ON THE JOB...online  

Archives

• May 2008
• January 2008
• September 2007

May 2008  

Message from the Acting Vice President for Human Resources - Gerard Garcia 

Welcome to our spring edition of On the Job…online. I want to take this opportunity to share with you an "inside look" at the Department of Human Resources. Human Resources is committed to keeping its staff engaged and up to speed with business practices through departmental retreats and trainings that occur throughout the year – they are vital to meeting our customers’ needs. Here's a summary of the activities held at our May 9th retreat.

Our day began with 70 + staff, representing our northern, central and southern locations, gathering on the New Brunswick campus at the Office of Training & Organizational Development. All were welcomed and newly hired staff were introduced. We made sure to recognize our colleague who had reached a service milestone with a Service Award Certificate.

Preliminary results of a recent Human Resources survey targeted to supervisors, managers, directors and above were shared. The intent of the survey was to understand perceptions of our department and staff in the areas of professionalism, knowledge, skills, effectiveness, services, web-based products, relationships and communications. The survey response rate was 38.3% and the summary data averaged a positive range from 64 to 94 percent. Opportunities for improvement were in the areas of ease of identifying who to contact on a particular matter and status communications. Staff freely offered ideas for improvements in these areas.

Our retreats usually include guest speakers from the University community and we welcomed Yocasta Brens Watson of the Office of International Services to our morning session. Yocasta provided an update on Visa regulation changes. Robin Wittenstein, Chief Operating Officer (COO) for University Hospital was our speaker for the afternoon session - she explained key issues for University Hospital and identified areas where Human Resources could collaborate and lend its support. Both presentations were excellent.

Later in the day, we were informed of departmental initiatives in the areas of orienting newly hired University staff and labor relations training for supervisors. The Office of Training & Organizational Development continues to work with other Human Resources staff in advancing these projects.

Closing activities included a presentation by Compensation & Benefits staff on how to manage stress. Our retreat planners did a wonderful job - we thank them. You, our customers, benefit from our staff taking the time to reflect, learn and just enjoy being with each other.

TRAILBLAZERS 

We commend our Compensation & Benefits team for their commitment to service - they worked long and hard to meet your needs during the Special Open Enrollment - the Newark Campus Benefits Fair alone attracted 450 attendees. Kudos are also due to: Peter Papa, Doreen Pringle and Marco DiNicolangelo for a great job in responding to benefit questions at HPAE 5094 and Teamster member meetings; Donna Wlodarski for a quick and accurate resolve to an employee's problem; Don Cruger for the efficient handling of a matter for the NJMS Department of Ophthalmology; and Celeste Rebardo, Robin Hynes and Krystyna Plonski who received special thank you's.

UP CLOSE AND PERSONAL - Karen Reisch 

Karen Reisch, Management Development Specialist in the Office of Training & Organizational Development (OTOD) is in the spotlight.

Karen joined UMDNJ in 2005. Her duties focus on performance/process improvement, organizational change, strategic planning and customized development efforts for both management and staff. In addition to working with the schools and units across the Newark campus, this past year Karen has worked closely with her HR colleagues on a variety of initiatives including a large effort to expand the training and resources available to University managers in the area of Labor Relations.

Karen came to UMDNJ with over 15 years' experience in both the corporate and non-profit sectors, including healthcare. After receiving an MBA in finance from New York University, Karen worked for several management consulting firms, and just prior to joining UMDNJ, she was the Director of Organizational Development at Visiting Nurse Service of New York.

Outside of work, Karen keeps busy with three teenage children - Sally (17), Jared (16) and Corey (13). It was the energy required to manage her children and a career that led Karen to take up Tae Kwon Do where she earned her black belt when her youngest child turned 7. Karen also enjoys painting, drawing, reading and even sleeping when she gets the chance.

Lorraine Little Bell, Karen's manager states, "Karen has been a tremendous asset to our team. She continuously looks for ways to enhance our performance and maximize opportunities for improvement. Her MBA from NYU's Stern School and extensive organizational development experience have been of great value to our department, helping to expand the array of services we can provide."

WHAT’S HAPPENING 

Wellness in the UMDNJ Workplace – Lifestyle Management Program  
Guest Columnist, Riva Touger-Decker, PhD, RD, FADA, Professor and Chair,
Department of Nutritional Sciences, SHRP Division of Nutrition, New Jersey Dental School

The School of Health Related Professions (SHRP) Department of Nutritional Sciences and Institute for Nutrition Interventions (INI) have addressed wellness in the University community with two initiatives. The first small pilot study, funded by the UMDNJ Foundation, began in 2004. The primary goals of this study were to provide a 12-week weight management intervention to employees on the Newark campus and to determine the effect of the intervention on weight status. Four 12-week cycles were completed over a two year period. Participants were primarily women (89.2%) with the majority of participants (82%) completing the program. Outcomes for our participants included significant loss of body weight and reductions in waist circumference, total cholesterol and blood pressure.

