Welcome!Jarred Davis
Employee Relations Specialist
Events:
– Veterans Day ceremony
Nov 11 at 11am in Ray Courtyard of RMC
– Service Award program
February 16, 2010 from 1:30pm-3pm
TEAMS Program
Employee Survey Feedback
Cohort 1
September 2009-June 2010
Goal:
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To build a foundation of key managerial and leadership competencies
and promote a culture enabling shared success among a select group of
first line and mid-level staff members.
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To provide a managerial development opportunity as a means to
recognize, reward, and retain talented employees.
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To expand upon the success of the RiceLeaders series and support the
building of a comprehensive management development program at
Rice.
Objectives:
Upon completion of the series, participants will be better able to:
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Understand their role and responsibility for being actively engaged in identifying,
preventing and/or resolving problematic situations and in making suggestions for
improvement in their individual work groups and more broadly across Rice.
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Use their enhanced skills to better manage and execute their responsibilities and to
strengthen Rice’s foundation of functionally strong and competent first line and mid-level
managers.
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Encourage, support and develop cross cultural and departmental collaboration in achieving
our mission and the V2C.
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Understand the dynamics of team collaboration with colleagues and be able to develop and
lead project teams to success.
Program outline:
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Starting in September 2009, participants will attend monthly technical sessions and/or
leadership sessions.
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Hosted and facilitated by VPA and HR with support from OGC, EEO/AA and various staff
and faculty who have completed the RiceLeaders program.
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TEAMS Cohort 1 - Thirty participants throughout campus from academic and
administrative areas
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Coaching provided by supervisors and/or other departmental leadership to promote
opportunities for TEAMS members to apply knowledge, expand their work experience,
practice new skills, and encourage and enable opportunities to expand skill set.
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RiceLeaders participants will serve as mentors to encourage and enhance skill
development, and expand the TEAMS member knowledge base beyond their immediate
department.
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Host a celebration ceremony at the end to recognize efforts and commitment of participants
– June 2010.
Operational focus sessions:
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Designed to build a foundation of competencies necessary to be successful in the
operational aspects of successful supervision.
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Topics:
– Leadership and Management skills
– Hiring staff
– Performance management
– Understanding the legal and University responsibilities as a supervisor
– Creating a positive workplace culture
• Operational Presenters:
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Russell Barnes – Director, Affirmative Action/ EEO
Wiley Bennett – Staff Recruiter
Mary Cronin – Associate Vice President for Human Resources
Mark Ditman – Associate Vice President for Housing and Dining
Colleen Dutton – Director, Compensation & Employee Relations
Kevin Foyle – Associate Vice President for Development
Carlos Garcia – Sr. Associate General Counsel
Linda Hamaker – Assistant Chair, Chemistry
Kevin Kirby – Vice President for Administration
Angela Lipari – Sr. Compensation Analyst
Michelle Potoczniak – Staff Recruiter
Doug Tomlinson – Associate Vice President, Project Management &
Engineering
Leadership focus sessions:
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Focused sessions facilitated by RiceLeaders to develop and enhance leadership
skills and promote discussion on the practical application and daily challenges of
leading a team.
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“ What I learned the hard way”
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Topics include:
― Communication, delegation and motivation
― Project management
― Leading teams and working with others
― Process Improvement
― Ethics in the workplace
Leadership Presenters:
•Janet Braam - Professor; Department Chair,
Biochemistry & Cell Biology
•Jim Coleman – Vice Provost for Research
•Mary Cronin – Associate VP for Human Resources
•Chris DelConte – Athletic Director
•Kevin Kirby - Vice President for Administration
•Sara Lowman – Vice Provost & University Librarian
•Brent Smith – Associate Professor, Associate Dean for Executive
Education
•David Tenney – Registrar
Commitment level:
• A 10 month commitment of participation from participants and support
from supervisor/department to complete program
• Estimated time commitment over 10 months: 40 hours total
– Classroom time – 14 hours
– Mentoring sessions – 12 hours
– Prep work, projects, coaching sessions, and other activities – 14 hours
• Commitment to provide engaged coaching and mentoring to participants
by their supervisor and members of RiceLeaders to serve as mentors.
• Mentoring Program
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1 hour session between mentor and mentee
Estimate 6 sessions over 6 months (Nov/Dec – May/June)
Mentoring Design Team (MDT)
– Comprised of RiceLeaders who will design and develop program objectives, guidelines
and action plans
• Training for mentors: October 23, 2009
– Discovering the Mentor Within
– Presented by Kathy Wentworth Drahosz - The Training Connection, Inc.
