human resources center: detailed services by areas...
TRANSCRIPT
Human Resources Center Chancellor’s Office, Administration, OCIO, and IST
University of California, Berkeley 615 University Hall
Berkeley, CA 94720-3544 510-643-1783
_________________________________________________________________________________________________________________ Human Resources Center: Detailed Services By Areas of Responsibility
Legend
# Abbreviation Name Information: 1. AA Affirmative Action http://hrweb.berkeley.edu/diversity/affirmative-
action 2. AVC-HR Assistant Vice Chancellor of Human
Resources http://hrweb.berkeley.edu/about/contact
3. AYS At Your Service, U.C. Berkeley’s Benefits Management Website
http://atyourservice.ucop.edu
4. BIO Berkeley International Office http://internationaloffice.berkeley.edu/ 5. BRAT Behavioral Risk Assessment Team http://hrweb.berkeley.edu/guides/managing-
hr/appendix/workplace-violence 6. BYA By Agreement with Benefits 7. BYN By Agreement with No Benefits 8. COBRA Consolidated Omnibus Budget
Reconciliation Act http://www.dol.gov/dol/topic/health-plans/cobra.htm
9. CONEXIS Third Party Administration https://www.Conexis.org/default.asp 10. COrWE Center for Organizational and Workforce
Effectiveness http://hrweb.berkeley.edu/learning/corwe
11. DCRC Discrimination Complaint Resolution Coordinator
http://hrweb.berkeley.edu/about/contact
12. DMS Disability Management Services http://hrweb.berkeley.edu/er/policies/ppsm/implementing/accomodation
13. DOH Date of Hire 14. EE Employee 15. EHS Office of Environment, Health and
Safety http://ehs.berkeley.edu/
16. HCF Health Care Facilitator in HR - Benefits http://hrweb.berkeley.edu/about/contact/benefits/assignments#hcf
17. HCM Human Capital Management System – HCM (PeopleSoft)
https://hrw-vip-prod.berkeley.edu/psp/hrsprod/?cmd=login
18. HR-Benefits Human Resources - Benefits http://hrweb.berkeley.edu/benefits.htm 19. HR-Compensation Human Resources- Compensation http://hrweb.berkeley.edu/compensation 20. HR-EEO Human Resources- Staff Equal
Employment Opportunity Compliance http://hrweb.berkeley.edu/about/contact/staff-eeo
21. HR-Employment Services
Human Resources- Employment Services
http://hrweb.berkeley.edu/
22. HR-ER Human Resources- Employee Relations http://hrweb.berkeley.edu/ 23. HR-LR Human Resources- Labor Relations http://hrweb.berkeley.edu/ 24. OE Operational Excellence http://www.berkeley.edu/oe/ 25 HR-Records Human Resources-Records Management http://hrweb.berkeley.edu/ 26. HR-Transition
Services Transition Services Program This program is provided by Human Resources-
Employment Services and has been developed to support UC Berkeley EEs that are being separated. http://hrweb.berkeley.edu/employment/transition
27. HR Web Central Human Resources’ website http://hrweb.berkeley.edu/ 28. IIPP Injury and Illness Prevention Program http://www.ehs.berkeley.edu/iipp.html 29. IOC Interdepartmental Order/Charge Form 30. IST Information Services and Technology
Organization http://ist.berkeley.edu/
31. KFC Kronos Facilitation Committee 32. Life Event Situation that changes benefits status (e.g.
marriage, divorce, new child) 33. LDO Locally Designated Official 34. MSP Manager and Senior Professional 35. OGC Office of General Counsel http://www.ucop.edu/ogc/welcome.html 36. OLA Office of Legal Affairs 37. ORM Office of Risk Management http://controller.berkeley.edu/riskManagement/
38. PAWS Personnel Action Work System PAWS is a ticketing system to request the HRC to
take a requested action. http://footprints.berkeley.edu
# Abbreviation Name Information: 39. PEM Physical, Environmental, and Mental
Demands Form Physical, environmental, and mental components of a job. *NOTE: PEM must accompany a new/reclassified job description. http://hrweb.berkeley.edu/forms
40. PIE Period of Initial Eligibility The PIE begins on the date the EE (or eligible dependent) becomes eligible for benefits and ends 31 days later. http://hrweb.berkeley.edu/guides/managing-hr/wellness/benefits
41. POC Point of Contact Each client will have a designated point of contact at the HRC.
42. PPS Personnel Payroll System 43. PPSM Personnel Policies for Staff Members http://atyourservice.ucop.edu/employees/policie
s_employee_labor_relations/personnel_policies/index.html
44. SARA Systems Access Request Application Website portal for access requests. https://sara.berkeley.edu/users/logon/logon.cfm
45. SME Subject Matter Expert 46. SPC Special Placement Candidate http://hrweb.berkeley.edu/guides/managing-
hr/recruiting-staff/employment/recruitment/special-placement
47. TAM Talent Acquisition Management system https://hrw-vip-prod.berkeley.edu/psp/hrsprod/?cmd=login
48. Title IX Office Campus Climate and Compliance http://ccac.berkeley.edu/ 49. TOP Temporary Opportunity Program Employment Services administers TOP. 50. UCPD University of California Police
Department http://police.berkeley.edu/
51. UCOP University of California, Office of the President
http://www.ucop.edu/
52. UPAY 644 D Time Reporting Adjustment Worksheet http://www.atyourservice.ucop.edu 53. UPAY 850 Enrollment, Change, Cancellation or Opt
out of Health Plan Form http://www.atyourservice.UCOP.edu
54. VC Vice Chancellor http://www.berkeley.edu/admin/org.shtml#vc 55. W4-NR W-4 Federal Withholding Form for Non-
Residents http://www.ucop.edu/ucophome/cao/paycoord/w4nr.pdf
FUNCTION CLIENT HRC OTHER
BENEFITS Communications- Open Enrollment and Retirement Workshops
• Supervisor ensures EEs receive information.
• Makes changes in processes as directed by HR-Benefits.
• Ensures appropriate distribution to managers, supervisors and EEs.
• HR-Benefits writes communications.
Disability Insurance
• EE completes disability insurance forms online.
• EE communicates with HR-Benefits and Liberty Mutual.
• May request disability insurance packet be sent to EE from HR-Benefits.
• HR-Benefits and Liberty Mutual manage process.
Eligibility • EE notifies HRC of any benefits changes.
• EE consults HRC on benefits questions.
• EE completes initial benefits sign-up online via AYS, and completes a UPAY 850 form as needed for changes.
• Identifies EEs eligible for benefits.