A second study was funded by the American Heart Association to determine the effects of an in-person vs. Internet based weight management program at 12, 26 and 52 weeks. This study is in its final 6 months. The primary goals are to:

1. Determine the effectiveness of the 12 week intervention using two methods of delivery on diet, weight, physical activity and cardiovascular disease risk outcomes at 12 and 26 weeks.
2. Determine the effectiveness of the method of delivery (in-person vs. Internet) used in the 12 week intervention at 12 and 26 weeks among adult University employees who are overweight or obese.

The In-Person cluster includes employees who met the above criteria on the Newark campus. The Internet cluster included employees who are overweight or obese and located on the Piscataway or New Brunswick campus and the Control cluster are employees located on the Stratford campus. The outcomes measured include weight change, body mass index, percent body fat, waist circumference, blood pressure, glucose, total cholesterol, HDL-cholesterol, lifestyle habits (physical activity, diet) and quality of life.

The preliminary results to date (the first 3 groups) are promising. Of the 137 employees recruited, 82.48% completed 12 weeks. Of those who have been in the program for 26 weeks or more, 72.12% returned for the 26 week follow-up. Significant correlations were found between weight change and changes in body mass index, percent body fat, waist circumference, and blood pressure. These correlations reflect that as participants lost weight they experienced significant declines in these clinical measures as well. Further analyses will be completed later this spring.

The results of both studies support the value of and need for wellness initiatives at UMDNJ that promote lifestyle modifications through diet and physical activity. The INI and SHRP are exploring funding opportunities to continue this initiative and support our employees in achieving their wellness goals.

Governor Proposes Early Retirement Program 

A topic of interest to all of us is the State budget and Governor Corzine proposed an early retirement program in his budget address which provoked many questions from our employees. Human Resources has contacted the State's Division of Pension & Benefits for more details on the proposed plan and was advised: (1) there are no specifics at this time; and, (2) all budget proposals need approval by the State Legislature. Until the proposals are finalized and approved, there is no determination on whether there will be an early retirement program and if the program would apply to State college and university employees.

It might take a while for the State's budget process to resolve, but Human Resources will follow this issue and keep you informed. Check our online Human Resources News Bulletin for updates.

Benefits Updates 

NJ DIRECT15 ID Cards
Additional NJ Direct15 cards may be ordered at 1-800-414-7427. If you have not received your cards, call Horizon Blue Cross Blue Shield also at 1-800-414-7427 to follow up – if an address change is required, you will be asked to contact the Benefits Office to update your records and Benefits will complete the process for you.

Flexible Spending Accounts (FSA)
Employees who have FSA account cards administered by FBMC ("my FBMC Card") should know that we are making arrangements to have the University’s card machines updated with the appropriate Merchant Category Codes. We will advise you when this process is completed.

Pension Changes for Public Employees' Retirement System (PERS)
Effective July 1, 2008, the PERS contribution rate changes from 5% to 5.5%. The new rate will go into effect with the July 11, 2008 paycheck at the University.

If you have any questions concerning our Benefits Updates, call your campus Benefits Office at:

CTAC: Patient Care Technician Certification 

On February 26, 2008, a ceremony was held for 26 employees on the Newark campus who completed the Certified Patient Care Technician (CPCT) Program. Those who participated in the accelerated, three-week program were able to attend during work hours. UH Nursing Administration provided staff to cover positions so the candidates could complete the coursework. Once certified, the graduates were promoted from a Nursing Assistant to a Patient Care Technician position. The training and certification were sponsored by UMDNJ’s Career Training and Advancement Center (CTAC), coordinated by the Department of Human Resources and grant-funded by the Bank of America.

CTAC and Nursing leadership at The University Hospital have worked closely with the National Healthcareer Association to develop a comprehensive program specific to our needs. The CPCT model advances the skills and competencies of incumbent Nursing Assistants in entry level positions within the nursing career ladder while instituting a new, team-based, patient care model. The new skills developed include Phlebotomy, EKG/ECG, basic patient care and medical assisting skills.

Since its initial launch in the fall of 2002, CTAC has also coordinated training and certification programs such as medical coding, certified medical administrative assistant and English as a Second Language (ESL) to advance the skills and promotional opportunities for staff in entry-level positions.

New Military FMLA Provision Passed 

On January 28, 2008, an expansion of the Family and Medical Leave Act (FMLA) was signed into law by President Bush. Two leaves were added for employees meeting the eligibility criteria for the general FMLA leave: (1) up to 26 weeks of leave in a single 12 month period for caregivers of recovering ill or injured service members – spouse, son, daughter, parent or nearest blood relative; and (2) family leave of twelve (12) weeks due to a call to active duty of a spouse, son, daughter or parent for any "qualifying exigency." The leave for call to active duty portion of the law will not be effective until the U.S. Department of Labor issues final regulations defining "qualifying exigency." We will keep you informed on the progress of this matter. Read below for more family leave news.