• Matching Mentor to Mentee
– Based on career and development goals, and criteria established by MDT
• Cohort 1:
Mauricio Benitez
Michele Boillotat
Crystal Clayton
Amanda Focke
Christine Hughes
Ryan Kirksey
Mike Morgan
Mark Sakowitz
Heather Stern
Tiffany Ware
Rose Berridge
David Brown
Kim Corbett
Elizabeth Gbordzoe
Maria Johnson
Angela Lipari
Damien Pierce
Sharon Scoppa
Hugh Ton-That
Doug Wells
Lisa Birenbaum
David Bynog
Crystal Davis
Al Grazis
Eugene Kettlewell
Chris Lopez
Beth Raffety
Jessica Stark
Olivia Waldron
Chris Zalesky
• Questions?
• TEAMS program coordinator:
– Colleen Dutton
Director Compensation & Employee
Relations
cdutton@rice.edu
x4755
Employee
Survey Feedback
Administrators’ Forum
October 13, 2009
Two employee surveys:
Houston Business Journal - Best Places to Work in Houston
• Participation is open to all Rice employees
• Must have at least 10% of the employee population participate to be
considered
• Compared to other employers with 500+ employees (all industries)
The Chronicle of Higher Education - Best Colleges to Work For
• 247 institutions participated in 2009 survey, 60 are research institutions
• Random sampling (per CHE criteria) of faculty and staff participate
• More scientific with broader scope
• Compared to other higher education and research institutions
Surveys are used to:
• Market Rice in recruitment efforts
• Measure internal employee attitudes for a sense of overall
satisfaction.
• Solicit feedback to assess the value added for benefits and
actions impacting the workplace environment.
• Identify areas for growth and development.
Best Places to Work Survey:
Scores have steadily increased
Year
Employee
Responses
Overall
Score
2006
2007
2008
2009
644
528
663
624
83.12
84.32
86.05
87.39
Best Places to Work Survey:
Top 3 categories are consistent for 2006-2009
• Alignment with Goals
• Trust with Coworkers
• Satisfaction with Current Role
Best Places to Work Survey:
Lowest 3 categories are consistent for 2006-2009
• Manager Effectiveness
• Feeling Valued
• People Practices
Best Places to Work Survey:
Actions and decisions influenced by survey data •
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Whitaker Scholarship
Child Care Center and back-up care
Spring Recess Day
TEAMS and RiceLeaders
More supervisory and leadership focused HR training sessions
Feedback to President for Town Hall meeting topics
Discussions with department managers and leaders on creating
career development opportunities and improving morale
• Discounts on parking and dental insurance for lower paid
employees
Chronicle for Higher Education:
• Rice is included in the medium size category
based on size of student population (3,000 9,999 total)
• Rice University made the Honor Roll for 2009
– Recognizes the overall top 10 colleges in each
size category based on the number of times
they were recognized in the individual
categories.
Chronicle for Higher Education
Category Score comparison between Rice University and Best in Size
80%
81%
Respect & Appreciation
75%
75%
Collaboration
Faculty, Administration & Staff
Relations
75%
79%
Category
Confidence in Senior
Leadership
76%
78%
Supervisor/Department Chair
Relationship
Best in Size
79%
76%
Connection to Institution &
Pride
Rice University
86%
90%
Policies, Resources &
Efficiency
76%
77%
73%
74%
Compensation & Benefits
83%
83%
Job Satisfaction/Support
0%
10%
20%
30%
40%
50%
Percentage
60%
70%
80%
90%
100%
Chronicle for Higher Education:
• Rice recognized in 16 categories:
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job satisfaction
healthy faculty-administration relations
collaborative governance
teaching environment
physical work space conditions
facilities and security
compensation and benefits
professional/career development programs
work-life balance
confidence in senior leadership
internal communications
connection to institution and pride
perception of and confidence in fair treatment
respect and appreciation
policies, resources and efficiency
tenure clarity and process
Overall themes:
• Employees like what they are doing and take
pride in working at Rice.
• Employees feel connected to the University’s
vision and plans for the future.
• Rice has managed to create an overall culture
of trust and teamwork.
Areas for Improvement:
• Managers and Supervisors need to provide more
feedback on job performance.
• Create more upward mobility opportunities for staff
that include training and development.
• Demonstrate appreciation of work performance and
work load management.
• Collaborate and share in best practices across
campus.
• Promote a positive work/life balance.
Action items for everyone:
• Continue to link organizational actions to V2C Initiatives.
• Continue efforts and activities that support and encourage a
culture of trust and respect for all employees.
• Continue to seek the competitive edge with peer institutions and
industry, while balancing fiscal restrictions for benefits, pay,
recognition and rewards.
• Encourage active communication between employees and
supervisors to better manage work/life balance.
• Utilize survey data and feedback in discussions with Benefits
Committee, SAC, and department leaders to increase awareness
of employee needs and perceptions.
Survey participation - next steps:
• Will participate in 2010 survey for Best
Places to Work to collect 5 years of data.
• Will participate in The Chronicle of
Higher Ed Best Colleges to Work For
survey for the next 2-4 years
Questions/Feedback
• Your feedback is important
• Please participate in the surveys
• Questions?
• Thank you for all you do for Rice!!