leading, Managing and Surviving the Multi-Generational University Workplace

Workforce Planning, Talent Management

Understand the challenges college and university managers now face when working with several very different generations. Learn new ways to apply your management skills in this multi-generational workplace. Using case studies, we will identify solutions and leadership skills to help recruit, retain and develop your staff.

Gale Gibbons, Career Coach, and Beverly Edwards, Executive Director of Human Resources, both of University of Pennsylvania

5H: Social Networking: Getting Started and Determining Effectiveness

Workforce Planning

Examine the various methods of social networking being utilized in talent sourcing. Develop ideas on how to get started or expand your current efforts to utilize this ever growing avenue for identification of talent. Consider how to begin tracking the effectives of these new sources.

Kimara Ellefson, Director of Employment, Medical College of Wisconsin

5I: The Good, the Bad and the Guilty: Assessing Criminal Records

Workforce Planning, Compliance

Do you cringe when you receive a report that shows that an applicant has a criminal record? Are you walking the proverbial legal tightrope between protecting your organization, complying with legal requirements, and gainfully employing people with criminal histories? Making determinations about individuals with criminal convictions can be a tricky proposition. In this session, you’ll learn what business practices are used by The University of Arizona to evaluate adverse information, assess risk and make sound employment decisions about individuals with criminal histories. Participants will walk through actual case studies and learn the truth behind the myths regarding background checks.

Leslie Porter, Director of Recruitment and Employee Advising, University of Arizona

5J: The Business of Higher Education Academe: Perspectives, Concepts and Practices — A Glimpse of the Academic Enterprise

Workforce Planning

A unique history and academic culture pervades higher education that can provide challenges to working effectively in a college or university. What lies behind that culture? How does it influence policy and decision making? The business of higher education is a complex interweaving of history, concepts such as academic freedom, governance, teaching and research as well as a focus on contributing to the betterment of society through education. What are the major themes and issues facing higher education? Explore these important topics and perhaps gain some insights and strategies to enhance your effectiveness in the higher education enterprise.

Ken Tagawa, Chief Learning Officer, CUPA-HR

5K: HR Leadership and High Performance in UK Universities

Workforce Planning, HR Metrics

Explore the role of HR in performance-building and the implications for HR strategy with practical examples of where HR should focus its efforts to drive sustainable competitive advantage. Understand how maximizing impact of this work through dissemination is critical.

Gwen Wileman, Director of Human Resources, De Montfort University; Sheila Gupta, Director of Human Resources, University of Edinburgh

5L: Enhance Communication and Measure Productivity Using Technology With HR Consulting

Workforce Planning, HR Metrics

Design, develop and implement technology tools that provide real-time information to various stakeholders involved in service delivery within an HR consulting model. Improve internal HR communication and ensure productivity measurement to support effective and efficient HR service delivery. The technology tool demonstrated in this session is flexible and can include other internal HR processes, benefiting staff and HR leadership, budget, payroll and other institutional constituency.

Analissa Mendoza, Manager of Compensation; Linda Sendaula, Senior Human Resource Consultant; Julio Arroyo, Strategic Workforce Planning and Metrics Analyst; and Mary Maher, Vice President for Human Resources, all of the University of Texas Health Science Center in San Antonio

Session 6

Wednesday, October 21 • 3:30-4:45 p.m.

6A: Building a Successful Wellness and Prevention Program: What Works, What Doesn’t

Total Rewards

Attend this session and receive an outline of the proper steps to deliver an effective wellness program that delivers positive outcomes. A case study of the University of Rhode Island will be presented and will include a specific wellness pilot program delivered to labor union members — the facilities and maintenance department of the university.

Robert Weygand, Vice President of Administration, University of Rhode Island; Anne Marie Ludovici, Senior Consultant-North America, Hewitt Associates

6B: “Lost in MySpace” — How Technology Poses New Risks for Employers

Compliance, Workforce Planning

Technology has radically changed the workplace. Employers, employees and most recently the courts are struggling to determine the boundaries on the use of the information that is available on the Internet via websites such as Google, MySpace and Twitter. While e-mail, voice mail, cell phones, PDAs and Blackberries may enhance communication and increase productivity, these tools also create new challenges for employers. This session will provide the information you need to develop and administer policies regarding the use of technology in the workplace.

Joseph Beachboard, Client Services Shareholder, Ogletree Deakins

6C: The Benefits Edge: The Competitive Value of Employee Benefits in an Era of Sustainability

Total Rewards

Take advantage of the opportunity to recalibrate the competitive value of your employee benefits programs to drive sustainable key business goals. Discover four distinct “employee benefits profiles” that decision makers can consider to clarify their own company benefits opportunities, together with a systemic investment approach that challenges traditional thinking about health, retirement and work/life balance benefits. Explore the application of resulting insights and approach to real-life issues and scenarios at Georgetown University, with realistic concepts and strategies that can be adopted in varying degrees by other higher education institutions of similar profile regardless of the prevailing economy.