New Jersey Paid Family Leave Act Signed by Governor Corzine 

Governor John Corzine signed the Paid Family Leave Act on May 2, 2008. The law becomes effective July 1, 2009 and will be administered by the New Jersey Temporary Disability Benefits Law.

The law gives eligible workers up to six (6) weeks of paid leave to care for a newborn, a newly adopted child or a family member with a serious health condition. The new benefit is to replace a portion of unpaid leave under the New Jersey Family Leave Act (NJFLA) and the federal Family and Medical Leave Act (FMLA), and does not extend leaves.

The law will apply to all New Jersey employers and will be financed through a mandatory payroll tax on workers of $33.00 a year, or about 65 cents a week, beginning January 1, 2009. Workers who take the leave would receive two-thirds of their salary, up to a maximum of $524.00 a week.

For more information on FMLA, visit our new FMLA web pages.

EPAF Goes Self-Service  

It has been three (3) years since Human Resources launched the Electronic Personnel Action Form (EPAF). This electronic solution has eliminated the paper from many HR transactions such as separations, salary adjustments and organizational changes, helping us to be "green." Over 500 staff members have received EPAF training and over 4,400 transactions have been processed. Because of EPAF's efficiency, as of July 2008, Human Resources will no longer accept the Staff Information Adjustment Form which is also currently used for these transactions.

Soon EPAF will be available as a Web-based self-service product residing on the University's portal, my.UMDNJ. This will allow you the flexibility of accessing the system as you would your paystub or time accrual reports. We look forward to going live soon with this improvement.

If you are responsible for processing staff transactions and have not been trained on EPAF, please schedule a class by contacting Daisy Maxwell - Senior Human Resources Analyst, at maxwell@umdnj.edu, telephone number 973-972-3925 or Catrina Fowler - IS&T Trainer at fowlercd@umdnj.edu, telephone number 732-235-3525 since you must be trained before July, 2008.

Do I Get a Discount? 

Yes...and getting discounts is always a good thing! Human Resources has developed a new web page for employee discounts to ensure your convenient, centralized access to this information. The page incorporates links and other contact information for the vendors.

Fast Facts From Human Resources Services 

Human Resources Services continues to track data that measures the workforce and HR transactional activities to enable us to leverage our resources efficiently. For calendar year 2007, we also collected data for e-Verification of Employment (VOE), which has been operational for some time. E-VOE has enhanced efficiencies and increased productivity. Take a look at the tables below – all data is for CY 2007.

Survey Services RFP Collaboration 

THuman Resources recently completed the RFP process for University-wide Survey Services in collaboration with our Purchasing Department. This is another effort by Human Resources to stay ahead of the needs of our schools and units. The evaluation team members were drawn from Human Resources, Office of Academic Affairs, University Behavioral Healthcare, The University Hospital, University Affairs and the School of Osteopathic Medicine.

This broad RFP was developed to provide qualified market research and survey vendors to the University's schools and units. The vendors contracted through the RFP will be listed on the Purchasing website some time in mid spring. If your school or unit requires survey services, you will not have to write an RFP but should follow the existing Purchasing process for obtaining price quotes.
Types of services provided by these vendors include, but are not limited to:

• Telephone surveys
• Email/web-based and direct mail surveys
• Focus groups
• Exit interviews
• In-depth interviews
• Internet-based and other secondary research

Only one vendor will be identified for employee exit interviews. If your school or unit is interested in contracting for exit interviews, you will need to contact Human Resources to assist with facilitating the data collection for the process. The Purchasing Department will publish the method of engagement for exit interviews.

DID YOU KNOW? 

Summer Youth Employment Program (SYEP) 

The University continues the tradition of serving as a worksite for the Summer Youth Employment Program (SYEP). SYEP is sponsored by the Newark Youth One Stop Career Center. Program participants are students between the ages of 14 and 18, residing in the City of Newark and will work part time in various University schools/units from July 7 to August 15.

We welcome these students – we are sure their experiences at the University will be meaningful and provide a foundation for a successful career.

The SYEP is coordinated by the Department of Human Resources. For more information, contact: Helen Margulski, Special Projects Coordinator, at margulha@umdnj.edu.

January 2008 

Message from the Acting Vice President for Human Resources - Gerard Garcia 

Greetings!

Where did the year go? It seems like just a few days ago, it was the season for family, friends, food and gift-giving. Now, we have ushered in the New Year. But before we get too far ahead of ourselves, let's take a moment to reflect on the spirit of giving that was expressed throughout our campuses.

The University continued its strong tradition of service to our communities - the School of Health Related Professions (SHRP), School of Public Health (SPH), Robert Wood Johnson Medical School (RWJMS), and University Behavioral HealthCare (UBHC), all sponsored either toy, food or gift drives for children and families in need. The Board of Concerned Citizens (BCC) also sponsored a toy drive. There may have been others, and we commend all of you for making a difference in the lives of our fellow citizens.

