2011 2015
Human Resources/EEO
Unit Plan
Ricky Norton
Director of Human Resources
2011 -2015
Unit Plan: Human Resources/Equal Employment Opportunity
Contents
I. UNIT MISSION STATEMENT ........................................................................................................................ 5
II. UNIT DESCRIPTIVE ANALYSIS ................................................................................................................. 5
Director of Human Resources and Equal Employment Opportunity: .................................................................. 5
Benefits Coordinator: ........................................................................................................................................... 5
University Employee Services Specialist: ............................................................................................................ 6
III. PRIMARY SERVICES ................................................................................................................................... 8
IV. UNIT GOALS ...................................................................................................................................................... 9
UNIT GOAL 1: .................................................................................................................................................... 10
Develop unit and departmental strategic staffing plans. ............................................................................. 10
A. University Imperative I: Enrollment Growth and Diversity .................................................................... 10
Goal 1.1
A&M Texarkana will transform from an upper level and graduate level university to a
comprehensive residential, regional university serving 2,800 students from freshman to
doctoral. ................................................................................................................................. 10
B. Budget Requirements:.............................................................................................................................. 10
C. Expected Results: Working with departments and functional units to develop, implement, review and
update annually a comprehensive strategic staffing plan with specific goals, strategies, and resource
allocations at the functional unit and program level. ............................................................................... 10
D. Results:..................................................................................................................................................... 10
E. Changes and Discussion Based on Results: ............................................................................................. 10
UNIT GOAL 2: ..................................................................................................................................................... 11
Increase the diversity of faculty and staff in nationality and ethnicity. ....................................................... 11
A. University Imperative I: Enrollment Growth and Diversity .................................................................... 11
Goal 1.2 A&M-Texarkana will increase the diversity of student population in nationality and ethnicity.11
B. Budget Requirements:.............................................................................................................................. 11
C. Expected Results: Expand recruitment focused at increasing racial, ethnic, and national diversity of
university staff. ........................................................................................................................................ 11
D. Results:..................................................................................................................................................... 11
E. Changes and Discussion Based on Results: ............................................................................................. 11
UNIT GOAL 3: ..................................................................................................................................................... 12
A comprehensive professional development plan for staff........................................................................... 12
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Unit Plan: Human Resources/Equal Employment Opportunity
A. University Imperative II: Enhancing Teaching, Research, and Scholarship............................................ 12
Goal 2.1
A&M Texarkana will provide faculty with professional development opportunities to
enhance teaching and promote excellence in the discipline. ................................................. 12
B. Budget Requirements:.............................................................................................................................. 12
C. Expected Results: The number of faculty and staff positions required to become a comprehensive
university will be identified along with the necessary resources required to support these positions. .... 12
D. Results:..................................................................................................................................................... 13
E. Changes and Discussion Based on Results: ............................................................................................. 13
UNIT GOAL 4: ..................................................................................................................................................... 14
Provide a high level of customer service............................................................................................................ 14
A. University Goal VIII: Customer Service ................................................................................................. 14
8.1.1 Provide A&M-Texarkana employees with information on best practices. .................................. 14
B. Budget Requirements:.............................................................................................................................. 14
C. Expected Results: Provide annual classroom training on best practices for customer service. .............. 14
D. Results:..................................................................................................................................................... 14
E. Changes and Discussion Based on Results: ............................................................................................. 14
UNIT GOAL 5: ..................................................................................................................................................... 15
Provide a high level of customer service............................................................................................................ 15
A. University Goal VIII: Customer Service ................................................................................................. 15
8.1.2 Explore best practices concerning process flow within departments and the University. ........... 15
B. Budget Requirements:.............................................................................................................................. 15
C. Expected Results: Work with departments to develop a process flow diagram of unique processes to
better define bottlenecks or areas which to streamline. ........................................................................... 15
D. Results:..................................................................................................................................................... 15
E. Changes and Discussion Based on Results: ............................................................................................. 15
UNIT GOAL 6: ..................................................................................................................................................... 16
Provide a high level of customer service............................................................................................................ 16
A. University Goal VIII: Customer Service ............................................................................................... 16
8.1.3 Provide training on best practices at the individual, departmental or University level. .............. 16
B. Budget Requirements: ........................................................................................................................... 16
C. Expected Results: ................................................................................................................................... 16
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Unit Plan: Human Resources/Equal Employment Opportunity
D. Results:.................................................................................................................................................... 16