• Process benefits changes. • Process UPAY 850
changes. • Coordinates enrollment
process paperwork.
• Consults with HR-Benefits as needed.
Employee Death
• Department or family notifies HRC or HR-Benefits of EE death.
• Notifies HR-Benefits. • Completes Chancellor’s
website notification form. • May act as liaison to
involved UCB departments.
• May act as campus liaison to the family of the EE.
• HR-Benefits ensures HRC is notified.
• HR-Benefits and UCOP manage death benefits and insurance process.
Exceptions (EE misses an enrollment deadline)
• EE inquires about enrollments outside of established deadlines.
• EE completes applicable forms.
• Provides written request and completed forms for exception to HR-Benefits for consideration of request.
• May notify EE of HR-Benefits decision.
• HR-Benefits reviews exception request and makes determination.
• HR-Benefits processes forms if approved.
• HR-Benefits may notify EE of decision.
Family Member Inquiries
• EE gives written authorization to HRC that relative has permission to make benefits inquires on EE’s behalf.
• Due to confidentiality, HRC redirects questions to EE (unless written authorization is on file).
• Provides general benefits information.
• Refers EE to HCF program as appropriate.
• HR-Benefits HCF provides consultation as needed.
FUNCTION CLIENT HRC OTHER Leaves and Benefit Coordination
• Department notifies HRC of anticipated leave and dates.
• EE makes elections for benefits while on leave.
• EE re-enrolls in benefits upon return from leave.
• Provides consultation. • Processes form/elections
in HCM. • Administers process. • Provides HR-Benefits with
appointment and timekeeping info as requested.
• HR–Benefits provides consultation as needed.
• HR-Benefits processes re-enrollment form(s).
Life Events • EE asks for assistance with benefits changes related to a Life Event.
• EE provides required forms and documentation, as well as adheres to deadlines.
• Consults with EE and advises on process.
• Assists EE with benefit changes forms and COBRA request notification as needed.
• COBRA notifications are automatically sent to EE upon HCM entry.
• HR-Benefits advises as requested.
• HR-Benefits process COBRA request when appropriate.
• HR-Benefits process forms as needed.
Ongoing Benefits Questions
• EE makes benefits inquiry to HRC.
• EE questions benefits deduction on paycheck.
• Provides answers to benefits questions.
• Responds to benefits inquiry or questions about benefits deductions on paychecks.
• HR-Benefits advises as requested.
Retirement and Retirement Planning
• EE completes Initiation Kit Request form on HR Web.
• EE inquires about retiring within at least 4 months of retiring.
• EE informs supervisor/department of intent to retire.
• If EE initially calls HRC, the HRC will refer the EE to Retirement Initiation Kit request form on HR Web.
• Refers EE to AYS for detailed retirement information and tools.
• HR-Benefits and UCOP manage process.
• HR-Benefits keeps requests confidential at EE request.
grjnjrg
COMPENSATION Job Description Development
• Supervisor drafts job description.
• Supervisor obtains departmental signatures as appropriate.
• Supervisor completes PEM to accompany job description.
• Supervisor communicates decision to EE by letter.
• Provides consultation. • May assist with draft;
finalizes job description and PEM.
• Submits to HR-Compensation.
• Communicates results. • Creates letter to EE. • Maintains records. • Processes data and pay
changes.
• HR-Compensation classifies job and communicates results to HRC.
• Consults with HRC as appropriate.
New Classification • Originator enters request via PAWS.
• Supervisor consults with HRC as needed for appropriate job standard.
• Consults on and finalizes new job description.
• Determines if a MSP position.
• For MSP: forwards request to the VC or
• HR- Compensation manages process and classifies jobs.
• HR-
• Supervisor drafts job
description.
designee for review/comment.
• Obtains classification decision from HR-Compensation.
• Communicates new decisions to department.
• Provides letter to supervisor.
• Maintains records. • Updates HCM as needed.
Compensation coordinates VC approval process if needed, and analyzes classification structure of departments as needed.
• HR- Compensation consults with HRC as appropriate.
• New non-MSP job classification requests are turned around in HR-Compensation in 1-2 weeks.
• New MSP job classification requests require VC office review/comment and are completed in HR-Compensation in 2-4 weeks.
FUNCTION CLIENT HRC OTHER PEM • Supervisor completes
PEM form based on physical, environmental, and mental requirements of the job.
• Supervisor includes PEM with job description.
• Assists with development of PEM when requested.
• Reviews PEM. • Files in EE file with job
description.
• DMS may consult with HRC as requested.
Reclassification
• Supervisor enters request via PAWS.
• Supervisor updates job description and sends draft to HRC.
• Supervisor obtains departmental approval as appropriate.
• Supervisor communicates decision to EE by letter after approval.
• Supervisor determines whether to appeal HR-Compensation reclassification decision if not approved.
• Provides consultation. • May assist in revising job
description. • Submits to HR-
Compensation. • For MSP: forwards
request to the VC or designee for review/comment.
• Obtains classification decision from HR-Compensation.
• Communicates results to department.
• Creates letter to EE. • Maintains records. • Processes data and pay
changes. • Advises on
reclassification appeals.
• HR- Compensation classifies new job description.
• HR-Compensation consults with HRC as appropriate.
• HR-Compensation’s review of reclassification request takes approximately 2 months.
• MSP job reclassification requests require VC office review/comment and are returned to HR-Compensation after a two week review period.
• HR-Compensation rules on reclassification appeals.
FUNCTION CLIENT HRC OTHER Salary Actions
• Supervisor initiates
request for stipend, base increase, decrease, or equity via PAWS.
• Supervisor acquires necessary departmental approval.
• Supervisor provides letter to EE after approval.
• Provides consultation and manages process with department.
• Forwards recommendation to department head.
• If salary increase is above 25% HRC works with senior manager to develop justification for HR-Compensation.
• Communicates results to department.
• Draft documentation and letter as required.
• HR-LR notices union if applicable.
• HR-Compensation consults with HRC as appropriate.
• HR-Compensation may work with HRC and senior manager to determine justification of above 25% increase.
SPOT Awards
• Supervisor nominates EE
via PAWS. • Supervisor composes
and prints letter of acknowledgement if department procedure.
• Supervisor presents EE certificate.
• Verifies eligibility. • Processes payment. • Creates and prints
certificate. • Notifies supervisor if EE
nominated by individual other than supervisor.
• HR-Compensation provides summary of Spot Award activity.
COMPLIANCE Benefits Compliance Reports
• As appropriate, EE changes benefits enrollments if out of compliance.
• HRC reviews and acts upon Benefits Compliance Reports and notifications to ensure compliance with legislation and UC policy.
