Recently in Human Resources Category

Update on Training

As you know, with input from administrators, we have created a master list of training topics for units.  CLA-HR's student intern, Pa Houa, has been working with Angela Brandt, Sue Schultz and Emily Stull-Richardson, CLA-OIT to explore platforms and formats.  

During Spring semester we will be working on content for a pilot onboarding module.  Once the pilot is complete we will roll that out and ask for feedback.  

The next steps are to collaborate with administrators, fiscal, HR and administrative staff with experience in other areas of training needs to create content in a standardized modules.  This will be a long-term project due to the large number of topics and the differences in the functions and how the functions are performed in each unit.

Position Management Update

Starting next Monday, January 12, all new position number requests and requests for revisions for 2XXX Undergraduate Student positions and 95XX Grad positions (except 954X post-docs) should be emailed to the position manager on the financial service team that does your department's payroll. The position managers are:

East Bank 1  Christy Campbell
East Bank 2  Inna Volfson
West Bank 1 Tameika Jackson
West Bank 2 Andrea Sjoquist

All other requests including labor represented, civil service, faculty, P/A, post-doc and temp/casual must be sent to

December 2014 Holiday Celebration Reminder

The following is a message from the Equal Opportunity and Affirmative Action Office:

Dear all,
As we enter the Holiday Season our community remains committed to balancing individual rights to express and observe religion with the University's obligation, as a public institution, not to promote any particular religion or faith. We encourage units to recognize holidays in ways that are respectful of the diversity of our University community, and recommend the following for your consideration. These are recommendations only and are not intended to infringe upon any individual's free exercise of religion.
  • Consider neutral-themed parties such as a "winter celebration"
  • Keep the theme of any invitations neutral and non-religious and not reflective of any one religious holiday.
  • Decorations, music and food should be general and not specific to any one religion.  Also, be mindful of dietary restrictions and provide alternatives.
  • Individuals may display expressions of their religious faith in their own personal space, but not in public areas (i.e., reception areas, kitchens etc.)
  • Encourage individuals to express their concerns and provide information to them about the various reporting options available (e.g., EOAA, Bias Incident Website, the EOAA Liaison in their unit, the Office for Conflict Resolution, Ethics Point, etc.).
If you do not know if you need to approach someone in your department about the expression of their faith; or you are concerned that there are inappropriate religious celebrations in your work or learning environment; or if you or anyone in your unit has a concern about religious expression or accommodation, please contact us for additional support and problem solving:
Equal Opportunity and Affirmative Action
200 Oak Street SE
274 McNamara Alumni Center
Minneapolis, MN 55455

Continuing Position Management Cleanup

As we prepare for ESUP go live, we still have some position management needs.  Accurate position management data is foundational to ensuring that time and leave approvals function properly at implementation.  Please access the Position Management Position List in UM Reports* and double-check your unit for the following:
  1. Identity any positions that report to vacant positions and reassign them to report to occupied positions.  Positions must report to an occupied position in order for time or leave to be approved.  When supervisory positions are vacated, the Reports To field must be temporarily reassigned to an occupied position.  
  2. Verify the accuracy of the Reports To field to ensure that the correct supervisor or manager is identified.  Positions cannot report to pooled positions. 
  3. Identify any positions that are no longer needed and should be inactivated. 
Please identify any changes on the report and send to  Please identify the reports to position number AND name for each change.  
*To get to the UM Reports Position Management report:
  • Go to:
  • Type "Position management position list" in the search field
  • Follow the prompts and input your unit specific information
  • There are several "group by" options available.  Try grouping by "job code" or "reports to" for readability. 
  • Print or download your report and identify the needed changes. 
Please note that this UM report shows both active and suspended incumbents.

