Session 1

Tuesday, September 21 • 11:00 a.m.-12:30 p.m.

Managing retirement patterns remains an ongoing challenge for higher education leadership. The 2010 Higher Education Retirement Confidence Survey (RCS) provides a unique examination of the views and attitudes of higher education employees regarding their future plans and preparations for retirement. The research provides a current look into the minds of employees and provides benchmarking data for your college or university that may impact plan design and options. Fielded in conjunction with the annual Retirement Confidence Survey (RCS) conducted by the Employee Benefit Research Institute, the Higher Ed RCS allows a comparison of how higher education employees stack up relative to American workers in general along various dimensions of retirement preparations and outlooks.

Ronald Frisch, Vice Chancellor for Human Resources, University of Pittsburgh; Paul Yakaboski, Ph.D., Principal Research Fellow, TIAA-CREF Institute

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.

Chip Sizemore, Director of Research, CUPA-HR

Understand the differences between HR metrics that impact organizational performance and HR metrics that provide little organizational value. Consider the benefits of focusing solely on the “core” metrics of attrition, engagement and training rather than the scattershot approach. Learn how to effectively apply the strategic tools of data mining, exit interviews, engagement surveys and evaluations.

Micah Fairchild, Associate HR Director of Organizational Development and Workforce Planning, Appalachian State University

CUPA-HR’s new HR Benchmarking Survey was developed at the request of members and is intended to provide HR departments with important benchmark information about structure, size, responsibilities and performance. This session will showcase how your colleagues at other institutions are using the results of the survey to complement their planning processes to make better and more informed decisions. Learn what types of metrics other institutions have developed for the workforce and the HR function and how they use them. Learn how you can develop a metrics scorecard at your institution, so that you can also come to the table with data.

Karen Hutcheson, Senior Vice President, Sibson Consulting, A Division of Segal; Andy Brantley, President & Chief Executive Officer, CUPA-HR; Linda Harber, Associate Vice President for Human Resources, George Mason University; Marita Sullivan, Acting Associate Vice President for Human Resources, Georgia Institute of Technology

Ever wonder what makes a person tick? Individual experiences play a huge part in shaping the way we interact with others and view the world around us. This in-depth interactive workshop, developed by a leading community college, will examine how diversity of experience impacts our interpersonal communications and relationships. Through discovery and discussion, learn more about yourself and the people around you. Participants will leave the session with an increased understanding of and appreciation for similarities and differences.

Joseph Nunes, Coordinator of Policy and Programs Compliance; Vicki Nelson, Manager, Employee Records; and Martha Williams, Assistant Vice President for Compliance, Diversity and Equity; all of Valencia Community College

What do 60,000 college employees think about their workplaces? Examine three years worth of survey results from The Chronicle of Higher Education’s “Great Colleges to Work For” program. Study the key differences between engaged employees among different types of institutions. Learn how to create policies and practices that make for a great workplace.

Jeffrey Selingo, Editor, The Chronicle of Higher Education; Rich Boyer, Partner, ModernThink LLC; Mary Cronin, Associate Vice President for Human Resources, Rice University

Examine significant enforcement and regulatory changes being implemented at the Department of Labor. Discuss how new developments in wage and hour, the Office of Labor Management Standards, Occupational Safety and Health, OFCCP and Employee Benefits will affect higher ed institutions. Learn tips and strategies to cope with the DOL’s regulatory and enforcement actions.

Howard M. Radzely, Partner, Morgan, Lewis & Bockius LLP

When it comes to generating ROI, many business leaders agree that creating an HR portal is one of the ways (if not the best way) to take pressure off HR and increase productivity and employee satisfaction. Through a well-defined strategic Web design process, Boston University created a new HR portal for more than 9,000 faculty and staff, as well as retirees and candidates. In this informative case study and Q&A session, presenters share Boston University’s perspective on creating the portal, from strategy and planning through requirements definition, design and development, implementation, and post-launch optimization.

Nimet Gundogan, Executive Director of Employee Benefits, Boston University; David Young, Principal, Workforce Communications and Change, Mercer

Workforce Planning, Talent Management | Fountain This session includes a thorough and comprehensive review of one college’s implementation of a successful strategic staffing plan. From start to finish — beginning with the identification of required resources to retention of existing talent — this plan has delivered great results and improved efficiencies and effectiveness in times of significant changes in the workforce landscape.

Keith Balaski, Human Resources Director, and Dee Bernard, Finance Director, both of Minneapolis Community & Technical College

Duke University continues to expand its international footprint. Experiences have ranged from joint ventures to emerging sites. Each option is filled with choices and have resulted in a host of lessons learned. This session will describe specific case studies that have touched on a range of human resources issues.

Kyle Cavanaugh, Vice President for Human Resources, Duke University; Lance Richards, Senior Director and Global Practice Leader, KellyOCG

Examine the performance management process from the employee and manager’s experience. Learn how to implement an effective tool for performance improvement of college and university managers. Increase return rate for completed evaluations and use the results for employment decisions, rewards and performance improvement.

Sonia Pearson, Central Office Director of Human Resources and Labor Designee, and Rhonnye Ricks, Director of Professional Development and Learning Management, both of The City University of New York

Examine how the Fair Labor Standards Act creates potential overtime pay for professional staff in admissions, athletics and information technology. Interact with panel members from large and small, public and private institutions to see how they have addressed these issues. Explore what you need to do in order to review or modify current positions to ensure compliance with this federal law.