• Notifies EE of benefits issue.
• Assists EE with form completion as appropriate.
• Completes COBRA request notification as appropriate.
• HR-Benefits provides consultation as needed.
• HR-Benefits notifies HRC of duplicate coverage.
• HR- Benefits processes related enrollment/ change/ cancellation forms.
• HR- Benefits processes COBRA request notification as appropriate.
Conflict of Interest • Supervisor tracks training for EE in UC Learning Center.
• Follows up on UCOP training requirements to supervisor.
• Risk Management administers training.
Ethics Training Tracking
• Supervisor tracks training for EE through UC Learning Center.
• Follows up on UCOP notices of training requirement to supervisor.
• COrWE manages training requirements through UC Learning Center.
• COrWE communicates to HRC or department.
IIPP Training Tracking
• Supervisor tracks training for EE through UC Learning Center.
• Department trains all EEs on IIPP training per campus policy.
• Communicates training requirement to supervisor when necessary.
NA
FUNCTION CLIENT HRC OTHER Labor Law Posters • Department orders and
receives posters or updates.
• Department posts in appropriate location.
• Client covers poster expense.
• HRC sends reminder to departments to order posters from approved vendor.
• HR-LR communicates updates to HRC.
Policy Updates/Changes/ Proposals
• Department may review and comment on proposed changes.
• Department contacts HRC for policy interpretation and impact.
• Receives HR, UCOP or campus policy communication.
• Communicates to client. • Provides interpretation
as needed.
• HR implements new or updated policy.
• UCOP implements new or updated policy.
Title IX Training • Supervisor tracks
training for EE in UC Learning Center.
• Communicates training requirements to supervisor when necessary.
• Title IX Office manages training requirement.
• May contact HRC or department.
Whistleblower Action
• EE may alert supervisor of improper activity.
• EE may contact LDO. • EE and/or supervisor
may contact HRC or HR.
• Advises EE or supervisor to contact LDO.
• Assists LDO and HR as needed.
• Provides Whistleblower Protection Policy to EE and/or supervisor as appropriate.
• Consults with LDO, EE, and/or supervisor as appropriate.
• LDO processes report, investigates allegation, or refers to other campus office to investigate.
• HR receives complaints from LDO and investigates as needed.
DISABILITY MANAGEMENT and LEAVES Disability Accommodation
• EE informs supervisor and/or HRC of need for accommodation.
• Supervisor conducts interactive accommodation process with HRC.
• Supervisor completes Transitional Work Agreement with EE or works with HRC as required for long-term accommodation.
• Assists supervisor with interactive accommodation process.
• Attends meetings with EE, supervisor, and others as required or requested.
• Assists supervisor with creation and implementation of Transitional Work Agreement.
• Works with DMS as needed.
• DMS provides assistance to HRC and supervisor.
• HR-ER advises HRC as requested.
Leave of Absence • EE or supervisor notifies HRC of leave request.
• Supervisor tracks absences.
• EE keeps supervisor up to date on status of leave and return to work date.
• Supervisor communicates with EE and HRC.
• EE provides and completes required documentation.
• EE ensures benefits request to continue/ cancel coverage form is completed and sent to
• Distributes leave packet and information.
• Available for consultation with EE and/or supervisor.
• Processes leave of absence.
• Tracks leave usage if timekeeping is in HRC.
• Administers and coordinates process.
• HR-ER and HR-Benefits advises HRC as requested.
Central Payroll.
FUNCTION CLIENT HRC OTHER Medical Separation Process
• Supervisor conducts on-going Interactive Process with EE in order to discuss leave status, work restrictions, and possible work accommodations.
• Supervisor consults with HRC and/or DMS concerning interactive process and reasonable accommodation issues.
• Supervisor refers EE to DMS if confidential disability consultation is needed.
• If accommodation not possible, supervisor consults with HRC.
• Supervisor, with HRC assistance, informs EE of intent to request medical separation review.
• Supervisor completes “Request for Review for Medical Separation” form and sends to HRC.
• Supervisor may provide required medical separation notices to EE.
• Consults with client department and EE as needed.
• May consult on or attend Interactive Process meeting.
• Works with supervisor to review and finalize “Request for Review for Medical Separation” for compliance with laws, policies, and contracts.
• If approved, HRC forwards review to DMS for further actions and/or recommendations.
• Assists with required medical separation notices.
• DMS reviews “Request for Review for Medical Separation” and contacts EE to discuss situation.
• DMS explores if other reasonable accommodation options exist.
• DMS recommends whether or not the 90-day transfer job search should begin.
• DMS consults with HR-Transition Services who conducts the transfer job search.
• HR- Transition Services maps 90 day transfer process and medical separation SPC process.
Worker's Compensation
• Supervisor consults with HRC.
• Supervisor reports incident within mandated timeframe.
• Supervisor completes Incident Report with assistance from HRC as needed.
• Supervisor faxes Incident Report to DMS as noted on report.
• Supervisor reviews work restrictions.
• Supervisor communicates changes to DMS and HRC.
• Supervisor forwards documentation to DMS and HRC.
• Liaison with client, DMS, and EHS.
• Tracks absence and leave usage if timekeeping is in HRC.
• Issues FMLA letter and packet.
• Consults appropriate union contract.
• Refers EE to appropriate medical care as necessary.
• Sends case status notices to supervisor as received from DMS.
• Process pay reduction for Temporary Disability payments.
• DMS coordinates and manages the Worker’s Compensation program.
• DMS Processes claim.
• DMS consults with HR-LR and HRC.
• DMS sends case status notices to HRC.
EMPLOYEE RELATIONS Behavioral Risk Assessment / Crisis Situation
• Supervisor notifies HRC concerning EE behavior issue.
• Makes assessment of situation.
• Contacts Director of HR-LR/ER or AVC-HR immediately.
• May assist with development of action plan.
• Works with supervisor and others as appropriate to
• UCPD and HR-LR/ER consult with HRC as needed.
• BRAT members assist developing action plan as needed.
implement and follow-up with plan.
FUNCTION CLIENT HRC OTHER Complaints Non-Represented
• Supervisor notifies HRC when complaint received.
• EE and department head work to achieve early resolution.
• If no resolution, EE files with HR-ER Grievance Coordinator.
• Department head or designee is responsible for drafting Step I response.
• Receives copy of grievance from Grievance Coordinator.
• Assists department with Step I response in consultation with HR-LR/ER.
• May act as fact-finder. • When complaint received
directly from EE, consult with department manager.
• May advise EE on proper grievance filing procedures.
• Escalates complaint as necessary.
• HR-LR/ER may receive complaint directly from EE.