The University undoubtedly is an institution that values service to others. We have remained focused on our missions of education, healthcare and service in these challenging, recent years. Because of that commitment, we were able to successfully work through them. There is still much work to be done. As we move forward into 2008, let us stay true to our missions of education, healthcare and service to our constituents.

On behalf of the Department of Human Resources, we wish you and yours a happy and prosperous New Year.

TRAILBLAZERS 

Over the past few months, Human Resources has been fine-tuning its departmental goals. Management and staff retreats were held and short and long-term objectives defined. We commend all Human Resources staff for their generous participation during these planning sessions. One of our goals is to build even stronger and more effective relationships with our customers – the schools and units. Your needs are our priority and we look forward to accomplishing much together in 2008.

UP CLOSE AND PERSONAL - Nancy Kiernan 

Nancy Kiernan, Benefits Associate for the New Brunswick campus, is in our spotlight this edition. Let’s get up close and personal with Nancy:

Nancy has been with the University for over ten years, having been hired in September 1997. She came to UMDNJ with 22 years of professional experience in Human Resources in the areas of employment, labor and employee relations, management and supervision. She has served as a Human Resources Representative, Sr. Human Resources Specialist, and as Human Resources Generalist.

Nancy has four children and three "wonderful grandchildren." She collects antiques – her collection consists of old glass bottles, kitchen utensils and some treasured pieces of furniture dating from the early 1900's that were used by her grandmother – an oak ice box, a Hoosier kitchen work cabinet and a railroad clock. Nancy loves to make craft items, enjoys gardening and reads all types of novels.

Del Moss, Director of Compensation & Benefits Services (CBS) and Nancy's manager, states "Nancy has a heavy workload -- she has a strong work ethic and puts in many hours beyond what is expected."

Thank you Nancy, for giving your best to our customers – you are a valued University employee and we appreciate your dedication.

WHAT’S HAPPENING 

State Changes Medical Plans  

The New Jersey Division of Pensions and Benefits (DPB) has made changes to its medical plans under the State Health Benefits Program (SHBP) that will affect current covered employees. The Request for Proposal (RFP) to replace the Traditional and NJ PLUS plans with a Preferred Provider Organization (PPO) has been awarded to Horizon. A PPO eliminates the requirement of obtaining a referral from a primary care provider in order to see a specialist within the network. Members pay a co-payment each time medical services are rendered in-network. PPO members can also obtain services out-of-network – there is a yearly deductible and the insurer usually pays a percentage of the medical fees for out-of-network, with the patient responsible for the remaining costs. Aetna and CIGNA were awarded the bid for the HMO plans. What does this mean to you? It means if you were enrolled in the Traditional or NJ PLUS plans, you will need to select a new plan, either Horizon for PPO services, or Aetna or CIGNA for HMO services.

The State is conducting a special open enrollment from January 28, 2008 to February 15, 2008 to allow employees to make new enrollment selections. This is a major undertaking and Human Resources Benefits staff will be working very hard to ensure your questions are answered and enrollment changes are effected. Please feel free to call your Campus Benefits Office at one of the following telephone numbers if you have any questions.

Camden and Stratford	856-566-6162
Newark	973-972-5314
Piscataway/New Brunswick	732-235-9417

A New Hire Orientation Website 

Human Resources Information Services (HRIS), Benefits and Training & Organizational Development have been working hard on a New Hire Orientation website. The site is designed to provide new members of the UMDNJ family the greatest flexibility in discovering our outstanding University and the benefits it provides. It is a precursor to classroom orientation providing the opportunity for new staff to come fully prepared for their orientation meeting. New employees can access forms, useful checklists, directions and other pertinent information that may ease the transition to becoming a UMDNJ employee. Online orientation also provides useful resources for current employees who need a refresher regarding benefits and forms that may be useful.

Coming Soon - Benefits Website 

The Human Resources Benefits Department is completing its web pages which will include a Benefits Wheel, a visual access point to the University’s rich benefits program. The site should be launched early in February.

Human Resources Collaborates 

Have you heard about COOP? COOP stands for Continuity of Operations and a University-wide Project Management Team (including staff from Human Resources) is currently developing a COOP plan for the University. The University’s COOP plan will be a compilation of the COOP plans for all individual schools and units. It is a monumental task since each department within a school/unit needs to identify essential functions and write a Business Impact Analysis for those functions, in addition to identifying delegation of authority, orders of succession and alternate facilities. At this time, 97% of Central Administration has completed their COOP plans. The team is led by Brendan McCluskey, Executive Director of Emergency Management & Occupational Health and Safety.

Human Resources team members assisted in the writing of a Disaster Credentialing policy and procedure for dependent practitioners for University Hospital (UH). Meetings were held with Brian Dolan, the Director of UH Disaster Preparedness; Donna Cuddeback of the Medical Staff Office; Carol Taylor, Human Resources Business Liaison; and Nimia Valencia, Human Resources Generalist. The policy is a requirement of the Joint Commission.

