Human Resources

• Banner (HR)
• Benefits
• Classification and Compensation
• EEO/AA
• Employment
• Employment Opportunities
• Forms
• Holiday Schedule
• HRIS Access
• Policies and Procedures
• Salary Schedule
• Staff
• Training

 

mission statement

The University of North Carolina at Pembroke Human Resources Department is committed to providing excellent service to faculty, staff, students, the university community and external communities. The Human Resources Department directs personnel administration functions that include the following areas of Human Resources Management: staff recruitment, fringe benefits administration, classification, training and staff development, employee relations programs, policy development and administration, the appeals process, Equal Employment Opportunity, consultation, and recommendations to top management.

Office of Human Resources
Goals 2008 – 2009

Mission

Goal 1:  Banner HR/Payroll Conversion Project

Objective 1.1: Participate in the Payroll Conversion Project to effectively plan for the transition of the UNC Pembroke Payroll function, system and procedures from the Office of State Personnel PMIS system and Office of State Controller Payroll system to Banner HR/Payroll in collaboration with the General Administration, Controller, Budget, and UCIS.

Performance Indicator: 1.1.1 Collaborate on possible payroll options (monthly, mid-month, supplemental) and reach consensus on the direction and next steps of this initiative.  Collaborate on project timeline and ensure deadlines are met or adjustments are made as warranted. 

Performance Indicator: 1.1.2. Participate in the documentation and review of internal Banner Finance/Human Resources rule, validation, job submission procedures, security, etc. to determine changes necessary to develop and complete the various Payroll functions and related reporting.  Also, review existing functions, procedures and reporting to determine implications of the conversion to identify functionality that may no longer be available to ensure optional methods are identified to meet campus needs. 

Performance Indicator: 1.1.3 Ensure procedure and policy changes and forms and system capabilities (rule and validation tables, Cognos reports) are developed timely while ensuring state and federal compliance and vendor feeds for benefits deductions are functional. 

Performance Indicator: 1.1.4 Participate in communication and training planning to ensure current employees (all types) are notified and trained to transition to new payroll system.   

Assessment Procedure: Vice Chancellors and Business Affairs Directors review draft recommendations and report to provide support in the direction and decision making for campus including feedback and/or authorization to proceed.  New payroll procedures and communications to campus are developed and communicated timely.  

Use of Assessment Data:  Financial Managers and HR/Payroll related employees have an improved understanding of campus payroll procedures as determined by acceptance of procedural documentation and training session evaluations. 

Goal 2: 403b Program Updates

Objective 2.1: Collaborate and coordinate with General Administration and UNC Pembroke Insurance Committee to meet the new Federal requirements for 403b program administration effective January 1, 2009.

Performance Indicator 2.1.1: Communicate and report on all data as appropriate and/or required to the Insurance Committee, General Administration and UNC campus timely to ensure understanding of 403b program and procedural changes.

Assessment Procedures: Insurance Committee, General Administration and Vice Chancellors receive communication of program changes and administrative procedures timely in order to provide input and feedback.

Use of Assessment Data:  Feedback will be used to improve communication to employees to help facilitate an improved understanding of the new 403b procedures administered on campus and at General Administration.

Goal 3:  Career Banding Program Philosophy and Strategy
                       
Objective 3: Develop a career banding campus-based philosophy and strategy which provides clarification and definition for UNC Pembroke salary administration and pay policies and procedures.

Performance Indicator 3.1: A salary study of all SPA career banded positions, including job analysis and evaluation to ensure placement in correct job family and position competency level, review of competency assessment levels between position competency and employee competency is completed in order to accurately assess market reference ranges to employee placement in range by job family and competency level to assist in the development and identification of a UNC Pembroke base pay policy.  The study will also include review of turnover and recruitment activity by job family to determine difficult to recruit and retain job classifications.  

Performance Indicator 3.2: Career banding and salary administration policies are drafted as appropriate to meet new Office of State Personnel requirements for communication of career banding personnel actions that are permitted to be grieved, including competency level and pay amounts. 

Performance Indicator 3.3: Career banding philosophy and strategy are developed in collaboration with Staff Council, Business Affairs Directors, Office of State Personnel and Vice Chancellors by reaching consensus and approval to proceed with communication and implementation.

Performance Indicator 3.4: Training will be offered to financial managers and employees to enhance their understanding of career banding philosophy and strategy, job family placement, competency assessment and options available under the revised policies and procedures.

Assessment Procedure: Vice Chancellors and Business Affairs Directors, and Office of State Personnel, review draft recommendations and policies to provide support in the direction and decision making for campus including feedback and Human Resources receives all authorization to proceed.  Training evaluations will be reviewed and reported to document the level of understanding through pre and post training testing assessments and course evaluations.  Human Resources will report on the number of career banding grievances. 
 
Use of Assessment Data:  Policies and training programs will be revised to ensure Financial Managers and employees are provided with the most up to date information to improve their understanding of the career banding. 

Goal 4:  Enhance Staff Development & Training Program

Objective: 4.1 Enhance the University Staff Development & Training Program to ensure program content is designed to provide Financial Managers and employees the opportunity to enhance job skills and abilities, strengthen competencies by increasing their knowledge of University business practices, policies and procedures, to improve performance in current position and in support of professional development to foster and facilitate the mobility of employees in the interest of broadening their experiences and to increase their qualifications to prepare for future promotional opportunities.

Performance Indicator 4.1.1 Evaluate current program content to ensure it is up to date and meets the needs of campus, actively engage session participants, and improve facilitation and participation by utilizing a variety of training methods for adult learners.

Performance Indicator 4.1.2 Develop and implement an Essential for Supervisors Program and Administrative Support Program that meets the needs of the University, communication plan is developed and implemented, and employees are nominated for participation in programs.

Performance Indicator 4.1.3 Update the “Training for UNCP Employees” policy.  Produce and distribute a Training Catalog via the web for availability to all employees.

Assessment Procedure 4.1.1.1 Current program content evaluation is completed, feedback from participant evaluations are considered in making program enhancements and program improvements are implemented. 

Assessment Procedure 4.1.1.2 Communication plan is developed and implemented, and employees are nominated for participation in programs offered in the Spring 2008 program sessions.

Assessment Procedure: Training participation reporting provided to each Vice Chancellor/Department Head quarterly which details workshop participation and employee satisfaction with course content and delivery.  A training survey is completed to obtain input into expanding program content and options.

Use of Assessment Data: Program content and objectives are reviewed and necessary revisions are made based on survey feedback.

Updated: Thursday, December, 18, 2008

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