WelcomeJarred Davis

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• Welcome! Jarred Davis
• Employee Relations Specialist
• Events
• Veterans Day ceremony
• Nov 11 at 11am in Ray Courtyard of RMC
• Service Award program
• February 16, 2010 from 130pm-3pm
• TEAMS Program
• Employee Survey Feedback

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• Cohort 1
• September 2009-June 2010

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• Goal
• To build a foundation of key managerial and
  leadership competencies and promote a culture
  enabling shared success among a select group of
  first line and mid-level staff members.
• To provide a managerial development opportunity
  as a means to recognize, reward, and retain
  talented employees.
• To expand upon the success of the RiceLeaders
  series and support the building of a
  comprehensive management development program at
  Rice.

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• Objectives
• Upon completion of the series, participants will
  be better able to
• Understand their role and responsibility for
  being actively engaged in identifying, preventing
  and/or resolving problematic situations and in
  making suggestions for improvement in their
  individual work groups and more broadly across
  Rice.
• Use their enhanced skills to better manage and
  execute their responsibilities and to strengthen
  Rices foundation of functionally strong and
  competent first line and mid-level managers.
• Encourage, support and develop cross cultural and
  departmental collaboration in achieving our
  mission and the V2C.
• Understand the dynamics of team collaboration
  with colleagues and be able to develop and lead
  project teams to success.

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• Program outline
• Starting in September 2009, participants will
  attend monthly technical sessions and/or
  leadership sessions.
• Hosted and facilitated by VPA and HR with support
  from OGC, EEO/AA and various staff and faculty
  who have completed the RiceLeaders program.
• TEAMS Cohort 1 - Thirty participants throughout
  campus from academic and administrative areas
• Coaching provided by supervisors and/or other
  departmental leadership to promote opportunities
  for TEAMS members to apply knowledge, expand
  their work experience, practice new skills, and
  encourage and enable opportunities to expand
  skill set.
• RiceLeaders participants will serve as mentors to
  encourage and enhance skill development, and
  expand the TEAMS member knowledge base beyond
  their immediate department.
• Host a celebration ceremony at the end to
  recognize efforts and commitment of participants
  June 2010.

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• Operational focus sessions
• Designed to build a foundation of competencies
  necessary to be successful in the operational
  aspects of successful supervision.
• Topics
• Leadership and Management skills
• Hiring staff
• Performance management
• Understanding the legal and University
  responsibilities as a supervisor
• Creating a positive workplace culture

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• Operational Presenters
• Russell Barnes Director, Affirmative Action/
  EEO
• Wiley Bennett Staff Recruiter
• Mary Cronin Associate Vice President for Human
  Resources
• Mark Ditman Associate Vice President for
  Housing and Dining
• Colleen Dutton Director, Compensation
  Employee Relations
• Kevin Foyle Associate Vice President for
  Development
• Carlos Garcia Sr. Associate General Counsel
• Linda Hamaker Assistant Chair, Chemistry
• Kevin Kirby Vice President for Administration
• Angela Lipari Sr. Compensation Analyst
• Michelle Potoczniak Staff Recruiter
• Doug Tomlinson Associate Vice President,
  Project Management
  Engineering

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• Leadership focus sessions
• Focused sessions facilitated by RiceLeaders to
  develop and enhance leadership skills and promote
  discussion on the practical application and daily
  challenges of leading a team.
• What I learned the hard way
• Topics include
• Communication, delegation and motivation
• Project management
• Leading teams and working with others
• Process Improvement
• Ethics in the workplace

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• Leadership Presenters

• Janet Braam - Professor Department Chair,
  Biochemistry Cell Biology
• Jim Coleman Vice Provost for Research
• Mary Cronin Associate VP for Human Resources
• Chris DelConte Athletic Director
• Kevin Kirby - Vice President for Administration
• Sara Lowman Vice Provost University Librarian
• Brent Smith Associate Professor, Associate Dean
  for Executive Education
• David Tenney Registrar

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• Commitment level
• A 10 month commitment of participation from
  participants and support from supervisor/departmen
  t to complete program
• Estimated time commitment over 10 months 40
  hours total
• Classroom time 14 hours
• Mentoring sessions 12 hours
• Prep work, projects, coaching sessions, and other
  activities 14 hours
• Commitment to provide engaged coaching and
  mentoring to participants by their supervisor and
  members of RiceLeaders to serve as mentors.