Honoring our Veterans 

Human Resources and Public Safety were among those who participated in the raising of a new P.O.W. flag in front of the Stanley S. Bergen building on Veteran’s Day, November 12, 2007. The flag raising and a message from President Owen (which appeared online at the President’s Page) were expressions of the University’s gratitude to its Veteran employees and their families for their service to our country.

Employee Charitable Campaign 

The University wrapped up the Employee Charitable Campaign (ECC) in December. This annual program, sponsored by the State, gives all of us an opportunity to make a difference locally and globally. Thank you to the Campus Coordinators and Solicitors (approximately 100 across three campuses) who worked to make the campaign a success -- and to all of you who continue to open your hands and hearts – you do make a difference. We will publish the campaign results in a future edition.

The ECC University-wide Coordinator is Helen Margulski, Human Resources Special Projects Coordinator.

Newark


New Brunswick


Stratford

Still Time For Flu Shots 

The flu season is upon us….remember to get your flu shot! People in certain high risk groups such as (1) direct patient care providers; (2) aged 50 or older; (3) those with chronic medical conditions; or, (4) pregnant, are advised to get vaccinated. See your healthcare provider to be sure because those with certain allergies or other conditions should not receive the vaccine.

Worksite Wellness Tool At Your Fingertips 

Some time ago, Human Resources introduced an employee wellness resource from the American Cancer Society -- Fightcancer.org. This interactive site has great tools to keep you on track with your fitness goals. If you haven't yet explored the site, go to http://www.fightcancer.org/ACSWW/Support/Login.asp and enter the login UMDNJ. Check out BecauseWeCare, the monthly newsletter with "healthy ideas for a healthy workplace."

Managing Stress  

For some individuals, the holiday season was a stressful time of the year. For example, a shortage of disposable time, perceived pressures of selecting the perfect gift for a loved one, juggling social obligations, coping with traffic congestion, and adjusting to an inordinate amount of social/interpersonal requests are all potential stressors. Given the demands of our lives, it's important to remember that stress can be successfully navigated by managing these demands so that distress is minimized. The benefit of instituting stress management strategies is that this wonderful season can be appreciated for the joy and happiness it is meant to bring. One resource available to University employees in addressing their stress-related concerns is the UBHC-Employee Assistance Program mental health professional. For free and confidential services, please call:

Camden and Stratford	856-770-5750
Newark	973-972-5429
Piscataway/New Brunswick	732-235-5930

Discounts for Personal Purchases at UMDware and Verizon Wireless 

Employees can purchase personal Dell PC’s and laptops through UMDware. Go to http://www.Dell.com/UMDNJ to see what products and discounts are available to UMDNJ employees. P.S. These personal products will not be configured and installed on to the UMDnet.

Verizon Wireless also has employee discounts for its products and services. Check what’s available at http://www.vzw.com/getdiscount.

Tuition Assistance Program Benefits You 

The University’s Tuition Assistance Program reimburses staff for undergraduate and graduate level studies. The program is the University’s investment in its most valuable resource, human talent. To determine eligibility and reimbursement limits, review the staff policy at http://www.umdnj.edu/hrweb/pol.html. Faculty should review the Faculty Tuition Reimbursement policy at the Faculty Handbook, http://www.umdnj.edu/acadweb/facultyhandbook/

September 2007  

Message from the Acting Vice President for Human Resources - Gerard Garcia 

In a speech in Cape Town, South Africa, on June 7, 1966, Robert F. Kennedy said, "There is a Chinese curse which says, "May he live in interesting times." Like it or not, we live in interesting times..." As it turns out Senator Kennedy was wrong, there is no such curse, but this is a sentiment that the employees of UMDNJ can certainly relate to. We have all been living through an "interesting" period in the University's history.

During times of uncertainty it is of vital importance to get back to basics, to remember our core values and the reason we are all here. The University's missions of Education, Healthcare, Research and Service to the Community are far too important to permit distraction. Some things do not change based upon whether the news in today's paper is good or bad. Among those are the needs of patients who require care, students, who are seeking an education or the importance of a medical breakthrough.

Whether you are on the front lines of the University directly pursuing our missions, or your job is to enable others to do so by providing the support without which they could not succeed, UMDNJ's employees affect the lives of others on a daily basis. The mission of Human Resources is not only to support the University as constituted by its various schools, units, divisions and departments, but to support those who support our missions - our employees, both faculty and staff, without whom there would be no University.

In their book "Encouraging the Heart," Kouzes and Pozner, two renowned authors, remind us of the importance of celebrating our successes. In this the inaugural edition of "On the Job...online" we take the opportunity to celebrate Human Resources staff that have furthered their capability to serve our employees by becoming certified in their chosen profession. We celebrate the success of this year's Youth Work Experience Program and the contribution it has made to the surrounding community in Newark. We celebrate the newsletter itself, a new way to provide our customers with important information and better service. Most of all, however, we celebrate you, our customers, and all that you do right. You are the reason we are here and we will not forget that.