• HR-LR/ER may coordinate Step I response.
• VC responsible for Step II response.
• HR-ER maintains log of all formal complaints.
• Grievance Coordinator monitors complaint and grievance activity and reports trends.
Changes in Layoff Units or Reassignments
• Supervisor notifies HRC of desire to change via PAWS.
• Analyzes implications and advises department.
• Consults union contract if applicable.
• Generates letter. • Updates HCM. • Consults with HR-LR as
needed.
• HR-LR manages union notification as needed.
Complaint Resolution Informal
• Supervisor or EE notifies HRC of issue.
• Supervisor and/or EE may meet with HRC to discuss issue.
• EE, supervisor, and HRC work for early resolution.
• Supervisor implements and follows-up with plan.
• Assesses situation. • Contacts and/or consults
with Staff Ombuds Office and/or DCRC when appropriate.
• Assists in developing action plan.
• Assists supervisor and EE with implementation and follow-up plan.
• Staff Ombuds Office may consult with HRC, EE and/or supervisor.
• HR-LR/ER assists with development of action plan.
Discipline Counseling (Disciplinary Action Letters and Memos)
• Supervisor notifies HRC of issue.
• Supervisor works with HRC on appropriate disciplinary action and documentation.
• Supervisor implements action.
• Consults with client on plan of action.
• May initiate discussion with client.
• Drafts appropriate document.
• Attends counseling meetings as required.
• Termination actions are coordinated with HR.
• HR-ER consults with HRC when appropriate.
• HR-LR consults with HRC when union representative is involved.
Equity/ Discrimination Issues
• Supervisor or EE notifies HRC of issue.
• Supervisor implements and follows-up with plan as necessary.
• Assesses/investigates situation.
• Contacts and/or consults with HR-ER, DCRC and other offices as appropriate.
• Assists in developing action plan.
• Assists supervisor and EE with implementation and follow-up plan.
• Notifies DCRC.
• HR and DCRC notifies HRC of complaint received directly from EE or supervisor as needed to resolve complaint.
FUNCTION CLIENT HRC OTHER Grievances- Represented (violations of Collective Bargaining Agreements)
• EE consults appropriate contract for grievance process.
• Supervisor works with HRC.
• Refers grievances to HR-LR.
• May attend grievance meeting with HR-LR.
• Ensures HR-ER receives notice of grievance.
• HR-LR manages process and consults with HRC.
• HR-LR/ER maintains log of all grievances and complaint resolution.
Litigation • Supervisor provides information to HR-LR/ER or HRC when requested.
• Supervisor participates and responds to HR-LR and OLA as requested.
• Departments do NOT accept subpoenas.
• Department refers to HR-Records for delivery of subpoenas.
• Acts as liaison to HR-LR/ER, and OLA when necessary.
• HR and OLA coordinate litigation and respond to complainant’s legal counsel.
Performance Evaluation
• Supervisor writes and delivers performance evaluation to EE, and gives regular year-round feedback.
• Supervisor sends signed original to HRC.
• Supervisor consults with HRC if EE refuses to sign the evaluation.
• May track deadlines in HCM.
• Consults with client as appropriate.
• Reviews performance evaluations when necessary.
• Enters data in HCM until automated system provides managers with direct entry ability.
• Maintain records; files in EE personnel file.
• HR-LR/ER consults with HRC and reviews documentation when appropriate.
Policy Change Notification
• Supervisor implements new policy.
• Supervisor communicates policy changes to staff as appropriate.
• Notifies departments of policy/procedure changes and the impact of such changes.
• Communicates policy changes.
• HR provides consultation and interpretation as appropriate.
• HR communicates changes to HRC.
Probationary Period Tracking (3 mo. / 6 mos.)
• Supervisor maintains list of performance evaluation dates.
• Supervisor writes and delivers signed performance evaluation to EE.
• Sends signed original to HRC.
• Supervisor provides regular feedback to EE.
• May notify client of past due evaluation dates.
• Provides consultation as appropriate.
• Maintains EE records. • Prepares notification to
EE ending probationary period; or release during probationary period.
• HR-ER/LR consults with HRC as needed if termination involved.
Sexual Harassment Claim
• EE may advise DCRC or Title IX Office of claim.
• EE may advise supervisor or HRC of claim.
• Supervisor alerts HRC.
• HRC ensures that Title IX Office has been advised.
• HRC partners with Title IX Office, HR-ER and to process claim.
• HRC may act as fact-finder.
• Title IX Office reviews complaint, investigates as appropriate
• Prepares report if needed.
Telecommuting Agreements, Flextime, and Alternate Work Schedules
• Supervisor notifies HRC of alternate work schedule request.
• Supervisor collects departmental signatures on agreement and returns to HRC.
• Reviews to ensure correct policy application.
• Consults with supervisor on impact to workgroup.
• Provides template of telecommuting
• HRC may consult with HR- ER/LR for policy interpretation as appropriate.
• Supervisor manages
adherence to schedule and/or agreement.
• EE maintains alternative work schedule.
agreement and/or alternative work schedule letter.
FUNCTION CLIENT HRC OTHER Termination/ Dismissal
• Supervisor manages performance action plan if appropriate, prior to termination request.
• Supervisor notifies HRC of request to terminate EE via PAWS.
• Supervisor delivers letter.
• Contacts HR-LR/ER. • Determines appropriate
course of action in consultation with manager and HR-LR/ER.
• Develops performance action plan if needed.
• Provides guidance as appropriate.
• Drafts termination letter. • Assists with delivery of
letter.
• HR-LR/ER provides consultation to HRC.
• HR-LR/ER may assist with development of action plan.
• AVC-HR and/or HR-LR consult with campus counsel and OGC when necessary.
Working Title Changes
• Supervisor, department head or Senior Executive notifies HRC of request to change title.
• Supervisor delivers letter to EE.
• Advises manager of options
• Notifies HR-Compensation of title changes.
• Generates letter. • Updates HCM. • Maintains records.
• For senior titles, HR-Compensation coordinates review by VC.
DATA MANAGEMENT and HR REPORTS
Access to HCM • Supervisor makes request to HRC via SARA request.
• HRC Director reviews and determines if access is appropriate.
• Notifies supervisor of decision.
• Implements access as appropriate.
• HR consults with HRC as requested.
Affiliates • Supervisor makes request via PAWS.
• Supervisor sends request for extensions via PAWS.
• Supervisor notifies HRC via PAWS of completion of affiliate’s assignment.
• Consults with HR as appropriate.
• Completes HCM transaction to create, extend, or end affiliate identification number per request.