Erik Seastedt, Director of Human Resources, SUNY Cobleskill; Kimberly Locastro, Senior Compensation Specialist, Georgetown University; Gary Evans, Associate Director of Human Resources, SUNY Cortland; Christy Drake, Senior Compensation Analyst, The University of Arizona; Chuck Standfuss, Director of Employment Services, Macalester College

Learn how PeopleAdmin has helped more than 600 institutions of higher education bring their hiring process completely online. Based on PeopleAdmin’s ten years of experience and library of best-practices, session attendees will learn a simple, five-step process to scope, select and prepare their organization for an applicant tracking solution. Whether you are just beginning to think about implementing a solution, are in the process, or you are already a customer, this session will provide information and ideas that can be used immediately. In addition, attendees will get a preview of PeopleAdmin 7, the award-winning solution that is enabling institutions of all sizes to better manage the administrative activities associated with recruiting while also finding the right candidate for the right job quickly and cost-effectively.

Brandon Phipps, Vice President of Sales and Business Development, PeopleAdmin

Session 2

Tuesday, September 21 • 1:30-3:00 p.m.

New employee orientation through YouTube. Facebook as pre-employment screening tool. LinkedIn for policy development. Twitter to enhance organizational culture. Learn what’s happening on the national scene and how the University of Arizona is embracing the power of connection.

Christopher Foree, Web Developer, and Allison Vaillancourt, Vice President for Human Resources, both of The University of Arizona

At the 2009 CUPA-HR National Conference in Las Vegas, presenters provided results of an employee engagement survey conducted by the Community College of Philadelphia. The survey found certain “problem areas” among faculty and staff that required attention, including faculty’s role in college governance and staff’s concerns about equity and career opportunities. In this session, learn about the actions taken by the college to improve employee morale and engagement, as well as the outcomes of those actions and what else is being considered.

Heather Kazemi, Vice President, Sibson Consulting, A Division of Segal; Ellen Fernberger, Associate Vice President for Human Resources, Community College of Philadelphia

Examine a cost-saving restructuring plan and how it effects the centralization of HR processes and procedures. Learn how to plan and implement the new procedures, while avoiding communication mistakes.

Catherine Seay-Ostrowski, Business Administrator Lead, and Trudy Bahr, Administrative Specialist, both of University of Michigan

How do you know if your retirement plan is operating smoothly before the IRS comes in to audit? Your HR peers discuss best practices and lessons learned. Presenters will provide you with a checklist of do’s and don’ts that will help you handle an IRS audit with flying colors.

Linda Segal Blinn, Vice President for Technical Services, ING; Carrie Loewen, Director of Human Resources, Western States Chiropractic College; Sheri Meyer, Retirement Coordinator, Texas A&M University System

Understand the methodology and strategy as it relates to in- and out-of-network provider contracting and how to implement lifestyle changes that are compliant and produce long-term behavior modifications. Learn how to maneuver through the pharmacy benefit management process.

Chard Richard, Area President, and Eric Pearson, Area Vice President, both of Gallagher Benefit Services; Jennifer Christian, Benefits Manager, the Louisiana State University System

Feedback from CUPA-HR members has led to a major redesign of CUPA-HR’s Knowledge Center. In this live online session, explore the new KC and learn about the tools and strategies to become a proficient user of the Knowledge Center to mine this rich resource with more than 8,000 content entries — all focused on HR professionals in higher education. Also, learn how to put together your own targeted sources of information such as Google Reader and Twitter. Attendees will help develop a set of “essential takeaways” to take back to their institutions and colleagues.

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

Hear the latest from Washington and discuss legislative and regulatory initiatives impacting your workplace and what it means for human resources on your campus.

Josh Ulman, Chief Government Relations Officer, CUPA-HR

Many institutions are formalizing their talent planning and people practices with greater rigor. Cost and economic challenges continue to dominate decisions, but acquiring, engaging and retaining staff in key positions remains the top priority for most institutions. Representatives from higher education and the corporate consulting world will discuss the trends and practices that represent the changing human capital agenda, focusing on the new deal between organizations and their employees.

Ken Simek, Principal, and David Van De Voort, Partner, both of Mercer; Pam Beemer, Associate Vice President for Human Resources, Northwestern University; Bill Schilling, Vice President, Human Resources, BI Incorporated

Examine an innovative way for HR operations to generate recurring revenue to reinvest in workforce programs benefiting their institution. Learn how one university created a marketable state-of-the-art employee assistance and worklife program that has evolved and has been reproduced by human resources at the University of Texas Health Science Center in San Antonio with similar exciting results. Explore how you could influence your HR office to step out on a lucrative limb and enjoy the view.

Jeff Dibble, Director of Business Operations; and Mary Maher, Vice President of Human Resources, both of the University of Texas Health Science Center at San Antonio

Learn about key evidence-based, behavior change strategies that improve participation and outcomes in health and wellness programs. Hear about a successful business case study that Indiana University brought forward to senior leadership to offer incentives to drive engagement. Share and hear success stories by colleagues to build a culture of health and lower healthcare costs.

Dan Rives, Associate Vice President for Administration, Indiana University; Anne Marie Ludovici, Subject Matter Expert, Hewitt Associates

How does your HR department measure success? For most HR professionals, this is not an easy question to answer. With the inordinate amount of changes today — primarily budget and staffing cuts within HR departments and the increasing focus on the value the HR department is providing to the institution — HR professionals need a clear, succinct method for determining departmental performance. Learn how to start a sustainable and meaningful HR metrics program at your institution with limited resources. This session will provide you with tips, tricks and tools to get you started.

