As part of the ongoing Campus Connectivity Plan, this closure is necessary as we work towards enhancing our campus facilities for everyone's benefit.
Although in a new location, GTHR/ASC staff will continue to provide the same services and quality experiences you are used to receiving at 500 Tech Parkway.
Visitor parking spaces are available in the 755 Marietta Street parking lot. The remaining spaces are for permit holders only. Additional options for parking include 711 Marietta Street (Business Services) and 811 Marietta Street.
Employees with W04 parking permits can use the available spaces in the 755 Marietta Street parking lot that are not designated for visitors. Employees with W04 parking permits can use the available spaces in the 755 Marietta Street parking lot that are not designated for visitors.
Employees have the option of securing additional W04 Permit parking at 711 Marietta St. Additionally, in case all W04 locations are at capacity, alternative parking options at W01 and W06 are available for W04 permit holders.
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More than 500 participants have graduated from the program since its inception in 2017, earning the title "Culture Champions." ILA aims to develop self-awareness, courage, mindfulness, and social intelligence among its members. These skills serve as the foundation of successful leadership, allowing leaders to acquire a more profound comprehension and establish more meaningful connections with their team members and stakeholders.
ILA is a 16-week immersive learning experience made up of online and instructor-led courses, accumulating an equivalent of 27 hours of learning and practice. The curriculum includes several core components to unlock individual leadership insights while fostering group transformation.
“We are excited to have another group of people leaders diving into this content together. According to feedback, the skills and community developed throughout this program have changed lives for the better,” said Pearl Alexander, Executive Director of Organizational Culture, and founder of ILA. The content aligns well with Tech’s leadership competency model.
"Fostering inclusive leaders who embody our organizational values is paramount to our success,” said Alexander. “ILA provides participants with a distinctive opportunity for deep reflection and personal growth."
Investing in initiatives like the Inclusive Leaders Academy reflects Georgia Tech’s mission of fostering an inclusive culture and equipping its leaders with the skills necessary to navigate complex environments. The dedication of Georgia Tech's leaders to this initiative showcases their unwavering commitment to driving positive change within the institution and beyond.
Full list of 2024 Inclusive Leaders Academy participants:
Alicia Wood-Jones
Allison Griffin
Ana Rusch
Andrea Henriquez
Andrew McGraw
Andrina Hires
Anna Osterholm
Arlandis Lundy
Asha Curry
Caitlin Kelly
Caitlyn Wine
Caley Landau
Camille Liverpool
Catherine (Cassie) Thomas
Christopher Moore
Christopher Ruiz
Danielle Ramirez
Donald Johnson
Elizabeth Cox
Georgette Tonge
Hannah Foster
Holland Baird Cooper
Ivan Garcia
Jacqueline Fairley
Jade Charnigo
Janelle Cornwall
Jasmine Miller
Jay Forrest
Jennell Tompkins
Jennifer Myles
Joshua Smith
Kathy Kneeland
Katie Boice
Kayla Watson
Kendra Lewis-Strickland
Keyona Chestnut
Korega Zachery
Kristin Harrison
Kyle Blond
Kyle S. Poe
Kyle Williams
Lachelle Smith
Lauren Hunter
Maribeth Coleman
Mark Wood
Mary Alice Allen
Meka Wimberly
Melanie Paulina
Mitzi Williams
Natasha Powell
Paul Todd
Phillip Washington
Rebecca Pope-Ruark
Robert Jordan
Sonia Ellison
Stacy Laux
Starmeka Jones
Stephanie Jackson
Tad Roberts
Tiffany Baltazar
Tony Graddick
Tracy Kincaid
Tracy Miller
Tracy Williams
Turq Daniels
Victoria Thompson
]]>The annual Institute Staff Awards recognize employees for outstanding achievements over and beyond their regular job duties and who model Georgia Tech’s core values and vision for the future. There are a total of 13 awards. All faculty and staff, regardless of job function, are eligible and encouraged to submit a nomination. The nomination period ends on Sunday, Feb. 25.
“The act of being nominated, whether you are selected or not, does wonders for an employee’s sense of belonging, well-being, and retention. It shows that someone values you, that you are integral to the mission of the Institute, and it motivates you to continue doing great work,” said Mattie Hamilton, GTHR program manager for recognition, who manages the Staff Awards process.
Particularly exciting this year is the addition of a new award named, Embracing All Voices. This award will be given to a candidate who creates connections between different stakeholders to develop solutions that are transformative, culturally responsive, empathic, community-driven, and aimed at improving the lived experiences of our community members. Additional information on all awards, nomination criteria, and instructions can be found at https://engagement.hr.gatech.edu/staff-awards/.
Award recipients are selected by a cross-functional campus committee and will be recognized at the Georgia Tech Faculty and Staff Honors Luncheon on Friday, April 26.
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January is National Mentoring Month and Georgia Tech employees can join Tech’s mentoring program, MentorTech, to maximize their career development this year.
If you want to help empower others or are interested in taking ownership of your professional growth in 2024, create a mentor or mentee profile and register by Jan. 31 to potentially be matched in February.
The MentorTech program is designed to foster the professional development and career growth of Georgia Tech’s employees while building diverse networks across the Institute.
“My mentor, through his years of experience, not only provided invaluable insights but also took the time to understand my unique strengths, weaknesses, and aspirations” says Walaa Compton, faculty support coordinator with the Georgia Tech Manufacturing Institute. “Through his guidance I was able to see a specific situation from a different angle without getting into details, and sometimes this is all we need to change direction. I will carry his advice throughout my career.”
With the new year come new resolutions. Have you thought about what you want to achieve professionally? Or better yet, who can inspire you?
Maybe you want to learn new technical skills, get more certifications, strengthen your leadership skills, obtain a new job, or even facilitate a career change. Regardless of your career goals, with January being National Mentoring Month, a mentoring professional partner can be a powerful asset to inspire and challenge your professional development.
Mentors serve as a source of empowerment. Benefits of having a mentor include confidence and coaching enhancement, communication and personal skills development, and job and career reinforcement. These skills and experiences will prepare you for change and challenges in your professional trajectory. Conversely, by serving as a mentor, your mentees can help you grow as a leader and elevate your confidence. Having a mentee also includes job and career reinforcement, and the fulfillment of helping others reach their potential.
“I think there are a lot of misconceptions about the process — that the mentees are the only ones learning. The partnership between the mentor and mentee creates a mutually beneficial relationship and both are challenged, develop, and can set up a successful relationship for both to achieve,” says Tim Edmonds-King, learning consultant and MentorTech program manager within Workplace Learning and Professional Development.
Before you start your journey to a professional partnership, it is imperative to identify your short- and long-term goals. Consider writing out and visualizing the types of positions, certifications, and skill sets you would like to obtain. SMART Goals will help your vision become more realistic and provide a more strategic and proactive approach to your mentor-mentee interactions.
It is important to understand that a mentor does not necessarily have to be a person in a senior management position. They could be a colleague with ample experience, a faculty member with connections to your field of expertise, or even a seasoned professional in a field you are trying to enter.
At Georgia Tech Human Resources, the MentorTech program within Workplace Learning and Professional Development is designed to strategically pair you with a professional partner, matching you with a mentor based on your set of relevant competencies and a personality assessment. The program's number one priority is ensuring the quality of each match.
MentorTech has existed on campus since 2018. During that time, mentoring and professional partnerships have developed that truly benefit Georgia Tech. However, even with that growth, there are additional opportunities for new communities and individuals to plug in and help the program flourish.
If you would like to be involved in the program, register by Jan. 31 to potentially be matched in February. Questions about the program can be directed to training@gatech.edu.
Create a profile at https://pe.gatech.edu/wlpd/programs/mentortech.
]]>If you want to help empower others or are interested in taking ownership of your professional growth in 2024, create a mentor or mentee profile and register by Jan. 31 to potentially be matched in February.
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“Given how hard these men and women have worked to serve Georgians during the pandemic, to help keep our communities safe, and to make the state government more streamlined and efficient, this seems wholly appropriate to me,” Kemp said.
All regular, benefits-eligible faculty and staff of the USG who work a standard work week of 30 hours or more who are actively employed as of Dec.1 are eligible to receive the pay supplement. Employees not receiving benefits, including temporary employees and those working less than 30 hours per week, are not eligible for the pay supplement. There may be exceptions to the eligibility population based on unit structure and funding.
Eligible employees will receive the pay supplement on Dec. 29. The state supplemental payment will be issued one time only and is subject to all applicable taxes.
What is the one-time pay supplement?
State officials determined that state agencies will provide a one-time pay supplement of $1,000 to all full benefits-eligible state employees.
Who is eligible for the one-time pay supplement?
The $1,000 one-time supplement is for all regular full benefits-eligible employees active on Dec. 1 (regular status with standard working hours of 30 hours or more). Part-time employees working less than 30 hours per week, temporary employees, and those no longer active as of the processing date, Dec. 20, are not eligible.
When will employees receive the one-time supplement payment?
The one-time supplement will be paid in a separate payment on the Dec. 29 payroll for all eligible employees.
Is the supplement “retirement eligible?”
No, the one-time supplement is not eligible for retirement.
How will the supplement be taxed?
Payments will be subject to all applicable FICA taxes, federal income tax, and state income tax. In alignment with the state of Georgia’s approach, the supplemental payment will be taxed at supplemental rates established by federal and state taxing agencies. These rates include 22% federal withholding, 6.2% OASDI withholding (Social Security), 1.45% Medicare withholding, and state withholding.
Should the supplement be included for Transparency in Government Act (TiGA) reporting purposes?
Yes, the supplement will be included in TiGA reporting.
Will the one-time supplement be prorated for those with standard working hours of less than 40 hours?
No, there will be no prorated payments. All eligible employees (regular status with standard working hours of 30 hours or more) will receive the full supplement.
If an employee terminates prior to the payment date, is the employee still eligible
for the one-time supplement payment?
Eligible employees must still be employed and in active pay status when the supplement issued on Dec. 20.Employees will not receive the supplement if they have already separated as of that date.
If an employee is in an unpaid leave status, will they receive the payment?
If an employee in an unpaid leave status is eligible, the institution will work with the SSC to pay the supplement to the eligible employee upon their return to active pay status.
Please take this opportunity to read and review the Employee Alcohol and Illegal Drug Use Policy. There are also resources available for support with substance abuse or other issues. Georgia Tech's Employee Assistance Program (EAP) is free, confidential, and provides counseling services and referrals for a full range of personal, family, and work concerns.
If you have questions about this notice, please contact Georgia Tech Human Resources at employee-relations@ohr.gatech.edu or call 404.385.1111.
Related Information
Each year, during the first week of December, the Association for Talent Development, the world’s largest learning association dedicated to empowering professionals to develop knowledge and skills, celebrates workplace learning through its annual campaign, Employee Learning Week. This year's theme, “Workforce Development is Everyone’s Business”, truly resonates.
Making workforce development everyone’s business requires focus and dedication, with individuals at all levels in an organization making it a priority. Here are some perspectives to consider organization wide.
Organizational Leadership – Commitment to workforce development must come from the top of the organization. Senior Leaders are encouraged to create the conditions for learning and growth by placing importance on professional and career development. This includes providing time and resources for employees to engage in developmental opportunities. Georgia Tech offers many options for learning to include online courses, classroom instruction, developmental/experiential programming, and financial resources like TAP and STRAP. Additional considerations can include conference attendance, job shadowing, cross-training, stretch assignments/special projects, podcasts, library books/resources, volunteer opportunities, etc. For links to resources and opportunities in a variety of categories, check out the Campus Learning Directory.
People-Leaders– Individuals with direct reports are in a great position to assist employees with identifying learning and development opportunities to meet their needs and help them create learning plans. As part of performance development conversations, managers can encourage engagement and make connections to relevant learning opportunities that can build skill and position colleagues well to support their personal growth and support the mission of the organization. Check out the information shared during Employee Learning Week last year regarding the development of a Learning Plan.
Individuals – While leadership support is imperative to create and implement a culture of learning, it is up to the individual to determine what learning and development opportunities are right for them. Learning happens in many ways, not everyone learns best from in-person, classroom environments. They may prefer online learning they can participate in on their own schedule or are more engaged through reading or listening to podcasts. Sometimes, more informal learning, like job sharing or shadowing helps build the desired skills. Participating in communities of practice like Employee Resource Groups or professional associations can also be beneficial. Earning a degree may not be for everyone but seeking out certificates/certifications/diplomas through more formalized education may be an approach to consider.
It takes everyone working together to create a culture that values and embraces learning and development within the Institute. With strong leadership paving the way, individuals have the opportunity to grow and give back to Georgia Tech through improved skills to advance their work. Through Progress and Service we can develop ourselves to advance technology and improve the human condition. Workforce development is everyone’s business.
