HIGHLIGHTS OF CAMPUS CLIMATE SURVEY 2005 OUTCOMES
THEME
TRANSPARENCY AND CONSISTENT APPLICATION OF POLICIES AND PROCEDURES
ACTION TAKEN
Human Resources Policies and Procedures Manual is updated and posted on the Portal along with the Staff Handbook.
Policy #2.12 of the Policies and Procedures Manual states the “University encourages the evaluation of flexible work arrangements” when worked
out by the department in consultation with Human Resources.
An online Hiring Resource Guide has been developed to make hiring policies and procedures more accessible to all hiring supervisors and employees
who serve on search committees.
New Human Resources consultancy model provides greater support to supervisors and all employees in understanding and implementing policies and procedures.
THEME
EMPLOYEE DEVELOPMENT AND ADVANCEMENT
ACTION TAKEN
Loyola Mentoring Program for support staff was expanded.
Developing Employees to Their Highest Potential (DEHP) program was created.
A Manager-Leader Program for supervisors was implemented.
Leadership Academy was created and designed to support leadership development.
Multicultural Fluency Institute for faculty was initiated.
The Work/Life Brown Bag programming series was developed.
THEME
CLASSIFICATION, PAY AND PERFORMANCE
ACTION TAKEN
The performance evaluation process has been amended and includes a consistent time frame.
FY09 and 10 letters outlined the compensation process and time line for compensation decisions and notifications.
All raises are merit based.
Human Resources reviews job reclassification requests on an individual basis and provides consultation to supervisors accordingly.
Current staff classification and salary ranges are posted on the Portal under the Employee Services tab. The procedures for classification and reclassification are
#2.09 and #2.10, respectively in the Policies and Procedures Manual.
Job description and reclassification templates were developed and posted on the Human Resources web site.
HIGHLIGHTS OF CAMPUS CLIMATE SURVEY 2005 OUTCOMES
THEME
CULTURE OF RECOGNITION AND RESPECT
ACTION TAKEN
The Employee Assistance Program was added to support employees as well as other family friendly policies and services including the M Room,
family friendly restrooms and the Interfaith Chapel.
Staff representation on committees has increased. Non-exempt staff serve on eight official University committees; numerous ad hoc committees;
and have been invited to comment on the revised Human Resources Policies and Procedures Manual; included in establishment of more rigorous
framework of competencies; invited to Campus Climate focus groups and task force, Conversation Cafes, Structural Review forums, HLC forums;
candidate open forums and others.
New Harassment Code and Accountability Procedures have been implemented. Harassment training is mandatory for all new staff and faculty.
Guidelines for addressing sexual harassment are posted on the Portal.
Supervisory training has been strengthened through the Manager-Leader Program. Supervisors attend 10 mandatory workshops to be completed
within a three-year time frame. Programs include Legal Requirements and Human Resources Policies, Leveraging Diversity for Equity and Excellence,
and Performance Management to cover supervisors’ responsibilities to address these matters.
The Employee of the Month Program is designed to acknowledge faculty, administrative and support staff members. These appear in the profiles
section of Inside Xavier and are posted on campus.
Increased communicaton such as, letters from the President on the State of the University; Structural Review Forums and Blog; Online newsletters
(e.g., Today at Xavier, Inside Xavier); Staff forums and divisional meetings attended by President Michael Graham.
THEME
DIVERSITY RELATED ITEMS IN IMMEDIATE WORK ENVIRONMENT
ACTION TAKEN
Policies have been made more transparent. A new policy development guidebook will be posted on the web at www.xavier.edu/policy.
Human Resources consultation services support greater consistency and policy implementation and encourage employees to bring issues of a
discriminatory nature to their attention as early as possible.
The On-line hiring guide was developed as a resource for search committees.
www.xavier.edu/hr