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Service Enhancements

• Workshops/ Trainings
  • Co-hosted Financial Wellness Week providing workshops for faculty, staff, and retirees.
  • Facilitated Real Colors workshops with units and departments across campus to support team building, culture development, and personal awareness and growth.
  • Launched HR Professional Development Day, Administrative Assistant Training Academy (A3) pilot, Facilities Management Training Academy, and REBELearn Training Academy.
  • Launched 51�ԹϺ��� Talent Badge in REBELearn for Management Training Academy and REBELearn Training Academy. This digital badge program is a meaningful way for managers and peers to validate learning and job skills. 51�ԹϺ��� Talent Badges are open badges that are verifiable, portable and packed with information known as .
  • Integrated 8,000 web-based LinkedIn Learning trainings with REBELearn.
  • Offered workshops in Mitigating Bias and Writing Job Ads.
  • Provided multiple Workday and business process trainings for business managers, supervisors, and administrative assistants including
    • detailed Workday demonstrations and training materials on HR processes with Q&A related topic discussions.
    • In depth modules created in REBELearn for ‘at your own pace’ training.
    • Short, topic-specific “live” sessions highlighting key points on frequently used Workday processes.
  • Assisted in the development and operationalization of 51�ԹϺ���’s new Values. Established values ambassadors and an ongoing community of practice.
  • Implemented 51�ԹϺ���’s new recognition program, Rebel Applause, allowing employees to quickly and easily recognize each other for their accomplishments and reaching service milestones.
  • Supported the development of content for 51�ԹϺ���’s new , which helps employees and students find tips and tools for everything from improving mental and physical health, to building friendships and finding balance.
  • Successfully transitioned the Americans with Disabilities Act (ADA) faculty and staff accommodation process to Human Resources.
  • Enhanced service by implementing a process through which employees can schedule in-person, virtual, or phone appointments with benefits representatives.
  • Led a study, Rebel Future, to establish a 51�ԹϺ��� job architecture and compensation model. This initiative will provide a framework that is transparent and organizes jobs in a clear structure as the university strives to be competitive in the internal and external market (in progress).
    • Served on statewide think tanks to gain understanding of collective bargaining units.
    • Led a Student Employee Performance Evaluation Committee composed of students, supervisors, and administrators to create a student employment performance evaluation and process that aligns with competencies for career readiness.
    • Launched year two of the Search Advocate Pilot Program.
    • Recruited an Onboarding Specialist and defined how they will help the university deliver a best-in-class first-year experience for new employees.

Process Improvements

• Workday wins
  • Streamlined Workday Security Role Assignment process by removing unnecessary approvals.
  • Developed Workday Proxy Procedure with 51�ԹϺ��� Workday security stakeholders’ group.
  • Collaborated with Sponsored Programs and NSHE on Workday “Over the Cap” initiative to assist with grants compliance efforts.
  • Advocated for and received approval for Student Council and Residential Assistant period activity pay.
  • Tested Form I-9 and Work Study processes before implementation
  • Collaborated to streamline the classified staff enrichment award application process by using an online form.
  • Collaborated to move the GIA application and workflow to Workday.
  • Created a process for HR to upload mass student employee wage increases in order to reduce manual efforts for units.
• Developed and implemented a search exception process for the hiring of postdoctoral scholars to help remediate pain points in the hiring process.
• Streamlined Medical Resident off cycle pay procedures.
• Rebranded Workday applicant portal to create an enhanced user experience.

Communication Enhancements

• Created and updated various webpages
  • Ensured accessibility guidelines were met.
  • Improved navigation to information by employee type.
  • Created Rebel Future and RTA websites
  • Refreshed L&D, OD and EAP websites
  • Developed and published an Employee Relations webpage. The new user-friendly layout gives employees easy access to updated information and accessible documents pertaining to governing rules and regulations, performance evaluations, corrective action, and employee resources.
• Proposed a new process that was implemented for NSHE that includes communication for each Workday change ticket that moves to production.
• Began regular presentations on useful Workday reports to the campus via monthly Campus Operations Update meetings. 