During Employee Learning Week 2023 there are a multitude of learning opportunities occurring. See if one of them is right for you.
Get Your Idea Out There! Writing for Higher Ed Media
12/4/23
3:00-4:00pm
Crosland 7130
Navigating Conflict & Challenging Conversations
12/4/23
1:00-3:30pm
GLC 149
D&I Workshop: Implicit Bias and Search Committees
12/4/23
1:00-2:30pm
Virtual
12/5/23
9:00am-12:30pm
GLC 149
12/5/23
11:30am-11:15pm
Virtual
Supporting Student Wellbeing with Canvas
12/6/23
10:00-11:00am
CULC 102
12/7/23
9:00-11:30am
GLC 149
Performance Management @Tech | Self-Assessment Demo
12/7/23
10:00-10:30am
Virtual
Performance Management @Tech | Self-Assessment Demo - For Supervisors
12/7/23
2:00-2:30pm
Virtual
D&I Workshop: Addressing Microaggressions
12/7/23
10:00-11:30am
Virtual
12/7/23
1:30-2:30pm
John Lewis Student Center Northside Room
]]>At Georgia Tech, staff have the advantage of using a digitized system to help track annual career goals. In fact, Dec. 1, 2023 – Jan. 31, 2024 is the annual self-assessment period when staff should log in to review the goals they set earlier in the year and prepare for evaluations conducted by their supervisors.
Georgia Tech Human Resources (GTHR) transformed the performance management process at the Institute when they launched Performance Management @Tech, a module in ServiceNow that allows staff and their supervisors to track goals, monitor progress, and submit evaluations in one place. That move transitioned the Institute away from manual, paper, and DocuSign submissions to a more agile, digital platform.
So far, employees have used the system to submit goals for 2023, supervisors have been able to track six-month probationary period evaluations for new hires, and, beginning Dec. 1, staff can complete their self-assessments.
The self-assessment allows staff to review their own performance and outline their accomplishments, which helps supervisors facilitate the annual evaluation.
The upcoming phases of the performance cycle at Tech are:
Staff and supervisors can attend live demonstrations of the module at one of the following sessions:
Performance Management @Tech supports the Institute's goal of supporting staff development and performance. It also brings us closer to realizing our ability to leverage performance in a more meaningful way as we consider the reward phase of the performance management process.
For the latest updates to the performance management cycle at Tech, visit hr.gatech.edu/performance-management.
]]>
This year there are significant changes coming to available benefits and programs offered by the USG. Below we have listed an overview of those changes and ways to learn more before making your selections.
Benefits-eligible employees can begin learning about your 2024 benefits by using one of the following resources:
If you are enrolled in a USG healthcare plan, you are required to complete certifications each year during Open Enrollment. You must certify whether you (and your covered family members age 18+) use tobacco and whether your spouse has access to coverage through their employer.
To learn more about the $150 tobacco use and working spouse surcharges and when they apply, click here to learn more.
During Open Enrollment, Georgia Tech faculty and staff can donate sick leave hours to a pool benefiting those who need them.
Each year during Open Enrollment, faculty and staff have an opportunity to participate in Georgia Tech’s Shared Sick Leave program, which Tech has offered since 2010. The Shared Sick Leave Program allows employees to donate unused sick leave to a pool where it can be used by other Georgia Tech employees who have used all of their accumulated paid leave but are experiencing serious health conditions.
To see the full list of 2024 changes visit benefits.usg.edu/open-enrollment/2024-benefits-for-active-employees and read this article. Changes include premium updates, and changes to well-being programs.
Here are a few highlights of the changes for 2024:
Here is a summary of the approved plan design changes and premiums.
Learn more about all benefit options at benefits.usg.edu.
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This year was a particularly challenging year due to a higher than normal increase in projected costs due to inflationary pressures, higher utilization of healthcare services, and the continuing increases in the cost and utilization of prescription drugs. To lower overall plan costs, there will be plan design changes in all of the USG healthcare plans, a reduction in the well-being credit from $200 to $100, changes to some of the healthcare programming, and an increase in premiums to cover the rest of the increase.
Here are a few highlights of the changes for 2024:
A summary of the approved plan design changes and premiums are available on the USG benefits website.
2024 Open Enrollment will be October 23 through November 3, 2023. Active employees will begin receiving Open Enrollment information in late September by mail. Complete your 2024 enrollment elections and certifications through OneUSG Connect – Benefits no later than November 3, 2023.
As in the past, tobacco use and working spouse status certification will be required during Open Enrollment. If the certification is not completed during Open Enrollment, the surcharge will apply. Information is available on the USG website at: https://benefits.usg.edu/health-and-well-being/surcharges
You are invited to attend (institution) benefits fair on (date) for more information about the USG benefits programs. We encourage all employees to attend the fair to learn about the changes to the benefit plans for 2024 and about all the benefits USG and (Institution) has to offer.
RETIREES
Pre-65 retirees and pre-65 dependents will remain on the same plans as active employees. As in the past, there will be separate pre-65 retiree premium rate charts for the 2024 plan year.
Medicare-eligible retirees 65 and over and Medicare-eligible dependents age 65 and older will continue to enroll in their supplemental healthcare coverage through the Retiree Health Exchange. Medicare Part A and B will provide primary coverage. USG will also continue to provide an annual contribution into a Health Reimbursement Account (HRA) for retirees and/or dependents to use towards premiums and other eligible out-of-pocket healthcare expenses.
This year, the Board of Regents approved a slight decrease to the USG HRA funding – by $8 per month - or $96 for the year. The annual contribution to the HRA for 2024 will be $2,640 per year per 65 and older Medicare-eligible retiree and 65 and older Medicare-eligible covered dependent(s). To receive the 2024 USG HRA funding, the retiree and/or dependent must purchase coverage through the Alight Retiree Health Solution. The Medicare enrollment period is October 15 through December 7, 2023, for January 1, 2024, coverage begin date.
The decision to reduce the contribution to the HRA was based on several factors, including being one of the cost savings measures to bring overall healthcare costs down, and also based on the results of a recent study showing the purchasing power of the annual HRA.
In addition, beginning on January 1, 2024, Medicare Part D will no longer have the 5% cost share requirement in the Catastrophic phase of Medicare Part D. Therefore, USG will discontinue the Catastrophic HRA in 2024 since it will no longer be needed.
As always, we encourage retirees to review their plan enrollment each year and reach out to Alight Retiree Exchange Solutions to evaluate options for the coming year. Retirees will have an opportunity to review available options, including low premium cost Medicare Advantage Plans (HMO and PPO) as well Medicare Supplement plans, during the Medicare Open Enrollment Period October 15 – December 7.
]]>These statements show faculty and staff the total value of their benefits package, which extends far beyond a paycheck. In today’s competitive job market, these statements display, in one convenient snapshot, everything faculty and staff may not regularly see.
The personalized statements detail compensation, healthcare and voluntary insurance benefits, employer contributions, and other work-life benefits.
The statements will:
Help faculty and staff understand the value of what USG pays on their behalf.
Highlight retirement contributions, which are higher than the private sector.
Promote other work-life benefits, like paid time off, well-being opportunities, and additional programs.
To learn more about statements, faculty and staff can visit benefits.usg.edu/benefits-resources/total-rewards-statement
]]>All student employees must complete all steps of the onboarding process, including the in-person requirements, and be hired in OneUSG Connect before beginning work.
New student employees should visit ohr.gatech.edu/student-onboarding for step-by-step instructions on completing the onboarding process, including required documentation.
Selecting a Time Slot
Email communications will be sent directly to newly hired student employees who have already completed the online Student Hiring Packet (step 1 of the onboarding process) but who still need to complete the in-person onboarding requirement. These students will have the ability to select a 30-minute time slot between 9 a.m. and 4 p.m. on Aug. 16, 17, or 18.
Need to Complete In-Person Onboarding but Cannot Attend this Event?
If you are a newly hired student and need to complete your Form I-9 and/or notarized Georgia Security Questionnaire, but cannot attend this in-person event, contact the ASC for assistance about onboarding and all questions related to working at Georgia Tech.
Call 404.385.1111 to schedule an appointment at the ASC.
Schedule a walk-up appointment online here.
Submit an online Request for Help ticket here. You will need to login for enhanced services.
If you are in the U.S. but not in the Atlanta area and need a remote option, please contact the ASC to find an appropriate location near you.
Already Completed the In-Person Onboarding?
Great! Student employees who have already completed in-person onboarding at the ASC, located at 500 Tech Parkway, do not need to attend the Student Employee Onboarding event.
Other Important Notes
The Student Employee Onboarding event is not an opportunity for students to find a campus job. It is the final step in paperwork processing for those hired into an already accepted campus position. If you are looking for a job, visit the Student Employment webpage for helpful resources.
Hiring managers and their hiring support staff are encouraged to be prepared and familiarize themselves with new and helpful resources designed to promote a seamless experience. Learn more here.
The ASC is here to help students and managers navigate hiring and onboarding processes. Visit the ASC portal for assistance.
]]>Since opening less than a year ago, the ASC has been dedicated to analyzing the student hiring process and developing innovative solutions to improve the experience. This includes partnering with Georgia Tech Human Resources and others to develop new and improved guides and toolkits for hiring students.
Improved integrations with GradWorks improves the flow of information to the ASC and reduces process time.
New eRequest Report enables units to have greater visibility into the hiring process.
Additional staff are being hired to assist with seasonal volume.
This adds a second phase of the performance management cycle to the platform which launched in the spring with goal setting.
“With the employee experience in mind, we are continuing to transform a process that has been historically cumbersome,” said Skye Duckett, vice president and chief human resources officer.
By the end of 2023, all four phases of performance management will be managed within the platform: goal setting, six-month probationary period evaluations, self-assessments, and annual performance evaluations.
“Committed to our strategic plan goal to promote efficient and effective practices, this initiative should positively impact the way staff engage with the performance management cycle, which is the best mechanism for measuring success, which leads to career growth and potential rewards,” said Duckett.
Performance Management @Tech Timeline
Understanding the Six-Month Probationary Evaluation
Institute and Board of Regents policy requires that all classified employees serve the first six months of employment on a provisional basis. If the employee completes this period, the supervisor should review the employee’s performance for that period and advise the employee of their progress in meeting assigned job duties and responsibilities, as well as core competencies. Additionally, it provides an opportunity for the supervisor to review the employee’s developmental needs and formulate and communicate a development plan to improve performance.
How the System Works
Once the six-month probationary evaluation module launches, it will begin to track all new hires and notify their supervisors to set job responsibilities and goals that will be evaluated after the completion of the first 6-months of employment. Additionally, the system will send reminders at 30-day intervals.
For any employees who started working before July 1, the existing paper process is still necessary, and the required form can be found on the GTHR website.
For the latest updates to the performance management cycle at Tech, visit hr.gatech.edu/performance-management
]]>This adds a second phase of the performance management cycle to the platform which launched in the spring with goal setting.
]]>Effective July 1, the following structural enhancements were implemented to help further this partnership and deliver on this goal:
GTRI Organizational Development reports to GTHR’s Employee Experience team.
GTRI Research Faculty Recruiting and Student Recruiting & Programs report to the ASC Talent Services team.
GTRI HR Consulting Services, including Temporary Employment Services, continues to report directly to GTRI with dual line reporting to GTHR’s HR Business Partner team.
Employee Performance, Recognition, and Wellness remains reporting to GTRI and will be embedded in GTRI HR Services.
While the Organizational Development and Recruiting teams began reporting to new units on July 1, they will continue to support and serve GTRI while working alongside their new teams to share best practices and thought leadership across the organization. Looking ahead, the teams will work with leadership in the ASC, GTHR, and GTRI, as well as clients, to identify and explore opportunities for continued process enhancements. Input and engagement from all stakeholders will be essential.
The new structure will enable both GTRI and the broader Institute to:
Enable subject matter expertise oversight of candidate recruiting to ensure GTRI meets high-volume hiring targets needed to sustain growth.
Enable alignment to Institute-wide employee learning, development, and experience initiatives while ensuring GTRI receives the level of support required for its business model.
Align skills, knowledge, and functions to drive best practices and capabilities to support learning, development, and recruiting across the enterprise.
Throughout this integration, the top priority is to maintain business continuity and enable GTRI’s research productivity. After July 1, the Organizational Development and Recruiting teams will continue to utilize their GTRI email and have access to GTRI technology systems and buildings so they can continue to support GTRI. Any updates to service delivery, the way labs request services, and other processes will be communicated to GTRI through Troy Littles, GTRI chief operating officer, and the executive leadership team.
