100-Day Report - University of Nebraska Omaha

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2. What workforce strategies should we focus on to improve productivity? ‣ I think each college is in the best position to identify ways to increase productivity/innovation. o Add Technology (we’re currently working on several initiatives in this area) o Improve training / increase skill capacity (needs to be job specific and at the college level) o Clarify expectations and instructions (tighten up some of the job descriptions) o Match people better with positions ‣ First, ensure that everyone is working according to a work plan and that they are accountable to a supervisor who also is responsible for making sure that staff have useful work to do. ‣ My top three strategies to focus on would be: o Matching people better with the position; o Providing a more supportive work environment; and, o Reducing sick leave taken (a more‐encompassing wellness program). ‣ Management effectiveness training ‣ Improve and expand employee skill sets (use as an incentive for more pay; e.g., “Teaching Buffaloes to Fly” that Ralph Stayer of Johnsonville Sausage fame implemented). ‣ Provide the right tools and support to ensure success (goal/objective achievement) ‣ Match employees skill sets better to the type of work they will be performing. Provide adequate training on the skills needed to be successful. ‣ Provide clear expectations and instructions; tie activity and measurements to mission, goals and objectives of the organization. Let people see how what they do supports these goals and objectives. ‣ Manage effectively/Match people better with positions—some employees at the University seem to be less helpful than others; they want to do as little as possible, don’t want to entertain new ideas, and push off as many responsibilities as possible to other departments; some have been here such a long time even though they are not fulfilling their job duties. ‣ Add technology—my department would benefit if our front desk could receive text messages from students (especially helpful to deaf students). ‣ Provide Supportive work environment—there are some employees who do not work as a team but rather insulate themselves and prevent progress/collaboration. 14
‣ The best way to improve productivity is to create a supportive environment where people feel free to express ideas and suggest better ways to do things. This is not the case in many departments at UNO. ‣ Because we are facing budget cuts, monetary compensation is not going to be an option but perhaps offering non‐monetary incentives from time to time such as: an afternoon at Joslyn, having lunch with the Chancellor or the head of your department, an afternoon game of golf, a CWS ball game, leaving an hour early, etc. Just some thoughts. A happy worker is a productive worker! ‣ Reward employees who do not abuse sick leave. ‣ Reduce turnover with higher pay scale. ‣ We should give some type of compensation to employees that do not abuse their sick leave. Also, I would like to see some type of compensation when employees do not have a large amount of medical claims. Possibly there should be two levels of premiums for employees: lower premium for those who do not turn in more than $(amount to be determined) of medical claims and everyone that has over that amount must pay a higher premium to help support their many claims. ‣ Provide supportive work environment – I feel that with the budget cuts and the economy the way it is today, the University should focus on a “family friendly work environment.” With the younger workforce, benefits of flexible work schedules will be a hug benefit to employees. This would also help reduce turnover and reduce sick leave taken. A few large corporations are known as the “best places to work” due to their family supportive atmosphere. 15
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 and 10: Strategies to Address Findings Stra
Page 11 and 12: HR Develop an online library of re
Page 13 and 14: 4 FOCUS GROUP COMMENTS 11
Page 15: ‣ Data on the impact of training
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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