Charles DeSantis, Associate Vice President and Chief Benefits Officer, Georgetown University; Ronald Leopold, Vice President and National Medical Director, MetLife Institutional Business

6D: Search Committees: A Blueprint for Utilizing Core Competencies to Maximize Search Results

Workforce Planning

Successful recruitment practices are crucial to the continued success of any organization. Learn how Eastern Michigan University has successfully integrated core competencies into a structured search process. The process is consistent, easily repeatable and provides management with a simple tool to make better informed hiring decisions. Through interactive discussion and role playing, participants will learn how to create consistent and repeatable search processes that incorporate the use of core competencies for improved results.

James Gallaher, Director of Professional Development, and Douglas Bunce, Human Resources Consultant, both of Eastern Michigan University

6E: Conducting Serious Incident Investigations

Talent Management, Workforce Planning

Attend this session and explore the effect of three critical values — speed, thoroughness and objectivity — on the quality of the investigations that organizations conduct. The presenter will also illustrate the impact of those values on the manner in which HR staff conduct interviews.

Anthony Panebianco, Associate Vice President for Human Resources, SUNY Institute of Technology; Antone Aboud, Consultant, Antone Aboud Associates, Inc.

6F: What Makes a Great Place to Work?

Total Rewards, Talent Management

In order to attract and retain top talent and ultimately support efforts to deliver on their missions, today’s leading institutions are being very intentional about understanding institution climate/culture, workplace quality and faculty/staff engagement. Do you want to be known as a great place to work? We’ll discuss themes and insights from three different workplace recognition programs including The Chronicle of Higher Education’s 2009 “Great Colleges to Work For” program. The presenters will share how their organizations have benefited, highlight best practices from recognized institutions and identify key metrics you might consider at your college. Come to this informative and interactive session to find out how institutions have been named the best places to work — what imaginative, inventive and innovative practices have made winning institutions go from good to great!

Rich Boyer, Partner, ModernThink, LLC; Susan Dzierson, Human Resources Officer, The J. David Gladstone Institutes; David J. Zajchowski, Human Resources Manager, Rollins College

6G: Utilizing Emerging Technologies to Transform Human Resources

Workforce Planning

Learn how the HR department at Seton Hall University has transformed what it is and how it is perceived by utilizing and leveraging emerging technologies. During this session, we will share how multiple technology initiatives, implemented concurrently, in the areas of recruitment, benefits and payroll administration helped drive institutional change and process improvement. Additionally, see how these initiatives helped Seton Hall to realize efficiencies, facilitate cost savings and most importantly, integrate the information into decision making processes and priorities. Specifically, hear firsthand how, utilizing technology, Enrollment Services and Human Resources successfully collaborated to simplify the processes and procedures associated with the hiring of student employees.

Dale McLeod, Director of HRIS and Payroll Operations and Susan Basso, Associate Vice President for Human Resources; both of Seton Hall University

6H: Art of Mediation (The Disinterested Third Party)

Talent Management, Workforce Planning

This session will discuss the fundamentals of basic mediation and the mediator’s role as a disinterested third party. Learn forms of dispute resolution and compare the pros and cons of mediation, arbitration and litigation. Take part in mock mediation sessions with other attendees.

Charles Phillips Sr., Director of Human Resources, and Julie Benedict, Training Specialist, both of Eastern Illinois University

6I: Are We Finished Yet? Bringing a Major Classification Study to a Close

Total Rewards

Follow a major classification study from the initial communication of the study to implementation of new classifications. Learn from the experiences of The University of Arizona what worked well and where opportunities for improvement exist.

Linda Charlip, Director of Human Resources Analytics, and Christy Drake, Senior Compensation Analyst, both of The University of Arizona

6J: Immigration Enforcement: Academic Institutions Caught in the Middle

Compliance and Workforce Planning

This presentation will guide key “front line” institutional managers through the complex maze of immigration regulation and enforcement. Attendees will get an in-depth overview of current enforcement trends and how these trends have impacted immigration compliance in practice. Learn about current federal and state legislation affecting the intersection of employment and immigration law, state E-Verify requirements, the proposed federal contractor E-Verify regulation, the current status of the Department of Homeland Security’s no-match safe-harbor regulation and best practices to help the institution avoid liability.

Russell Ford, Senior Associate Attorney, Littler Mendelson, PC

6K: HR Professionals: Using Document Management to Make Things Clear Again

Workforce Planning

This session will demonstrate how Indiana Wesleyan University deployed document imaging and document management technology in its HR department to increase its efficiency in operations and also move toward becoming a paperless office. Learn how these processes and how this technology will meet department needs with regards to all aspects of recruitment and employee management. Find out how a similar initiative can be introduced on your campus.

Lois Templin, Assistant Director of Human Resources, Indiana Wesleyan University; Laura Simcox, Human Resources Solutions Manager, Perceptive Software, Inc.

6L: The Employee Free Choice Act and What it Means for Your Campus

Compliance, Talent Management

Examine the likely provisions of an Employee Free Choice Act. Understand what it will mean for your campus. Learn what you can and should do now to prepare for it.

John Gaal, Esq., Attorney, and Louis DiLorenzo, Esq., Attorney, both with Bond, Schoeneck & King, PLLC