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• Mentoring Program
• 1 hour session between mentor and mentee
• Estimate 6 sessions over 6 months (Nov/Dec
  May/June)
• Mentoring Design Team (MDT)
• Comprised of RiceLeaders who will design and
  develop program objectives, guidelines and action
  plans
• Training for mentors October 23, 2009
• Discovering the Mentor Within
• Presented by Kathy Wentworth Drahosz - The
  Training Connection, Inc.
• Matching Mentor to Mentee
• Based on career and development goals, and
  criteria established by MDT

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• Cohort 1
• Mauricio Benitez Rose Berridge Lisa Birenbaum
• Michele Boillotat David Brown David Bynog
• Crystal Clayton Kim Corbett Crystal Davis
• Amanda Focke Elizabeth Gbordzoe Al Grazis
• Christine Hughes Maria Johnson Eugene
  Kettlewell
• Ryan Kirksey Angela Lipari Chris Lopez
• Mike Morgan Damien Pierce Beth Raffety
• Mark Sakowitz Sharon Scoppa Jessica Stark
• Heather Stern Hugh Ton-That Olivia Waldron
• Tiffany Ware Doug Wells Chris Zalesky

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• Questions?
• TEAMS program coordinator
• Colleen Dutton
• Director Compensation Employee Relations
• cdutton_at_rice.edu
• x4755

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Employee Survey FeedbackAdministrators Forum
October 13, 2009
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Two employee surveys

• Houston Business Journal - Best Places to Work
  in Houston
• Participation is open to all Rice employees
• Must have at least 10 of the employee
  population participate to be considered
• Compared to other employers with 500 employees
  (all industries)
• The Chronicle of Higher Education - Best Colleges
  to Work For
• 247 institutions participated in 2009 survey, 60
  are research institutions
• Random sampling (per CHE criteria) of faculty and
  staff participate
• More scientific with broader scope
• Compared to other higher education and research
  institutions

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• Surveys are used to
• Market Rice in recruitment efforts
• Measure internal employee attitudes for a sense
  of overall satisfaction.
• Solicit feedback to assess the value added for
  benefits and actions impacting the workplace
  environment.
• Identify areas for growth and development.

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Best Places to Work Survey

• Scores have steadily increased

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Best Places to Work Survey

• Top 3 categories are consistent for 2006-2009
• Alignment with Goals
• Trust with Coworkers
• Satisfaction with Current Role

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Best Places to Work Survey

• Lowest 3 categories are consistent for 2006-2009
• Manager Effectiveness
• Feeling Valued
• People Practices

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Best Places to Work Survey

• Actions and decisions influenced by survey data -
• Whitaker Scholarship
• Child Care Center and back-up care
• Spring Recess Day
• TEAMS and RiceLeaders
• More supervisory and leadership focused HR
  training sessions
• Feedback to President for Town Hall meeting
  topics
• Discussions with department managers and leaders
  on creating career development opportunities and
  improving morale
• Discounts on parking and dental insurance for
  lower paid employees

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Chronicle for Higher Education

• Rice is included in the medium size category
  based on size of student population (3,000 -
  9,999 total)
• Rice University made the Honor Roll for 2009
• Recognizes the overall top 10 colleges in each
  size category based on the number of times they
  were recognized in the individual categories.

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Chronicle for Higher Education
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Chronicle for Higher Education

• Rice recognized in 16 categories
• job satisfaction
• healthy faculty-administration relations
• collaborative governance
• teaching environment
• physical work space conditions
• facilities and security
• compensation and benefits
• professional/career development programs
• work-life balance
• confidence in senior leadership
• internal communications
• connection to institution and pride
• perception of and confidence in fair treatment
• respect and appreciation
• policies, resources and efficiency
• tenure clarity and process

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Overall themes

• Employees like what they are doing and take pride
  in working at Rice.
• Employees feel connected to the Universitys
  vision and plans for the future.
• Rice has managed to create an overall culture of
  trust and teamwork.

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Areas for Improvement

• Managers and Supervisors need to provide more
  feedback on job performance.
• Create more upward mobility opportunities for
  staff that include training and development.
• Demonstrate appreciation of work performance and
  work load management.
• Collaborate and share in best practices across
  campus.
• Promote a positive work/life balance.

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Action items for everyone

• Continue to link organizational actions to V2C
  Initiatives.
• Continue efforts and activities that support and
  encourage a culture of trust and respect for all
  employees.
• Continue to seek the competitive edge with peer
  institutions and industry, while balancing fiscal
  restrictions for benefits, pay, recognition and
  rewards.
• Encourage active communication between employees
  and supervisors to better manage work/life
  balance.
• Utilize survey data and feedback in discussions
  with Benefits Committee, SAC, and department
  leaders to increase awareness of employee needs
  and perceptions.

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Survey participation - next steps

• Will participate in 2010 survey for Best Places
  to Work to collect 5 years of data.
• Will participate in The Chronicle of Higher Ed
  Best Colleges to Work For survey for the next 2-4
  years

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Questions/Feedback

• Your feedback is important
• Please participate in the surveys
• Questions?
• Thank you for all you do for Rice!!