TRAILBLAZERS 

We met our commitment to close the knowledge gap in Human Resources by offering the opportunity for staff to achieve certification as Human Resource Professionals (PHR) through the Society for Human Resource Management (SHRM). There was a 90% success rate for this program - congratulations to our HR Trailblazers on their achievement - you, our customers, are reaping the benefits of this initiative.

UP CLOSE AND PERSONAL - Marion Stephens 

This new feature spotlights Human Resources staff members - it is an opportunity for us to acknowledge them in a more intimate way. Let's get up close and personal with Marion Stephens, Senior Human Resources Clerk, who works on the Newark and New Brunswick campuses:

Marion has been with the University (and serving in the Department of Human Resources) since 1980 when she was hired as a Personnel Clerk. At that time, her duties included acting as receptionist, filing and conducting verifications of employment. Since 1982 she has worked in Data Administration where her responsibilities currently include managing employee files, subpoenas, archiving, and assisting in various other projects. Marion has received many certificates and recognition awards over these past 27 years as she is extremely dedicated to her work. The following are her personal expectations:

"That I complete an exceptional amount of work each day. I am proud of who I am and who I work for. I will always be a team player and show respect and act courteously towards my fellow colleagues."

Marion is a firm believer that every day someone touches your life in one way or another and that all people smile in the same language. She loves baking and party planning and is a doll collector with over 250 dolls in her home.

Margorie Michele, Director of Human Resources Services, and Marion's manager, says Marion "is a rock - she goes above and beyond and models the behaviors we all should aspire to. She's a real champion."

Marion, we celebrate you. You are a valued University employee and we appreciate all that you do.

HR NOTES 

A new online resource will be launched in November. This tool is targeted for University managers and is designed to assist with understanding Human Resources business processes and more. The goals are to enhance: (1) leadership of our talented, diverse workforce; (2) communication of policy decisions; (3) manager/staff relationships; (4) understanding of contractual requirements in a union environment; and (5) facilitation of employee personnel transactions. We look forward to receiving your feedback.

WHAT'S HAPPENING 

Leading a Diverse Team - It's a Matter of Respect 
Guest Columnist, Catherine Bolder, Associate Vice President for the Office of Workplace Diversity (OWD)

Managers often wonder how to maximize the performance of employees, especially employees from diverse racial, cultural and religious backgrounds. Some think you lead by example, making sure you demonstrate error-free performance and perfect attendance as what is required. Others believe participatory management is the key, providing employees with an opportunity to take part in the conversation on how department goals can best be achieved. Diversity consultants may tout holding cultural celebrations periodically as a method for learning about others and building employee camaraderie and loyalty. And, more recently, cultural competency training has gained attention as critical for effective cultural interactions. All of the above strategies have some merit and may be successful to varying degrees. Successful leadership in a diverse racial, cultural and religious environment, in my opinion, is a matter of RESPECT.

You will often hear employees say it. Some will let you know very directly, while others will convey how they feel through subtle messages or behaviors. Many employee complaints emanate from employees feeling disrespected by their superiors. The press releases by the President of the New York Transit Workers Union included many comments about his members feeling that they had been treated poorly by the Transit Authority. Conflicts between employees from different racial or cultural groups are often sparked by a small action or comment interpreted as disrespectful to an employee of one group by an employee from another group. Stephen Young, in his program MicroInequities: The Power of Small,^TM describes how small subtle actions, MicroInequities, ultimately convey the true message and are more pervasive and powerful than the words used. They convey how you truly feel. These messages can be interpreted as discriminatory and harmful, ultimately undermining leadership and unit performance. These messages drive the performance of everyone in an organization.

So how can we convey respect to our employees? Webster's dictionary defines respect as: "to show consideration for...appreciation...a feeling of deferential regard; honor, esteem." However, I believe Aretha Franklin said it best in the lyrics of her hit song Respect:

"R-E-S-P-E-C-T -- find out what it means to me. R-E-S-P-E-C-T -- take care of TCB."
Let us find out what is important to our employees. Is it in seeking their input in departmental decisions in which they will be impacted...for example, the color uniform they wear? Or, is it in acknowledging staff as an important part of the team by saying "hello" when you pass them in the hall? Is it taking an interest in their development by encouraging them to go for a degree or registering them for additional training? Is it asking about the family or helping them to understand how important his or her job is to the operation of the unit? Or, is it taking into consideration the impact of culture on how they work or making the religious accommodation? Whatever it is, find out and become interested. It's what you say and how you say it that is important.

Remember, a micro of respect can go a long way toward helping you maximize the performance of your diverse workforce.

Setting the Standard - HR Performs! 

The Human Resources Services division is HR's frontline, where Human Resources Generalists function as your single point of contact for recruiting services, advocacy and consulting on diverse HR matters. Our Training & Organizational Development division is also a "frontline" provider, charged with improving workforce performance through training and organizational development consultations.