Richelyn Penn Mekile, Associate Director of Human Resources,and Sharon Picus, Executive Director of Human Resources, both of, Kutztown University of Pennsylvania; Holly Deiaco-Smith, Executive Consultant, HDS Consulting

In 2009, Eastern Michigan University built a strong competency foundation to address employee recruitment and development for administrative employees. The university has further enhanced and expanded its foundational model, leveraging people and technological resources to further its talent management framework for recruitment, professional development, performance management and succession planning. In this session, participants will learn how to use an online learning and performance management system to integrate competencies throughout the talent management pipeline in a higher education setting.

James Gallaher, Chief HR Officer, and Anita Schnars, Director of Training and Organizational Development, both of Eastern Michigan University

Effectively controlling labor costs depends on building the “last mile” of workforce management processes — the parts that touch every employee in your institution. Time and leave systems manage areas of inefficiency, compliance risk and productivity. Shared services is an attractive alternative way for a college or university to procure and deliver services and manage processes that cross departmental boundaries. Learn how tracking leave through an automated system fits into the shared services enterprise and delivers rapid ROI.

Jerry Nepon-Sixt, Director of Public Sector Solution Consulting, Kronos Incorporated; Anna Spragg, Associate Vice President of Human Resources, Quinnipiac University

Session 3

Tuesday, September 21 • 3:30-5:00 p.m.

Review how statistical techniques using multiple regressions can be effectively used to assess pay equity. Enhance capabilities to assist schools and departments to maintain equitable compensation practices. Provide foundation and groundwork for potential regulatory reviews.

Hunt Bartine, Senior Director of HR Strategy, Planning and Compensation, Temple University

Learn how Oklahoma City Community College explored the possibility of self-funding their employee health insurance plan as the next step to gaining more control and flexibility over their costs and plan design.

Rhonda Simpson, Director of Employment and Acting Director of Benefits, and Gary Lombard, Vice President for Human Resources, both of Oklahoma City Community College; Todd Neaves, Employee Benefits Consultant, Gallagher Benefit Services

Sibson Consulting will present best practices observed across the country and report the experiences of two university partners who have invested in these strategies. In this session, participants will examine successful approaches implemented in the last two years that maximize positive retiree decisions and match those benefits to college and university interests. Speakers will engage attendees to present their own initiatives and experiences for the benefit of the audience. Remaining challenges will be shared and addressed through facilitated speaker and audience discussion.

Barbara Butterfield, Senior Consultant, Norm Jacobson, Senior Vice President, and Dean Hatfield, Senior Vice President, all of Sibson Consulting, A Division of Segal; Scott Nostaja, Vice President of Human Resources, and Jennifer Bowen, Director, Employee Relations, Human Resources, both of the University at Buffalo (SUNY)

Follow along on an example of how Penn State’s Office of Human Resources Management Engineering unit performs an organizational analysis using the activity-based analysis model. Learn how these techniques are used to improve workload distribution, analyze organizational structure, and enhance the flow of communications and work processes within academic and business units.

Robert Fantaske, Coordinator of Management Engineering, Penn State

This presentation will apply Bob Architect’s leading expertise and 35 years of 403(b) regulatory experience as a senior tax law specialist and 403(b) guidance author in the Employee Plans Division of the Internal Revenue Service to help plan sponsors develop a solid understanding for what is in store for 403(b) plans and what they need to focus on in order to operate their plans compliantly and best serve the needs of their employees.

Bob Architect, Vice President of Compliance and Market Strategy, VALIC

The role of the HR department at LaGuardia Community College has changed profoundly with top leadership recognizing the value of HR as a strategic partner and as an agent of organizational change. Discover the innovative role that HR departments can play in the growth and development of faculty and their achievement of academic success. This session will focus on exploring “PATH” (Publishing and Tenure Highway) to Success — a new professional development course for tenure track faculty at LaGuardia College. Engage in a lively discussion about how an HR department can successfully contribute to an institution’s goal of raising academic quality by increasing faculty research and scholarship.

Diane Darcy, Executive Director of Human Resources, and Nila Bhaumik, Deputy Director of Human Resources, both of LaGuardia Community College/CUNY

Examine critical issues facing campus administrators across the country. This interactive session is designed to raise awareness and focus the attention of HR practitioners and hiring managers on effective strategies to develop and maintain positive employee relations in the face of limited resources and fiscal restraint.

William Hodson, SPHR, Director of Human Resources-SPEA, Indiana University

Understand how to develop outcome-driven, cost-effective leadership development programs even in a challenging economy. Learn what is important to senior executives regarding leadership development and how to enlist their support. Learn how to efficiently manage sizable development programs without straining busy HR departments by sharing responsibilities with external service providers. Understand how to measure program effectiveness and prepare for future interventions.

Michael T. Donohue, Senior Vice President of Finance and Operations/Treasurer; Christopher Barto, Dean of Student Financial Services/Chief Compliance Officer; David K. McNichol, Ed.D, Director of Human Resources; Andrea L. Granville, Associate Director of Human Resources; and Brigette Baynes, Director of Student Accounts, all of LIM College; Scott Klein, Founder, Hudson Horizon Consulting LLC

Outlining the failure of performance evaluation activities and merit pay systems in higher education, collected data will show that performance evaluations generally overstate the quality of employee performance and in the case of faculty systems generally treat merit pay systems as across-the-board raises. Relying on information collected from a number of institutions, this session will call on attendees to work with the presenter to outline new methods of performance evaluation to better meet the challenges facing institutions in today’s more demanding environment.