]]>Our annual school supply drive benefits Georgia Tech employees who may lack the financial resources to purchase school supplies for their children in grades K-12. Thanks to your generosity, we have given out over 4,000 backpacks over the last 12 years!
While the opportunity to purchase fully packaged supply kits has ended, you can still contribute to the drive by using our convenient Amazon wish list by July 6.
Visit our Amazon Wish List and choose the items you'd like to donate.
For more detailed information, visit the Buzzin' Back to School webpage.
]]>The majority of pay rate increases will be completed in July; however, there are many unique situations, such as mid-year hires, job changes, and leave statuses, that will require manual pay adjustments until the end of August.
“This cost-of-living adjustment helps support the talented individuals who help our institution thrive,” said Skye Duckett, vice president and chief human resources officer.
“We appreciate the governor and state legislators approving these adjustments. They demonstrate a continued commitment to our employees’ well-being, which includes financial wellness.”
Who is eligible?
The $2,000 salary increase is for all active, regular, benefits-eligible faculty and non-academic staff at Georgia Tech actively employed on July 1, 2023. The increase will be prorated based on employees’ work hours. Employees not receiving benefits, including temporary and those working less than 30 hours, are not eligible for the increase. There may be exceptions to the eligibility population based on unit structure and funding.
When will the COLA increase take effect?
More information
More information about the COLA will be provided as soon as it becomes available. Additional details and instructions from the USG are still in draft format until the FY24 budget is approved.
]]>There are a variety of ways to exercise flexibility while maintaining, and often increasing, productivity, especially in the summer work period between June 5 and August 4.
“Summer is the ideal time to make use of our available flexwork policies,” said Skye Duckett, vice president and chief human resources officer. “As student activity on campus decreases, our staff can focus on establishing the life-work integration that supports our well-being. We encourage everyone to make use of these arrangements where possible.”
We Nurture the Well-being of Our Community
The Institute’s strategic plan reiterates the commitment to a collaborative, holistic approach to campus health and well-being through inclusive environments where all our students and employees can flourish and be fulfilled. Additionally, during the summer months, Fridays will be a “no meeting” day for internal meetings. This commitment across campus will help ensure that everyone has an equal opportunity to focus on their work, catch up on existing projects, and find new ways to keep everyone connected to their work. Employees are encouraged to visit hr.gatech.edu/be-well and hr.gatech.edu/work-life-programs to learn more about life-work integration programs.
Flexible Schedules Support Well-Being
Last summer, GTHR launched the Working @Tech Arrangement, a digital form that streamlines the ability of employees and their supervisors to set up and submit any flexwork arrangements.
As a reminder, the existing Flexwork Arrangements policy covers multiple work arrangements, including hybrid and fully remote work scenarios. As stated in the policy, decisions to implement flexible work will be made by an employee’s unit leadership. There are three types of flexible work arrangements:
Compressed Workweek allows an employee to work a traditional 40-hour work week in less than five days.
Flextime allows employees to change their arrival, departure, and lunch times to come in earlier or leave later than the organization's normal hours.
Telecommuting allows employees to work away from the conventional or main office.
If you need assistance, contact your unit’s HR Partner for guidance.
]]>
There are a variety of ways to exercise flexibility while maintaining, and often increasing, productivity, especially in the summer work period between June 5 and August 4.
]]>The Benefits of Digitized Performance Management
“We are working hard to move our performance management into a modern system, instead of asking employees and their managers to keep up with PDFs, Word documents, and spreadsheets,” said Skye Duckett, vice president and chief human resources officer. “The current process is an extraordinary administrative burden that we can and will improve so teams can focus on their education and research mission.”
The ability to quickly provide reports related to all aspects of the performance management process is another advantage of the new system. Performance Management @Tech can track whether goals have been started, are in progress, or have been completed. This will provide some continuity for staff when supervisors leave and ensure consistency across the Institute. It will also support leadership development and professional growth since goals will be more easily accessed and referenced for recognition and achievement.
Performance Management @Tech supports the Institute's goal of supporting staff development and performance. It also brings us closer to realizing our ability to leverage performance in a more meaningful way as we consider the reward phase of the performance management process.
Timeline
In April 2023, the system will launch with the goal setting phase. Staff will enter their goals and have them approved by their supervisor using the digital platform.
During the third quarter of 2023, the probationary period review form and process will go live on the performance platform.
During the fourth quarter: annual evaluation forms will be added and ready for use in early 2024.
By the end of 2023, all phases of the performance management process — goal setting, self-assessment, annual performance evaluation, and six-month probationary period evaluations — will be managed through Performance Management @Tech.
Using Performance to Develop Leaders
This year, Georgia Tech has also adopted four new Leader Competencies to replace the existing manager competencies, and staff who are people leaders (supervisors) are expected to set one or two leadership goals.
“We are encouraging leaders to think specifically about how they will be shaping the culture and the work of their team or department,” said Diamond Ford, senior director of Employee Experience.
The three managerial competencies on the current performance evaluation will be replaced with the four leader competencies. Click here to learn more about the new leadership competencies.
Leaders will be evaluated on how they achieved their 2023 Leader Competency Goals in early 2024.
In addition, they will be scored on the four Leader Competencies on a five-point scale from excellent to unsatisfactory.
For the latest updates to the performance management cycle at Tech, visit hr.gatech.edu/performance-management.
]]>
The Benefits of Digitized Performance Management
“We are working hard to move our performance management into a modern system, instead of asking employees and their managers to keep up with PDFs, Word documents, and spreadsheets,” said Skye Duckett, vice president and chief human resources officer. “The current process is an extraordinary administrative burden that we can and will improve so teams can focus on their education and research mission.”
The ability to quickly provide reports related to all aspects of the performance management process is another advantage of the new system. Performance Management @Tech can track whether goals have been started, are in progress, or have been completed. This will provide some continuity for staff when supervisors leave and ensure consistency across the Institute. It will also support leadership development and professional growth since goals will be more easily accessed and referenced for recognition and achievement.
Performance Management @Tech supports the Institute's goal of supporting staff development and performance. It also brings us closer to realizing our ability to leverage performance in a more meaningful way as we consider the reward phase of the performance management process.
Timeline
In April 2023, the system will launch with the goal setting phase. Staff will enter their goals and have them approved by their supervisor using the digital platform.
During the third quarter of 2023, the probationary period review form and process will go live on the performance platform.
During the fourth quarter: annual evaluation forms will be added and ready for use in early 2024.
By the end of 2023, all phases of the performance management process — goal setting, self-assessment, annual performance evaluation, and six-month probationary period evaluations — will be managed through Performance Management @Tech.
Using Performance to Develop Leaders
This year, Georgia Tech has also adopted four new Leader Competencies to replace the existing manager competencies, and staff who are people leaders (supervisors) are expected to set one or two leadership goals.
“We are encouraging leaders to think specifically about how they will be shaping the culture and the work of their team or department,” said Diamond Ford, senior director of Employee Experience.
The three managerial competencies on the current performance evaluation will be replaced with the four leader competencies. Click here to learn more about the new leadership competencies.
Leaders will be evaluated on how they achieved their 2023 Leader Competency Goals in early 2024.
In addition, they will be scored on the four Leader Competencies on a five-point scale from excellent to unsatisfactory.
For the latest updates to the performance management cycle at Tech, visit hr.gatech.edu/performance-management.
]]>
Employees are integral to the Institute’s mission and vision. It is important to take the time to show how much they are appreciated, and to recognize their efforts and their ongoing commitment to our collective values. According to a recent O.C. Tanner study, 79% of employees who quit their jobs cite a lack of appreciation as a key reason for leaving. Showing appreciation doesn’t have to cost much, and in turn helps create a more engaged, motivated, and productive workforce.
From students to managers to colleagues to senior leaders, everyone can play a role in making this year’s Employee Appreciation Day on Friday, March 3, a special occasion that makes Tech employees feel valued.
Georgia Tech Human Resources (GTHR) has developed an online guide to spark ideas for appreciating peers, employees, teams, and student workers to contribute to a successful Employee Appreciation Day within each unit. Check out the resource here and keep in mind, this isn’t the only day you can show gratitude to Tech employees. The Institute provides many programs to recognize colleagues on a daily or annual basis.
"It is so important to personalize recognition to meet the needs and preferences of each individual. Some employees may appreciate public praise while others may not. Some may be on campus to receive a visit from Buzz, treats in the break room, or a handwritten note, while others may not. Tailor your approach to fit the needs of your team. There are so many ways to say thank you," said GTHR's Recognition Program Manager Mattie Smyth.
Contact Smyth for more information about these recognition programs and ways you can express gratitude for employees throughout the year.
]]>Find more resources on CPR, including the American Heart Association’s Heartsaver® Virtual training course, at heart.org/CPR.
In addition, Georgia Tech’s Fire Safety department provides First Aid CPR and Automated External Defibrillator (AED) courses for the Georgia Tech community.
Visit the Georgia Tech Campus Calendar for a full listing of courses this spring.
Be the Beat for someone you love!
]]>
If you have any questions, please feel free to reach out to Jim Wallace, assistant director benefits and retirement.
]]>If you work 20 hours or more per week, you must be enrolled in one of USG’s mandatory retirement plans: The Teachers Retirement System of Georgia (TRS) Plan or the Optional Retirement Plan (ORP).
]]>The annual process presents an opportunity for employees and their supervisors to collaborate on setting expectations, review the previous year’s work and accomplishments, and discuss paths to improvement, professional development, and/or promotion.
When done well, the process promotes professional growth, career progression, and clarity about objectives.
“One large part of the HR Transformation happening at Georgia Tech has created space for employees to be more supported on their career journey,” said Skye Duckett, vice president and chief human resources officer. “We hope staff and their supervisors will fully engage in this process and realize it can be extraordinarily meaningful in shaping their careers.”
What to Expect
From December through April, Institute staff participates in the performance management process by partnering with their supervisor to:
Self-Assessments
Employee self-assessments are due on or before Jan. 31 to the employee’s direct manager.
Although this resource is optional, employees are strongly encouraged to take advantage of this opportunity. Self-assessments give managers the opportunity to review and consider employee feedback in time to deliver the employee’s performance review on or by March 31.
Refer to and share this video for help completing the self-assessment. The self-assessment form can be found at hr.gatech.edu/forms under the "Performance" tab.
Goal Setting
This step allows employees to think about performance tasks they hope to achieve this year and gives a framework to write out an action-oriented SMART goal for each. SMART goals are Specific, Measurable, Achievable, Realistic, and Timely.
GTHR and OIT are partnering to develop an electronic submission process for goals as part of the overall transition of electronic performance management to a new system. Similar to the Working @Tech arrangement, digital goal setting will be easier and faster than the current Word forms and DocuSign process. More details to come on the transition to this new platform.
In the meantime, the existing form can be used, if needed, to document goals prior to the launch of the new system. These goals can be loaded in the new system in the spring.
New Leader Competencies
The 2023 performance cycle includes updated leadership competencies specific to supervisors. Supporting the Institute’s goal to develop leaders, the value-aligned competencies are now part of the goal setting process for people leaders.
By merging our leader competencies and the performance management process, we can create a workplace with increased consistency, clarity, and rigor in the process of identifying and nurturing leadership talent at Georgia Tech.
The Georgia Tech Leader Competency Model provides leaders with explicit behavior in four areas that help them demonstrate Institute values:
To learn more about the Georgia Tech Leader Competency Model, visit hr.gatech.edu/leader-competencies.
Resources to Help Prepare
Both employees and managers should consider the following resources to make this conversation as productive and beneficial as possible.
Access the Georgia Tech Performance Management learning path through Georgia Tech LinkedIn Learning, which includesHere resources to help during self assessment, performance review, and goal setting, as well as ongoing learning around this topic.
Self-Assessment Period
Performance Review Period
Ongoing Learning
View performance FAQs for general questions at hr.gatech.edu/performance/faqs.
]]>The Staff Awards recognize employees for outstanding achievements over and beyond their regular job duties and who model Georgia Tech’s core values and vision for the future. There are a total of 12 awards. All faculty and staff, regardless of job function, are eligible and encouraged to submit a nomination. The nomination process ends on Friday, Feb. 17.
“The act of being nominated, whether you win or not, does wonders for employees' sense of belonging, retention, and well-being. It shows that someone values you, that you are integral to the mission of the Institute, and it motivates you to continue doing great work,” said Mattie Smyth, GTHR program manager for recognition, who manages the Staff Awards process.
Award recipients are selected by a cross-functional campus committee and will be recognized at the Georgia Tech Faculty and Staff Honors Luncheon on Friday, April 21. Additional information on the awards, nomination criteria and instructions can be found at hr.gatech.edu/staff-awards.
]]>All Georgia Tech employees should be aware of each policy and the recent changes. The updates are a part of ongoing efforts by the USG to clarify processes and procedures and include updated guidance that meets the current need of the university system.