E. Changes and Discussion Based on Results: ......................................................................................... 16
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Unit Plan: Human Resources/Equal Employment Opportunity
I. UNIT MISSION STATEMENT
In support of the Texas A&M University-Texarkana’s mission and with the belief that all
employees are a valuable asset and vital to the success of the institution, the Human Resources
Office provides courteous and supportive services in the recruitment and retention of qualified
employees, administration of benefit services, maintenance of employment records, and electronic
data. Adhering to a standard that promotes quality, end user satisfaction, ethical management,
accountability, and a quality work environment, Human Resources instills confidence and trust by
responding to the needs and concerns of the campus community. Thus enabling faculty and staff to
ensure students are afforded the opportunity to acquire the knowledge, abilities, and skills to
become leaders in their chosen profession and to prepare for the opportunities of serving in a global
environment.
In addition, the President of Texas A&M University-Texarkana has ultimate responsibility for the
success of the affirmative action/EEO program for covered veterans and individuals with a
disability. The President has delegated specific authority and responsibility for affirmative
action/EEO of the institution to the Director of Human Resources/EEO.
In sum, the Unit is a tactical partner in its commitment to the overall success of the University’s
strategic plan and statutory mission by supporting the University’s personnel assets and providing
administrative support and guidance to all campus constituencies.
II. UNIT DESCRIPTIVE ANALYSIS
The office of Human Resources operates with a staff of four full-time employees, providing HR and
Equal Employment Opportunity services to the institutions approximately 425 full, part time and
temporary employees. One of the four positions is exempt: the Director. The other three positions
are non-exempt: Human Resources Administrative Assistant, Benefits Coordinator and the
University Employee Services Specialist. HR industry standards suggest appropriate staffing levels
to be one HR position for every 100 employees; therefore the department is accordingly staffed, but
may not be adequately staffed in the right skill sets as one requested position is un-funded. The
following is a brief description of responsibilities of each position:
Director of Human Resources and Equal Employment Opportunity:
Responsible for the overall management of the department to include employee recruitment,
employee relations, benefits administration, HR compliance related issues, state and federal reports,
and budget administration. The Director serves as the University’s Equal Opportunity Officer as
well as, working closely with the Office of General Council at the Texas A&M System offices as
the Compliance Officer and the American’s with Disabilities Act Compliance Officer. Also
represents the University in unemployment hearings.
Benefits Coordinator:
Performs specialized duties relating to the daily operation of Department Human Resources.
Primary responsibilities include benefits administration, employee orientation, exit interviews, data
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Unit Plan: Human Resources/Equal Employment Opportunity
entry, and electronic maintenance of employment records. Establish and set work priorities and
ensure compliance with federal and state employment laws.
University Employee Services Specialist:
Provides technical expertise and statistical support in the preparation, collection, analysis, and
interpretation of confidential data relating to position recruitment and employment. Assist the
Director with Affirmative Action/Equal Opportunity reporting requirements. This position works
with hiring managers regarding recruitment, advertisement and employment procedures. Provides
administrative and clerical support to the Human Resources staff and perform specialized, selfgoverning duties. Primary responsibilities are maintaining personnel files and current/updated job
descriptions, coordinating distribution and receipt of staff evaluations. Responsible for the
development and maintenance of the Human Resources website and is responsible for providing
quality customer service and management of the central area of the department.
HR Administrative Assistant:
Provides support to all three other positions in the operations of day-to-day business. Prepares
documents for benefits at direction of Benefits Coordinator, prepares documentation for hiring
under direction of Employee Services Specialist. Publisher of university newsletter. Responsible
for new hire employee orientation including assigning of online training and conducting classroom
training. Coordinates with Employee Services Specialist and Benefits Coordinator to process
terminations.
Coordinator of Human Resource Development:
This is an un-funded position. Responsible for change management including strategy definition,
process improvement, culture or system change, meeting design, and communications. Help create
and implement the delivery of major change management programs and initiatives. Design and
prepare communication strategies. Work with faculty and staff to manage talent management
initiatives, leadership and staff development programs, and other organizational development
efforts. Proactively seek out external opportunities to provide instruction in the community.
The Human Resource department supports the University's mission of providing students with a
quality education, by attending to the human resource concerns of its faculty and staff. This is
accomplished through a variety of methods, including coordinating and providing a comprehensive
employee benefit program, providing statistical data, and employment verifications. To ensure the
University is able to recruit and retain a qualified staff, HR develops and revises staff job
descriptions, conducts employee orientations, maintains employee records, and oversees the
evaluation process. These services along with a commitment to campus diversity through a
proactive Equal Employment/Affirmative Action program ensure that HR has an ongoing
commitment to the Texas A&M University-Texarkana’s stated mission and goals.
As a unit within the Division of Finance and Administration, Human Resources and Equal
Employment Opportunity (EEO) department supports the University's mission by providing faculty
and staff with courteous employee services, benefit administration, maintenance of employee
records, coordination of human resources information systems and electronic data, and maintenance
of the University’s EEO program. Human Resources coordinate’s staff performance evaluation,
salary administration, is responsible for Equal Employment Opportunity/Affirmative Action
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Unit Plan: Human Resources/Equal Employment Opportunity
initiatives, employment, and compliance issues related to the Americans with Disabilities Act. In
the performance of its related duties, the department strives to be supportive of University faculty,
staff, and other customers. The department manages a combined annual budget exceeding
$160,000; not inclusive of benefit administration.
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Unit Plan: Human Resources/Equal Employment Opportunity
III. PRIMARY SERVICES
The following is a listing of the department's primary services and functions:
 Manage Campus Human Resources
 Oversee the Hiring Process
 Provide faculty and staff development
 Provide department organizational development initiatives
 Analysis of staffing requirements
 Develop and Revise Competitive Job Descriptions
 Salary Administration
 Coordinate a Comprehensive Benefits Plan
 Pension Plan and other Retirement Services
 Other Benefits and Special Events
 Manage Retention Initiatives
 Performance Evaluations
 Promotion Process and Position Evaluation
 Employee Incentive Programs
 Manage Employee Relations
 Track Staff Diversity (including Affirmative Action)
 Respond to ADA Employment Compliance Issues
 Uphold Federal/State/System and Other Human Resources Compliance Standards
 Publish a monthly university newsletter
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Unit Plan: Human Resources/Equal Employment Opportunity
IV. UNIT GOALS
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Unit Plan: Human Resources/Equal Employment Opportunity
UNIT GOAL 1:
Develop unit and departmental strategic staffing plans.
A. University Imperative I: Enrollment Growth and Diversity
Goal 1.1 A&M Texarkana will transform from an upper level and graduate level
university to a comprehensive residential, regional university serving 2, 800
students from freshman to doctoral.
B. Budget Requirements:

