OFFICE OF HUMAN RESOURCES
HR FORUM
July 1, 2015
Agenda
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Introduction
Dr. Calvin Jamison – Office of Administration
Bill Howard – Student Career Center
Job Description: A Primer
Department Updates
Office of Human Resources
• HR Forum will be held on the first Wednesday
of the month 10am – 11:30am. JSOM 2.115.
August 5, 2015 – JSOM 2.115
September 2, 2015 – JSOM 2.115
October 7, 2015 – TI Auditorium
December 2, 2015 – TI Auditorium
January 7, 2016 – TI Auditorium
February 3, 2016 – TI Auditorium
March 2, 2016 – TI Auditorium
April 6, 2016 -– TI Auditorium
May 4, 2016 – TI Auditorium
June 1, 2016 – TI Auditorium
July 6, 2016 (Tentative) – TI Auditorium
August 3, 2016 – TI Auditorium
Campus Update
Presented by Calvin D. Jamison, Ed. D.
Vice President for Administration
July 1, 2015
SPN Wellness Center
2015 Corporate Challenge
• Kickoff and
registration TODAY
2nd Floor of SU by
Comet Cafe
• Pizza, drink for a
minimum $0.50
donation to Special
Olympics
ROC West
• Research lab space
Bioengineering & Sciences Building
• 222,651 sq. ft.
• Lab and office space
• Will attach to
NSERL
Physics Building Addition
North Mall Enhancement Project
• $20 million
renovation of north
campus
• Cuts pavement by
half for a more parklike setting
• Follows
transformation of
south end of campus
North Mall Enhancement Project
North Mall Enhancement Project
Loop Road Construction
• In partnership with
City of Richardson
• Road segment to
extend through Lots A, B,
C and D, and through to
Waterview Parkway
Loop Road Construction
Loop Road Construction
Loop Road Construction
Loop Road Construction
Lots A, B Refreshed
Callier Center Richardson Addition
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53,037 sq. ft.
Renovates 4,000 sq.
ft. of existing facility
Summer 2016
Completion
Callier CenterMajors
Addition
Groundbreaking
of Incoming Freshmen
*As of 9/11/2014
Callier Center Addition Construction
Student Union Dining Hall Update
• Student Union Dining
Hall renovating to
expanded food court
• Will feature Panda
Express, Moe’s
Southwest Grill,
2Mato, and a larger
Chick-fil-A
• Ben and Jerry’s to
replace Comet Café
Chick-fil-A location
IHOP Express construction
• Set to open fall
2015
• Capable of seating
up to 140 guests
IHOP Express construction
IHOP Express construction
On the Horizon
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Brain Performance Institute
Davidson-Gundy Alumni Center
Student Services Building Addition
Parking Structure IV
Student Housing Phase VI
TRB for Engineering Building approved
*As of 9/11/2014
Student Services Building Addition
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68,700 sq. ft.
Adds office space for
student services
Features 500-seat
lecture hall/
auditorium
Breaks ground July
29th; opens fall 2016
Northside at UT Dallas
• Mixed-use development
to offer apartment
townhomes, a mix of
campus-oriented and
mainstream
restaurants, retail and
entertainment
• Fall 2016 completion
Northside Groundbreaking
*As of 9/11/2014
Northside at UT Dallas Construction
*As of 9/11/2014
Northside at UT Dallas construction
Thank you
Questions?
administration@utdallas.edu
Job Descriptions:
A Primer
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Topics
 Job Descriptions & their purpose
 Importance of well-written job descriptions
 Consequences of poorly written job descriptions
 Major components of job description
 Tips for Writing Job Duties
 Determining Requirements
 Tips for writing job descriptions
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What is a Job Description?
• A written description of:
– the general nature of work performed
• specific duties and responsibilities
– level of work
• skill, effort, judgement, work conditions
– job specifications
• minimum job requirements
• Characteristics required for competent performance
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Job Descriptions – Purpose
Communication
Tool
Legal
Compliance
Recruitment
Job
Description
Performance
Management
Compensation
Decisions
Training &
Development
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Compensation Decisions
Salary Survey
comparisons
Classification
Assignment
Job
Description
Assigning
employees
appropriately
Establish
career path
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Importance of a Well-Written Description
• Describes skills & competencies needed to perform the
role.
• Does not limit employees, but rather, helps creates “stretch
opportunity”.
• Help attract right job candidates.
• Serves as a basis for outlining performance expectations,
job training, & career advancement.
• Key to determining appropriate classification and pay
levels.
• Establishes responsibilities.
• Limits legal exposure to issues such as EEO, FLSA and
ADAAA.
• Helps manage employee expectations.
• Supports career development and succession planning.
