HR Management Meetings:
Denver Campus – April 7th, 2014
Anschutz Medical Campus – April 9th, 2014
MINUTES
 FaST (Faculty and Staff Threat team)
o At the request of the Chancellor a year ago the FaST team was established to address faculty
and staff issues.
o Currently the team membership includes: Human Resources, University Counsel, Anschutz
Medical Campus Police, Auraria Campus Police, Denver Campus Faculty and Anschutz
Medical Campus Faculty.
o FaST information cards are available with the following:
If a faculty or staff member makes a direct threat to themselves or others, find a safe place
and call 911. If you observe changes in a faculty or staff member’s behavior or appearance
or a significant decrease in their job performance, you should refer them to the Faculty and
Staff Threat Assessment and Response Team by calling 303-315-0182 or writing
facultystaff.assessment@ucdenver.edu.
 Compensation
o The University of Colorado Board of Regents approved a 3 percent merit salary increase
pool for faculty and university staff, as well as a state-mandated salary pool increase of 3.5
percent for classified staff (2.5 percent cost of living; 1 percent merit raises).
o For faculty and university staff positions, those hired after January 1, 2014 are not eligible.
o To read more, see attached e-mail.
 Web Updates
o HR is currently reviewing our web page and updating items. Please let us know if
additional policies need revision. Your feedback is welcome.
o Updated the following:
Hiring Process for Officers and University Staff
Hiring Process for Classified Staff
Added HRMS approval matrix
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Jobs at CU Guide/Training Opportunities
o Updated and have separated out sections from the guide to make access easier based on
action you are working on.
o Will hold training/open labs on the following dates: AMC – May 22nd Denver – May 29th.
 SkillSurvey
o SkillSurvey is an on-line reference check tool. Once the process is initiated by HR,
SkillSurvey allows candidates to go into the system and enter reference
information. References receive a survey to complete and submit responses. Once
reference checks are complete, we are able to pull aggregate information about the
candidate from the system to share with the hiring manager.
o In addition to promoting efficiency, SkillSurvey allows references to provide uninhibited
feedback as their responses are confidential and candidates are required to sign waivers
releasing references from any potential liability for providing information. This could help
us to obtain more accurate information regarding candidates’ levels of past performance.
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Have decided to adopt SkillSurvey. More information will follow soon regarding how we
will incorporate the on-line reference check tool into our processes.
HireVue
o Employment Services is currently seeking assistance from DRLs to pilot a video interview
program through HireVue.
o HireVue allows HR Consultants to create a video-based interview where candidates go into
the system and record themselves answering pre-determined questions. This video can be
used as a screening tool for the hiring process, similar to, or instead of the search
committee interviews. Because the videos are pre-recorded, search committee members
can go into the system at their convenience to view and rate each candidate’s responses.
o Once the interview has been recorded and all search committee members viewed and have
submitted their ratings, the HR Consultant is able to see aggregate rating data to determine
the top candidates.
o If you have a search process that is just getting underway, please contact the HR Consultant
assigned to the search if you are interested in piloting this program.
Enhanced Customer Services for University Staff searches/Search waivers
o HR will provide additional customer service for University Staff search processes. Attached is
a document outlining resources for both full service and consulting searches. The enhanced
service is highlighted in yellow.
o Also included in the same document is the revised process HR will follow when reviewing
offer letters once a University Staff search waiver is approved.
Unconscious Bias session with Brenda J. Allen, Ph.D.
o Human Resources sponsored a professional development opportunity for HR liaisons on
April 24th. Dr. Brenda J. Allen, Associate Vice Chancellor for Diversity and Inclusion,
discussed awareness regarding unconscious bias and the impact on the search processes.
The session will be offered at AMC within a few months.
Coming Soon:
o Essential Functions/Physical attributes in job descriptions/postings. Employment Services is
working with Melissa Luna, Employment Rights Compliance and Investigation Manager, to
establish guidance on physical and mental qualifications that may screen out qualified
protected veterans or other individuals on the basis of disability.
o Search Summary Guidance - Working on developing guidance on how to complete the
search summary to ensure compliance with our Affirmative Action Program requirements.
Performance Management
o Requested that full legal names, not nicknames, are included on evaluations to facilitate
entry and lessen confusion about who the evaluation belongs to.
o NEO Registration - Please include employee email address, not department HR
administrator’s e-mail, when registering new employees for NEO. This is so that the
employee can receive the .pdf of documents needed to follow along in NEO.
o Please also ensure new employees are aware that benefits forms are now distributed
electronically.
HR staffing update
o Melissa Luna will be leaving the university the end of summer. The Employment Rights
Compliance & Investigations Manager position will be posted.
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o An HR Operations team Administrative II position will be posted soon.
o Welcome to Carlos Mirón, HR Consultant with the Employment Services team.
Affordable Care Act
o There will be a 12 month look back period for part-time employees to determine eligibility
for health benefits if average hours worked is greater than 30 hours per week. The review
will be managed by Employee Services.
o For faculty positions, there will be discussions regarding what equates to 30 hours/week
with the hope of establishing a CU wide standard. This will be discussed with the Provost
before any determination is made.
o For hourly employees, the 12 month look back period began on May 1, 2014. Those who
average 30 hours per week between May 1, 2014 and April 30, 2015, will be invited to
participate in open enrollment in 2015 if they are still employed.
The following Taleo Recruitment demo was shared:
https://www.youtube.com/watch?v=jvJDcFSAIyg