• HR reviews all non-EE access to HCM.
Chartstring (COA) Changes
• Supervisor makes request to HRC via PAWS.
• Completes HCM transaction.
NA
HCM Updates • Supervisor makes request via PAWS.
• Completes HCM transaction.
• Manages data.
NA
PAWS1 • Originator enters PAWS request for all HRC transactional requests into the system.
• Designated departmental approvers approve PAWS requests.
• Reviews PAWS requests. • Validates requested
action. • Implements action. • Closes PAWS ticket. • Trains or arranges for
training on PAWS system when new originators/approvers are designated.
NA
1 Note: PAWS requests are not used for Employee Relations, Labor Relations, and other advisory consultative requests from client.
FUNCTION CLIENT HRC OTHER
Reports • Department head, senior manager, or supervisor request report(s) via PAWS and provides parameters for report(s) such as HR BAIRS.
• Department runs own PAWS reports.
• Creates report that the department cannot access and analyzes data with client when requested.
• HR to provide summary reports by unit and conduct analyses when requested.
EE Status Questions
• Supervisor or EE makes request to HRC via phone call, email or PAWS.
• Obtains information. • Reports back to client.
NA
TAM Update (See Recruitment for TAM Input)
• Supervisor makes request for update on job opening via PAWS.
• Hiring supervisor provides de-selection information via PAWS.
• Provides information to supervisor regarding qualifying applications, number of applications, application sourcing, etc.
• De-selects applicants not hired.
NA
Work Study • Supervisor requests student from Work Study program via PAWS.
• Posts job on Work Study site.
• Manage process for department.
• Conducts student on-boarding.
• Updates chartstring information on EE’s HCM record.
NA
LABOR ISSUES Contract Implementation/ Negotiated Changes
• Supervisor delivers letter or information to EEs as needed.
• Provides information to HR-LR as requested.
• Administers process if required.
• Communicates results with department/supervisor as appropriate.
• Generates letter(s) to EE as needed.
• HR-LR coordinates and manages process.
• HR-LR implements changes.
Contract/ Interpretation
• Department head, manager or supervisor makes request for language or policy interpretation.
• Provides department with interpretation and provides consultation when requested.
• Consults with HR-LR on non-routine policy or contract interpretations.
• Alerts department of new policies and procedures and contract articles.
• HR-LR advises HRC as requested.
Grievances / Arbitration
• Supervisor notifies HRC immediately.
• Supervisor may also notify HR-LR/ER.
• Supervisor provides information as requested.
• Supervisor participates and responds as requested.
• Consults with HR-LR/ER. • Provides information,
participates and responds as requested.
• May act as fact-finder. • Acts as liaison to HR-
LR/ER.
• HR-LR/ER coordinates and manages process.
• Notifies HRC of grievance.
Internal Investigations/ Administrative Reviews
• Manager or supervisor provides information.
• Department staff participates and responds as requested.
• May manage and administer process, or may turn it over to HR.
• Consults with HR-ER • Conducts fact finding as
• HR-LR/ER advises HRC.
• HR-LR/ER assists with action plan.
• HR conducts
requested by HR-ER.
• Advises department and develops action plan.
investigations/ reviews or identifies external investigator.
• HR-LR will notice union if necessary.
FUNCTION CLIENT HRC OTHER Job, Location and Schedule Changes.
• Supervisor provides information or changes.
• Supervisor participates and responds as requested.
• Consults with department.
• Reviews union contract as needed.
• Administers process. • Creates appropriate
documentation. • Ensures that all parties
receive documentation of changes.
• HR-LR advises HRC as requested.
• HR-LR notices union if necessary.
LAYOFF Layoff • Department head,
manager, or supervisor notifies HRC of need to reduce workforce.
• Department provides HRC with at least two weeks’ notice prior to delivery of layoff letters.
• Department determines positions to be eliminated.
• Department head, manager, or supervisor completes Attachment A.
• Supervisor conducts meeting with staff.
• Consults with supervisor and/or department head as soon as notice is provided to HRC.
• Assists with preparation of Attachment A.
• Notifies HR-ER of pending layoffs.
• Requests impact study from HR-EEO.
• Advises supervisor on how to conduct meeting when requested.
• Participates in notification meeting with EE and supervisor.
• Notifies HR-LR if MSP position.
• Notifies HR-Transition Services.
• Answers EE’s benefits questions.
• HR-LR/ER and advises HRC as requested.
• HR tracks and analyzes all layoff activity.
• HR-EEO reviews for disparate impact and notifies HRC of potential problems.
• HR-LR prepares separation agreement for MSP positions.
• HR-Benefits advises as requested.
• HR collaborates with HRC to conduct group layoff meetings when appropriate.
• HR-Transition Services attends departmental meetings.
• Special Placement staff schedule individual meetings with EE.
• COBRA notifications are sent to EE upon HCM entry.
Layoff Packets • Supervisor distributes layoff letters to EEs.
• Prepares layoff packets, including layoff letters.
• With supervisor, distributes to EEs when requested.
NA
Notification Letters • Supervisor signs notification letter.
• Supervisor provides EE with notification letter.
• Creates layoff letter(s). • Consults with
department head/supervisor as letters are prepared.
• Consults with HR-LR on separation agreements
• HR-LR/ER may consult with HRC as necessary.
• HR-LR prepares separation agreements for MSP positions.
for MSP positions.
• Creates Proof of Service Document.
• Arranges to have Proof of Service delivered to EE.
FUNCTION CLIENT HRC OTHER Seniority points and Bumping
• If bumping is a possibility, supervisor determines if special skills are required for the position into which laid off EE would bump.
• Supervisor determines if EE who may bump is qualified for position or has ability to learn job duties within 6 months.
• If no special skills are required and EE makes decision to bump, EE would move into the position.
• If position is not vacant, incumbent would then have the same process described above if available.
• Assists in managing process.
• Calculates seniority points and prepares bumping list if needed.
• Acts as consultant to client during bumping process.
• HR-Records available for consultation.
• HR-Records assists with seniority point calculations if necessary.
Severance and Preferential Rehire
• EE meets with HR-Special Placement staff.
• EE elects preferential rehire right to recall or severance, signs agreement and returns to supervisor.
• Supervisor or EE may return agreement letter to HR-Special Placement staff.
• Maintains records. • May track recall list for
departments. • Coordinates severance
payment if applicable. • Refers EE to HR-
Transition Services. • Updates HCM.
• HR-Special Placement staff conducts appointment with EE.
ON-BOARDING
Appointment Letter
• Hiring manager notifies HRC of hire via PAWS.