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Consequence of Poorly Written Job
Descriptions
• Exaggerates or downplays the importance of the job.
• Recruitment and retention problems resulting from
inaccurate assessment of the qualifications necessary
to successfully perform the job.
– Lists qualifications that are not really needed for the job
– Underestimates the qualifications necessary to be
successful on the job.
– Hires candidates without proper qualifications
• Performance problems or problems with prioritization
may be experienced because current employees may
not have an accurate perception of the job’s duties and
responsibilities.
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Major Components
Job Title
Primary
Purpose
Essential
Functions
• Describes the general nature and level of work performed
• Industry standard
• Refrain from inflated titles
• Avoids potential discriminating titles
• Briefly summarize general nature, level and purpose of the job
• Describes how the job fits into the function of the department
• Describe in order of importance the specific duties and responsibilities of the job
• Include duties that define the reason the job exists (duties that could not be delegated to
another)
• Use clear and concise language; present tense and action verbs; use generic terms; avoid
gender-based language
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Major Components
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Education and •
Experience •
Leadership
Working
Conditions
Indicates the minimum education requirements
Should reflect what is minimally required to be successful in the job
Should only consider the requirements of the job, not the person
Should relate to the job duties
• Used to determine decision-making, supervisory responsibility, influences and
impacts
• Helpful in determining the level of independent judgement necessary to assign
FLSA status
• ADAAA purposes
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Tips for Writing Job Duties
• Focus on the job not the person
• Avoid creating a “wish list” of skills and
personality traits.
• Format specific duties using present-tense action
verb*. Use Verb/Object/Explanatory Phrase
structure. Example:
– Audits documents for mathematical and data entry
accuracy
• Use clear, concise and easily understood language
• Consider future needs
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Tips for Writing Job Descriptions
• Be specific.
• Avoid any reference to protected class or prejudicial
language (i.e., race, color, gender, nation origin, disability,
etc.).
– Example of what to avoid: Heavy lifting required - only male
candidates will be considered for heavy lifting positions or
bilingual ability required – only Hispanics will be considered.
• Have reasonable expectations.
– Setting the “bar” too high or too low can affect candidate pool.
• Be consistent.
– Define terms like “may,” “occasionally,” and “periodically”.
• Obtain input from others.
– Solicit information from employees, managers/supervisors, etc.
• Include a miscellaneous clause (i.e., other duties as
assigned).
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Action Verbs
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Accumulate
Administer
Advise
Allocate
Approve
Collaborate
Collect
Communicate
Compile
Conduct
Consult
Counsel
Create
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Delegate
Deliver
Develop
Direct
Distribute
Draft
Edit
Educate
Establish
Estimate
Formulate
Furnish
Gather
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Guide
Interact
Invent
Issue
Manage
Market
Motivate
Negotiate
Obtain
Order
Participate
Plan
Present
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Provide
Reconcile
Recruit
Research
Review
Solicit
Solve
Submit
Supervise
Supply
Test
Train
Translate
Questions
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Division Update
EMPLOYEE RELATIONS/
ORGANIZATIONAL DEVELOPMENT
• Introduction of Karen Casey, Training Specialist
• Performance Appraisals – June 30, 2015
• Service Awards
Division Update
BENEFITS
BENEFIT PLAN CHANGES 9/1/15
UT Select Medical Plan Changes – 9/1/15
 UT Select Medical Plan
 7.5% Rate increase (Rates available through My UT Benefits)
 Therapy Benefits = 35 copay for in-network physical,
occupational, Airrosti and speech therapy
 Emergency Room Benefits = $150 copay + 20% coinsurance (InArea Plan); Deductible and Coinsurance (Out of Area Planoutside of TX, NM or Washington DC)
 Applied Behavior Analysis (ABA) = covered as other therapy
benefits for children up to age 19 with maximum annual benefits
of $36,000
 Out-of-pocket limits
 In-network individual medical coinsurance limit of $2,150
($6,450 for families)
 In-network whole plan out-of-pocket maximum (includes
medical and prescription ) limit of $6,600 individuals/$13,200
families
Other Benefits Changes
 UT Select Dental and UT Select Dental Plus
 No missing tooth exclusion
 Vision and Vision Plus
 Reduced rates – 16%
 Disability Plans (short and long-term)
 Slight reduction of rates
 No Evidence of Insurability requirements during the 2015 Annual Enrollment
 Long Term Care
 Current Employees’ Last chance to enroll – July 15-31, effective 9/1/15
(maybe subject to EOI)
 New Hire through 12/31/15 may enroll within 31 days of hire through CNA
 Plans will not longer be available at 1/1/16
 Current participants will continue to be payroll deducted
Other Benefits Changes
 UT Flex – Health Care Expenses
 Annual Limit increase to $2550
 No Administrative Fee (previously $12 per year administrative fee)
 Provant - Wellness Program Services ends 8/31/15
 TRS - Employee Contribution rate will increase = 6.7 to 7.2% (7.7% 2016)
Same Sex Marriage – July 1, 2015

The Office of Employee Benefits is pleased to announce that following the U.S. Supreme Court's June 26 opinion in
Obergefell v. Hodges, the Chancellor, in consultation with the Office of General Counsel (OGC), has approved a
proposal to amend the UT System Employee Group Insurance Program plan documents, vendor contracts, and
policies to allow benefits eligible employees and retired employees to enroll their same-sex spouses, as well as
dependent children of these spouses, in all Benefit Program coverages and services currently available to oppositesex spouses. Additionally, the UT Dallas Leave Policy’s definition of “spouse” and “marriage” now includes the
spouse in a same-sex marriage. All impacted UT Dallas policies will be reviewed and amended accordingly.

