Session 1 | Session 2 | Session 3 | Session 4 | Session 5
1A. Developing Yourself and Your Staff With CUPA- HR Resources
Learn how the exciting new features in the HR e-Learning section of the Knowledge Center can further your career and the professional development of your HR staff. We’ll be highlighting the 800 SkillSoft Business Library courses in more than 20 important subject areas to expand HR skills, competencies and effectiveness, and professional certifications, including the PHR and SPHR.
Patti Couger, Knowledge Center Content Consultant, CUPA-HR
1B. Final 403(b) Regulations: A Look at the Changes
Our legal experts will provide you with an overview of the final 403(b) regulations with a focus on how these regulations will impact you and your plans. You will learn what you'll need to do during 2008 to be prepared for the effective date of the regulations on 1/1/09. This presentation will address different plan sponsors by differentiating among governmental, church, ERISA and non-ERISA 403(b) plans.
Janet Anderson-Briggs, Director of Institutional Relationships, TIAA-CREF
1C. Recruiting Process Automation
In this session, we’ll review what recruitment looks like at your institution and compare to industry best practices. Learn what it takes to successfully transition to an online employment system. We’ll examine new processes, challenges, solutions and opportunities in recruiting that generate goodwill and cooperation from managers/search committees. You'll learn how these flexible technology tools streamline an institution's recruitment process and give timely, actionable metrics.
Naray Viswanathan, President, Interview Exchange
2A. The Conflict Competent Leader
Successful leaders have the skills for managing conflict to produce creativity and positive change. In this session, we’ll examine four conflict competencies, learn about your own and others’ conflict styles, recognize interests versus positions in conflict situations and practice skills for promoting constructive responses to conflict in your organization.
Phyllis Lewis, Chief Learning and Professional Development Officer, CUPA-HR
2B. Stages for Ages
This session will take a look at trends in retirement programs within higher education institutions and the uses of different types of plans that benefit employees in different cycles of employment.
Kimberly Solecki, Compliance Consultant, ING
2C. Competitive Recruiting — A Leadership Challenge
A top quality faculty and staff is a key competitive differentiator for any institution. Yet at most colleges and universities, employment recruiting is perceived as an administrative chore rather than an important strategic investment. From your employment brand and technology decisions to budgeting and diversity commitments, this lively session will challenge you to rethink faculty and staff recruiting as a leadership priority for your institution – and provide simple guidelines for competitive (and economical) recruiting.
Kathlene Collins, Publisher, Inside Higher Ed
3A. New Advancements and Technology in Recruitment, Selection and Computer-Based Testing
If you are searching for options that will allow your department to receive over 90% of your applications online and allow your recruiting staff to reallocate 40% of their efforts to more value-added projects like training, succession planning and retention, then you must attend this session. By joining the nation’s leading agencies in adopting the latest in government HR process improvements, you will be able to consistently identify, select, hire and retain the best candidates for your organizations.
Ed Cavazos, Vice President of Business Development, NEOGOV
3B. Create Your Payline: Where Art Meets Science
Come share your ideas and learn about different approaches to salary data interpretation that will enable you to create a payline based on your institution’s strategic compensation goals.
Ray Ludwig, Associate Director of Human Resources, Idaho State University
3C. Trends in Retirement Plans: Vendor Consolidation and the Next Generation of Communications & Education
With the new 403(b) regulations, many higher education employers have begun to investigate how to manage their retirement plans more efficiently and effectively. For many, that means consolidating services and, for practical reasons, reducing the number of investment providers. In this session, learn about one institution’s successful research and restructuring of their entire retirement program. You’ll gain insights about their RFP process, investment offering requirements, vendor relationships, plus their re-branded and simplified vendor-neutral communications platform.
Denise Yunker, Director of Human Resources, Oregon University System, and Shawn Crosgrove, Relationship Manager, Retirement Services, Fidelity Investments
4A. Human Resource Information System Capabilities and Problems in Higher Education
Compare human resource information system (HRIS) usage, capabilities and problems across higher education and the private sector based on survey results and interviews with human resource managers. Learn which HRIS has worked and which has failed in light of the survey results from session participants. We’ll also recommend various solutions to meet your needs.
Gundars Kaupins, Professor of Management, Boise State University, and Malcolm Coco, Professor of Management, Abilene Christian University
4B. The Future of 403(b) Plan Administration
Now that the new regulations are here and have to be implemented by 1/1/2009, what are your options? What will need to be done, and how will this impact your plan administration, moving forward to next year and beyond? Find out in this session focused on the 403(b) needs of higher ed HR professionals.
Paul Jackson, Vice President of Institutional Services, AIG Retirement
4C. Engaging Employees Across Generations
It's time to re-examine how your institution communicates with multiple generations and what you offer your diverse populations. The aging population's and younger worker's expectations for "employment" are dramatically reshaping the workforce. What should your institution do now to attract, retain and motivate the talent needed for the future? Norm Jacobson and Kelly Jones share insights into the composition of the future workforce, characteristics and expectations of each generation and specific actions you can take today to prepare for the changing landscape.
Norm Jacobson, SVP and Manager of Health Actuarial Services, and Kelly Jones, SVP and Higher Education Practice Leader, both of Sibson Consulting, a Division of Segal
5A. Creating a Healthy Campus: It Is More Than Just Wellness
This session will discuss a framework for establishing a successful healthy campus initiative. Participants will be provided with an overview of an approach to implement an initiative from its conception, approval by administration, implementation, refinement and outcomes to date. In mid-2007 Sibson Consulting released a Healthy Campus Study focusing on the relationship between workforce and organizational outcomes and various healthy campus initiatives. The results of this study will also be presented.
Ruth Donahue, Consultant and Director of New Business Management, and
Kelly Jones, Senior Vice President and Higher Education Practice Leader, both of Sibson Consulting, A Division of Segal
5B. Perception, Image and Brand Building: Aligning HR Strategies With Institutional Goals
Discuss the movement to attract top talent, increase grant funding and improve rankings by communicating the uniqueness of your campus and raising your institution's profile. Gain insight from examining how four very different institutions succeeded in branding their programs to increase their institutional awareness.
Eric Zack, Director of National Accounts, The Chronicle of Higher Education
5C. Embrace the Future of Market-Based Faculty Compensation
Discover the role HR can play in helping your institution embrace market-based faculty compensation structures. In this session, you will develop an understanding of the determinants of faculty compensation in market-based models and explore the role of individual performance in faculty compensation. We’ll also help you identify the challenges of recognizing academic centers of excellence.
Sam Connally, retired AVP of Human Resources, Univesity of Nevada, Las Vegas