• Department coordinates CalNet ID, keys, phone, required access, workspace, and email for EE.
• Prepares appointment letter signed by HRC Director and delivered to EE or supervisor for delivery to EE.
• Coordinates acceptance letter and places in EE personnel file.
NA
Background Check
• Supervisor advises HRC if background check is required via PAWS.
• Supervisor provides job description and IOC via PAWS.
• If background check is required, EE attends appointment with UCPD.
• Coordinates appointment and administers process.
• Communicates results to supervisor/department.
• Receives notification of “failed” case from HR.
• Notifies supervisor of “failed” results as appropriate.
• UCPD conducts background check.
• UCPD communicates results to HRC and/or AVC-HR.
• If “failed” results, UCPD and AVC-HR discuss impact on job.
FUNCTION CLIENT HRC OTHER
Benefits
• EE reviews New Hire Kit and additional information on AYS including watching New EE Benefits videos online.
• EE enrolls online through AYS or by paper form.
• Supervisor follows up with EE regarding PIE deadline.
• Gives EE New Hire Kit. • Conducts Benefits
Orientation. • Provides benefits
counseling as requested by EE or department.
• Teaches EE how to navigate AYS and HR Web when requested.
• Ensures the EE can login to AYS info and applications.
• Provides consultation. • Assist EE with
enrollment as needed.
• HR-Benefits advises as requested.
• HR-Benefits processes paper form enrollments.
• Expedites benefits enrollments as needed.
• HR-Benefits reviews rehired retiree paperwork for AVC-HR signature.
• HR-Benefits requests documentation from prior UC locations as appropriate.
DMV Check Pulls, Notices and License Verification
• Supervisor advises HRC if DMV pull is required via PAWS.
• Supervisor provides chartstring when appropriate.
• EE provides license as requested.
• EE attends appointment if required.
• EE provides information as requested.
• Administers process and communicates results to supervisor/department.
• If “failed” test, coordinates action plan with HR and client.
• HR-LR/ER consults with HRC as needed.
Drug Testing • Supervisor determines if position requires drug testing.
• Supervisor requests drug testing from HR.
• If drug testing is required, EE attends appointment.
• EE provides information as requested.
• Coordinates with HR and department as requested.
• If “failed” test, coordinates action plan with HR and client.
• HR administers process.
• External Vendor administers drug testing for selected positions.
• HR notifies department and HRC of results.
Non-Citizen Visa Coordination/
Glacier
• EE accesses online account.
• EE responsible for updating their GLACIER tax information on an annual basis.
• EE completed the W4-NR at on-boarding appointment.
• HRC completes the required GLACIER form at on-boarding and sends to Central Payroll.
• Administers I-9 process. • Verifies documentation. • Faxes W4-NR to HR-
Records. • Inputs additional pay
into PPS. • May notify EE and/or
supervisor of pending expiration date.
• May act as liaison with BIO as needed.
• BIO provides guidance if necessary.
• Central Payroll sets up access for EE from department submissions.
• Central Payroll notifies EE via mail with login and password information.
Volunteers and Affiliates
• Department notifies HRC of request for volunteer or affiliate ID via PAWS.
• Administers process. • Prepares required
documents. • Enters into HCM for EE
identification number.
NA
SduSdu
PAYROLL & TIMEKEEPING
FUNCTION CLIENT HRC OTHER Additional Pay, e.g. bonus, camp payment, housing allowance, sign-on bonus, relocation expense, retro pay, back pay, bonus, stipend, etc.
• Department requests additional pay via PAWS.
• Department provides documentation with PAWS ticket attachment if necessary.
• Department head or designee approves documentation (signed contract may serve as required documentation).
• Processes additional pay in accordance with specific policies, procedures and/or signed contract.
• May provide documentation to EE as necessary.
• HRC works with Central Payroll as necessary to ensure payments are processed.
Catastrophic Leave Sharing Program
• EE makes request for donation to HRC.
• Verifies eligibility. • Coordinates donations. • Processes paperwork.
• HRC works with Central Payroll to complete process.
HCM to PPS Audit • Supervisor and/or EE notify HRC via PAWS of any errors.
• Reconciles PPS to HCM entries to ensure accuracy.
• Makes corrections as necessary.
• HR consults with HRC as needed.
Kronos- Application/ Profile Management
• Supervisor notifies HRC of any changes, requests or issues.
• Creates/modifies EE profile.
• Manages application. • Meet with KFC to
implement application changes, etc.
• KFC and Kronos Programming Team manage/program application.
• KFC and Kronos Programming Team Communicate changes.
• KFC and Kronos Programming Team Provide program support.
Kronos and TMS Timekeeping
• EE enters time by required deadline.
• Supervisor approves EE time by required deadline.
• Supervisor confirms monthly leave usage.
• Supervisor alerts EE when close to vacation maximum.
• When needed, supervisor requests corrections in Kronos or TMS.
• Prepares time in Kronos/TMS for interface/input into PPS system.
• Processes Kronos/TMS error report.
• Makes edits/corrections as needed.
NA
Leave Balance Reconciliation
• EE reports leave usage on timesheet.
• Supervisor approves timesheet.
• EE or supervisor reports errors/corrections to HRC via PAWS.
• Runs leave report and reconciles with PPS.
• Reviews error and correction report for accuracy.
• Prepares 644D's for correction.
NA
Overtime/ Comp Time/ LWOP
• EE reports on time in Kronos, TMS or on timesheet.
• Supervisor approves. • If sent via PAWS,
requestor attaches timesheet to ticket.
• Audits and closes timesheet.
• Prepare UPAY 644 D's. • Makes appropriate PPS
entry.
NA
FUNCTION CLIENT HRC OTHER
Paycheck Issuance • Supervisor and/or EE makes request to HRC for missing checks or errors in paychecks.
• Responds to requests, researches and resolves.
• Assists with direct deposit issues.
• Central Payroll calculates paycheck amount.
• Central Payroll works with HRC to resolve pay issues as appropriate.
Timesheets (Exception/ Positive/ BYN/BYA)
• EE enters time, classes, sessions, etc. on “timesheet”.
• Supervisor approves document.
• Supervisor and/or EE submits timesheets to HRC.
• Establishes initial timesheet, communicated process and deadlines for monthly pay to EE.
• Audits timesheets for accuracy.
• Enters time into PPS system.
• Central Payroll works with HRC to resolve pay issues as appropriate.
Underpayment and Overpayment
• Supervisor and/or EE notifies HRC of under/over payment via PAWS.
• If known, supervisor documents explanation for under/over payment.
• Replies, researches and resolves.
• Works with EE to resolve issue
• Works with Central Payroll to issue payment if underpaid.