The plan amendment will take effect on Wednesday, July 1, 2015. That day, under the OEB policies on
mid-year enrollments due to a change in status, UT benefits offices may begin enrolling same-sex spouses of benefits
eligible employees and retired employees in all self-funded coverages upon application and presentation of a valid
marriage certificate. Benefit eligible employees and retirees who enter into a valid same-sex marriage after July 1
may enroll their spouse and eligible dependent children within 31 days following their marriage date. Employees
may also take advantage of enrolling their spouse or dependent children during Annual Enrollment, July 15-July31,
for a September 1 effective date.

Employees and retired employees will be eligible for premium sharing for same-sex spouses on the same basis as
premium sharing is available for opposite-sex spouses and will be responsible for payment of the same out-of-pocket
premium charged for similarly situated opposite-sex spouses. Premium payments for same-sex spouse coverage will
be payable through premium reduction under the UT System Cafeteria Plan in the same way to reduce employer and
employee taxes.
 Employees must contact a Benefits Administrator to enroll by July 31, 2015 for change in status.
2015-2016 Monthly Premium Rates
2015-2016 Insurance Benefits Premium - 12-Month Deduction Rates for Staff/Faculty Paid Over 12 Months & RA/TA
Medical Plan with Prescription
Employee Cost - Full-time (40 Hours)
Coverage/Tier Level
Employee Only Incr
Employee & Spouse
Incr Employee & Child(ren) Incr Employee & Family
UT Select Medical
$
$ $
244.10 $17.03 $
255.30 $ 17.81 $
480.71
Tobacco Program
$
30.00 $ $
60.00 $ $
60.00 $ $
90.00
Medical Plan with Prescription
Employee Cost - Part-time (Less Than 40 Hours)
Coverage/Tier Level
Employee Only Incr
Employee & Spouse
Incr Employee & Child(ren) Incr Employee & Family
UT Select Medical
$
283.48 $ 19.78 $
676.18 $ 47.17 $
633.86 $ 44.22 $
1,008.76
Tobacco Program
$
30.00
$
60.00 $ $
60.00 $ $
90.00
Dental Plan
Employee Cost
Coverage/Tier Level
Employee Only Incr
Employee & Spouse
Incr Employee & Child(ren) Incr Employee & Family
UT Select Dental
$
32.40 $ $
61.51 $ $
67.80 $ $
96.40
UT Select Dental Plus
$
55.85 $ $
106.06 $ $
117.03 $ $
166.74
DeltaCare Dental HMO*
$
8.89 $ $
16.90 $ $
18.68 $ $
26.67
Vision Plan
Employee Cost
Coverage/Tier Level
Employee Only Decr Employee & Spouse Decr Employee & Child(ren) Decr Employee & Family
Superior Vision
$
5.90 $ (1.10) $
9.30 $ (1.70) $
9.52 $ (1.72) $
15.10
Superior Vision Plus
$
9.00 $ (2.00) $
14.08 $ (3.10) $
15.08 $ (3.32) $
21.30
Disability Plan
Employee Cost
Long-Term Disability
Rates decreased from .302 per $100 of monthly earnings to $.28
Short-Term Disability
Rates decreased from .0397 per $100 of monthly earnings to $.38
Incr
$ 33.54
$ Incr
$ 70.38
$ Incr
$ $ $ Decr
$ (2.74)
$ (4.70)
Decr
0.022
0.017
2015-2016 Premium Sharing
EMPLOYER PORTION FOR MEDICAL COVERAGE
Medical Plan with Prescription
Employer Cost/Premium Sharing - Full-time (40 Hours)
Coverage/Tier Level
Employee Only Incr Employee & Spouse Incr Employee & Child(ren) Incr Employee & Family Incr
UT Select Medical
$
566.96 $ 39.56 $
864.17 $ 60.29 $
757.12 $ 52.82 $
1,056.10 $ 73.68
Medical Plan with Prescription
Employer Cost/Premium Sharing - Part-time (Less Than 40 Hours)
Coverage/Tier Level
Employee Only Incr Employee & Spouse Incr Employee & Child(ren) Incr Employee & Family Incr
UT Select Medical
$
283.48 $ 19.78 $
432.09 $ 30.15 $
378.56 $ 26.41 $
528.05 $ 36.84
Premium Sharing for Waive Medical
Waived Medical - Full-time
$
283.48
Maybe used to purchase dental, vision and AD&D
Waived Medical - Part-time
$
141.74
Benefits with no changes
 Dental HMO
 Life Insurance
 Accidental Death and Dismemberment
Annual Benefits & Wellness Fair
Join us on Monday, July 13 from 9:00-4:00 at the
Student Union – Galaxy Rooms
