100-Day Report - University of Nebraska Omaha

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HR Provide recognition for good attendance. HR Provide exercise samplers at break rooms, in office buildings outside HPER. HR Provide a regular wellness Fit Notes* in UNO Enotes. C. Productivity/Efficiency HR Adopt a new performance evaluation tool that is tied to online job description system. HR Provide ad hoc reports to managers/supervisors on attendance as well as counseling tools to assist managers with employee counseling sessions. HR Continue to monitor performance evaluations completion with a goal of improving the percentage of employer‐completed evaluations by 5 %. HR Provide annual training program and resources for managers and supervisors on the following topics: ~ Performance Evaluation 101 (In Progress) ~ Coaching for Improving Employee Performance ~ Documenting Performance Problems and Performance Improvement ~ Writing Clear Expectations, Setting Goals, Measurement D. Regulatory/Policy Compliance HR Provide training program and templates to help document policies, procedures and practices. (In Progress) HR Provide regular updates on labor laws issues, employment strategies and workforce data. E. Employee Recognition/Leadership HR Develop a leadership library in UNO Library and encourage leaders to contribute by identifying materials leaders should read. 8
HR Develop an online library of reference materials on subjects that leadership identifies as key KSAs for managers and supervisors. HR Develop training programs and a management certificate program for managers and supervisors. F. Communication HR Continue the Budget 101 program. HR Communicate Budget Financial Facts HR Provide educational programs on business management concepts – ie, productivity measures. HR Communicate the Chancellor’s Leadership Values. HR Publish quarterly newsletter G. Value Added Service HR Provide an annual workforce report HR Provide annual customer satisfaction survey HR Provide annual employee engagement survey 9
Page 3 and 4: TABLE OF CONTENTS I. Introduction/E
Page 5 and 6: Introduction/Executive Summary Plea
Page 7 and 8: E. Employee Recognition 10. To achi
Page 9: Strategies to Address Findings Stra
Page 13 and 14: 4 FOCUS GROUP COMMENTS 11
Page 15 and 16: ‣ Data on the impact of training
Page 17 and 18: ‣ The best way to improve product
Page 19 and 20: ‣ A five‐year stretch for recog
Page 21 and 22: ‣ Sufficient. I use this a lot; i
Page 23 and 24: 4. From your experience, how compet
Page 25 and 26: 5. If you worked with HR on an empl
Page 27 and 28: ‣ At times it seemed to take a wh
Page 29 and 30: 8. How well do we keep you informed
Page 31 and 32: 10. In your previous work experienc
Page 33 and 34: 12. What emerging workforce issues
Page 35 and 36: ‣ My concern is that the universi
Page 37 and 38: ONLINE SURVEY RESULTS An online sur
Page 39 and 40: How well informed does HR keep you
Page 41 and 42: How effective are the employee reco
Page 43 and 44: The forms and tools provided for pe
Page 45 and 46: How often do you use Employee Self-
Page 47 and 48: How do you get your news about what
Page 49: 6 100-DAY REPORT BRIEFING 47
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IV. Next Steps ‣ Put final revisi
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Survey Questions for HR 100-Day Rep
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Other Data Focus Groups Types and I
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Vida Hill Robert Hoffman Allison Ju
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UNO Faculty Senate ~ Full Membershi
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Blaine James Dorothy Bruce Robert W
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$5000. Stipends for the Urban Studi
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100-Day Report - University of Nebraska Omaha

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