Not too many people jump up and down with excitement when they hear change is coming down the pike. After all, it’s human nature to be comfortable with the things you’re familiar with and fear the unfamiliar. So how can we ease minds when undertaking change initiatives in our institutions? How can we bring our campus community on board? How can we turn fear and uncertainty into acceptance and engagement?
Lack of accountability and leniency bias are common issues in performance evaluations, and they can lead to a situation in which it is difficult to address performance and/or behavioral issues. So what steps can higher ed HR professionals take to improve performance reviews?
Like it or not, you’re biased in some way, shape or form. All of us are. Study after study has proven this time and again. Given this fact, and the urgent need for diversification of the higher ed workforce, how can we keep unconscious bias from creeping in to our search and selection processes? Bottom line is, in order to combat bias (both intentional and unintentional), recruiting and selecting diverse talent requires different approaches, tools and techniques.
As higher ed HR practitioners, we need to ask ourselves and our teams: “Who do we serve?” and “How do we serve them?”
As chief HR officers joined together during the CHRO Summit September 28 at the CUPA-HR Annual Conference and Expo 2014 in San Antonio, Texas, process improvement and organizational effectiveness were just two topics of discussion that topped the priority list for these professionals.
This year San Antonio not only hosted a successful basketball championship run by the San Antonio Spurs, but also a championship caliber group of higher education HR professionals who have descended upon the city for the CUPA-HR Annual Conference and Expo 2014.
Here are news highlights from this week’s KC Connection:
- Webinar: Making the Most of Your CUPA-HR Data Resources – October 9 (free, but registration is required)
- Can You Legally Fire a Domestic Abuser?
- CUPA-HR Signs on to ACE Letter Commenting on Campus Accountability and Safety Act
- ERISA Turns 40
As the date draws near for the Affordable Care Act’s employer mandate to take effect, questions and uncertainty still abound — especially for higher ed, where the definition of “full-time employee” isn’t as clear cut as it is in many sectors. Since the employer mandate was announced, CUPA-HR has been seeking clarification and guidance on several of the questions surrounding it as they relate to the unique environment of higher ed – How should student workers and adjunct hours be calculated? What constitutes student employment? Are student workers exempt from the mandate?
To prepare for the upcoming CUPA-HR Annual Conference and Expo 2014 in San Antonio, Texas, I thought I’d take the advice Wes Harmon gave in this blog post last year on making the most of your conference experience, so I set about reading a book by keynote speaker Steve Pemberton — A Chance in the World: An Orphan Boy, a Mysterious Past and How He Found a Place Called Home. Pemberton’s story is one that begins with profound abuse and neglect, yet ends (spoiler alert!) in victory with him overcoming his tough situation through hope and courage.
It’s tempting to think that Pemberton’s story is an extraordinary case — one that can’t be applied in an ordinary setting. You hear a story like his and might think, “Hey, that’s great, but my life is ordinary; I don’t have challenges that serious.”