One of the promises we made to you is to provide timely solutions and services. We measure our effectiveness in keeping these promises by setting performance standards. Check out the standards that follow - they reflect our commitment to effectively serving you, our customers, and demonstrate our willingness to be accountable for keeping our word. We strive to set an enviable customer service standard and challenge you to let us know how we are doing against these standards.

Human Resources Services Division
Item	Standard
1. Posts vacancies for client department	Within 24 hours of receipt
2. Screens and refers candidates	Within 72 hours of posting
3. Follows up with hiring department for candidate status	Within five (5) days of candidate referrals
4. Responds to telephone/email inquiries	Within 24 hours
5. Makes referrals to HR subject specialists.	Within 24 hours

Training & Organizational Development
Item	Standard
1. Organizational Development Project evaluations	On a scale of 1 (poor) to 5 (excellent), must receive a minimum of 4 for overall services.
2. Training Workshop evaluations	On a scale of 1 (poor) to 5 (excellent), must receive an aggregate of 4.2 for facilitator and content.
3. Course Enrollment processing	Within 24 hours.
4. Response to inquiries	Within 24 hours

Open Enrollment and Campus Benefit Fairs 

This year's State Health Benefits Program (SHBP) Open Enrollment and campus Benefit Fairs will occur during October 2007 (coverage effective date is January 1, 2008 for any changes you may elect).

The New Jersey Division of Pensions and Benefits (DPB) plans to replace the Traditional and NJ PLUS plans in early 2008 with a Preferred Provider Organization (PPO); a PPO eliminates the requirement of obtaining a referral from a primary care provider in order to see a specialist within the network. Also, current HMOs will be required to bid for their continued participation in the State Health Benefits Program. Therefore, current health plan providers are not approved by the DPB to attend this year's Benefit Fairs.

However, for the October 2007 Benefit Fairs, the following will be invited:

• Current investment providers for the Alternate Benefit Program (ABP) and the Additional Contributions Tax Sheltered (ACTS) plan
• Prudential Financial for the NJ State Employees' Deferred Compensation Plan (NJSEDCP)
• Fringe Benefit Management Company (FBMC), the new administrator for the Tax$ave 2008 Program
• TransitCenter for the Commuter Tax$ave Program
• Prudential Insurance Company of America for the Long Term Care Program

There will be a special Open Enrollment in early 2008 and at that time, you will be able to change your health care coverage from a newly constituted selection of providers.

Please contact your campus Benefits Office if you have any questions.

Camden/Stratford	(856) 566-6162
Newark	(973) 972-5314
New Brunswick and Piscataway	(732) 235-9401

Ensuring Equal Access to Health-Related Services 

Did you know UMDNJ has a policy on Limited English Proficiency (LEP) and Hearing and Speech Impaired (HSI) Communications (00-01-35-42:00)? This policy was created to ensure persons who cannot communicate well, or at all, in English or are hearing or speech impaired are provided with equal access to health related services.

The demographics for the state of New Jersey shows continued growth in the number of people where English is not the primary language spoken at home. These are the patients and clients at UMDNJ. This policy will improve the ability of our institution to respond to the increasing health needs of the diverse residents of our state.

Key requirements of the policy include understanding the legal obligations for equal access for LEP and HSI individuals; unit assessment for improvement and implementation of services; development of plan and unit procedures; outreach to patients and clients about rights, services and accountability; and, to share examples of best practices for providing interpretation and translation services. The University's experience in providing interpreter services has grown and there are resources available to assist units in this endeavor.

Management and staff briefing sessions can be arranged for specific departments or units. In the meanwhile, should you have questions, please contact Catherine Bolder, Office of Workplace Diversity at 973-972-4855.

UMDNJ Hosts Students  

The University served as one of several host sites for Newark students, ages 14 to 21, who participated in the Mayor's Office of Employment and Training (MOET) this summer. A total of 51 University departments hosted 74 students for six (6) weeks. The students worked in administrative and medical offices, dental clinics and in automotive repair. The site supervisors served as mentors, providing the opportunity to learn basic work skills and encouraging the students to stay in school. The experience is designed to enhance the students' self image and confidence.

To thank the students for their service, the Department of Human Resources presented a MOET Mini Career Fair coordinated by Angela O. Adekola, Training & Organizational Development Specialist, of the Office of Training & Organizational Development (OTOD). The event showcased the diversity of careers at UMDNJ and had 100% attendance by the students -- the Career Fair is always a big hit. Many thanks to the following units for participating: New Jersey Dental School, EMS, The University Hospital: Nursing, Pathology, Pharmacy and Respiratory; Physical Plant, Public Safety.

Helen Margulski, Special Projects Coordinator for Human Resources is the University coordinator for MOET and may be contacted at 973-972-6772. Angela Adekola may be contacted at 973-972-9391.

Human Resources and University Hospital Develop Competency-Based Job Descriptions  

We are very excited about assisting the operating units in developing position descriptions that clearly state the competencies needed to satisfactorily perform the duties outlined in the descriptions. Validating that an employee is adequately qualified to provide care, treatment or service to patients ensures patient safety. A new Competency-Based Job Description Template is now in place. The Template can be tailored to meet the needs of the operating unit and is designed to meet The Joint Commission's expectations for positions providing patient care or services in facilities surveyed by The Joint Commission.