Becky Hoover, HR Development Coordinator; Gaston Reinoso, Director of AA/EEO and Employee Selection; and Angelo-Gene (A.G.) Monaco, Associate Vice President of Human Resources and Labor Relations, all of University of Akron

This session seeks to engage participants in lively discussion focused on the changing face of labor relations at colleges and universities today. Key topics include: promoting positive employee-employer relationships while sitting on the opposite side of the bargaining table; the role outside counsel plays sitting at and away from the bargaining table; and creating a culture of transparency and mutual respect.

Candace Baer, Vice President for Human Resources, Rhode Island School of Design; Diane Patrick, Partner, Ropes & Gray LLP

Participate in a lively discussion about Syracuse University’s comprehensive benefit changes led by leaders from both HR and Academic Affairs. Explore the guiding principles, the innovative benefit solutions, the successes, the controversies and the learnings. Share your own experiences with developing and gaining acceptance for large-scale benefit changes.

Kal Alston, Associate Provost for Academic Affairs and Karen Morrissey, Director of Benefits, Compensation and HR Services, both of Syracuse University

In this session, participants will explore a University of Florida-based scenario that resulted in the institution defining a competency model that now serves as a foundation for robust training for administrative professionals. Learn how the university designed and implemented the Pro3 series — classroom instruction that focuses on a range of business practices, including financial, human resources/payroll and academic department support — as well as the lessons learned that are applicable to all institutions of higher ed.

Jodi Gentry, Director of Training and Organizational Development, University of Florida

Discover the Interview Exchange Applicant Tracking and Performance Evaluation/Management Program preview — a suite of easy-to-use web-based software designed specifically for higher education. Participants will learn how easy it is to transition from a time-consuming manual, paper-based process to Interview Exchange’s paperless process. Take this opportunity to interact with system experts and users who are attending this session.

Naray Viswanathan, President, Interview Exchange; Jane Russell, Employment and Staffing Manager, Lesley University

Session 4

Wednesday, September 22 • 11:00 a.m.-12:30 p.m.

In this session, presenters will share tools and programs you can implement or enhance at your institution to keep your most talented and desired employees. With discussion on implementing a multi-faceted approach that includes identifying high potentials/high performers, supporting their development through internal “coaches” and facilitating participation in leadership programs, this panel will explore creative ways to retain and incentivize superstars, develop a talent retention program and launch a leadership program.

Lynell James, Senior Vice President and HR Relationship Manager, TIAA-CREF; Tina Woodard, Assistant Vice Chancellor for Professional Development, The Board of Regents of the University System of Georgia; Paul Michaud, Chief HR Officer, Georgia Southern University

Process mapping is a technique which enables many organizations to come to a common understanding of their current processes, enabling them to foster communication and begin process improvements. This session will provide participants with an overview of process mapping. Attendees will participate in a process mapping session and leave with a basic knowledge of how to conduct process mapping sessions on their campuses.

Sharon Picus, Executive Director of Human Resources, and Richelyn Penn Mekile, Associate Director of HR, both of Kutztown University of Pennsylvania; Holly Deiaco-Smith, Executive Consultant, HDS Consulting

Learn to comprehensively, and economically, analyze multi-incumbent jobs using a focus group process. Participate in a JAM session (job analysis meeting) and see first-hand how to put this process to use at your college or university. Learn the steps necessary to prepare for the JAM sessions and gain management and employee buy-in.

Christy Drake, CCP, SPHR, Senior Compensation Analyst, The University of Arizona

Strategies to reduce the stress associated with a Department of Labor audit will be presented. The AA/EEO officer of a mid-sized public university and a senior HR consultant from a data analysis firm will review what information needs to be submitted during an audit, how to effectively communicate with DOL, and how to create the best data possible for both off- and on-site reviews.

Rebecca Woodrick, Ph.D., Director of AA/EEO, University of Southern Mississippi; Kristyn Hurley, Senior HR Consultant, Berkshire Associates, Inc.

To maximize HR program success and achieve the best possible outcome, learn how HR organizations can plan and deliver targeted, coordinated HR programs and the necessary communications, aligning employee behavior with university organizational goals. Whether your HR program objectives are to increase employee participation in health and wellness programs, strengthen your organizational brand or ensure timely compliance to HR policies, if the program and message is not communicated to the right people at the right time, it will not be successful.

Carol Damron, Business Process Analyst, DePaul University; John Belousek, Senior HCM Consultant, Oracle

Especially in tough economic times, universities are asking faculty and staff to do more with less. When the Drexel University HR team asked for a Learning Management System (LMS) and were told to make do with what they had, they weren’t defeated. Instead, they got busy examining and testing their resources for new purposes. Today, Drexel is using Sharepoint as the marketing and registration portion of an LMS while hosting blended learning programs on its BbVista system. In this session, explore Drexel’s approach and take away tips to replicate the process on your campus.

Lindsay Snyder, Project Administration; Megan Weyler, Director of HRIS; and Kim Stott, Director of Training and Development, all of Drexel University

Understand the importance of organizational climate and institutional success. Effectively use survey data and results to improve employee satisfaction and performance.

Cheryl Heath, Vice President for Administration, Northern Wyoming Community College District

Explore how a well-designed and delivered leadership program can not only build leadership abilities and capacity, but also can serve as a critical driver as you build and sustain the culture most suitable for your institution. Discuss real-world lessons as well as ways to measure and demonstrate the ROI and impact your program is having on the success of the institution and the individual leaders.

Arthur Kirk, Jr., Ph.D., President, Saint Leo University; Kathryn Davanzo, SPHR, President, CODA Partners, Inc.

