Great Places to Work
Status Report &
2010 – 2012 Accomplishments
March 19, 2012
Sam Connally
Vice President
for Human Resources
Tracy Eells
Vice Provost
Faculty Personnel
Mordean Taylor-Archer
Vice Provost
Diversity & Int’l Affairs
Vision of a Great Place to Work
The University’s vision reflects a mandate that
the University of Louisville become a
“preeminent metropolitan research university”
by the year 2020.
Faculty and staff give life to our vision and are
the means by which we fulfill our teaching,
research, and public service mission.
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Vision of a Great Place to Work
Faculty contribute to student success in the
classroom, generate knowledge through
research and creative endeavor, and translate
knowledge into practical solutions that improve
the lives of the citizens of our city and state.
Staff employees help make this work possible,
both in providing direct support to our academic
and research activities, as well as through the
myriad ways their work supports University
operations.
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Vision of a Great Place to Work
Making faculty and staff concerns a priority is
what our Great Places to Work Initiative is all
about.
The University is committed to a continuing and
systematic evaluation of work life issues – in
collaboration with the Faculty Senate, Staff
Senate, CODRE, and COSW – to improve the
quality of work life at UofL.
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Chronicle of Higher Education
Great Colleges Survey
Chronicle of Higher Education Great Colleges to
Work For Survey is Scorecard Metric for GPTW
 2020 Goal: Improve Overall Employee Satisfaction
from 62 to 75.
 2012 Goal: Improve from 62 to 65 in 2012
 Improve participation rate from 40 to 50%
2012 GPTW Survey is Mar 19 – Apr 13
Will include Classified Staff in addition to
Faculty & Professional Staff.
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Assignment of Responsibility
To ensure continuity in our GPTW Initiative, the
Provost has assigned responsibility for cochairing the GPTW Initiative to the institutional
officers with operational responsibility for
policies and practices that most directly impact
the work life of faculty and staff.
Sam Connally
Vice President
for Human Resources
Tracy Eells
Vice Provost
Faculty Personnel
Mordean Taylor-Archer
Vice Provost
Diversity & Int’l Affairs
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GPTW Steering Committee
Chairs & Co-Chairs of GPTW Committees
Chair or Vice-Chair of Faculty Senate
Chair or Vice Chair of Staff Senate
Chair or Vice Chair of Commission on Diversity
& Racial Equality
Chair or Vice Chair of Commission on the
Status of Women
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2010 – 2012 Campus Climate Initiatives
John Drees & Sharon LaRue
Promoted Chronicle Great Colleges Survey as
key metric for UofL GPTW Initiative.
Promoted UofL Campus Climate Survey to
supplement GPTW Survey.
Hosted Community Ice Cream Socials on
Belknap & HSC (with over 2000 participants).
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Campus Climate Initiatives
Summer Outdoor Film Series and Fall Family
Picnic at Shelby Campus (2500 participants).
 Office of Ombuds established & funded.
Received commitment for President / Provost to
host campus-wide Open Forums each semester
to enhance internal communications.
Received commitment for HR to review / reenergize employee suggestion and employee
recognition programs.
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2010 – 2012 Health & Wellness Initiatives
Patricia Benson & Chris Cherry Davis
Expansion of Health Plan Subsidy for Get Health
Now Participants increased from $240 to $480/yr.
Premium for on-campus health initiatives waived.
Level health plan premiums for four years!
Health Management Program Highlights
Disease Management Program Highlights
Elder Care Workshop Series 2011-12
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Health & Wellness Initiatives
Expanded health plan subsidy for part-time
employees from $108/mo to 50% of FT subsidy.
Early adoption of Age 26 for children to remain
on employee’s health plan.
Early adoption of women’s reproductive health
care as preventive care (no co-pays, deductibles,
or co-insurance).
Adoption of 2 ½ month extension on Flexible
Spending Accounts (thru March 15).
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2010 – 2012 Family Friendly Policy Initiatives
Susan Duncan & Lisa London
Expansion of Shared Leave Program for Staff
Employees (320 -> 480 hours).
Expansion of Parental Leave Program for Faculty
& Staff from three to six weeks funded through
Health & Wellness Program.
Suspension of tenure clock for birth or adoption.
Increased maximum point-in-time leave accrual
from 44 days to 66 days for staff employees to
promote leave use & avoid loss of leave.
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Family Friendly Policy Initiatives
2012 Co-Chairs Brent Fryrear & Rachel Howard
Added domestic partners and their children to
Family Medical Leave eligibility.
Modified FML policy to permit two employees to
each take 12 weeks FML on birth or adoption
(instead of sharing 12 weeks).
Recognized child birth as qualifying event for six
weeks Short Term Disability (for all employees).
Added three months health insurance to Short
Term Disability program (6 months total).
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2010 – 2012 Professional Development
Initiatives – Brandon Hamilton
Supported HR commitment to create Staff
Development Program (with two FTE).
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Introduction to Supervision
Customer Service Excellence
Performance Management Training
Disciplinary, Grievance, & Appeal Training
Supported initiative by Office of Faculty
Personnel to provide leadership training to
academic department chairs & other academic
leaders.
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Professional Development Initiatives
Faculty Grievance Policy revised.
Staff Disciplinary, Grievance, & Appeal policies
revised.
Staff Performance Evaluation form revised &
campus-wide training underway.
Unit Business Manager training developed &
implemented campus-wide.
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2010 – 2012 Total Rewards Initiatives
Dennis Finnegan & Elana Nance
Supported President’s scorecard goal for all UofL
faculty & staff salaries to average 100% of market
value by 2020.
 Faculty increased from 90% to 91.0% since 2009
 Staff increased from 90% to 93.7% since 2009
Restoration of merit funding in 2011-12
 3.0% for Board appointed administrators; faculty with
regular appointments; and contract faculty.
 3.0% for Staff earning $40,000 or more.
 $1200 (4.0%) for Staff earning less than $40,000.
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Total Rewards Initiatives
Received Provost’s commitment to faculty salary
equity study in 2011-12.
Received Provost’s commitment to staff salary
equity study in 2012-13 Chronicle of Higher
Education Great Colleges to Work For Survey
added to President’s Scorecard
Received approval and $10,000 funding to
develop “Total Rewards” website for employees.
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A Time for Celebration
and New Expectations

Thank you for your individual & team
efforts.

How you can help:
 Share our stories – GPTW Newsletter
 Complete 2012 Great Colleges Survey
 Submit program suggestions to GPTW
Committees to help set our strategies for
the next two years.
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