Click each link below to review the final version of the modified policies.
Existing Georgia Tech policies will be updated to align with the modifications.
]]>With fall semester in full swing, I hope each of you is well and enjoying this cooler weather. It’s an exciting time on our campuses, as well as in the University System Office. My role as Chancellor continues to energize me and is one I consider to be the most impactful job I’ve ever had. I hope you feel the same as staff members.
I want to take this opportunity to share some thoughts on the direction we are headed in as the University System of Georgia and recognize the valuable role each of you play in helping USG fulfill its mission on behalf of our students and the state.
I have been privileged to witness your good work first-hand in my travels to all 26 of USG’s institutions as well as to our USO facilities in Sandersville and Athens. The state of our university system is strong, and I appreciate your hard work to make that happen. At the same time, as I have also told faculty, we face some headwinds such as shrinking enrollments due to lower birth rates and the economy, ‘leakage’ of students away from Georgia and marketplace disruptions that are demanding a highly qualified yet nimble workforce. Our campuses are already responding to these challenges in different ways. Some are engaging in predictive analytics to recruit students and help them succeed. Others use dashboards to drive the decisions made by their leaders. Many are focused on relevant academic programs that will meet workforce needs in local communities and across the state. However, current challenges and opportunities demand that we keep getting better. As I mentioned in many of my visits and meetings, I have captured this idea of continuous improvement in a slogan that I use to talk about the system: “Good, better, best. Never let it rest until your good is better and your better is best!”
You may be wondering how this idea will affect you as staff? To take our institutions from good to better to best, we need to take several approaches. We need to identify best practices at each institution and then share them throughout the system. It’s sort of the idea that a rising tide lifts all boats together. We need to improve communication within and across institutions so that everyone works collaboratively to create a more educated Georgia. I also believe we need more consistent access to real-time metrics. I’d like to see more use of data dashboards that make outcomes transparent, enable us to hold each other accountable and provide a clear view on what is working well and what needs to be changed. I intend to engage everyone in USG in the service of these goals, and more.
In pursuing our goals, it is also critical to advance as a team so that the whole of our university system is greater than the sum of its parts. To capture this sense of teamwork, I like to use the metaphor of a ‘flywheel’ first proposed by teacher and scholar Jim Collins. USG is like a giant flywheel that will spin faster if all of us put our hands on it and then push in the same direction. By paying close attention to data, we will know which direction to push in so that we advance our best practices. By improving communication within and across institutions, we will reduce friction in the system so that we work better together and recognize all contributions as we see our hands and those of others pushing the flywheel – ensuring the proverbial left hand knows exactly what the right hand is doing. As we team up to turn the flywheel bit by bit, it will begin moving forward faster and faster by its own momentum and help us become the premier university system in the nation.
With the energy that I feel around USG, I am optimistic we will be making tremendous progress over the next few months and into the coming years. In fact, significant progress has already been made on our goals of affordability and transparency. I recently announced a new, one-stop website called Georgia Degrees Pay. The site will help our students, families, taxpayers and other stakeholders compare how much it costs to attend any of our schools, how well our institutions help students be successful and how much in potential future earnings graduates can look forward to. Prospective students will be able to make informed decisions regarding which institutions fit their needs and ambitions best, while having easy access to extensive information including system initiatives and financial aid options. The site will keep developing as we add more and more data to help Georgians make good decisions. And this is just one of many ways in which we will be harnessing data to improve transparency and decision-making.
What I ask of you as we work on this is to support one another and own the expertise you have. I had the opportunity recently to attend the USG Staff Council Conference at Georgia Gwinnett College, and one of the things we discussed was how important it is for all of us to work together toward our common mission. I want your input and ideas because you are our experts. Please send those ideas to: chancellorinnovation@usg.edu. This also means the system has a responsibility to support you in your professional development, and you will be seeing more efforts to do this.
I know how challenging the past two and a half years have been. You have had to work harder than ever before, yet that work is as vital as ever. There are many jobs and careers in this world, but there are not many that enable you to change a person’s life or the trajectory of their family. Whether you are awarding financial aid, serving meals on campus, driving buses from one end of campus to another, advising student organizations, mowing the lawn, paying invoices, counseling employees on benefits, teaching a class or everything in-between, what you do matters. It takes every one of us to create an environment where students can learn and realize their full potential. Without you, our students’ life-changing experiences in higher education could never happen.
So, if nothing else, let me simply say thank you. This is a noble mission to which we contribute, and we have important work that is meaningful to the more than 340,000 USG students across the state. The university system needs you, and our students need you. I hope you have been re-energized this fall as the students began the semester. As you interact with them, I hope you experience the personal fulfillment that comes with working in higher education. I cannot overstate how important every single one of us is to the success of our students. Because of you, they have the life-changing opportunity to better their family’s quality of life. That is no small thing. And what you do to help them on that journey is no small matter.
I am grateful for all you do. I hope we can continue our dialogue and look forward to a great academic year.
Sincerely,
Sonny Perdue
Chancellor
]]>Each year during Open Enrollment, faculty and staff have an opportunity to participate in Georgia Tech’s Shared Sick Leave program, which Tech has offered since 2010. The Shared Sick Leave Program allows employees to donate unused sick leave to a pool where it can be used by other Georgia Tech employees who have used all of their accumulated paid leave but are experiencing serious health conditions.
To enroll in the Shared Sick Leave program, a minimum donation of eight hours (prorated for part-time employees) is required. (Donations may not exceed 80 hours.) After making your donation, employees must have a minimum of 40 sick leave hours (prorated for part-time employees) remaining as of Jan. 1, 2023 The transfer of your donated leave to the Shared Leave pool is expected to occur during the first week of January 2023. Only employees who are enrolled in the Shared Sick Leave program are eligible to receive donations from the pool if they run out of their own accrued sick leave.
If you are already a member of the Shared Sick Leave program, donations are not required each year and are voluntary unless the pool is considered depleted. If you are not sure if you are already a member of the Shared Sick Leave program, contact the Administrative Service Center online or by phone at 404.385.1111.
Qualified requests for leave hours from the pool include conditions or circumstances that meet the Family and Medical Leave Act’s definition of a serious health condition, including the birth of a child.
Membership in the pool is open to full-time and part-time employees who have met their six-month probationary period. Shared sick leave cannot be used in conjunction with Workers Compensation, or short- or long-term disability.
“Being a member of the program was a life saver,” said one enrollee who benefited from it. “Having this extra layer of income protection at a time when I needed it most was greatly appreciated.”
Leave donations cannot be withdrawn, but members are allowed to withdraw or resume membership each year during Open Enrollment. Employees enrolled in the Optional Retirement Plan who are nearing retirement are encouraged to consider participating, because their unused sick leave hours cannot be cashed in or used toward creditable service at retirement.
Georgia Tech Human Resources is the administrator for the Shared Sick Leave program. If the pool drops to fewer than 120 hours, all members will be notified of the depleted pool status, and each member will automatically be charged eight hours of sick time to replenish the pool.
Registration for the pool will be available during 2023 Open Enrollment, which runs from Oct. 24 through Nov. 4. For questions about qualified requests, donating hours, or involvement in the pool, contact the Administrative Service Center online or by phone at 404.385.1111.
More details about the program can be found at hr.gatech.edu/shared-sick-leave.
]]>Human Resources
]]>Georgia Tech Human Resources (GTHR), in partnership with the L.O.V.E. GT strategic initiative, has launched a social, peer-to-peer recognition program, called Show Your L.O.V.E, to recognize members of the Georgia Tech community who demonstrate the Institute’s values throughout their daily lives.
The Show Your L.O.V.E. initiative encourages faculty, staff, and students to observe when a fellow community member is living our values every day and recognize them for their efforts.
Once a community member is acknowledged through the online submission form , the recipient will receive notification of the submission and will be encouraged to nominate others.
By celebrating our campus community members living their values, we can focus on our shared mission and achieve the goals envisioned through the Georgia Tech strategic plan.
“In order to improve upon employee experience, it’s essential employees feel valued and appreciated,” said Laura Pusateri, Employee Engagement Director. “While we have several award programs that allow employees to formally recognize each other, our Show Your L.O.V.E. initiative is unique in that individuals can be recognized by fellow community members at any time throughout the year their good work is demonstrated.”
Show Your L.O.V.E. is one component of a greater recognition program within GTHR. For more information about Georgia Tech’s recognition efforts, visit Georgia Tech Human Resources’ website.
]]>Two programs are available.
TAP and STRAP Application Procedures
Special Note About TAP Registration Dates
As a TAP participant, it is important that employees only register for classes during the TAP employee registration dates (updated each semester). These dates change each semester and will differ depending on the USG Institution you are attending. If you register prior to the employee registration period, you risk your classes being dropped and your TAP waiver being removed.
Additional information can also be found in the TAP Policy and STRAP Policy or by email: eduassist@gatech.edu.
]]>“As part of the AdminX strategic plan initiative, we are undergoing an organizational transformation in GTHR,” said Skye Duckett, Vice President and Chief Human Resources Officer. “This transformation includes new services being added to the Institute, particularly roles focused on recruitment and employer branding.”
Research shows the majority of employees will consider changing jobs without a salary increase if the prospective new employer has a great reputation. In a candidate-driven marketplace, it is up to companies to maintain a strong employer brand image, provide greater benefits, and employee value propositions (EVPs) - rather than just a high salary.
Employer branding can attract future employees and be useful to retain current employees. Leveraging social media as a resource is one way to influence and narrate the values associated with being an employee of the Institute.
“Social media will also give Tech the advantage of engaging with passive candidates, or those who are not actively applying for jobs but might consider a change,” said Taylor Goodson, Employment Brand Manager.
“In a very simplified way, our approach is to meet and engage with people where they are,” said Goodson.
Last year, more than 80% of job seekers utilized social media in their job search. Top priorities include for the social media accounts are:
On September 22, the first day of fall, GTHR launched Tech’s first recruitment-themed campaign titled “Fall in Love with Georgia Tech.” This strategy was designed to set the tone of GTHR’s foray into social media by providing a campaign centered around the many reasons to “L.O.V.E.” Georgia Tech. Key components of this initial launch include:
“Become a brand ambassador and honorary recruiter by engaging with us virtually! Please follow, retweet, share, and interact with our content on social media,” said Goodson.
“The greater the following and engagement we receive, the bigger reach and impact we can make on our employer brand. Our employer brand begins with us!”
The updated form enables the Institute to provide enhanced reporting and analytics regarding how employees work at Georgia Tech. All full-time, benefits-eligible faculty and staff will be asked to complete this form in the fall 2022 academic semester. Look for more details to come throughout the semester.
Part-time and temporary employees may also be asked to submit their work arrangements, as needed. GTRI employees will continue using the existing GTRI’s Flexible Working Arrangement/Telecommuting Form, through the JIRA Service Desk.
Additional Resources
Employees needing assistance completing the Working @Tech Arrangement should visit the Working @Tech website. There, they will find links to the form, a job aid, FAQs, and an opportunity to submit questions to Georgia Tech Human Resources (GTHR).
In addition, GTHR is hosting a virtual campus info session, where colleagues will walk through the components of the form and answer attendees’ questions. Mark your calendars for the following event:
HR Business Partners or College Directors are also available to provide assistance.
]]>Beginning this week, GTHR will pilot the use of HireVue, a video interviewing platform that provides recorded, one-way (on demand) interviews for job applicants. This platform simplifies how hiring mangers engage, screen, and hire talent by creating a streamlined process with automated workflows.
During this initial pilot, GTHR will use this platform to support interviewing for vacancies in GTHR and the Administrative Services Center (ASC). HireVue may be expanded to other departments once the pilot phase is complete.
HireVue provides on-demand digital interviews that can be recorded by candidates at any time and with any device. They can be viewed by hiring managers and search committee members at any time convenient to them.
Watch the overview to see how candidates and hiring managers will engage with the HireVue talent experience platform.
The main benefits to using HireVue include:
Flexibility for candidates (to record their interview at any time) and hiring managers/committee members (to review recorded interviews at any time).
More inclusive search experience by increasing the number of candidates in the initial interview step.
Standardized and optimized approach that allows search committees time to analyze and gain insight into candidates’ skills and experience, and capture feedback after reviewing recorded video interviews.
Opportunity to screen more people in less time, gain important information, and make more informed hiring decisions.
In the days to come, GTHR will connect with HR and ASC hiring managers to share training opportunities, job aids, and other resources.
For more information about HireVue or questions regarding this initial pilot, contact Lacey Pinkney-Page, GTHR Program & Portfolio Manager, at lacey.pinkney-page@hr.gatech.edu.