This session is a case study of a large public university’s project to assess more than 1,000 professional positions that had never been subject to a formal job classification and compensation structure. Learn how NC State defined and sold a “sensitive” initiative; designed an innovative (and cheap!) web-based survey tool; and put into place new guidelines that were well-received by employees, managers and university leaders.

Barbara Carroll, Chief HR Officer; Laurie Textor, Academic Personnel Coordinator; and Deborah Wright, Director of HR Classification and Compensation, all of North Carolina State University

This session will focus on HR systems, especially those in the implementation or upgrading phases. A roundtable discussion will elicit best practices, successes, lessons learned, tips and techniques and participants will explore ways to best communicate with IT professionals.

Karl Sparks, Director of Human Resources, University of Wisconsin–Milwaukee

Now more than ever, in the midst of stormy economic weather, higher education institutions continue to face difficult budgetary challenges — intensified by an increase in demand for services and other pressures. Learn how to deal effectively with the reality of your institution’s financial situation and discover why succession management is even more important during tough times. In this session, presenters and attendees will engage in dialogue about issues and challenges and will explore new ideas for moving forward.

Robert Conlon, Senior Vice President; Barbara Butterfield, Senior Consultant; and Kelly Jones, Senior Vice President, Higher Education Practice Leader; all of Sibson Consulting, A Division of Segal; Higher Education Co-Presenter To Be Determined

Learn how to improve both work quality and productivity to support staff reductions and cost controls. The “Lean Management” method engages employees directly in workflow analysis and in the design of solutions and performance metrics to ensure progress toward goals. In this interactive workshop, participants will review an actual process redesign project in the HR Services group at the University of Vermont.

Julia Russell, Director of the Business Process Reengineering Team, and Barbara Johnson, Associate Vice President for HR Services, both of University of Vermont; Connie Van Eeghen, Chief Operating Officer, Value Improvement Partners

Learn how New York University (NYU) utilized workforce management technology to efficiently manage fund allocations, grant tracking and employees working in multiple departments. Higher ed HR professionals face unique workforce management challenges due to their diverse group of employees and stringent reporting requirements. NYU has taken advantage of workforce management technology to manage these specific challenges as well as mitigate complexity associated with these tasks while ensuring compliance with state and federal regulations and union agreements. In this session, find out how to take a more strategic approach to managing your institution’s financials and workforce, and learn best practices first-hand from NYU.

Kevin Choksi, CEO and President, WorkForce Software; Gary Ufer, Operations Director, New York University

Session 5

Wednesday, September 22 • 1:30-3:00 p.m.

Explore costs and pitfalls of manual versus automated employment verifications. Learn about challenges that arise in implementing automation of verifications including file development, communication, and dealing with resistance from verifiers. Examine changing service expectations of faculty/staff and requirements related to verifications for “verifiers” such as lenders.

Becky Lane, HR Senior Director, and Lydia Lanier, Senior Director of the Financial Management & Education Center, both of University of Georgia; Scott Scheibel, Director of Client Relations, TALX

Retirement plan design is a key benefit to attract the talent necessary for higher education institutions to achieve their academic mission and business objectives. At the same time, it is more important than ever for employees to take actions necessary to optimize their retirement savings portfolio and overall financial security. A key employee need in realizing these objectives is retirement and financial planning guidance. This session will cover how retirement plan design can be supplemented with a holistic financial guidance program to improve the competitiveness of a benefits offering and meet the broad and growing financial planning needs of employees.

Joey Payne, Director of Employee Benefits and Self-Funded Plans, University of Kentucky; John Campbell, Vice President, Plan Sponsor Marketing, Fidelity Investments

This session will survey significant labor and employment law changes enacted since President Obama's election as well as changes made by the Supreme Court during the past two years. Participants will also get a glimpse of what the future may bring with regards to labor and employment laws relating to higher education.

Ira Shepard, CUPA-HR General Counsel and Partner at Saul Ewing LLP

Diversity scorecards become catalysts for change when key equity indicators are developed based on your institution’s past employment activities. Examine how employment activities and other organizational processes can reflect certain patterns and evaluate practices. Rates for applicants, hires, separations and promotions, among other things, can monitor equal opportunity compliance and become accountability measures related to your diversity initiatives. Turnover patterns, applicant flow statistics and promotional trends become baselines, targets and measurements of change which result in sustaining highly-valued scorecard activities.

Cathy Wilson, Executive Director of Administrative Human Resources, Grand Rapids Community College; Cami Zawacki, President, Human Resources & Affirmative Action Strategies

The multicultural population is increasing every day in our country. Today more than ever, it is important to understand diversity within our workplace. Join us to learn how important it is to provide workshops and educational communications “in culture and in language” to address common financial concerns among the multicultural employee population.

Fabian Gonzalez, Vice President for Multicultural Sales, and Andres Vargas, Vice President for Multicultural Sales Support, both of ING; Lewis Benavides, Associate Vice President for Human Resources, Texas Woman’s University

Strategize effective staffing solutions. Learn about a real example of measuring staff utilization. Participate in determining solutions for the case presented and applications for your workplace.

Tomas Green, Clinical Operations Administrator for Internal Medicine, University of Texas Physicians, University of Texas Health Science Center at Houston; Tinker Murray, Professor, Texas State University

Examine the issues about which the press seeks answers from HR leaders on campus and the challenges faced by colleges trying to balance open communications with commitments to confidentiality and fairness. Learn about common mistakes HR officials make in dealing with the media, and how to avoid them. Brainstorm about handling tough questions. Session will be off the record.