There are no budget requirements associated with the development of strategic staffing
plans. Cost would be associated to implementation of the plans by each unit or
department. The items contained herein are internally designed; incidentals are
absorbed as HR Department’s operating costs.
C. Expected Results: Working with functional units to develop, implement, review and
update annually a comprehensive strategic staffing plan with specific goals, strategies, and
resource allocations at the functional unit and program level.
a. By Fall 2014 a staffing plan will be developed to increase staffing levels in support
of departmental key drivers. Those drivers for staff and faculty increases may be
student enrollment, contact hours, student support services, staff support services, or
financial support services. Staffing in those departments will increase within 6
months of key objective increases.
D. Results:
Staffing plans in 2012 for the following departments have been developed:
1) Library
2) Plant Services (Custodial operations)
E. Changes and Discussion Based on Results:
To be reviewed in 2014 will be:
1) All Division will submit staffing plans and discuss resource allocations
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Unit Plan: Human Resources/Equal Employment Opportunity
UNIT GOAL 2:
Increase the diversity of faculty and staff in nationality and ethnicity.
A. University Imperative I: Enrollment Growth and Diversity
Goal 1.2 A&M-Texarkana will increase the diversity of student population in nationality
and ethnicity.
B. Budget Requirements:

There are no budget requirements associated with increasing and/or maintaining current
advertisement initiatives to target minority applicants. The items contained herein are
internally designed and delivered; incidentals are absorbed as HR Department’s
operating costs.
C. Expected Results: Expand recruitment focused at increasing racial, ethnic, and national
diversity of university staff.

Seeking to hire the best qualified candidate HR will ensure advertisements for posted
positions are placed in communiqués that target minority and underutilized populations
in accordance with the AA Plan and check-list. By ensuring staff and faculty are a
representation of our student diversity needs will assist the University in attracting
students that see themselves at this University.
D. Results:
2012: Increased awareness of our open positions by supplying job posting data to various
minority groups.
E. Changes and Discussion Based on Results:
2013: People Admin, January 1, 2013, was upgraded to include better recruiting software
called PATH which will increase the awareness of job postings by the institution as well as
allowing better data analysis of applicant demographic data.
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Unit Plan: Human Resources/Equal Employment Opportunity
UNIT GOAL 3:
A comprehensive professional development plan for staff.
A. University Imperative II: Enhancing Teaching, Research, and Scholarship
Goal 2.1 A&M Texarkana will provide faculty with professional development
opportunities to enhance teaching and promote excellence in the discipline.
B. Budget Requirements:

Costs associated with the development of a comprehensive professional
development plan will require the hiring of a professional, experienced in Human
Resource Development. At an annual salary of approximately $32,000.00.

Justification: With the RIF of the Technology Integration Specialist and the need to
provided continual professional development, this new position will be critical in
performing needs analysis for Colleges and departments to determine developmental
initiatives. Particularly to meet the needs of faculty and staff as the organization
grows. Training areas would include skills and knowledge courses; organizational
design; process improvement; and certification/certificate programs (internal and
external).

