Healthy for Life will hold a Wellness Fair this month for faculty, staff and retirees:
• Oct. 29: University of Missouri-Columbia at Reynolds Alumni Center from 8 a.m.-3 p.m.
Up to one hour of release time is approved for a flu shot at the Wellness Fair, in anticipation of long lines like last year. If time away from work exceeds 60 minutes, vacation or sick leave must be used to account for any additional time.
The Board of Curators has mandated a second training module, this one specifically targeting supervisors. The program is entitled Preventing Employment Discrimination and will be formally announced in early to mid-November. It will be required training for all supervisors but non-supervisors can access it, as well. The primary goal of this course is to enable supervisors to identify, avoid and report behaviors that appear to violate employment discrimination laws. Topics include ADA, FLSA, FMLA, Equal Pay Act, Jobs for Veterans Act, and more. Look for an announcement from campus Administration within the next week or so.
The program is already accessible on one’s myHR web page (myHR>Self Service>Personal Information>HR Training –PED). The estimated completion time is 60-90 minutes; there is a ‘mastery test’ to complete. As before, if you wish to print a Certificate of Completion and send me a copy, I’ll be glad to add it to your personnel file. Otherwise, completion will be electronically tracked by HR.
Leo
Leo invites library employees to attend another free webcast scheduled for Nov, 4, from 12:00-1:00 p.m., 4G41 Ellis Library. This topic is “Connecting Leadership Development and Leadership Hiring.” A description follows.
Succession management best practices suggest that the appropriate balance between hiring leaders should be 70% internal and 30% external. Leadership readiness programs, however, have suffered in the recession and been traditionally disparate from recruiting and retention activities. Talent acquisition teams, meanwhile, often lack visibility into the development pipeline at an organization.
It seems only natural that the two should partner; the leadership hiring team is great at identifying talent and the leadership development staff excels at bringing out potential in talent. How can your organization remove talent management silos and forge a connection between the teams of hiring and developing? With stakes like the high costs of re-recruiting, knowledge loss and executive turnover, it’s critical to master now.
RSVP’s are not required. Release time is available with supervisor approval.
October 29, 2009
Time: 10:00 – 11:30 a.m.
Place: Cornell Hall, room 003
Trainer: Ray Bacon, Social Science Statistics Center
Space is still available for the introductory session on the use of SPSS for data analysis. SPSS, aka PASW. SPSS is a statistical software package that is useful for analyzing numbers beyond percentages. It is a point-and-click software package; as such, no knowledge of coding or higher math is required to use SPSS.
The target audience is anyone interested in learning the ‘first steps’ in using SPSS. Participants will learn how to set up a basic research question for gathering useful data, how to enter the data into SPSS, and how to run a couple of basic statistical analyses on the data, e.g., correlation. Ray Bacon will lead the session. Ray is a MU employee whose primary job is to help faculty, staff, and students conduct statistical analysis. Ray and his colleagues at the Statistics Center do this for free.
Release time is available with supervisor approval. Please RSVP to Leo for headcount purposes (AgnewL@missouri.edu).
Job posting for the Library Information Assistant position can be found at https://jobs.missouri.edu/vacdetails.php?vac=1015258.
10/1/1985, Ruthe Morse
10/1/1990, Sue Schuermann
10/7/1991, Pearl Newbrough
10/29/2001, Sheila Voss
10/4/2004, Ernest Shaw
10/23/2006, Michael Hopkins
10/30/2006, Stara Herron
Human Resource Services is sponsoring its 5th Annual Training Conference, October 6-8, 2009, for Columbia campus staff employees. There are fifty training sessions covering diverse topics including topics such as leadership, supervision, personal financial planning, retirement planning, and time management.
All sessions are free and this is a great opportunity to set aside a couple of days for professional development. All sessions will be held at Memorial Union and the speakers are mostly MU staff and faculty who are all experts in their fields. Sessions run concurrently but several topics are repeated over the two days.
For course information, and to register online, go to https://iatsbase.missouri.edu/hrtraining/loginForm.aspx. Release time is available with supervisor approval. As an FYI, employees in academic titles have been able to attend on a space-available basis.
Job posting for the Library Information Assistant position can be found at https://jobs.missouri.edu/vacdetails.php?vac=1015258.
SPSS Workshop
October 29, 2009
Time: 10:00 – 11:30 a.m.
Place: Cornell Hall, room 003
Presenter: Ray Bacon, Social Science Statistics Center
You are invited to participate in an introductory session on the use of SPSS for data analysis. SPSS, aka PASW, is a statistical software package that is useful for analyzing numbers beyond percentages. SPSS is a point-and-click software package; as such, no knowledge of coding or higher math is required to use SPSS.
The target audience is anyone interested in learning the ‘first steps’ in using SPSS. Participants will learn how to set up a basic research question for gathering useful data, how to enter the data into SPSS, and how to run a couple of basic statistical analyses on the data, e.g., correlation. Ray Bacon will lead the session. Ray is a MU employee whose primary job is to help faculty, staff, and students conduct statistical analysis. Ray and his colleagues at the Statistics Center do this for free.
Release time is available with supervisor approval. Please RSVP to Leo for headcount purposes (AgnewL@missouri.edu).
Now and then, an interesting HR-related webcast comes across my desk and it dawned on me recently to ask my colleagues to watch the programs with me. As such, you are invited to join me at the following dates/times. The webcasts are free; RSVPs’ are not required; be sure to check with your supervisor for coverage issues.
It’s not my intent to turn these into formal training sessions, per se; it’s more of an opportunity to listen and react to the content. You’ll probably see similar invitations in the future as interesting webcasts are advertised.
Employee Performance Management: The Heart of Talent Management
Friday, Sept. 25, 2009.
1:00 – 2:00 p.m. CST
4G41 Ellis Library
Sponsored by the Society for Human Resource Management
Description: Companies often look at the elements of talent management — including compensation management, succession planning, and learning and development — as independent concerns. In fact, all of these objectives are elements of employee performance management. In this program, Michael DeVries, SPHR, will provide insight and case studies on how companies have used performance management as the linchpin to their successful talent management initiatives.
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From Employee Feedback to Actions for Manager Development
Tuesday, Sept. 29, 2009,
11:00 a.m. – 12:00 p.m. CST
4G41 Ellis Library
Sponsored by Human Capital Institute
Description: Learn how IBM was inspired to create its Manager Feedback Program. In 2004, IBMers around the globe were communicating, collaborating and kicking around ideas for improving IBM. It was WorldJam2004 and nearly 60,000 IBMers were jamming. Through this high-profile event, the single, most highly rated idea across IBM was to introduce a way for employees to provide feedback and insight about their manager’s effectiveness. WorldJam2004’s most highly rated idea, was then launched in 2005 giving employees a systematic, consistent way for employees to provide constructive insights and giving managers recommended actions for improvement.
Components of this unique program include: IBM’s Manager Feedback Program Form: A structured survey program, where employees provide quantitative and qualitative feedback about their manager’s effectiveness; Manager Feedback Program Report: How managers receive insights into their people management strengths/weaknesses and Manager Feedback Program Development Guide: Provides an array of learning resources to improve people management skills and leadership capabilities.
IBM will share lessons learned in running this grand-scale global program, now in its fifth year and reaching 394,000 IBMers and generating reports to 48,000 IBM managers. Listen in to learn how IBM is turning employee feedback into action for the development of their people managers.