• Launched the Search Advocate Pilot Program designed to support the search and hire process for academic and administrative units.
  • Hired a search advocate coach/associate program director
• Led the execution of organization-wide professional development and training strategies for supervisors and emerging leaders, including the following programs that were delivered virtually due to COVID-19:
  • Management Training Academy (MTA)
  • HR Professional Development (HRPD) series
  • Leadership Coaching Program (LCP)
• Co-created the year-long curriculum for 51�ԹϺ���’s Leadership Experience and President’s Fellows Program, reaching 29 leaders and emerging leaders on campus.
• Implemented 51�ԹϺ���’s inaugural, enterprise-wide learning management system (LMS), REBELearn.
  • Since implementation, compliance increased for Preventing Harassment and Discrimination, Cybersecurity Awareness, and General Workplace Safety have all increased substantially. There are currently 77 training sessions in REBELearn.
• Developed guidelines for hiring letter of appointments (LOAs) to ensure compliance with Fair Labor Standards Act (FLSA) requirements. Eliminated the LOA agreement.
• Partnered with a number of departments to create career ladders that offer promotional opportunities for department staff.
• Developed best practice on auto-progressions for specific classified specifications.
• Provided recommendations to the Division of Human Resources Management (DHRM) on occupational studies.
• Created a verbal job offer checklist for hiring managers.
• Created and executed 51�ԹϺ���’s wellness program, Rebel Reset, which offers no-cost wellness programming to 51�ԹϺ��� campuses.
• Faculty/Staff Wellness
  • Partnered with campus to identify resources available to faculty/staff
  • Redesigned webpage for easier navigation
• Created and revamped multiple HR webpages including:
  • Refined the HR classification and compensation webpage for better navigation by employee type
  • Developed webpages for hiring student employees and being a student employee (which replaced outdated Student Employment Handbook)
  • Redesigned the Benefits page for ease of use
  • Developed webpages for FMLA and Time Away
  • Reviewed and remediated or removed inaccessible documents from HR webpages increasing accessibility score to 91.5%
• Student Employment
  • Hired a dedicated HR student employment specialist
  • Established the Student Employment Advisory Council – a coalition of student supervisors who meet monthly to review web content, training materials, and share resources.
• Grant-In-Aid - Implemented OnBase for reporting and processing simplifying the process for the end user.
• Benefits Education - Partnered with vendors to provide 40 benefits and retirement workshops, including two retirement fairs.
• Implemented i2Verify for employment and wage verifications and public service loan forgiveness requests.
• Workday Wins - collaborated with NSHE to improve and streamline Workday processes. Examples:
  • Period Activity Pay (PAP) - Implemented PAPs for residential assistants to eliminate manual time entry.
  • Add attachments at Initiate Offer - Added an "add attachment" option at the offer step that allows managers to add pertinent documents.
  • Offer Text Block Update for Position Information - Revised offer/contract text blocks to identify position information, status, compensation grade, and pay type providing clarifying information for candidates
  • Manage Attachments Business Process:Hire/Onboarding - HR partners can now remove attached Personal Identifiable Information (PII) documents from the Hire, Onboarding, and Name Change business processes.
  • Work Study Optimization - Made extensive updates to the Hire business process to ensure students are assigned to the correct organization and the correct department accounts are being charged. This resulted in campus-level and SCS efficiencies for work study eligible students.
  • Assign Roles Routing Errors - Reduced overpayments by recommending changes to the Assign Roles step of multiple business processes.
  • Email Terminated Workers with Former Worker Login Information - Added a step to the Termination business process that sends an email to the former employee’s personal email address with information about how to login to Workday to retrieve tax documents.
  • Change Job business process Update to allow administrative assistants the ability to edit - Gave administrative assistants the security role necessary for them to update employee types (i.e., from temporary, fixed term to regular or student, fixed-term to regular, etc.).
  • 'Zombie PAP' identified and fixed - Modified the period activity pay integration to reduce overpayments.
  • Update security of the SSN Integration to decrease duplicate records - Updated the social security number integration to search for existing employee records throughout the entire NSHE instead of within an institution.This resulted in less duplicate records in the system.
  • COVID Vaccine Tracking Custom Object - Developed a solution to track compliance with the COVID-19 employee vaccine mandate. Created multiple reports to respond to requests from the state.
  • New Functionality: End Jobs - Added a new functionality to simplify managing employees with multiple jobs. It allows users to select which jobs to end, terminate and/or switch the primary job.