Scott Jaschik, Editor, Inside Higher Ed; Kyle Cavanaugh, Vice President for Human Resources, Duke University

Can HR set the stage and drive workforce engagement by redesigning a job classification system and introducing contemporary compensation methodologies? Consider the little engine that could and see how the efforts of a small group of talented HR professionals, who believe in creating transparency, engaging in collaboration and changing organizational culture, set about doing just that and without additional funding. Learn how to build such change by driving the reinvention of your institution’s workforce programs.

Mary Maher, Vice President of Human Resources, and Analissa Mendoza, Senior Manager of Total Rewards, both of University of Texas Health Science Center in San Antonio

Discuss easy-to-learn, cost-effective techniques for using survey research to support HR metrics related to employee engagement, retention, employee relations, training and development, or to determine if HR strategic goals are being met. This session will be centered on simple, practical methods for survey design, delivery and analysis and how to use the survey results as an objective component in HR strategic planning. Examine the best practices of survey research related to outsourcing and choosing the best survey software for your organization.

Mark Lakatos, Manager of Organizational Development and Safety, National University

Gain insights on how a proactive approach to staff wellbeing and engagement can underpin organizational effectiveness. Learn from the UK’s Universities HR organization’s promotion of an ambitious new vehicle through which HR departments can demonstrate their effectiveness and impact on “the bottom line,” and consider strategies that are “fit for the future” and can demonstrate to your institution the real impact and relevance of your department.

Matthew Knight, Director of Human Resources, University of Leeds; Ruth Altman, Director of Human Resources and Development, Cranfield University

Learn how Emory University’s high-level leaders provide the strong basis for a successful leadership development initiative and how different departments within the university come together to achieve results that benefit all members and levels within the institution.

Jane Whitmore, Manager, U.S. Education Channel, Development Dimensions International (DDI); Wanda Hayes, Director of Learning Services, Emory University

In a time of economic turmoil and precarious funding for educational institutions, many organizations are exploring new shared services models to optimize staff efficiencies and save money. This session will provide an overview of the issues and considerations which were the impetus for the movement toward a shared services administrative model at the Transportation Research Institute at the University of Michigan and will outline the methods used to determine how the restructuring would occur, what business processes would be impacted, how to manage and shift customer service expectations, and what changes in supervision and performance management were indicated.

Catherine Seay-Ostrowski, Business Administrator Lead, and Trudy Bahr, Administrative Specialist, both of University of Michigan

This session will demonstrate how universities can deploy document imaging and document management technology in HR departments to increase efficiency in operations and move toward becoming paperless. Learn how this technology will meet department needs with regards to all aspects of recruitment and employee management.

Deanna Ferrante, Human Resources Solutions Manager, Perceptive Software, Inc.

Session 6

Wednesday, September 22 • 3:15-4:45 p.m.

With time and money often in short supply, many organizations rely on their benefit plan vendors to handle employee communications, especially when it comes to a 403(b) plan. But unmanaged, vendor-driven communication often leads to mixed messages, disengaged employees and poor plan performance. DePaul University chose instead to own the message. In this informative case study and Q&A session, DePaul HR and the communication consultant who helped produce the campaign will present DePaul’s perspective on owning the message and leveraging vendor resources to help you achieve HR objectives while informing, educating and engaging your faculty and staff.

Rosa Perez, Associate Vice President of Human Resources, DePaul University; Sallie Vroom, Principal, Workforce Communication and Change, and Liz Clemens, Associate, Workforce Communication and Change, both of Mercer

Learn how hiring veterans can improve workforce diversity and increase the number of women leaders. Challenge your perceptions about the skills and talents of today’s military. Decrease your recruiting costs by using unique sources for finding military applicants.

Lisa Rosser, Military Hiring Expert, The Value of a Veteran; John Meuser, Associate Vice President of Administrative Services, University of St. Thomas

Learn the steps one prominent university took to provide its faculty and staff with a “best-in-class” 403(b) investment program. Consider ways to make your 403(b) plan more effective for your faculty and staff by providing a select number of leading investment options and consolidating vendors. Discover how this university accomplished these objectives.

Diane Vallerie Improta, Principal/Sr. Investment Consultant, Hewitt Associates; Heidi Conway, Senior Director for Benefits and HR Shared Services, Johns Hopkins University

Learn how companies of all sizes across the United States have enhanced their on-boarding process to take the most advantage of electronic I-9 and E-Verify processes. Examine several case studies to review the statistical analysis of the benefits gained by “going electronic.” Discuss how to adapt to the trials and tribulations of rolling out E-Verify to multiple areas and within highly complex settings.

Dan Siciliano, CEO, LawLogix Group, Inc.; Eydie Thurston, HR Compensation Manager, Florida State University

If you know you should be keeping metrics but are reluctant to admit you don’t know where to start, you’re not alone. While it seems like everyone is collecting this information, many organizations have minimal measurement systems in place (or none at all). At the end of this session, participants will be able to identify what information they want and construct ways to collect the data, analyze what it means, and effectively share the information with university leaders.

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

Creating an effective wellness program and shaping a culture of health requires time and careful planning. It has become a critical element of an employer’s overall health strategy. Learn how a large and a mid-sized university have implemented successful wellness programs on their campuses which are promoting a culture of health that builds employees’ individual self-management of preventive healthcare and encourages healthy lifestyle choices.