Course Pay Rate

Please see the links below on Course Rate Pay.  Course Rate Pay was formerly what we referred to as Z-term Instructional Hiring.  Due to ESUP changes, we will now need to associate an FTE and standard hours to teaching a course and create CLA standard for FTE percentage and standard hours for course rate instruction.  You'll find in the links above the "Information" sheet that units will need new position number pools for each job code and percentage.  Please send those position requests to

CLA-HR Training Intern

In response to the CLA-wide training needs and the CLA efficiencies memo from Dean Coleman on Oct 12, 2014, CLA HR has hired Pa Houa Thoa as a student intern under the Human Resource Development (HRD) undergraduate program. 

Pa Houa is a senior in the HRD program.  Pa Houa has prior experience in OIT as a student consultant working with production support for course development projects and in Disability Services as an Access Assistant.

Special thanks to Angela Brandt for assisting with the hiring process.

Outstanding Service Awards

Nominations due Friday, October 17, 2014.

Application materials are due to the CLA HR email account ( by October 17, 2014We welcome and encourage peer nominations.

Further information, including nomination guidelines and the cover page, can be found at:
Please communicate this information to others in your unit.  Contact Angie Plambeck (, 5-1805) with any questions.

CLA HR and Faculty Hire Documentation

With the AHA no longer in use, the following information is needed to approve all hires (other than tenure/tenure-track faculty).  If this information is not in the draft offer letter, please provide this information in the e-mail to when you send the draft offer letter for approval.  Once you have a signed offer letter, please send to  A new hire email can not be sent until we receive the signed offer letter.
  • Job Code
  • Job Title
  • Salary
  • Percent Time
  • Appointment Term
  • Appointment Type
  • Funding Source(s)
  • Position Number
  • Requisition Number
  • Courses to be taught (where applicable)
  • Other Commitments (where applicable - may include moving or professional development funds, etc.)

Correction to CLA NOW announcement - Dean Coleman's Office Hours

At last Thursday's CLA NOW meeting, it was announced that Dean Coleman would be holding a monthly "open hour" during which CLA staff are invited to drop by and connect with the Dean in person.  The first two open hours (mistakenly announced for September and October) are intended for administrative staff in Johnston Hall, but the remaining open hours are offered for all staff.  Feel free to come by room 202 in Johnston Hall between 11:00 and noon on the following all-staff dates:
  • Friday, November 7
  • Friday, December 5
  • Friday, January 16
  • Friday, February 6
  • Friday, March 13
  • Friday, April 10
  • Friday, May 22

New Student Employment System

The following is a message from Kathy Brown, Vice President for Human Resources:

Dear Colleagues,

We are excited to share the news that OHR has begun implementing its new student employment system. This initiative supports OHR's strategic imperatives by simplifying the student hiring process and policy and empowering departments to manage their student employees with flexibility and support as students pursue their University education.

As you may recall, an internal working group conducted a complete review of our student employment system. As a result of the group's recommendations, we are implementing several changes:

The revised policy simplifies the process for the hiring unit by removing those requirements that are appropriate for career, not student, employees but stays true to its original purpose of supporting students so they can pay for the cost of their education. The policy will be posted on the U-Wide Policy Library website in the coming days. We are creating a student hiring toolkit that provides basic guidelines for hiring and managing student employees, with web links to more detailed information if needed.

Hiring Process
Departments will continue to have control over hiring students, and the process will be simplified:

  • Departments will have broad latitude in:
    • Assigning duties and setting requirements for a specific job.
    • Determining hourly pay (as long as it meets the minimum wage of $8 an hour).
    • Classifying student jobs.
  • Student postings are not required for all student openings.
  • The Student Quick Hire Form will be eliminated.

Job Classifications and Compensation
Student job classifications have been reduced from 39 to six broad categories. We strongly encourage using working titles for student employees as an important way to differentiate the type of work they perform. The minimum pay rate for student employees is $8.00 an hour.

As you may have noticed, changes to student employee appointments to the new broad categories have been started centrally. Additional information will be provided from HRMS if changes are needed to identify student job classifications.

If you have questions about the redesigned student employment system or procedures, please contact Susan Cable-Morrison (, 612-624-3393).


Kathy Brown
Vice President for Human Resources

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