• Assists with development of repayment plan as necessary.
• Payroll works with HRC to resolve pay issues as appropriate.
Vacation Max Notification
• For TMS, supervisor and EE monitor accrual level through information on timesheet when EE inputs and supervisor approves.
• Supervisor monitors to ensure EE receives and tracks vacation.
• NOTE: Leave accrual is not currently available in Kronos.
• May notify supervisor of balances over maximum.
NA
PERSONNEL FILES and RECORDKEEPING Emergency Contact Information
• EE makes initial input and can make changes online.
• EE may complete Emergency Information Form.
• Supervisor manages records onsite.
• Updates and/or accesses data via HCM as needed.
NA
Employee File Access
• EE (or agent) makes appointment to view file via written request.
• Supervisor may make appointment to review file via written request.
• Conducts appointment with EE, agent, or supervisor.
• Ensures agent is approved to review EE file.
• Ensures that personnel files are kept secure and confidential.
• Sends EE files to new department or UC Campus for transfer as necessary.
• HR-Records may assist HRC if EE is no longer active.
Interlocation Transfers and
• Supervisor notifies HRC of EE transfer or
• Works with other UC campus to ensure
NA
Appointments appointment to another
UC campus. • Supervisor notifies HRC
if EE will work in multiple locations.
smooth transition. • If UC Berkeley is the
home location, ensures receipts or retention of EE file.
• If UC Berkeley is not the home location, ensures EEs file is transferred to other UC campus home department.
• Enters data into HCM. • Coordinates with other
UC campus.
FUNCTION CLIENT HRC OTHER Medical Documents and Files
• Supervisor may review documents if needed.
• Supervisor or EE submits documentation to HRC.
• Manages medical files in a manner that ensures confidentiality and accessibility to only those who have a "need to know."
• DMS and HR -LR/ER may work with HRC on medical leave, separation issues.
Organizational Charts
• Department ensures that organizational chart is up-to-date and available to HRC.
• Retains organizational charts by department for use in consulting and advising department.
• Obtains org charts from client or on-line.
NA
Personnel File Maintenance
• Supervisor or EE forwards documents to HRC for filing.
• Ensures appropriate documents are placed in EE file.
• Ensures inappropriate documents are not in EE files.
• Manages personnel files. • Periodically reviews and
purges files.
• HR-Records retains I-9 forms.
• HR-Records works with HRC to ensure personnel files are maintained in accordance with policy and law.
Service Awards • Supervisor may initiate request for service award via PAWS.
• Supervisor presents Service Award to EE.
• Tracks through use of Page Center reports.
• Makes request to calculate and/or review to HR-Records for service credit calculation.
• Track milestone service awards.
• Notifies supervisor awards are ready for presentation.
• HR- Records verifies service credit request.
• HR- Records orders service award packets.
Service Credit • EE or supervisor make request for calculation of service credit.
• May calculate service credit as requested.
• Ensures information is correct with HR- Records.
• HR- Records calculate and/or approves service credit.
START • EE requests START program.
• Supervisor reviews, approves and submits START agreement to HRC via PAWS.
• Supervisor ensures schedule compliance.
• Forwards documentation to HR-Records.
• HR- Records manages process.
• HR- Records makes HCM entries.
FUNCTION CLIENT HRC OTHER Subpoenas for Records or Summons
• Department does NOT accept subpoenas or summons.
• Department or EE notifies HRC or HR-Records immediately of attempt to serve subpoena or summons.
• Does NOT accept subpoenas or summons.
• May refer summons server to department of employee being served.
• HRC notifies HR-Records immediately.
• Works with HR-Records to provide subpoenaed information.
• Contacts HR-Records and complies with HR-Records’ recommendation.
• HR-LR advises on receiving subpoena, and providing information as requested.
• HR Records works with HRC to comply with request.
RECRUITMENT Employment Contract
• Supervisor provides/develops job description and PEM.
• Hiring supervisor must open contract position for recruitment if greater than 1000 hour appointment.
• Supervisor identifies potential contractor.
• Supervisor determines length of contract or appointment.
• Supervisor provides details of contract.
• Supervisor submits to HRC via PAWS.
• Once contract is completed, supervisor obtains appropriate signatures.
• Analyzes need and makes recommendation.
• Processes recruitment when appropriate.
• Approves contract extensions less than 3 years in duration.
• Creates employment contract using approved template.
• Coordinates process.
• HR-Employment Services approves contracts and extensions beyond 3 years.
Employment Contract Templates
• Supervisor initiates request to develop a new contract template.
• Works with HR-LR/ER to draft new template when necessary.
• May consult with OLA on template when requested.
• Provides client with approved template.
• HR-LR and OLA may assist with the development of the contract template.
• HR-LR and OLA approve new contract template.
Executive Hiring • Department Head identifies position and may communicate compensation range.
• Hiring manger drafts job description and PEM with assistance of HRC as necessary.
• Works with HR-Compensation to finalize job description.
• Liaisons with HR-Employment Services.
• May coordinate search firm during recruitment process, if requested by client.
• Provides AA goals to client.
• Processes applicant de-selection.
• EEO provides AA information and goals for recruitment to HRC.
FUNCTION CLIENT HRC OTHER
Hiring Freeze Exception
• Supervisor enters request to hire via PAWS.
• Supervisor makes request by completing a Hiring Exception Request form and attaching to PAWS ticket.
• Reviews request form for completeness and accuracy.
• Coordinates VC approval process.
• VC or designee reviews request and makes decision.
• VC or designee notifies HRC of decision.
Internships • Hiring supervisor drafts recruiting announcement as needed.
• Supervisor selects intern.
• Supervisor provides program and job description and PEM.
• Consults and finalizes recruiting announcement.
• Creates offer letter, contract and/or agreement.
• May prepare waiver. • May post position
through open recruitment.
NA
Interviewing • Hiring supervisor manages interviewing process, including setting up interviews with panel and applicants.
• Hiring supervisor submits recruitment file (including score cards, notes, etc.) to HRC.
• May assist with client panel selection and interview questions as requested.
• May participate on panel review board.
• Retains all applications, notes, and other recruitment documents.
NA
Job Posting and Hiring
• Supervisor completes the requisition form via PAWS.
• Supervisor provides job description and PEM.
• At close of selection process, supervisor provides applicant de-selection information.
• Assists with developing job posting.
• Works with department to develop recruitment and advertising sources.
• Enters TAM data and job description.
• Develops recruitment plan.
• Communicates AA goals. • Acts as consultant
regarding employment law.
• Processes applicant de-selection.
• HR-Employment Services approves position and places advertisement.