Catherine Currie, Associate Director of Human Resources, and Linda Lulli, Associate Vice President of Human Resources, both of Bryant University; Sandi Marquis, Director of Benefits, and Joan Tambling, Director of Human Resources, both of University System of New Hampshire; Mark Abate, Principal, and David Hoffman, Managing Consultant, bot of Strategic Benefit Advisors

Experience an unconventional workshop as we demystify the fiduciary role and show you how to manage and navigate through the complex world of the 403(b). You will learn practical strategies that you can implement right away in your fast-paced and action-packed job.

Beryl Ball, Vice President and Financial Advisor, and Barry Schmitt, Senior Vice President and Financial Advisor, both of CAPTRUST Financial Advisors; Linda Harber, Associate Vice President for Human Resources, George Mason University

Purdue University transformed its approach to talent management from an inconsistent ad hoc performance appraisal process to a strategic, comprehensive and meaningful process that now encompasses ongoing performance management practices, goal alignment, peer feedback, talent pool-based succession planning and performance-based learning.

Dave Jones, Organizational Effectiveness Specialist, Purdue University

Just getting your feet wet with social media? Learn best practices for using social media as part of your overall recruitment strategy. Examine real-life case studies about what works and what doesn’t, and discover practical tips that you will be able to successfully implement with minimal effort and expense. You will leave this session inspired to delve deeper into the rewarding world of social media.

Chuck Standfuss, Director of Employment Services, Macalester College; Ben Thibeault, Account Executive, LinkedIn; Courtney Hunt, Principal, Renaissance Strategic Solutions; Nancy Aebersold, Director, National Higher Education Recruitment Consortium

In a highly application-oriented and interactive session, learn how Pace University leveraged process improvement, teamwork and collaboration to bring significant positive change to a group of high performers and the institution. With hands-on exercises and tools, participants will begin their own journey toward process change in support of their school’s vision and strategy, thus ensuring continued revitalization and future growth. Participants will also examine how process change creates personal value through professional development, knowledge transfer and peer coaching.

Robert Lazer, Director of Organizational Learning and Development, and Karen Robilotta, Vice President for Human Resources, both of Pace University

This presentation will examine the emergence of threat assessment teams in university settings. The analysis will include feedback from an online survey of more than 100 individuals from university threat assessment teams covering issues related to structure, policies and effectiveness aimed at reducing the number of disruptive or criminal incidences on campus.

Eileen Weisenbach Keller, Assistant Professor of Marketing, Northern Kentucky University; Stephanie Hughes, Associate Professor at Northern Kentucky University and Founder of RiskAware, LLC

Compliance

Compliance

1G: DOL Regulatory and Enforcement Update: How Changes Will Impact Your Workforce

1I: Strategic Staffing — A Call to Action

1L: FLSA Redux: Overtime Issues for Professionals in Admissions, Athletics and IT

 

2C: Taking on More in HR: Exploration of the Domino Effect in a University Administrative Reorganization

2D: Health Check-Up for Your Retirement Plans — Are You Passing?

2G: Washington Update

2J: Winning Health Promotion Strategies

 

3B: Is Self-Insurance the Way to Go?

3E: 403(b) Issues and Answers with Bob Architect

 

4D: Surviving a DOL Audit: Tips for HR and AA/EEO Officers

4E: University-Wide Communications — Deliver the Right Message to the Right Audience

 

5A: Automating Employment Verifications to Free Resources: Issues, Pros and Cons

5C: Year Two of the Obama Administration: Labor and Employment Law Changes

5E: Why Financial Literacy Is Important to Address Today’s Multicultural Employee’s Needs

 

6A: Own the Message, Achieve Results

6C: 403(b) Plan Redesign — A Case Study

6D: Going From Paper to Electronic Forms While Complying With Government Regulations

6H: Fiduciary Featurette: Six Steps to Mastering Your Fiduciary Role

HR Metrics

HR Metrics

1C: Got Metrics? Measurements That Matter

1E: Diversity Works! Circles of Belonging

1F: A Longitudinal Study of Great Workplaces in Higher Education

 

2C: Taking on More in HR: Exploration of the Domino Effect in a University Administrative Reorganization

2E: Gallagher Little Theater Presents: Tales of the Healthcare Dollar

2K: Cheap and Easy — Developing a Sustainable Metrics Program on a Budget

 

3D: Activity-Based Analysis for Organizational Assessments

3F: Taking a New ”PATH“: Integrating Human Resources With Academic Success

3H: Developing Internal Talent — A Success Story

3I: How We Lie to Ourselves — The Failure of Performance Appraisal and Merit Pay Systems in Higher Education

 

4B: Process Mapping: How Winning Organizations Document and Improve Their Processes

4G: Employee Surveys: What Do They Measure?

 

5D: Diversity Scorecards: Equity Indicators and Catalysts for Change

5F: A Corporate Model of Staff Utilization and Program Efficiency: Considerations for Human Resources

5I: Strategically Effective, Easy-to-Learn Survey Research for HR

5J: Fit for Future — Staff Engagement and HR Effectiveness

 

6E: Metrics 101: We Know We Should be Measuring … but Where Do We Start?