]]>ERGs were created almost a decade ago to support Georgia Tech’s efforts to build community and ensure that employees experience a greater sense of belonging. The voluntary employee associations, organized around common dimensions of diversity, were designed to offer forums where like-minded employees can enhance their employment experience and build community with those who share similar interests or identities.
The ERGs will reside in the new Employee Experience Department that combines three teams: employee engagement; communications; and employer branding.
The ERGs provide essential engagement opportunities and strong connections to the Institute Strategic Plan (ISP), Diversity Equity & Inclusion Plan, and health and well-being initiatives. The transition also nicely aligns with GTHR Transformation efforts and employee engagement practices.
“I am impressed by the foundation and the work that has been done with the ERGs over the past decade and remain committed to continuing a strong partnership with the IDEI team throughout this process,” said Skye Duckett, Vice President and Chief Human Resources Officer of GTHR.
In the weeks that follow, GTHR will initiate a strategic planning process to ensure the strengths of the ERGs remain intact, while also imagining what the future can hold. The campus community is encouraged to participate in the visioning process and can expect additional information throughout the semester.
“We have been honored to work alongside our ERG leadership teams to create spaces where our employees can build meaningful connections, find community among peers with similar interests, and grow together,” said Archie Ervin, vice president for Institute Diversity, Equity, and Inclusion and Chief Diversity Officer for the Institute. “We are excited for the new opportunities this realignment will provide, as GTHR continues to expand upon its commitment to improve the employee experience for all Georgia Tech faculty and staff.”
Visit this link for additional information regarding the ERGs.
]]>Good news! There will be no employee premium increases for 2023.
We are continuing to see higher costs in the healthcare plan due to COVID-19 treatment, testing, and vaccines, but also due to increasing utilization of the plan benefits, inflationary pressures, and impacts of new legislation. To lower overall plan costs, there will be plan design changes in all of the USG healthcare plans and an increase in the employer portion of the premiums to cover the rest of the increase.
There will be an increase in the plan surcharges, and the plan design changes include increases in deductibles, out-of-pocket maximums and/or copays.
Here are a few important items to note:
There will be one surcharge for all dependent children 18 and older who use tobacco.
You must complete the certification of your tobacco use and working spouse (if applicable) each year during Open Enrollment. If you take no action during Open Enrollment, you will default to the surcharge.
Check your Open Enrollment confirmation statement to make sure you completed the certification. Corrections can be made through the end of the year through OneUSG Connect – Benefits at 844-587-4236.
The Tobacco Cessation option will continue to be available during Open Enrollment for employees/dependents who are tobacco users to provide an opportunity to take a Tobacco Cessation program, complete the program and have the tobacco surcharge removed. Information about Tobacco Cessation options is available on the USG Well-being website under Tobacco and Smoke-Free.
The Working Spouse Surcharge will apply to employees who cover their working spouse under the USG plan when the spouse has an offer of coverage from their own employer.
You may change/update your surcharge status at any time during the year through OneUSG Connect – Benefits. The change will be effective at the first of the next month.
Programs provided for healthcare enrolled members who meet program criteria – information is available on the well-being website.
A summary of the approved plan design changes and premiums are available on the USG benefits website.
2023 Open Enrollment will be October 24 through November 4, 2022. Active employees will begin receiving Open Enrollment information in late September by mail. Complete your 2023 enrollment elections and certifications through OneUSG Connect – Benefits no later than November 4, 2022.
Benefits Fairs
This year, we are Better Together! Attend an in-person or virtual benefits fair for more information about the USG benefits programs. Georgia Tech in-person fair will be held on Tuesday, October 18, More information including time and location will be announced soon. Flu shots and biometric screenings will also be available on the day of the fair. The USG virtual benefits fair with live presentations and chat will be offered throughout the Open Enrollment period, from October 24 through November 4. We encourage all employees to attend a fair to learn about the changes to the benefit plans for 2023. You will receive a registration email in October for the virtual benefits fair.
Retirees
Pre-65 retirees and pre-65 dependents will remain on the same plans as active employees. As in the past, there will be separate pre-65 retiree premium rate charts for the 2023 plan year.
Medicare-eligible retirees 65 and over and Medicare-eligible dependents age 65 and older will continue to enroll in their supplemental healthcare coverage through the Retiree Health Exchange. Medicare Part A and B will provide primary coverage. USG will also continue to provide an annual contribution into a Health Reimbursement Account (HRA) for retirees and/or dependents to use towards premiums and other eligible out-of-pocket healthcare expenses. The Board of Regents approved the USG HRA funding to remain at $2,736 per year per 65 and older Medicare-eligible retiree and any 65 and older Medicare-eligible covered dependent(s), which was the same level as 2022. To receive the 2023 USG HRA funding, the retiree and/or dependent must purchase coverage through the Alight Retiree Health Solution. The Medicare enrollment period is October 15 through December 7, 2022, for January 1, 2023, coverage begin date.
If you have questions, please submit a ticket through ServiceNow.
]]>Note: The event is not an opportunity to find a campus job. It is the final step in paperwork processing for those hired into an already accepted campus position.
All student employees must complete all parts of onboarding and be hired in OneUSG Connect before beginning work. If you have already completed in-person onboarding at GTHR, you do not need to attend Student Employee Onboarding.
All new hires must complete the online Student Hire Packet before in-person onboarding can occur. At the in-person Student Employee Onboarding event students will:
Check in at the welcome desk to confirm that they are ready for in-person onboarding.
Have their identity verified to complete I-9 Section 2 and security questionnaire.
Please review the identification requirements, and make sure to bring original (no photocopies) and unexpired documentation to the onboarding event.
Optional: International students will be able to submit Social Security Number (SSN) applications (with employment letters and supporting documentation) directly to representatives from the Social Security Administration. Officials will be accepting walk-ins (no appointments) from 9 a.m. to 4 p.m. each day of the event in Clough Room 323. Review SSN application requirements on the OIE site here.
Sign Up for a Student Employee Onboarding Timed Slot
Tickets are available over three days: Aug. 17-19, 9 a.m. – 3:30 p.m. Click the appropriate date below to sign up for your preferred time slot.
Student Employee Onboarding, Aug. 17, 9 a.m. – 4 p.m.
Student Employee Onboarding, Aug. 18, 9 a.m. – 4 p.m.
Student Employee Onboarding, Aug. 19, 9 a.m. – 4 p.m.
To learn more, visit the GTHR Student Employment website.
]]>The faculty component, a collaborative effort between Human Resources, academic leadership, and Business and Administration, was completed in June. Compensation adjustments are now being implemented, resulting in a salary increase for approximately half of Georgia Tech faculty members, excluding Georgia Tech Research Institute (GTRI). Because GTRI recently conducted a market salary adjustment program, it was not included in this exercise.
As part of the compensation review, Georgia Tech’s Executive Leadership Team approved adopting a new minimum wage for Georgia Tech, which went into effect in November and December 2021. Staff compensation adjustments were made in December 2021.
The academic market study was conducted to better align faculty members’ salaries with the market and strengthen Tech’s ability to attract and retain the best faculty across all categories.
In fiscal year 2023, most of the faculty members included will receive a maximum increase of 5% applied after the cost-of-living adjustments (COLA), for eligible state employees. The percentage was selected for consistency with the staff exercise that had a 7% cap before COLA, and to not overly burden grants for faculty members on sponsored funds.
A small number of faculty members will receive necessary individual adjustments as recommended by the deans. This is because their roles weren’t matched to market by Deloitte, the consulting firm for the project, and/or based on unique disciplinary market insights, internal equity, compression, and high-demand fields.
Faculty pay adjustments went into effect July 1, 2022, for 12-month faculty, reflected in July 29 paychecks. Pay adjustments for 9-month faculty will be effective Aug. 1, reflected in Aug. 31 paychecks (or Aug. 26 for employees paid biweekly).
Those who are eligible for an increase (and their managers) will receive notification via email from Georgia Tech Human Resources in July and may also view their increases on oneusgconnect.usg.edu during the week of their respective pay dates (July 29 and Aug. 31 for monthly and July 29 and August 26 for biweekly).
In fiscal year 2023, minimum increases to faculty members paid on sponsored/external funds will be optional and determined by the supervisor and school chair or unit head based on funding source policies and available funding.
Initial plans were to introduce faculty compensation adjustments in early 2022. However, extra time was needed to align on a common benchmark, understand the differences between faculty with similar titles and ranks, and clear hurdles associated with incomplete or not updated data, plus the necessity to pause while entering the COLA (a statewide exercise that allowed us to increase salaries for all eligible faculty and staff salaries).
Program guiding principles included being consistent with the staff exercise whenever possible and practical; reflecting the importance of diversity, equity, and inclusion within our faculty; leveraging the insights and knowledge of deans and school chairs/unit heads; and ensuring transparency and clear communication.
Input to align faculty members’ salaries with the market included faculty salaries at peer institutions, benchmarking other Association of American University (AAU) institutions as identified by the deans, an independent compensation study, and an employee census.
]]>Founded on our pursuit to lead by example, champion innovation, and maximize efficiency through the AdminX initiative, the new digital form referred to as the Working @Tech Arrangement will replace the current DocuSign version and enable the Institute to provide enhanced reporting and analytics.
The new form will also improve the end user experience, allowing for pre-populated information and a streamlined approval process. Please know that this is only a form update, and no changes are being made to the existing flexible work arrangement policy.
It is our intent to provide employees an opportunity to engage with the new Working @Tech Arrangement form. Prior to the launch of the new form, we will provide several town halls and dedicated information sessions to ensure understanding of the process. If you have any questions during this time, please contact your Department or School HR Partner.
]]>Georgia Tech is dedicated to providing equal employment opportunities for all qualified individuals. As an Institute, not only do we thrive on diversity, but we also nurture the well-being of our community.
To get the most accurate picture of our diversity, we encourage all employees to participate in the 2022 Voluntary Employee Self-Identification Campaign, which will run through June 24.
“This information helps us gain a better understanding of the makeup of our Georgia Tech community," said Skye Duckett, Vice President and Chief Human Resources Officer. "With this knowledge we can be more informed and inspired to meet the needs of our staff, said Duckett.”
Employees may log in to OneUSG Connect to share or update their race, ethnicity, disability, and veteran status. These demographic details remain confidential, and help the Institute measure employment progress and fulfill federal requirements.
Georgia Tech Human Resources (GTHR) and the Georgia Tech Research Institute (GTRI) Division of Diversity, Equity, and Inclusion are responsible for preparing Georgia Tech’s Affirmative Action Plans annually. As a federal contracting organization, Georgia Tech must comply with reporting requirements established by the Office of Federal Contract Compliance Programs.
All employees are encouraged to self-identify. Temporary employees, affiliates, and student employees do not need to participate in this campaign.
Self-identification produces data needed to accurately measure employment progress. Also, the federal government has issued regulations requiring federal contractors to practice equal employment opportunity and affirmative action for women, ethnic and racial minorities, individuals with disabilities, and protected veterans. As a federal contractor, Georgia Tech is required to reach out periodically to all employees and give them the opportunity to self-identify.
We encourage you to participate in the Employee Voluntary Self-Identification Campaign to assist us with learning more about our workforce as well as facilitate better inclusion and belonging.
Self-identifying is quick, voluntary, and confidential. You can update or verify your race, ethnicity, disability, and protected veteran status in the Employee Self Service site within OneUSG Connect. Follow these quick steps to self-identify:
Self-identification information is not reported to managers, other employees, or at the individual level and remains confidential and not connected to an individual’s employment record. This information will never be used for any type of employment action toward an individual.
Learn more, and see the Frequently Asked Questions, on the Self-Identify webpage.
Campus will be closed on Monday, June 20, 2022, in observance of Juneteenth National Independence Day.
Juneteenth also called “Juneteenth Independence Day,” “Freedom Day” or “Emancipation Day” is a day to celebrate the freedom of African Americans from slavery in the United States. Those who value freedom, human rights, and a future where everyone can pursue happiness equally also celebrate this day.
On Friday, June 17, 2022, 11 - 3 p.m., The Office of Minority Educational Development within Institute Diversity, Equity, and Inclusion, along with Student Diversity Programs in the Division of Student Engagement and Well-Being, will host the second annual Georgia Tech Juneteenth celebration. Contact Jelani Liddell at jelani@gatech.edu for more information.
Additional Resources
Juneteenth Celebration At Georgia Tech
State Holidays Expanded to Include Juneteenth
Source(s):
The United States Government. (2021, June 18). A proclamation on Juneteenth Day of Observance, 2021. The White House. Retrieved June 14, 2022, from https://www.whitehouse.gov/briefing-room/presidential-actions/2021/06/18/a-proclamation-on-juneteenth-day-of-observance-2021/
]]>Two programs are available.
