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.

The Human Resources Department is committed to these specific goals for 2006 - 2007:

Goal 1: Career Banding

Objective: 1.1 Human Resources and Focus Groups – Identify Focus Group members to develop competency definitions/assessments for job family (Institutional Services, Operations & Skilled Trades, and Administrative) and implement.

• Performance Indicator 1.1.1 Provide training, coordination and oversight to Focus Groups to ensure timely completion of competency assessments, position slotting, and updated job descriptions.
• Performance Indicator 1.1.2 Collaborate with OSP to obtain approval of competency assessments, position slotting and project reporting.
• Performance Indicator 1.1.3 Provide Career Banding training to Financial Managers and employees.

Assessment Procedure 1.1.1.1. Competency assessments are developed, positions slotted, project reports completed, with at least two job families implemented.

Assessment Procedure 1.1.1.2. Financial Managers and employees receive training on Career Banding and complete session evaluations. Human Resources’ uses evaluation feedback to improve future workshops.

Use of Assessment Data Financial Managers and Employees have an improved understanding of Career Banding policy and procedures.

Goal 2:  Training Program

Objective: 2.1 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 increasing their qualifications to prepare for future promotional opportunities.

• Performance Indicator 2.1.1 Evaluate current program content to ensure it is up to date and meets the needs of campus, actively engages session participants, and improves facilitation and participation by utilizing a variety of training methods for adult learners.
• Performance Indicator 2.1.2 Facilitate focus group meetings to seek input into training program content and program improvement recommendations.
• Performance Indicator 2.1.3 Collaborate with Financial Managers and employees to access training needs.
• Performance Indicator 2.1.4 Develop and implement an Essential for Supervisors Program and Prepare for Supervision Program that meets the needs of the University, communicate the new programs to campus, and implement.
• Performance Indicator 2.1.5 Update the “Training for UNCP Employees” policy.
• Performance Indicator 2.1.6 Produce and distribute a Training Catalog to each employee.

Assessment Procedure 2.1.1.1 Current program content evaluation is completed, feedback from participant evaluations are considered in making program enhancements and program improvements are implemented. 

Assessment Procedure 2.1.1.2 Feedback from focus group meetings, Financial Managers, employees, and participant evaluations are incorporated as appropriate into program content.

Assessment Procedure 2.1.1.3 Essential for Supervisors Program and Prepare for Supervision Program course content and program outlines are completed, communication plan is developed and implemented, and employees are nominated for participation in programs offered in the Spring 2007 program sessions.

Assessment Procedure 2.1.1.4 Training participation reporting provided to each Vice Chancellor quarterly which details workshops and employee satisfaction with course content and delivery.   

Use of Assessment Data Staff Development & Training Program enhancements increase program participation rates and Financial Manager and employee satisfaction with content of programs offered.

Goal 3:  Improve Human Resources’ operating efficiencies

Objective: 3.1 Human Resources and UCIS implement Phase I of Banner HR (Personnel Data File, Time & Leave and Faculty Administration) and discontinue the use of PDS.

• Performance Indicator: 3.1.1. Complete testing of Banner HR Time & Leave and Faculty Administration modules, ODS and Cognos ReportNet reporting tools, to ensure system security access levels are properly defined and consult with Project Leads as appropriate.
• Performance Indicator: 3.1.2 Authorization obtained through UCIS to move into production.
• Performance Indicator: 3.1.3 Implement
• Performance Indicator: 3.1.4 Collaborate with UCIS and Project Leads on implementation and testing of new releases and patches.
• Performance Indicator: 3.1.5 Complete additional personal, benefits and performance data entry into Banner to provide enhanced employee access to personal and employee information via employee self-service.

Assessment Procedure: 3.1.1.1 System in place for maintaining accurate personnel data, time and leave, establishing user account access and reporting.

Assessment Procedure: 3.1.1.2 Procedures developed, communicated and training provided.

Use of Assessment Data University functions successfully in Banner HR.

Goal 4: Temporary Contract Procedures Evaluation

Objective: 4.1 Human Resources, Business Services, Career Services, Financial Aid, and Controller’s Office will evaluate temporary contract procedures for temporary, work-study and student employment. 

• Performance Indicator: 4.1.1. Human Resources will collaborate with various departments to assist in the development of procedures for temporary contracts.
• Performance Indicator: 4.1.2. Focus Groups will be used to gather Financial Manager and temporary concerns, input and feedback on the development of new procedures.
• Performance Indicator: 4.1.3. Human Resources and Business Services will evaluate State requirements for Personal Services contracting.

Assessment Procedure: 4.1.1.1 Regular meetings are held.  

Assessment Procedure: 4.1.1.2 Focus Groups provide feedback on draft procedures.

Assessment Procedure: 4.1.3. Procedures developed and system implemented.

Use of Assessment Data: A more user-friendly, clear and concise method for employing temporaries and students.

Goal 5: HR Policy Review

Objective: 5.1 Ensure HR policies are updated.

• Performance Indicator: 5.1.1 Accurate application/interpretation of State Policies & Procedures.
• Performance Indicator: 5.1.2 Maintain compliance with State guidelines.
• Performance Indicator: 5.1.3 Update the Staff Handbook.
• Objective: 5.2 Ensure timely communication of updated HR policies and procedures.
• Performance Indicator: 5.2.1. New hires informed of relevant HR policies during new employee orientation.
• Performance Indicator: 5.2.2. HR Update, policy and procedure information sessions are held for Financial Managers and employees.
• Performance Indicator: 5.2.3. Ensure accurate application of HR policies and procedures at the departmental level by both supervisory and staff employees.

Assessment Procedure: Vice Chancellors and Business Affairs Directors review draft policies and Staff Council provides input. Office of State Personnel provides feedback and actual revisions of policies. Employees will provide feedback through training evaluations. Financial Managers will provide feedback through use of policies in the supervisory process.

Use of Assessment Data: Financial Managers and employees have an improved understanding of Human Resources policies and procedures and the direct impact on their roles and responsibilities.

Updated: Thursday, January 17, 2008

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