• HR-Employment Services assists with difficult to fill recruitments.
Limited Appointment Without Waiver/ Temporary Opportunity Program
• Supervisor identifies job and duration.
• Supervisor provide up to date job description and PEM for classification if necessary.
• Supervisor makes the offer.
• May assist with job description and PEM development.
• Maintains contact with supervisor regarding 1000 hour limit before career conversion.
• Manages the on-boarding process.
• Prepares the offer letter.
• HR-Employment Services qualifies the temporary EE.
• HR-Employment Services arranges interviews for TOP applicants only.
Offer • Supervisor extends verbal offer of contract or employment.
• Creates and delivers offer letter.
• May assist with offer negotiation.
NA
Recruitment Documentation
• Hiring supervisor provides completed job description and PEM.
• Supervisor provides advertising recommendations as appropriate.
• Coordinates documentation and manages recruitment files.
• Uploads information into TAM.
• Deselects applicants in
NA
• Supervisor completes
IDF after recruitment is closed.
• Supervisor indicates on PAWS ticket when background check and/or drug testing is required for position.
• If background check is required, supervisor completes an IOC and returns to HRC.
• Hiring supervisor submits recruitment file (including score cards, notes, etc.) to HRC.
TAM.
FUNCTION CLIENT HRC OTHER Reference Checking, Credentialing and Education Verification
• Hiring supervisor checks references using Reference Form (on HR Web).
• Verifies education and certification when appropriate.
NA
Waiver of Recruitment (contract and career)
• Supervisor makes request in writing to HRC.
• Reviews waiver request. • Coordinates approval
process.
• HR-Employment Services manages process.
• AVC-HR approves Waiver of Recruitment.
Waiver to Hire Near Relative
• Supervisor makes request in writing to HRC.
• Supervisor provides department org chart noting reporting structure for relatives.
• Supervisor ensures Department Head approves.
• Supervisor communicates with EE and applicant on decision.
• Reviews documentation and forwards to HR–Employment Services.
• Communicates with client when decision is made.
• HR-Employment Services approves and informs HRC of decision.
Work Study Referrals/ Student Hires
• Supervisor selects student.
• Makes request via PAWS.
• Supervisor follows up with student to accept Work Study referral.
• Posts position opening to Work Study website.
• Completes hiring transaction in HCM.
• Completes Work Study website transaction.
• Work Study Office-approves and manages process.
SEPARATION and OFF-BOARDING COBRA NA • Provides counseling.
• Coordinates with HR-Benefits.
• HR-Benefits and Conexis consult as needed.
• Conexis sends COBRA packet to EE.
Exit Interviews • EE attends exit interview appointment at HRC.
• EE provides information as requested.
• Conducts exit interview. • Compiles report of
results. • Provides HR with report
of aggregated results on biannual basis.
• Provides aggregate data to department heads.
• Consults with Department Head, HR-
• HR-ER and/or COrWE consult as needed.
ER and/or COrWE to determine if departmental action plan is needed.
FUNCTION CLIENT HRC OTHER Notification of Separation and Processing
• Department completes Separation Form via PAWS and indicates reason for separation.
• Supervisor forwards letter of resignation, if applicable.
• Reviews reason for separation.
• Ensures action is appropriate and processes separation request.
• Coordinates final pay. • Processes separation. • Counsels and provides
information on benefits continuation/conversion/retirement options.
• Conducts exit interview for voluntary separations.
• Requests/processes Retirement Gift when appropriate.
• Files resignation letter in EE file.
• Central Payroll issues final paycheck.
• HR-Benefits and Conexis coordinate COBRA process.
• Conexis sends COBRA packet to EE.
STRATEGIC PLANNING and COLLABORATION Consultations • Department head,
manager, or supervisor request meeting with HRC and communications needs.
• May initiate consultation with manager, supervisor, or department head on personnel matters.
• Determines participants and coordinates meeting.
• Consults with client and facilitates input of other expertise as needed.
• HRC will coordinate participation of additional SMEs as needed.
HRC Presence • Department staff supports HRC staff in creating collaborative partnership with clients.
• Supervisors, managers, and department head assist staff in getting to know HRC staff.
• Maintains close working relationship with clients.
• Regularly schedules visits with department.
• Unscheduled walk-through in department at least once a month.
• Participates in department celebrations as invited.
• HRC director meets regularly with AVC-HR and HR Principal Managers to maintain knowledge of personnel policies and practices.
Staffing Analysis • Supervisor or department head requests consultation and provides information to HRC.
• Gather and analyze staffing data.
• Meet and discuss finding with client.
• HRC will coordinate participation of additional SMEs as needed.
Staff Meetings • Department invites HRC POC to scheduled staff meetings as appropriate.
• HRC attends staff meetings as invited.
• Provides HR updates. • Answers staff questions.
• HRC will coordinate participation of additional SMEs as needed.
FUNCTION CLIENT HRC OTHER
Strategic Plan Development and Department Reorganization
• Department head or manager requests consultation and provides information.
• Department members work with HRC or HR-OE support team to develop a strategic action plan.
• Consults with client. • Reviews current
organizational structure. • Conducts impact
analysis and consults with HR and/or COrWE.
• Coordinates participation of additional SMEs as needed.
• Assists with developments of strategic action plan and works with client throughout process to ensure success.
• COrWE will coordinate with HRC to provide expertise in strategic planning and reorganization.
• NOTE: if reorganization is part of OE, the HR-OE support team will be the primary consultant to the department.
TRAINING and WORKFORCE DEVELOPMENT Annual Needs Assessment
• Supervisor works with HRC to develop and initiate training survey when requested.
• Reviews development needs identified in annual performance evaluations or in consultation with managers.
• Works with clients to develop training plan.
• Consults with COrWE to create unit development plan to improve departmental and/or EE performance when requested.
• COrWE will work with HRC to develop assessment plan.
• COrWE will meet with HRC to evaluate unit needs and provide solutions.
Campus-wide Training Initiatives
• Supervisor provides information to staff on upcoming learning opportunities.
• Communicates with clients on upcoming learning opportunities.
• Partners with COrWE and other HR units as requested to provide learning opportunities.
• COrWE and other HR units will notify HRC of upcoming training initiatives.
Department Training Requests
• Department manager or supervisor requests consultation and provides information.
• Department works with HRC to develop training action plan.
• Consults with client and COrWE to determine if lack of training is root cause of issue.
• Reviews current training programs with department and COrWE.
• Recommends learning opportunities and appropriate programs in consultation with COrWE.
• COrWE will coordinate participation of additional internal and/or external SMEs as needed.