SUBJECT: UNIVERSITY HUMAN RESOURCES DEPARTMENT

APPLICABILITY: ALL UNT EMPLOYEES

1.Human Resources Department:

The University Human Resources Department was established in February 1969. The Director of Human Resources reports to the Senior Vice President for Administration. The Human Resources Department supports the Human Resource needs of the University and its constituents; promotes organizational vitality through effective and efficient administration of the University's human resource functions; works to maintain a University environment which encourages all employees to achieve their personal and professional goals, aspirations and highest potential as they work toward achieving the University's mission and their department's goals; and supports the continued growth and development of the University's most valuable resource, its people.

2.Mission , Vision and Values:

     2.1 Mission: The mission of the Human Resources Department is to support, honor and value the University’s most important resource, its people. Human Resources     supports the mission and goals of the University by promoting and nurturing a productive and diverse community through people services, guidance and education.

     2.2 Vision: The vision of the Human Resources Department is to serve as a benchmark for other HR professionals and departments in the State of Texas by      providing quality services and programs, being an informed and knowledgeable HR staff, working effectively as a team, and utilizing state of the art technology.

     2.3 Values: The Human Resources team values:

• Quality Service (Service Excellence) – that is responsive, courteous, supportive, and accurate
• Highly Ethical Conduct – reflecting honesty, integrity, and fairness
• Dignity and Respect – for one another and for all members of the University’s diverse community
• Diversity – fostering appreciation of diversity and having a welcoming, inclusive and cooperative environment for everyone and unity among all groups
• Teamwork – cooperation and collaboration among all staff members of Human Resources and with other members of the University community
• Technology – enhancements that improve operations and customer service
• The ability to anticipate, embrace and manage change.

3. General Responsibilities for Staff (Non-Academic) Members:

    The University Human Resources Department has specific responsibilities for staff human resource functions in the following areas:

     3.1 Recruitment and Employment: The University Human Resources Department is responsible for maintaining a centralized employment office for staff members except student employment which is administered by the Student Employment Office. The recruitment and employment functions of the Human Resources Department include, but are not restricted to, the following:

          a. Accepting requests from all offices and departments of the University for assistance in employing staff personnel, both supervisory and non- supervisory.

          b. Recruiting and referring applicants for administrative, classified and other staff positions.

          c. Referring employable applicants to requesting offices and departments.

          d. Processing new staff employees who have been accepted for positions with the University.

     3.2 Personnel Policies and Procedures: The University Human Resources Department is responsible for the formulation of new or revised human resources policies and procedures within the scope of existing statutes and regulations.

     3.3 Job Classification and Compensation Administration: The University Human Resources Department is responsible for the development and maintenance of the University Pay Plan. To insure that appropriate objectives are met, the Human Resources Department will conduct job evaluations to determine position classification and pay assignments. It will monitor classification and compensation of positions in order to insure standardization and consistency in the system. It will insure uniform salary treatment of employees engaged in comparable work. For purposes of recruitment, testing, orientation, training, and transfer and promotion of employees, the Human Resources Department will classify by written descriptions the requirements of all staff positions.

     3.4 Equal Employment Opportunity/Affirmative Action Program: The Director of Human Resources under the direction of the Senior Vice President for Administration, in concurrence with the Director of Equal Opportunity, is responsible for all staff (non-academic) equal employment efforts as outlined in the University EEO/AA Program.

     3.5 Employee Relations: It is the responsibility of the Human Resources Department to promote positive relations among all University employees and to help individuals learn to work together to solve problems and improve the quality of the work environment. As such, the Human Resources Department supports and assists the Staff Council, and administers the Performance Counseling and Discipline and the Complaint and Grievance policies and Alternative Dispute Resolution (ADR) Program.

     3.6 Staff Development (Performance Evaluation) Program: The University Human Resources Department is responsible for the development and maintenance of procedures for evaluating the performance of staff members. It assists other University offices and departments requesting help in the evaluation process, particularly in encouraging standardization of appraisal areas and uniformity of interpretation; investigating the relation of such appraisals to wage and salary administration; and submitting appropriate recommendations.

4. General Responsibilities for All Faculty and Staff Members:

    The University Human Resources Department is responsible for both faculty (academic) and staff (non-academic) members in the following areas:

     4.1 Personnel Records: The University Human Resources Department is responsible for the development and maintenance of centralized electronic and paper personnel records. All requests from outside sources for employee information, employee reference checks, and verification of employment, are the direct responsibility of the Human Resources Department. The Human Resources Department also maintains records on all individuals applying for non-academic positions with the University.

     4.2 Training & Development Opportunities: It is the responsibility of the Human Resources Department to provide progressive Training & Development opportunities that increase personal and professional skills, support the University's mission and goals, assist departments with specific training needs, and promote life long learning for all faculty and staff.

     4.3 Benefits (Insurance and Retirement) Programs: The University Human Resources Department is responsible for administering the University's Group Insurance and Retirement programs, making these programs available to employees, and assisting employees in filing claims and obtaining benefits coverage. The University Human Resources Department also provides retirement counseling for employees who desire it.

     4.4 Unemployment Compensation: The University Human Resources Department is responsible for compliance with the Texas Unemployment Compensation Act, for handling all unemployment compensation claims, and for developing procedures to insure that claims are held to a minimum.

     4.5 Compliance with State and Federal Regulations: The University Human Resources Department is responsible for insuring that the University and its offices and departments comply with the various State and Federal regulations regarding all personnel functions.

     4.6 New Faculty/Staff Orientation: The Human Resources Department welcomes new faculty and staff to the University through regularly scheduled orientation programs in which employees are informed about University activities and programs, employment functions, benefits, key University policies, and provided legally mandated documents.

     4.7 Exit Meeting: The University Human Resources Department is responsible for conducting exit meetings for anyone leaving University employment. Terminating employees will be informed regarding refunds from their retirement contributions, processing retirement forms if they are terminating due to retirement, canceling insurance or converting from group to individual coverage, etc.

     4.8 Service Advantage Program: This program is designed to develop a culture where service is rewarded and claimed as a priority by all levels of the University. It is an on-going Training and Development program to train, support, and nurture the employees of the University to become more service oriented.

     4.9 Diversity Programs: Under the umbrella of Service Advantage and in compliance with state and federal regulations, programs are offered on diversity, civility, respect, and applicable state and federal laws. Through collaboration with the North Texas Chapter of the National Coalition Building Institute (NCBI) the Human Resources Department provides a consistent training intervention philosophy that fosters appreciation of diversity, prejudice reduction, and cooperation between all groups. Affiliation with NCBI gives the University international exposure and allows the University and Human Resources to establish partnerships within the community.

     4.10 Alternative Dispute Resolution (ADR) Program: This program offers faculty, staff and students access to voluntary, informal means of resolving University related disputes using problem-solving mediation services.

     4.11 Employee Assistance Program (EAP): The Human Resources Department is responsible for coordinating the University’s Employee Assistance Program (EAP). The EAP is a comprehensive resource that is available to all eligible faculty and staff and their immediate family members to assist them with personal problems and concerns.