Funding: I would expect this position to develop external training initiatives to assist
in funding of the position.
C. Expected Results: The number of faculty and staff positions required to become a
comprehensive university will be identified along with the necessary resources required to
support these positions.
2.1 Develop and implement a comprehensive professional development plan for staff which
supports the mission of the faculty in teaching, research, and scholarship.
o 75% of those who attend professional development training will “agree” or
“strongly agree” that the training was beneficial.
o 75% of those who attend professional develop training will respond that they
used the strategies/skills learned via professional development training.
2.2 Develop and implement a program of merit awards designed to recognize faculty and
staff for excellence in achieving stated university goals.
o
75% of the staff and faculty will respond that they find the Employee of the
Month, Administrator of the Year, and Distinguished Faculty of the Year
programs to be beneficial to the university.
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Unit Plan: Human Resources/Equal Employment Opportunity

Develop and implement external certification preparatory training classes for
certification.
o 75% of those who attend certification training will “agree” or “strongly agree”
that the training was beneficial.
D. Results:
2013: Unfunded position. No professional development classes were scheduled; outside of
mandated online required trainings.
E. Changes and Discussion Based on Results:
Using a coordination with the Benefits Coordinator position and the HR Administrative
Assistant (which was recently added) we will implement a plan for limited development
opportunities in FY 2014. Additionally in 2014, using PATH, an electronic version of
performance evaluations provide an opportunity to collaboratively between direct report and
supervisor develop a plan for employee development which can be monitored electronically
in PATH.
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Unit Plan: Human Resources/Equal Employment Opportunity
UNIT GOAL 4:
Provide a high level of customer service.
A. University Goal VIII: Customer Service
8.1.1
Provide A&M-Texarkana employees with information on best practices.
B. Budget Requirements:

There are no budget requirements associated communications. The items contained
herein are internally designed and delivered; incidentals are absorbed as HR
Department’s operating costs.
C. Expected Results: Provide information on best practices in a section of monthly
Newsletter.
 75% of employees will respond “agree” or “strongly agree” that Newsletter was
beneficial on evaluation forms.
D. Results:
2013: No training was scheduled.
E. Changes and Discussion Based on Results:
With addition of HR Administrative Assistant position, changes to in-classroom training to
information dispersal on best practices through direct communications in the form of a
monthly Newsletter. Newsletter is under development with expected inaugural edition in
January 2014.
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Unit Plan: Human Resources/Equal Employment Opportunity
UNIT GOAL 5:
Provide a high level of customer service.
A. University Goal VIII: Customer Service
8.1.2
Explore best practices concerning process flow within departments and the
University.
B. Budget Requirements:

Costs associated with working with departments to determine workflow and
organizational development will require the hiring of a professional, experienced in
Human Resource Development. At an annual salary of approximately $32,000.00.

Please see Unit Goal 3 Budget Requirements for additional justification of the
position.
C. Expected Results: Work with departments to develop a process flow diagram of unique
processes to better define bottlenecks or areas which to streamline.
 75% of employees will respond “agree” or “strongly agree” that the OD effort was
beneficial by providing a better customer service experience as noted on survey
forms.
D. Results:
2012: Unfunded position. No work with other departments in this area was conducted.
E. Changes and Discussion Based on Results:
Director of HR will temporarily assume role of Organizational Designer to enhance process
flows. Director will work with departments to determine bottlenecks and inefficiencies to
develop better processes and/or reductions in workloads.
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Unit Plan: Human Resources/Equal Employment Opportunity
UNIT GOAL 6:
Provide a high level of customer service.
A. University Goal VIII: Customer Service
8.1.3
Provide training on best practices at the individual, departmental or University
level.
B. Budget Requirements:

There are no budget requirements associated with training delivery. The items
contained herein are internally designed and delivered; incidentals are absorbed as
HR Department’s operating costs.
C. Expected Results:
Employees and departments will have an opportunity to attend training opportunities, via
online TrainTraq or through face-to-face, that enable them to increase knowledge,
understanding, and professional growth as identified via surveys and evaluations. These
trainings will increase their knowledge, understanding, and professional growth thus
resulting in the employee providing better customer service.
 75% of employees will respond “agree” or “strongly agree” that training was
beneficial on evaluation forms.

100% of employees will complete required on-line training.

100% of all newly hired part-time and full-time staff and faculty employees will
receive individual training on LeaveTraq and HRConnect.
D. Results:
2013: Limited Training conducted. Limited training is scheduled for FY 2014.
E. Changes and Discussion Based on Results:
Benefits Coordinator has limited responsibility of enhancing training opportunities to
expand knowledge base of workforce. New Hire Orientation will be provided by HR
Administrative Assistant to supplement new training initiatives.
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