Human Resources

September 2007

Human Resources Advisory Group

Meeting Minutes

September 2007

Attended: Laurie McKenzie-Crane, Ed Best, Deborah Bennett, Chris Hardy, Sheryl Pustay, Tom Reese, Belinda Carr, John McOsker and Barbara Lay

Absent: None

Scribe: Barbara Lay

Cc: Seth Patton, Jim Ables

WELCOME

Barbara Lay welcomed the entire group back and extended a personal thanks to Chris Hardy, Deborah Bennett and Tom Reese for their volunteerism and support of HRAG. She also handed out to each of the members the brochure which provides an overview for HRAG and purpose of the group. She advised each member to read and understand it so that they can better serve their co-workers. Barbara turned the meeting over to Laurie MacKenzie-Crane, this year’s HRAG chair.

NEW BUSINESS:

* What is the procedure for yearly evaluations for support staff?

Barbara stated that the process should be that supervisors evaluate their employees at least once a year.

The group stated that this has not been occurring on a regular basis. Many felt the responsibility of evaluating staff has not been a requirement of management staff. Some support staff felt that their supervisors should be held accountable for not evaluating staff on a timely basis, and they are merely concerned that too much time has lapsed since their last evaluation, or that evaluations are completed without the actual interview.

Barbara stated that reminders will be going out to the supervisors to keep them on task regarding performance evaluations.

* Has Denison ever thought about offering vision insurance to employees?

Barbara stated that the idea has come up before, and yes, it has been considered. Barbara said that adding vision insurance to benefits would increase overall benefits costs. It is a challenge for Denison to maintain the current level of health care with annual increases to the plan. Vision insurance is not likely to happen. Barbara further stated that the Health Care Spending Account could provide an alternative savings where employee could set aside pre-tax dollars to off-set the cost of vision care.

* What is the policy for notifying employees about what their portion of GLCA tuition is and how it’s paid?

While there is policy on this subject, and Barbara does stand corrected in stating the contrary, the program does indicate that 10% is the participation fee. Part of the confusion here is that it is not read as such in the handbook, and HR will look to include that piece. Furthermore, the HRAG chair shared with the group that a general session explaining the admissions process and the benefits of the GLCA program at Denison is coming up this month. These programs are held in conjunction with Human Resources, Admissions and Financial Aid where the GLCA program is explain in depth. Some members of the group shared their experience going through the process, and stated that if they had questions they followed up with Human Resources. The tuition is average among the twelve consortia colleges, and employees are responsible for their portion which is 10% of that average.

* Choosing a part-time HRAG representative. Nominations.

HRAG suggested email notification be sent to all SOS part-time members soliciting the vacancy. Barbara said that email would not reach all part-time staff. Paper notifications soliciting the vacancy will be sent.

* Policy updates:

¨ Internal Postings/Transfer

Barbara stated that the internal postings/transfer policy is still under review and will be finalized soon. In short, this policy will not guarantee internal applicants an interview if they apply.

¨ Workplace Violence Policy (draft)

Barbara provided a draft of this policy and asked the group for comments and/or feedback.

The next HRAG meeting will be October 3, 2007 in Burton Morgan Room 317.