6L: Threat Assessment Teams in University Settings: Benchmarking Best Practices

Talent Management

Talent Management

1A: Retirement Attitudes and Preparations: How Higher Ed Employees Stack Up

1D: Making Better, More Strategic Staffing Decisions Utilizing the HR Benchmarking Survey

1F: A Longitudinal Study of Great Workplaces in Higher Education

1I: Strategic Staffing — A Call to Action

1K: Performance Management Tools That Work

 

2A: Beyond Facebook and Followers: Unleashing the Power of Social Media

2B: Improving Employee Engagement: One Community College’s Story

2H: Engaging and Aligning Key Talent: Resetting the Agenda

2L: Strategically Integrating Competencies and Technology to Enhance Talent Management in Higher Ed

 

3C: Retirement Incentive Designs and Redesigns: Maximizing Strategic Cost/Benefit and Retiree Satisfaction

3G: Developing Positive Employee Relations Amidst a Negative Economic Environment

3H: Developing Internal Talent — A Success Story

3I: How We Lie to Ourselves — The Failure of Performance Appraisal and Merit Pay Systems in Higher Education

3J: What’s Love Got to Do With It — Labor Relations in Higher Education

3L: Using a Competency-Based Model to Cultivate Excellence in Administrative Professionals

 

4A: Retaining Your Superstars

4F: Making the Most of What You Have: Utilizing Existing University Resources to Facilitate Learning

4G: Employee Surveys: What Do They Measure?

4H: Creating Sustained Leadership Effectiveness at All Levels

4I: Herding Wolves: One University’s Adventure in Corralling Its ”Unclassified“ Professional Positions

4L: Employee-Activated Work Process Improvement

 

5B: Improving Employee Retirement Readiness and Financial Security through Plan Design & Financial Guidance

5G: HR and the Press

5H: Retaining or Engaging? Redesign a Classification System That Encourages Workforce Empowerment

5I: Strategically Effective, Easy-to-Learn Survey Research for HR

5K: Leadership Development at Emory University: Strengthening the Business of Higher Education

5L: Doing Less With Less: Shared Services at the University of Michigan Transportation Research Institute

 

6A: Own the Message, Achieve Results

6B: From Camouflage to Campus: The Hidden Benefits of Adding Military Veterans to Your Workforce

6I: Talent Management Makes the Grade at Purdue

6J: Developing a Winning Social Media Strategy for Employer Branding and Employee Recruitment

6K: Creating Personal and Institutional Value Through Process Change

Total Rewards

Total Rewards

1B: CUPA-HR Salary Surveys

1H: The Well-Defined HR Portal: Creating a Front Door That Really Swings

1K: Performance Management Tools That Work

 

2A: Beyond Facebook and Followers: Unleashing the Power of Social Media

2B: Improving Employee Engagement: One Community College’s Story

2D: Health Check-Up for Your Retirement Plans — Are You Passing?

2I: The Buck Stops and Starts Here: Creating Discretionary Revenue Streams for Human Resources

2J: Winning Health Promotion Strategies

 

3A: Multiple Regression Equity Pay Models — Temple’s Experience

3B: Is Self-Insurance the Way to Go?

3C: Retirement Incentive Designs and Redesigns: Maximizing Strategic Cost/Benefit and Retiree Satisfaction

3G: Developing Positive Employee Relations Amidst a Negative Economic Environment

3K: Innovation — The Balance Creating Sustainable Benefits in “The New Normal”

 

4C: Job Analysis on a Shoestring Budget

4I: Herding Wolves: One University’s Adventure in Corralling Its ”Unclassified“ Professional Positions

 

5B: Improving Employee Retirement Readiness and Financial Security through Plan Design & Financial Guidance

5H: Retaining or Engaging? Redesign a Classification System That Encourages Workforce Empowerment

5J: Fit for Future — Staff Engagement and HR Effectiveness

 

6D: Going From Paper to Electronic Forms While Complying With Government Regulations

6H: Fiduciary Featurette: Six Steps to Mastering Your Fiduciary Role

Workforce Planning

Workforce Planning

1A: Retirement Attitudes and Preparations: How Higher Ed Employees Stack Up

1C: Got Metrics? Measurements That Matter

1D: Making Better, More Strategic Staffing Decisions Utilizing the HR Benchmarking Survey

1E: Diversity Works! Circles of Belonging

1J: Going Global: Options and Lessons From Current and Emerging International Human Resource Issues

 

2F: CUPA-HR’s Knowledge Center: Research and Effective Tools/Strategies to Find What You Need!

2I: The Buck Stops and Starts Here: Creating Discretionary Revenue Streams for Human Resources

2L: Strategically Integrating Competencies and Technology to Enhance Talent Management in Higher Ed

 

3A: Multiple Regression Equity Pay Models — Temple’s Experience

3D: Activity-Based Analysis for Organizational Assessments

3F: Taking a New ”PATH“: Integrating Human Resources With Academic Success

3J: What’s Love Got to Do With It — Labor Relations in Higher Education

 

4A: Retaining Your Superstars

4E: University-Wide Communications — Deliver the Right Message to the Right Audience

4J: HR Systems Roundtable — Best Practices and Lessons Learned

4K: Setting the Stage: Succession Management During Budget Turmoil

4L: Employee-Activated Work Process Improvement

 

5A: Automating Employment Verifications to Free Resources: Issues, Pros and Cons

5D: Diversity Scorecards: Equity Indicators and Catalysts for Change

5E: Why Financial Literacy Is Important to Address Today’s Multicultural Employee’s Needs

5F: A Corporate Model of Staff Utilization and Program Efficiency: Considerations for Human Resources

5G: HR and the Press

5I: Strategically Effective, Easy-to-Learn Survey Research for HR

 

6B: From Camouflage to Campus: The Hidden Benefits of Adding Military Veterans to Your Workforce

6E: Metrics 101: We Know We Should be Measuring … but Where Do We Start?

6I: Talent Management Makes the Grade at Purdue

6J: Developing a Winning Social Media Strategy for Employer Branding and Employee Recruitment

6K: Creating Personal and Institutional Value Through Process Change

6L: Threat Assessment Teams in University Settings: Benchmarking Best Practices