TAP and STRAP Application Procedures
Special Note About TAP Registration Dates
As a TAP participant, it is important that employees only register for classes during the TAP employee registration dates (updated each semester). These dates change each semester and will differ depending on the USG Institution you are attending. If you register prior to the employee registration period, you risk your classes being dropped and your TAP waiver being removed.
Additional information can also be found in the TAP Policy and STRAP Policy or by email: eduassist@gatech.edu.
]]>There are a variety of ways employees on the main campus can leverage flexibility while maintaining, and often increasing, productivity, especially in the summer work period between June 6 and August 5.
“As we enter the summer months, it is the ideal time to remind the campus community of existing flexwork arrangements that are available to them,” said Skye Duckett, vice president and chief human resources officer. “Finding that balance between work and life is important to our well-being, and we encourage everyone to make use of these arrangements where and when they can.”
The Flexwork Arrangements policy covers multiple work arrangements, including hybrid and fully remote work scenarios. As stated in the policy, decisions to implement flexible work will be made by an employee’s unit leadership. There are three types of flexible work arrangements:
The Institute’s strategic plan reiterates the commitment to a collaborative, holistic approach to campus health and well-being through inclusive environments where all our students and employees can flourish and be fulfilled. Additionally, during the summer months, Fridays will be a “no meeting” day for internal meetings.
This commitment across Tech's main campus will help ensure that everyone has an equal opportunity to focus on their work, catch up on existing projects, and find new ways to keep everyone connected to their work. Employees are encouraged to visit hr.gatech.edu/be-well and hr.gatech.edu/work-life-programs to learn more about work-life programs.
Although in a new location, GTHR staff will continue to provide the same services and quality experiences you are used to receiving at 500 Tech Parkway.
Visitor parking spaces are available in the 755 Marietta Street parking lot. The remaining spaces are for permit holders only.
Employees with W04 parking permits can use the available spaces in the 755 Marietta Street parking lot that are not designated for visitors.
Additional options for parking include:
Once construction begins on 500 Tech Parkway, access to the parking lot will be limited.
]]>This annual school supply drive benefits Georgia Tech employees who need support equipping their children in grades K-12 with school supplies.
This year, GTHR has partnered again with SchoolKitz.com to offer pre-packaged supply kits. This will streamline the donation process and make sure all backpacks are filled uniformly. Each school kit purchased sponsors one child.
If you would like to sponsor a child(ren), the deadline to order supplies from SchoolKitz is Tuesday, June 7. If you would like to request a backpack(s), the deadline is Friday, June 10.
Need a backpack?
For more detailed information, visit https://hr.gatech.edu/buzzin-back-school.
]]>
Held at the Renaissance Midtown Atlanta, 21 25-year service honorees and 84 10-year service honorees celebrated their accomplishments with members of our executive leadership team, fellow colleagues, and guests.
Provost McLaughlin marveled at the combined 2,950 years of expertise, hard work, and passion our 10-year honorees have given the Institute. He recalled that one honoree shared, “I am truly grateful for the support, the friendships, the opportunities, and the challenges that allow me to grow as a better employee and even as a better person.” Another shared that their fondest memories were from the classroom and seeing the “light bulb go on in a student's mind…the sparkle in their eyes and their smile!” They said, “That is the best feeling you ever get as a teacher!”
President Cabrera reflected on the tremendous growth and expansion our 25-year honorees have experienced throughout their tenures at Georgia Tech, not only physically but culturally as well. He stated, “The Institute has become more diverse, more welcoming, more innovative, and more impactful than at any time in our history.” He noted that the contributions our 25-year service honorees have made contributed to much of that growth.
At the Service Recognition Luncheon, 10-year recipients receive a certificate in recognition of their commitment to the Institute. 25-year recipients receive their choice of a gold tack pin or charm, presented to them by President Cabrera, signifying our appreciation for their dedicated years of service.
For more information regarding our Service Recognition program, visit our GTHR website. Photos from the event, as well as a listing of our 2022 honorees, can also be found on our website.
]]>For more, read What to Do When You Need Help.
Source: Mental Health America, mhanational.org
]]>Mental health is similar – the occasional bad day is to be expected, but when things that used to be easy become a lot more difficult, something’s going on. Instead of focusing on physical symptoms, you’ll want to look at your thoughts, feelings, and behaviors.
For more, read Recognizing When You Need Help With Your Mental Health.
Source: Mental Health America, mhanational.org
]]>For more, read What Plays a Role in Developing Mental Health Conditions?.
Source: Mental Health America, mhanational.org
]]>Read Starting to Think About Mental Health for more details.
Source: Mental Health America, mhanational.org
]]>Mental health includes our emotional, psychological, and social well-being.
To support the Institute’s commitment to well-being, and in recognition of Mental Health Awareness this month, Georgia Tech Human Resources (GTHR) is providing resources that can support faculty, staff, and students with their mental health.
According to the World Health Organization (WHO) 46% of Americans will meet the criteria for a diagnosable mental health condition at some point in their lives, and 21% of all U.S. adults currently live with a mental health condition.
At Georgia Tech, one of our values is to nurture the well-being of our community by striving to build a healthy and vibrant environment that helps our students and every member of our community grow holistically and develop the self-awareness, knowledge, and practices necessary to pursue healthy, purposeful, fulfilling lives.
This month the GTHR Be Well webpage has been updated to include new mental health articles, events, resources, and activities to help members of our Yellow Jacket community flourish and be fulfilled.
Additionally, we have a full list of mental health resources linked below and will continue to share tips and events on the campus calendar throughout the month.
Sources
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Two programs are available.
TAP and STRAP Application Procedures
Special Note About TAP Registration Dates
As a TAP participant, it is important that employees only register for classes during the TAP employee registration dates (updated each semester). These dates change each semester and will differ depending on the USG institution you are attending. If you register prior to the employee registration period, you risk your classes being dropped and your TAP waiver being removed.
Additional information can also be found in the TAP Policy and STRAP Policy or by email: eduassist@gatech.edu.
]]>Georgia Tech remains focused on the well-being of students, faculty, and staff — especially during these very stressful times when many are feeling the substantial impact of rising gas prices.
We know that Georgia Tech thrives only because of hard work and dedication from the entire Yellow Jacket community. And as we all face the uncertainty of the future, we want to assure you that we are here for you.
Georgia Tech is taking a proactive stance now with the resources we have available and is committed to continuing to monitor the situation and adjust our approach as needed. So, multiple units campuswide are collaborating to identify and implement measures that will ease the cost of driving to work.
We recognize this situation is rapidly evolving. While we continue to re-evaluate business operations at Tech and will continue to offer a residential experience for our students, including in-person course delivery, we strongly encourage all employees to explore more immediate alternatives to their daily commutes.
Here are a few options with potential cost-savings:
We know uncertainty of any kind is not easy. We will continue to monitor the situation and provide solutions where we can. We want to hear from you: email staffcouncil@gatech.edu or visit Georgia Tech’s Staff Council’s virtual office hours to discuss or share your suggestions.
Employees are also encouraged to reach out to their HR Business Partner or Unit HR Director to ask questions and share ideas.
]]>To help the campus community understand their best alternative commute options, Parking and Transportation Services (PTS) launched Commute Concierge. The concierge service allows individuals to schedule one-on-one communication with PTS staff to discuss personalized commuting options, routes, and program offerings.
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Duckett joins the Institute from nearly eight years at Atlanta Public Schools, where she most recently served as the chief human resources officer, leading the organization through a dramatic improvement following the testing scandal of 2009. As a committed Atlanta resident, she brings nearly 20 years of experience in HR roles in urban educational settings. Her experience includes implementing ethics programs, launching new HR technology, developing capacity of hiring managers, designing career development pathways, developing comprehensive compensation programs, and supporting employee well-being.
“Georgia Tech has an opportunity to become a world leader in utilizing innovative, efficient practices to recruit, develop, and retain the most talented employees across all job types,” said Kelly Fox, executive vice president for Administration and Finance (A&F). “This transition will enable us to continue the great work of building and fostering a culture consistent with the Institute’s goals and values.”
Duckett will join Georgia Tech beginning Jan. 31 and will report directly to Fox. Offices reporting to Duckett include Total Rewards and Payroll, HR Business Partners, Employee Relations, Global HR, Talent Acquisition and Employee Services, Student Employment, and several administrative support departments.
“It is an honor to be selected to lead the human resources team for such a prestigious organization and have the opportunity to collaborate across all academic, research, and business functions,” Duckett said. “I look forward to leveraging my life and work experiences to build upon the solid foundation that has been laid in order to take human resources into a new era of innovation, efficiency, and work-life balance in support of recruiting and retaining a highly engaged and talented workforce.”
As previously announced, Kim D. Harrington, chief human resources officer for Georgia Tech, will assume her new role in A&F as the chief of staff and associate vice president for Special Initiatives. In this new position, she will serve as an advisor to Fox and a liaison to campus leadership — including faculty, staff, and students — to help strengthen the workplace culture by building relationships and creating an inclusive and high-performing environment for employees and students.
]]>The federal government has launched a Covid-19 OTC Tests website for online ordering. This site allows each household to order up to four free Covid-19 tests.
Online or over-the-counter tests are also available through the University System of Georgia (USG) Healthcare plan without a prescription. As a member, you can receive up to eight tests per 30-day period. Below are instructions for how to obtain the tests based on your healthcare plan.
Consumer Choice HSA, Comprehensive Care, or BlueChoice HMO
For employees enrolled in the Consumer Choice HSA, Comprehensive Care, or BlueChoice HMO plans, tests are available through in-network pharmacies at no cost, if they are purchased through one of the following options:
If you paid out-of-pocket, you may request reimbursement through the CVS website. Members who choose this option will be reimbursed up to $12 per test up to the eight tests per 30-day limit.
For questions or assistance submitting a reimbursement request, call Accolade at 866-204-9818.
Kaiser Permanente
For Kaiser plan members, go to the Kaiser website for information on where to obtain the tests and how to submit them for reimbursement.
For more information about the types of tests available and in-person testing sites, visit the Georgia Department of Public Health (DPH) website.
Information is also available on the USG Benefits website at: benefits.usg.edu.
]]>
In addition to the seven existing awards, there are five new awards this year, for a total of 12 awards. The Staff Awards recognize employees for outstanding achievements over and beyond their regular job duties and who model Georgia Tech’s core values and vision for the future. All staff, regardless of job function, are eligible and encouraged to submit a nomination. The nomination process ends on March 1, 2022.
“The act of nominating someone shows that you value that person and hold them in high regard. To be nominated for a Staff Award is an honor, regardless of whether you win or not,” said Candice Bovian, Program Manager, HR, who manages the Staff Awards process.
Award recipients are selected by a cross-functional campus committee and will be recognized at the Georgia Tech Faculty and Staff Honors Luncheon on April 29, 2022. Further information on the awards, nomination criteria and instructions can be found at https://hr.gatech.edu/staff-awards.
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This means that Northside Hospital will continue to be in network for the USG Anthem healthcare plans through April 15, 2022. Northside Hospital and its doctors will be out of network beginning April 16, 2022, unless an agreement is reached.
Anthem and Northside Hospital will continue to work toward the goal of coming to an agreement during this time.
If an agreement isn’t reached by April 15, 2022, you or your covered family members who are receiving on-going treatments, have a procedure scheduled, or are currently admitted to a Northside Hospital, may have access to in-network coverage for a limited period time if approved through Continuation of Care.
Emergency care – including Covid-19 related care – will continue to be covered on or after April 15, 2022, based on your plan's schedule of benefits, as it is currently.
More information is available on the Anthem website at anthem.com/northside.
If an agreement is not reached by January 1, 2022, employees and dependents enrolled in the Anthem plans who utilize Northside doctors or facilities will be subject to out-of-network benefits coverage unless the care is approved under Continuation of Care. If you are currently in treatment with a Northside provider, you will receive more information about Continuation of Care from Anthem in the coming weeks.
Information about the negotiations is available on the Anthem website at anthem.com/northside.
We will continue provide updates as we receive them. View FAQs here.
]]>The Institute is currently partnering with a consulting firm to assess how our existing compensation programs compare to market. The project is a collaborative effort amongst Georgia Tech Human Resources, Academic Affairs, Administration and Finance, and Research.
As part of the compensation review, Georgia Tech’s Executive Leadership Team recently approved adopting a new minimum wage for Georgia Tech.
The Institute will raise the Job Classification and Compensation System (JCCS) minimum wage to $15 per hour ($31,200 annualized for full-time employees) for regular staff. The minimum wage goes into effect for eligible employees paid biweekly on Nov. 28 to be paid Dec. 17; eligible employees paid monthly will receive the increase during the pay period beginning Dec. 1 to be paid on Dec. 31.
