HR NEWSfor County HR & Payroll Staff

Transcription

1 Spring 2016 HR NEWSfor County HR & Payroll Staff In this issue: Voluntary Benefits New Voluntary Benefits Program Gift Card Policy Brown Bags Total Comp Update Tuition Reimbursement Offboarding Congratulations Carolyn Reading Paychecks Welcome Marcus County employees now have access to several new Voluntary Benefits including Met Life Accident, Hospital and Critical Illness plans and Pet Insurance offered by Nationwide. Please join us for a Special Open Enrollment period May 2nd 20th. Visit the Benefits website for more information

2 Gift Cards Elevate employee motivation and engagement with Gift Cards Brown Bag Series G ift Cards are an easy and inexpensive way to reward employee and team accomplishments. Currently, the Gift Card Program has a diverse selection of vendors to fit almost any employee choice. For managers and administrators, the process to order gift cards is very simple. All gift card requests must be made through the Employee Service Reserve (ESR) Fund Manager in order to ensure compliance with the policy. In order to purchase a gift card(s) please complete: the Gift Card Request Form. Send the completed form with all signatures to giftcards@slco.org and then pick up gift cards at Mayor s Finance on payday (7th/22nd) or by appointment. Note: If one division wants to pay for a gift card issued to an employee of another division, the Fiscal Manager can give the accounting string to payroll to divert to that funding. We would need a communication from the organization wanting to pay for it so we can verify the funding is authorized. If you have questions please contact Michael Ongkiko - MOngkiko@slco.org / or Brett Carlson - BRCarlson@slco.org / June 23 rd Making the Most of Performance Improvement Plans E mployee Relations is offering this brownbag for supervisors who want to make the most out of performance improvement plans and encourages movement away from a punitive process to a proactive process for employees. We will discuss when to utilize a PIP, tips for implementing, how to make the process interactive and get employee buy-in. 2 HR NEWS Salt Lake County

3 Total Compensation Update Related Work Experience and Compression Analysis H uman Resources wants to gather your prior work experience to help finalize the pay compression analysis. The goal of the compression analysis is to spread employees pay through the new salary structures. We have compression problems where employees who have significant work experience are paid salaries close to salaries of employees with much less work experience. By including your county work experience with your related work experience from outside the county, HR will be able to recommend pay that is based on all your related work experience. The key words here are related work experience. Related work experience comes from those jobs where your responsibilities were very similar to your job responsibilities right now. How is HR going to gather your related prior work experience from your jobs outside of the county? You can help. In Currently, we are asking you to log into PeopleSoft Employee Self Service. There you will see a blank Prior Work Experience page. Just fill out a section for each job that is related to your job now. That simple! Unfortunately, without your related work history, we will only be able to use your county work experience in the pay analysis. So, be sure to submit it before the deadline. For more information please visit the Pay Compression Analysis webpage HR NEWS Salt Lake County 3

4 Tuition FAQs W e receive a lot of questions regarding the County s tuition reimbursement program. Below are a few of the most common questions we receive. When are applications due? Human Resources must receive applications for tuition reimbursement from 30 days prior to the start date of the term to 30 days after the start of the term. Check with your college or university to determine what type of term system they operate on. No exceptions. When are requests for reimbursement due? Human Resources must receive requests for reimbursement within 30 days of the last day of the term. No exceptions. The calendar year payment maximum is determined by the date the checks are issued not the date the courses were completed. Who is eligible for tuition reimbursement? Regular, permanent part-time and appointed non-merit are eligible for tuition reimbursement. Employees must have completed probation prior to the school term or course begins. What types of degrees or certificates are eligible for tuition reimbursement? Course work must be related to a field in which the county recruits. If you are unsure the program will be accepted contact Employees University prior to the start of your term. Do I have to be seeking a degree or certificate or can I take individual classes? Yes you can take individual classes but you are required to submit an endorsement from your supervisor that the class is relevant to your professional development in your current position. 4 HR NEWS Salt Lake County

5 Onboarding & Offboarding H uman Resources and the Onboarding Committee continue to work on enhancements to Onboarding including updates to POB (Point of Business) and new resources for supervisors and payroll/ HR staff. Our primary focus during the past few months has been offboarding. Offboarding is the process and resources required to separate the employee from the county. The focus of this initiative is consistency, enhanced security and customer service. What is in the works: Process and Resources Process design including who needs what information when an employee separates from the county. Offboarding request form to expedite the process and improve consistency Offboarding checklists for voluntary and involuntary terminations, retirements and transfers Offboarding Packet for employees including Need to Knows, contact information useful for exiting employees and frequently asked questions. If you have suggestions or questions please contact Mary Van Buren or Ryan Speer. HR NEWS Salt Lake County 5

6 Congratulations Carolyn! A fter both an external and internal search, HR is pleased to announce the promotion of Carolyn Campbell as the new Benefit Manager. This change was effective on Monday, April 25th, Carolyn has worked for the County since February 2014 as a Benefit Analyst where she was the SME for PeopleSoft and brought a technical understanding relating to open enrollment, base benefits and benefits administration. Carolyn also has led the HealthyMe Health and Wellness Committee. Prior to coming to Salt Lake County, Carolyn was the Global Human Resource Manager for SirsiDynix, where she led the HR function which included all benefit programs, vendor management, wellness, training, employee relations, engagement and performance management. Carolyn also worked at the Boart Longyear Company, Data2Logistics and Boston Scientific, all in generalist positions with a focus in employee benefits How to Read Your Paycheck D o you ever get questions regarding how to read a county paycheck stub? If so we have a resource for you. Payroll as created a color coded example paystub to help explain the features of the document. It includes explanations of such earnings, deductions, taxes and net pay. It also details how to read and understand the hours and earnings information. You can find the How to Read Your Paycheck document on the HR website under the New Employees or Current Employee section - Payroll and PeopleSoft Resources. 6 HR NEWS Salt Lake County

7 Welcome Marcus Meet HR s newest employee, Marcus Christensen the HR Business Analyst. M arcus comes to us with over 17 years of experience working with HR and HCM systems. During his time as a Consultant, he worked as Business Analyst, an Oracle HRMS expert and a manager. Marcus is already familiar with the workings of local governments. He was employed for 10 years with the City of Las Vegas in HR and then as the Lead HR consultant on their HRMS implementation. His work experience also includes the following: Managing projects and teams through gathering requirements, fit-gap analyses, process design, system configuration, testing, and implementation Working as an HR team lead through all phases of Oracle HRMS implementations at several client sites from design, setup, testing, training, conversion and go-live through post-production support Working as a Development lead for Oracle Advanced Benefits, in charge of Open Enrollment, developing and implementing new functionality, testing and upgrades His Oracle module experience also includes expertise in Core, Manager and Employee Self Service and Performance Management HR NEWS Salt Lake County 7