Learning Opportunities  

The Human Resources Office of Training & Organizational Development (OTOD) reminds the University community to participate in the many learning opportunities available through OTOD. Check out the Fall ‘07 Management and Professional offerings.

Human Resources Website 

Ermin Babovic, a member of the Human Resources Information Systems (HRIS) team is charged with making sure you get online information that will improve your human resources knowledge and help you get the job done. Visit the HR website to see the Benefits pages, policy updates and the latest bulletins on the What's New feature. The My.umdnj portal hosts the Human Resources channel which provides quick links, including a wellness resource, Fightcancer.org. Take a look by logging in to the portal, clicking the Administration tab and scrolling to the Human Resources channel.

How Do You Spell Relief...P-a-r-k-i-n-g-D-e-c-k P2  

The seven (7) level, 816-vehicle parking deck on the Newark campus called P2, provides needed parking relief on the Newark campus. Located at the corner of South Orange Avenue and Bergen Street, P2 has a parking attendant present 24 hours, 7 days a week and is available to faculty, staff, and students, in addition to patients visiting University Hospital, our ambulatory care centers and the Cancer Center.

DID YOU KNOW? 

The Balcony Café Has Resumed Full Service 

The Balcony Café located at the Doctor's Office Center (DOC), 90 Bergen Street on the Newark campus has resumed full service with a new and exciting menu. Hours of operation are 7:30 am to 3:00 p.m. - the grill is open until 2:00 p.m. Check it out.

National Preparedness Month 

September is National Preparedness Month, an effort designed to advance emergency preparedness. Visit the website to read more about this campaign which is sponsored by the U.S. Department of Homeland Security. The University is meeting its responsibility for preparedness and has two teams led by Brendan McCluskey, Executive Director of Emergency Management & Occupational Health and Safety (EMOHS), working on revising the University policy and plan for Emergency Operations Management and, developing a Continuity of Operations Plan (COOP).

Your Nest Egg - What It Can Do For You Now 

Did you know that if you are a participant in the Alternate Benefit Program (ABP), you may be able to access your funds prior to retirement? This is not something that should be done casually. We are, after all, talking about your retirement funds! In some situations, however, such access may be warranted.

There are times when we need to be creative in meeting life's financial challenges. Call the Benefits Office for guidelines that will help if you want to explore taking a withdrawal or loan from your retirement funds.
It is strongly suggested that you consult with your carrier's representative for more details, and your tax advisor, prior to initiating either a loan or a withdrawal.

Campus	Benefits Associate	Telephone No.
Camden/Stratford	Celeste Rebardo	856-566-6162
Newark	Takesha Ellerbie	973-972-6071
New Brunswick and Piscataway	Nancy Kiernan	732-235-9416

Take Charge of Your Credit Data 

A New Jersey law allows state residents to control access to their credit reports by putting a "freeze" on their reports. Freezing your records limits access to your Social Security numbers, primary targets for identity theft. You can contact the three major consumer credit reporting agencies - Experian (1-888-397-3742), Equifax and TransUnion (both at 1-888-567-8688) to activate a freeze - there is no cost.

Returning University ID Cards: Being Accountable 

Did you know that University Identification Cards Policy 00-01-10-150:00 requires supervisors to collect and return ID cards to Public Safety when employees, students and housestaff separate from the University? There are occasions when this does not happen. For the sake of security and because it's the right thing to do, we are reminding you to make it a habit to collect ID cards and return them to Public Safety when employees or students leave the University. If you are planning to retire, relocate or accept a position outside the University - please turn in your ID and all other University property when you leave.

Year-end Reminders 

As we approach the last quarter of this year, please remember to update any changes to your personal records:

• Verify your current mailing address by logging into the My.umdnj portal and click on "View Enhanced Paperless PayStub." Your W2 will be mailed to the address in Banner. If your address or phone number has changed, update your information at the portal by clicking on the Personal Information link at the self-service channel.
• Communicate changes in your marital status or number of dependents in writing with supporting documentation, i.e., marriage certificate, judgment of divorce, or Social Security cards for new dependents, to your Campus Human Resources Office by December 31, 2007. Contact information follows. Please note you are required to present a new Social Security card when requesting a name change to your records.

Vacation Carryovers

Reminder for University staff members: You may carry over a maximum of one (1) year of earned vacation accruals into the next calendar year. Vacation accruals above this maximum will be forfeited unless your supervisor grants an exception to policy. Employees not able to use accrued vacation time because of staff shortages and/or project deadlines should not be penalized with forfeiture. Approved vacation carryovers should be in writing. Send an email to the Director of Human Resources Services by December 31, 2007.

Faculty members should be governed by the language in the Faculty Handbook regarding carryovers and forfeitures.