“Collaboration has been key in this project to ensure the approach of our review reflects industry best practices and our unique academic and administrative workforce needs,” said Kim D. Harrington, Georgia Tech Chief Human Resources Officer. “We want this project to reflect our goal of maintaining a compensation program that enables an exceptional work environment for all employees, no matter your department or level.”
The compensation review also includes an assessment of Georgia Tech’s compensation philosophy, pay ranges, and job structure categories, along with a market equity study that will help determine where salary updates might be needed based on market comparisons.
When asked what employees can expect from the project, Harrington noted, “While we value each faculty and staff member at Georgia Tech, not every employee will receive an increase through this market equity review.” Newly hired, newly assigned, and newly promoted employees still learning the skills necessary in their position will not be eligible for an increase. Employees with demonstrated skills and qualifications in their field and those with difficult to find skills and Georgia Tech experience will be considered. Future salary adjustments will be determined on an individual employee basis.
The Institute is targeting a December effective date for initial staff equity adjustments that may continue throughout the fiscal year based on unit funding. Adjustments will be made through a phased approach, starting with the most disparate positions to market and priority areas with significant turnover. Eligible employees paid biweekly will receive the increase effective with their pay period beginning Nov. 28 to be paid Dec. 17; eligible employees paid monthly will receive the increase with their pay period beginning Dec. 1 to be paid on Dec. 31.
As for faculty adjustments, Harrington shared, “We are working with academic leadership to develop a strong and collaborative approach that addresses faculty needs. We are targeting an early 2022 effective date for any potential faculty adjustments. Just as with staff, all adjustments will be approached with careful consideration and collaboration with unit leadership.”
All employees are invited to visit hr.gatech.edu/comprehensive-compensation-program-review for additional project details, FAQs, and the latest news and updates.
There are two programs available.
TAP & STRAP Application Procedures
Special Note about TAP Registration Dates
As a TAP participant, it is very important that employees only register for classes during the TAP employee registration dates (updated each semester) These dates change each semester and will differ depending on the USG intuition you are attending. If you register prior to the employee registration period, you risk your classes being dropped and your TAP waiver being removed.
Additional information can also be found in the TAP Policy and STRAP Policy or by emailing eduassist@gatech.edu.
]]>
The opportunity to make benefit changes starts next week with Open Enrollment running from Monday, October 25 through Friday, November 5.
All benefits-eligible employees can begin to review 2022 options and plan changes by visiting benefits.usg.edu.
There are two required certifications to be aware of:
The Virtual Benefits Fair will take place October. 25 to 29, from 9:30 a.m. to 2 p.m. and includes live sessions, chats with vendors, and benefits information. Visit usg.vfairs.com to register and attend.
To view premium changes and full benefits guide you can visit: https://benefits.usg.edu/assets/documents/health-and-well-being/2022_Comparison_Guide_revised.pdf
Georgia Tech Human Resources Benefits Department will also be hosting info sessions on the following dates:
It’s not surprising that the Institute has included “Cultivate Well-Being” as one if its strategic focus areas, to help strengthen our culture by creating an environment of holistic learning where all members of our community can grow and learn to lead healthy, purposeful, impactful lives.
As a result, the Institute’s Strategic Planning Committee formed a Well-Being Council containing representation across student groups, colleges, units, and departments that also spans the entire Georgia Tech community of students, faculty, and staff.
Now, the council needs your input!
By completing this survey you can help shape the creation of well-being services and resources at Georgia Tech.
The objectives of the Cultivate Well-Being goal include:
The survey is live from October 18 to 29 and the results will help us develop objective number two. If you have questions about the survey or additional thoughts not included, please email Candice Bovian at candice.bovian@ohr.gatech.edu.
]]>
With the help of an audience of project stakeholders, the team identified the following solutions and will strive to implement a redesigned student hiring process throughout the remainder of this year and into 2022:
This improvement effort is aligned with the goals of the Administrative Excellence (AdminX) initiative, which is focused on creating positive experiences for faculty, staff, and student employees in completing routine administrative activities. The outcomes of this improvement project will address current process challenges and strengthen processes that may integrate into broader AdminX functions in the future.
The first wave of student hiring-related improvements will launch April 1, 2021. This will include a student hiring pilot program, where a dedicated team will have the oversight, expertise, and access to manage student hiring transactions. Departments will submit hiring requests via one user-friendly intake form, and the pilot team will complete pertinent updates and transactions related to the request in OneUSG Connect on the department’s behalf.
While students will not see all of the behind-the-scenes changes, they will experience a faster hiring process.
The pilot will be a phased rollout; additional campus units will participate in the next phase, which will begin this fall.
For additional information and updates related to this project, visit hr.gatech.edu/student-hiring-improvement-project.
Have thoughts, questions, or suggestions for the project team? Tell us!
]]>Effective August 30, 2021, the USG well-being credit maximum will be increased to $200 from $100 and employees/spouses that receive the vaccine will be eligible for the full $200. Employees/spouses must be registered on the USG well-being platform to receive the credit. USG will waive the current requirement for employees to complete a health assessment to become eligible for well-being credits for 2021.
“We know the best way to protect system employees is through vaccination, and we urge all employees to take advantage of this extra incentive to get a vaccine,” said Board of Regents Chairman Sachin Shailendra. “We’re offering employees the opportunity to do what’s best in combating the pandemic while earning credits that will help with their benefits expenditures.” Further details will be posted as quickly as possible on the well-being website at usg.edu/well-being.
“After discussions about the best way to incentivize vaccination, we decided putting money back into your pockets through the well-being credit,” said Regent Neil L. Pruitt Jr., chair of the Board’s Personnel and Benefits Committee.
“I hope every USG employee will seize this opportunity to get the vaccine as soon as possible.”
Since the summer, USG institutions have been offering vaccinations to all USG students, faculty and staff regardless of location, and to discover a location closest to you, use the USG Vaccination Locator at usg.edu/vaccination.
In addition to vaccination sites at these USG institutions, students, faculty and staff can locate vaccination sites through the Georgia Department of Public Health’s vaccination locator as well.
]]>For three days, GTHR staff and other volunteers will help first-time student employees complete requirements to officially begin working at Georgia Tech.
With the shift to OneUSG Connect last year and the implementation of electronic hiring packets, student hiring has become more simplified with one exception – validating identification which has to be done in-person.
Once a job offer is extended, students receive their new hire documents by email from Equifax. That email is triggered only after the hiring department has completed all the necessary steps in OneUSG Connect.
After completing their new hire packet online, students can come to Clough with their original identity documents to complete Section 2 of the I-9 form and have their Security Questionnaire notarized.
Participating in this event replaces the need for a new hire student appointment at GTHR. Students can register for the event in advance to guarantee a time slot.
However, if a student is unable to attend because they have not completed their online packet or they are not on campus, they can make an appointment to complete onboarding at GTHR.
To help new hires complete the online hiring packet and register for the Student Employee Onboarding, GTHR has created a Student Employee Onboarding Tutorial in Canvas. All students can access the tutorial and other helpful resources via the Student Employment website.
Important Note to Hiring Departments:
Please submit Direct Hire form transactions as early as possible to ensure that transactions are approved and students can receive access to their hiring packets before August 18 in time for them to attend Student Employee Onboarding.
Onboarding is only for new hires, or first-time student employees. Students who have worked at Tech in the past do not receive hiring document emails and do not require in-person onboarding.
New hire students should make appointments for the Student Employee Onboarding event, but ‘drop-ins’ will be seen if space allows.
For questions related to the Student Employee Onboarding event, email student-employment@gatech.edu.
]]>Georgia Tech Human Resources
Attn: Buzzin’ Back to School
500 Tech Parkway, NW
Atlanta, GA 30332
Important Dates
This annual school supply drive benefits Georgia Tech employees who may need support with school supplies for their children in grades K-12. Thanks to your generosity, we have given out more than 4,000 backpacks over the past 9 years!
For more detailed information, including supply list, visit https://hr.gatech.edu/buzzin-back-school.
]]>This annual school supply drive benefits Georgia Tech employees who need support equipping their children in grades K-12 with school supplies. Over the last nine years, thanks to your generosity, we have given out more than 4,000 backpacks!
This year, GTHR has partnered with SchoolKitz.com to offer pre-packaged supply kits. This will streamline the donation process and make sure all backpacks are filled uniformly. The deadline to order supplies from SchoolKitz is Tuesday, June 29.
Although we strongly encourage the use of the kits, we will still accept individual supplies dropped off at Georgia Tech Human Resources until Friday, July 23.
Need a backpack?
The deadline to request a backpack is Friday, July 16. Backpacks will be distributed on Thursday, July 29 and Friday, July 30.
For more detailed information, visit https://hr.gatech.edu/buzzin-back-school.
]]>
The email is legitimate, however, Anthem is not determining eligibility or issuing notices. The settlement is being handled by a third-party administrator. The USG’s benefits office provided the following information for anyone interested in learning more:
This email is legitimate and was not sent by Anthem (BCBS). Instead, it was sent by a third-party administrator who is handling the settlement. Generally, individual policyholders and insured groups that purchased Blue Cross and Blue Shield commercial products since 2008, as well as self-funded health plans that purchased Blue Cross and Blue Shield commercial products since September 2015, are included in the settlement class. This generally excludes states, counties, municipalities, tribes, and the federal government accounts and purchasers, including Medicare and the Federal Employee Program participants. It is important to note that the process associated with identifying who is a member of the class is lengthy and complicated process. A third-party settlement administrator will ultimately make these decisions and issue notice. Anthem is not able to determine if you are eligible. We recommend that potential class members contact plaintiffs with questions about the settlement and whether they are class members.
Plaintiffs’ contact information, which is also located on the site bcbssettlement.com is:
The email is legitimate, however, Anthem is not determining eligibility or issuing notices. The settlement is being handled by a third-party administrator.
]]>To start, go to usg.mylifeexpert.com and enter the company code: USGCares. From there, establish your unique login and password. The site is accessible at your convenience 24 hours a day, 7 days a week, 365 days a year.
After registering, you’ll want to create your individual profile. This will help customize your experience based on your family, education, health, wellness, legal, financial and everyday living needs.
Then, check out these new and enhanced features at usg.mylifeexpert.com:
If you need assistance with the USG MyLifeExpert site, contact the support team at
support@lifeexpertnow.com.
You can also access a Kepro EAP consultant 24/7/365 for consultation or information by calling 1-844-243-4440. For information about all of the resources USG offers for your mental and emotional well-being, click here.
]]>While the Institute is planning to restore normal occupancy in residence halls, classrooms, and laboratories, many employees are asking what "normal" means for employee offices, cubicles, and other workspaces. What is the new normal for employees?
To answer those questions and more, the Institute launched the Future of Work @ Georgia Tech working group last month. With a focus on the fall semester, the cross-campus partnership seeks to understand what the optimal return-to-work strategy should be for Georgia Tech. This new project builds on the foundations created by the Workforce of the Future Initiative.
One of the goals in the Institute’s 10-year strategic plan is to lead and inspire by example by creating a culture of deliberate innovation in all our practices.
With input from employees, leadership, and external consultants, the Future of Work working group will create an innovative workforce strategy that defines Georgia Tech’s approaches and priorities for staffing, professional development, employee engagement, and retention.
Kim D. Harrington, chief human resources officer and project team member, said the working group will also examine and build on lessons learned during the pandemic.
“There is a tremendous opportunity to optimize the workplace for an evolving workforce. There is an expectation for work to look different at Georgia Tech.” Harrington said. “As we reflect on and analyze the successes and challenges of the past year, we are examining how the future of work can successfully combine virtual, onsite, and hybrid experiences without compromising the student experience.”
Over the next three months, the project team will:
The plan would also define and address policy changes, new management practices, space requirements, technology requirements, and other essential items to support employees.
“The optimal workforce strategy will achieve excellence through a combination of remote and hybrid working conditions,” said project team member Daren Hubbard, chief information officer and vice president for Information Technology.
“The strategy must remove any cultural, policy, physical, or other barriers to success; cultivate the well-being of staff across the Institute, wherever they are working; and engage, develop, and retain our talent,” he said.
In the coming days, some employees and people leaders may receive invitations to participate in focus groups and surveys.
]]>As you browse the catalog, you will find a robust suite of learning and development opportunities that are categorized into each of our nine organizational values.
Additionally, the content is presented in various formats to appeal to different learning styles. The catalog offers live virtual interactive sessions, relevant reading materials, and on-demand trainings to watch.
"The learning resources included within this catalog have been carefully curated with each of you, your varied learning styles, and our institutional values in mind," said LaTrese Ferguson, who manages Workplace Learning & Professional Development.
