Themes and Goals
The 2006 employee engagement survey indicated that more employee recognition efforts were needed on campus. In response, Human Resources created guidance for the campus and conducted targeted outreach to campus departments regarding how to develop and implement recognition programs. As a result, by 2012, the campus implemented 100 recognition programs; a 1150% increase from the recognition programs in place in 2006. Nevertheless, the 2012 survey highlighted the continuing need for greater recognition of employees on campus.
By January 1, 2014, increase the number of recognition programs on the campus by 20%.
As of June 1, 2013, the number of recognition programs on the campus have increased by 8%.
Childcare and Eldercare
Survey results indicated that employees were largely unaware of available childcare and eldercare resources.
Shortly after the survey concluded, the campus announced its partnership with Sittercity. Sittercity.com is an online platform that connects our employees to pre-screened babysitters, nannies, elder care providers, tutors, pet care providers and housekeeping services. This Sittercity benefit provides our employees with access to a nationwide network of caregivers with profiles that include background checks, references, reviews, pictures and more.
Since the program launched in February, approximately 650 employees have taken advantage of this new benefit and enrolled in Sittercity. To learn more about Sittercity, refer to our Sittercity resources.
By January 1, 2014, increase the number of employees enrolled in Sittercity.com to 1000.
As of June 1, 2013, we are excited to announce that SelectPlus (Sittercity and Years Ahead) enrollment has reached 1000 participants and continues to increase as the number of participants grows.
Survey results indicated employees' desire for greater career advancement and guidance regarding how to advance their career on our campus. While HR does not provide individual career coaching, a variety of resources are available on our campus and within our community to help employees explore ways to seek to advance their career.
To provide employees with information regarding resources that are available to help them advance their career, obtain job-related training and career coaching.
Leadership Development and Mentoring
The survey results reflected that employees at all levels of the organization wanted leadership development and mentoring programs to help them be more successful in their positions. HR recognizes the importance of providing leadership development programs, especially to an organization as large and complex as ours.
The University of Colorado office of Employee Learning and Development offers two distinct leadership programs to faculty and staff on all campuses: the Excellence in Leadership Program and the Leadership Development Program. For more information contact email@example.com or visit http://www.cu.edu/eld/leadership. Self-paced leadership trainings and books are available to all employees on Skillsoft.
For HR to explore options to obtain resources from the campus to provide leadership development and mentoring programs.
The survey results indicated understandable frustration regarding the lack of merit and base-building salary increases.
While classified staff received a one-time 3% non-base building increase in October 2011, classified staff have not received a base building increase in over four years and exempt professional increases have been modest. Our employees play a critical role in our campus's success and the Department of Human Resources is committed to continuing to advocate for base building pay increases for our employees.
On Monday, April 29, 2013 the Governor signed Senate Bill 13-230, commonly referred to as the FY 2013-2014 budget bill, or Long Bill. According to this bill, classified employees are eligible for a 2% cost of living increase (COLA), a performance based merit increase (based on a 1.6% pool), and an additional increase if an employee’s new salary (after the COLA and merit increases are applied) falls below the new minimum salary for their job class. Additionally, the University of Colorado Board of Regents approved a merit salary pool of 3.1 percent for faculty and university staff (officer and exempt professionals).
In addition to a paycheck, total compensation consists of all the rewards, monetary and non-monetary, that an employee receives as a result of employment with the University. The University of Colorado contributes a significant amount toward benefits because it values the health and financial security of its employees. This includes contributions towards medical and dental premiums, and providing basic term life insurance and accidental death and dismemberment insurance to employees at no cost.
With the 401(a) Optional Retirement Plan, the university match adds 10 percent of an employee’s gross salary to an individual’s retirement fund. With the 2013-14 fiscal year, the one-year wait for new employees was waived, allowing employees to boost their retirement savings sooner. For those enrolled in PERA, the university will contribute between11.35 percent to 15.65 percent, depending on hire date.