• Annual Benefits and Wellness Fair
• FREE On-site Health Preventive Checkup provided
by Catapult – Phoenix/Gemini Rooms – limited to
60 Medical Participants - registration is required
• Vendor Booths
• Benefits, Retirement and Wellness Presentations
• Food, games and prize drawings throughout the
day
Division Update
EMPLOYMENT SERVICES
Employment Express
• Founder’s Atrium, 2nd Floor
– August 12th 1:00pm – 3:00pm
– August 13th 9:00am – 11:00am, 1:00pm – 3:00pm
– August 14th 9:00am – 11:00am
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•
•
•
Only NEW RA/TAs need to attend.
The list template has been sent.
Volunteers will be needed from each school.
Criminal background checks will be initiated by HR
based on information included in list template.
• RA/TAs will be sent required documents by August 1st.
• Offer letters used by international students to apply for
a SS Card will be available in HR after July 15th.
• If there are any questions, contact Kelly Anderson
x2129.
8/1 Faculty Start Date
• All new hire faculty who would normally begin employment 9/1, may
now start 8/1.
– Set-up labs/offices
– Introduction to School/department.
– Orient self to campus
• Appointment date will remain 9/1, with an additional appointment for
8/1 – 8/31.
• New hire paperwork will be completed by HR. Paperwork must be
completed within three (3) days after the faculty start date. (Ex. If
faculty begin on 8/4, the completed new hire forms must be received
no later than 8/7).
– Request for a list of new faculty has been sent to all department.
– New Faculty will need to make an appointment with your Employment Specialist to
complete documents.
PA7 Rollout
Phase
Date
Activity
Time/Location
3
July 9, 2015
Kick-off/Training
1:30 – 3:30pm/McDermott 2.524
3
July 16, 2015
User list due from departments
3
July 23, 2015
Go Live/Working Lab
1:30 – 3:30pm/McDermott 2.524
4
August 4, 2015
Kick-off/Training
1:30 – 3:30pm/McDermott 2.524
4
August 11, 2015
User list due from departments
4
August 20, 2015
Go Live/Working Lab
9:30 – 11:30am/McDermott 2.524
August 27, 2015
Open Working Lab
9:30 – 11:30am/McDermott 2.524
If you are already active on PA7, you are welcome to attend the Working Labs on July
23rd, August 20th and August 27th. These labs provide one-on-one support for any
questions you may have regarding the new system.
PA7 Tips & Tricks
• What is the difference between a Search Coordinator
and Level 1 Manager (or level initiated posting)?
– The Search Coordinator and Level 1 Manager can create
postings and review all the information in the posting;
however, the Search Coordinator is the only role that can
change the applicant status. The Level 1 Manager is the
only role that can create the Hiring Proposal.
• Help! I have lost my applicants!
– Candidates meeting at least minimum qualifications must
be first transitioned to either “Not Selected Not
Interviewed or Applicant status. Do not select “Select
Applicant for Request for Interview” unless you want HR to
review the applicants qualifications.
Criminal Background Checks (CBC)
• All employees, camp staff and volunteers need
to have a completed CBC BEFORE they can
begin working
CBC Request
Send to
Students
Career Center
Faculty
Office of the Provost or
Office of Human Resources
Staff (including Temporary)
Office of Human Resources
RA/TAs
Employment Express or
Office of Human Resources
Camp Staff
Police Department
Volunteers
Police Department
Temporary Staff
• We are working on a new process and policy for
classified temps
• Policy will include limitation on length of
assignment (between 6-12 months)
• C09997 – Temporary – Benefits Eligible
– Working 4.5 months or greater AND working 20hrs or
more
• W09995 – Temporary – Non-Benefits Eligible
– Working less than 4.5 months AND less than 20hrs
• PRR is necessary to complete the process
• Criminal background check will be completed by
HR
Q&A