“It is my hope that these resources will aid us all in reflecting and shaping our campus culture,” said Ferguson.
WLPD has spent the last quarter developing learning opportunities and vetting external resources to bring the most impactful professional development to campus.
The catalog is organized to help us all LOVE GT!
For instance, if you would like to focus on, Students are our top priority, try attending “Best Practices for Helping Our Student Employees Succeed.”
Would you like to lean into ways We champion innovation? Try reading “A Manual for Anyone Who Strives for Originality,” by Ed Catmull of Creativity, Inc.
If you are looking for ways We nurture the well-being of our community? Try attending a virtual session on “Thriving in the Virtual Workplace.”
The WLPD team believes each person can find a resource to fit their unique professional development needs and invites you to take the next step by exploring the values-based 2021 Learning Resource Guide.
]]>To ensure employees are aware of the changes to the template and comfortable crafting their goals for 2021, Georgia Tech Human Resources (GTHR) invites staff members to participate in a virtual training session on Thursday, April 22 from 1 to 3 p.m.
Employees who still need to complete their values-based goals or are uncertain as to how to create value-based goals are encouraged to attend. As a reminder, the 2021 goal setting period ends Wednesday, May 5.
To receive login information and indicate your individual needs, please complete this values-based goal setting training inquiry form by Monday, April 19.
A GTHR representative will contact you prior to the training with additional information.
Supporting Links
RSVP for Values-Based Goal Setting Training
For More Information
Laura Pusateri
Employee Engagement Manager
laurapusateri@gatech.edu
To ensure employees are aware of the changes to the template and comfortable crafting their goals for 2021, Georgia Tech Human Resources (GTHR) invites staff members to participate in a virtual training session on Thursday, April 22
]]>In addition to encouraging our employees to take time for themselves, focus on their well-being, and maintain boundaries, it's also a great opportunity to remind everyone of the tools and support mechanisms Georgia Tech Human Resources provides for all employees.
As the greater-Atlanta school systems continue to vacillate between in-person and online instruction, we encourage employees and people leaders to regularly visit our Working through Covid-19 site for resources and fun-family suggestions as employees manage not only their work responsibilities, but facilitate instruction for their children. In addition, many Employee Resource Groups (ERGs) provide resources and supportive communities for employees coping during the pandemic. Employees can contact our Employee Engagement department receive more information about these opportunities and connect with campus leaders in these spaces.
GTHR Employee Engagement’s department provides resources that cover the spectrum of our five dimensions of well-being: Social, Emotional, Physical, Professional, and Spiritual. Employees can choose from a myriad of topics in our monthly Be Well series or peruse the many resources offered through the University System of Georgia (USG). The USG has also partnered with Kepro to provide a comprehensive Employee Assistance Program (EAP) to Georgia Tech employees and their families. Not only does the EAP provide counseling services, employees can also find an abundance of work-life resources and training opportunities for employees and people leaders. Currently, only a small portion of our employees are taking advantage of this invaluable resource, so we encourage you to promote this serviceto your employees.
During this time of transition, we recognize workplace disputes may arise. In addition to utilizing effective communication skills, contacting our Employee Relations team, or submitting a concern via EthicsPoint, employees can request assistance from the Georgia Tech Ombuds. The Georgia Tech Ombuds Office is an impartial entity that provides consultations for all Georgia Tech faculty, staff, and students seeking workplace problem solving resources. The Ombuds follows the guiding principles of confidentiality, neutrality, informality, and independence.
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This is a change from how employees previously set their goals. The new template includes details on the difference between expectations and goals, examples of creating values-based S.M.A.R.T. (Specific, Measurable, Achievable, Relevant, and Time-based) goals, and the responsibilities of both employee and supervisor in the process.
A values-based goal states two things: 1) what we will focus on during the coming year and 2) how we will get the work done. Here is an example of this new goal setting: Organize and manage the portfolio of Institute initiatives to advance the Institute Strategic Plan by using a collaborative [We celebrate collaboration], inclusive [We thrive on diversity], and student-centered approach [Students are our top priority] that leverages the use of Smartsheets technology [We champion innovation] to track progress of reliable data points from January 1, 2021, through December 31, 2021 [We strive for excellence].
For the 2020 review period, employees will use the same performance appraisal template. However, as we continue to work in a pandemic environment, GTHR wants to ensure easy access to our performance management forms for those who may be working remotely. As such, the performance appraisal form is currently available on-line and is in a new Docusign format. The new values-based goal setting template form will also be placed in a Docusign format.
To account for this new standard, GTHR has updated the performance appraisal process for 2020 with new deadlines. For detailed information, visit: hr.gatech.edu/performance-management.
This is an excerpt from Georgia Tech Brings Values to Everyday Life by Victor Rogers featured in the Feb. 5, 2021 Daily Digest
]]>The programs through Livongo will help employees work towards health goals, get guidance on healthy habits and receive personalized health coaching. Employees will find support for diabetes, weight, blood pressure, stress and more. An iPhone or Android smartphone is needed to participate in some of the programs offered through Livongo.
The programs are offered at no additional cost to eligible employees, pre-65 retirees and spouses enrolled in one of the USG Anthem healthcare plans that meet criteria such as having a diabetes diagnosis or a risk score based on a CDC questionnaire.
More information, including details on how to access Livongo, will be shared over the next several weeks.
Assistance with OneUSG Connect - Benefits
As a reminder, for questions related to coverage level changes (i.e. adding/removing spouse or dependents, dropping or picking up coverage), assistance with benefit plan design questions or pharmacy/medications (i.e. what is covered, claims payment), changes in coverage (i.e. switching plans, enrolling in Medicare) contact OneUSG Connect Support at 1-855-214-2644 and follow the prompts to reach the OneUSG Connect – Benefits Call Center.
Employees can also reach the OneUSG Connect – Benefits Call Center toll-free by calling 1-844-5-USGBEN (1-844-587-4236).
Additional Resources:
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With Election Day nearing, it is natural to expect that political conversations will find their way into the workplace. It may start as a friendly joke in a virtual meeting. Or it may be a dismissive jab at the end of a conversation. No matter how they begin, we must remember USG’s core values as we initiate or participate in these exchanges.
Georgia Tech Human Resources (GTHR) wants to help lay the groundwork for healthy, respectful conversations at work that embrace differences of opinion:
Behaviors that Support Dialogue1:
Watch
Read
GTHR is here to assist all employees experiencing any challenges. For help:
Staff and faculty may also find support through the Employee Assistance Program (EAP) at hwb.gatech.edu/eap.
1Adapted from Five College Intergroup Dialogue Program; Faculty, Staff, and Student Dialogue.
]]>Good news. Georgia Tech has a policy for that.
Benefits-eligible employees may receive (2) hours of paid time off to vote. The two hours of paid time off to vote is only available to employees when the polls are not open two hours before an employee’s work shift begins or two hours after an employee’s work schedule ends.
If an employee’s work schedule does not provide sufficient time to vote on national and statewide election days, managers are encouraged to provide employees with a flexible work schedule to support voting participation. A flexible work schedule may include arriving earlier, leaving later, or a different lunch break than the employee's regular schedule.
Here is a reminder of Georgia Tech’s policy regarding paid time off to vote:
Leave of Absence Policy 2.11:
Voting Employees are encouraged to exercise their constitutional right to vote in all federal, state, and location elections. If election polls are not open at least 2 hours before or 2 hours after an employee’s normally scheduled work shift, sufficient leave time must be granted to permit the employee to vote. In this instance, an employee should be granted a two-hour block of time in which to vote, if needed. Time off under this provision is with pay for benefit eligible employees.
View the full policy here: policylibrary.gatech.edu/employment/leave-absence.
How To Request Leave
Request paid time off to vote the same way you request vacation or sick leave -through Employee Self-Service in OneUSG Connect.
Here is the job aid for submitting an absence request for a partial day. The Absence Type should be Voting.
Information on early, or advance voting can be found here: georgia.gov/early-voting.
For questions, please reach out to your local Human Resources Business Partner or Representative.
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“What an experience! I applied for the ASPIRE program to learn how to become a leader. It challenged my preconceived notions of leadership and the qualities of impactful leaders,” said Crystal Rosser, Donor Relations Associate, Office of Development.
“One of the most important lessons I learned is that a person does not have to be in a prominent position lead,” she said.
ASPIRE is open to employees who do not currently manage others, and it will be conducted in an all-virtual format this year consisting of both asynchronous and synchronous sessions. The program helps participants cultivate a leadership mindset and learn to lead from where they are by participating in a series of activities including workshops and discussions with members of campus leadership.
“I was selected to participate in the inaugural ASPIRE. The experience was one I would recommend all aspiring leaders take prior to assuming a management role, if possible,” said Olabisi Abikoye, who is now the Assistant Director of HR in the Office of Human Capital in College of Computing.
“The program not only challenges your way of thinking but arms you with the tools to develop a growth mindset in understanding that there are different approaches one can use to solve a problem,” said Abiyoke.
ASPIRE uses a collaborative learning approach where accepted participants will be placed in cohorts representing different departments across the Institute. Participants and their current supervisors engage together in the content covered.
“I would recommend any leader interested in growing and building a strong team support their employee’s participation in the ASPIRE program!” Joi Alexander, Director of Health Initiatives.
Supervisors will be sent weekly discussion guides to engage their ASPIRE participants to discuss how to implement key learning.
“I appreciated that I was able to connect with each of my team members based on their weekly learning experience and utilize the talking points to identify ways to enhance their comprehension and in turn our team’s productivity,” said Alexander.
Interested applicants are encouraged to discuss with their supervisors and apply. Although last year’s session included 62 participants spaces are limited for 2020.
Facilitated by the Workplace Learning and Professional Development office, ASPIRE emphasizes leadership is a state of being, or a mindset, each of us can learn by developing different complex skills and constantly seeking knowledge, no matter our position in the organization.
“The small group setting was ideal for sharing ideas and really engaging my colleagues in courageous conversation,” said Rosser.
“The members of the HR team facilitating the program are thoughtful and candid about their own thoughts and experiences, creating a safe space. Overall, a super rewarding experience! I highly recommend the ASPIRE program for those seeking professional and personal growth,” said Rosser.
For more information please visit hr.gatech.edu/aspire.
The deadline to apply to the 2020 ASPIRE program is Friday, August 14, 2020.
]]>In 2020, the program accepted 92 Institute employees into partnerships from over 56 different campus departments.
The six-month program traditionally kicks off in February and concludes in August. This year’s program, like so many others, was forced to shift its format due to social distancing restrictions caused by Covid-19.
In-person meetups transitioned to e-mentoring.
“A national pandemic couldn’t stop the mentoring partnerships. We pivoted and leveraged technology to keep the conversations going,” said Yvette Francis, program manager.
Collectively the pairs invested more than 500 hours.
Georgia Tech Human Resources (GTHR) is exceptionally proud of the 2020 participants and their commitment to the program.
“The connection with Susan has been great. In this time of COVID-19 and working remotely we were able to meet face to face via Teams every other week,” said Carla Zachery, a program mentor.
Program participants had diverse needs and were matched based on their individual interest in one of the following categories:
“Despite the remote relationship, mentoring can still be very beneficial and, in fact, is even more important,” said Dian Chung, a program mentor.
Program mentors and mentees shared their personal sentiments and appreciation for how flexible the program was at allowing them to chart their own course. You can learn more about the 2020 MentorTech experience here.
The MentorTech: Professional Partnership Program looks forward to forging new partnerships in 2021 as the program continues to improve every year. If you are interested in mentorship, consider MentorTech. GTHR will begin accepting applications in early 2021.
Related Links:
In-person meetups transitioned to e-mentoring.
“A national pandemic couldn’t stop the mentoring partnerships. We pivoted and leveraged technology to keep the conversations going,” said Yvette Francis, program manager.
]]>
Eligibility for Non-Closure Emergency Leave
Employees eligible for Leave with Pay include regular full-time and regular part-time employees (exempt/salaried and non-exempt/hourly) who:
Employees not eligible for Leave with Pay include the following:
Please Note: Employees not eligible for Non-Closure Emergency leave are still permitted and encouraged to perform their regular duties through telework or other remote and flexible work arrangements. Federal Work Study students will continue to receive their applicable financial aid for student employment during an emergency in accordance with Department of Education guidance.
Next Steps
Institute leadership will:
Unit heads can contact Kim D. Harrington, Erika Gravett (erika.gravett@ohr.gatech.edu), or Kevin Merkel (kevin.merkel@ohr.gatech.edu) for assistance with implementing rotational work schedules for required staff and in utilizing leave with pay.
Our hope is enabling Leave with Pay will create as much stability as we can for our community. Thank you for your partnership as we navigate this rapidly changing situation.
UPDATE:
Non-Closure Emergency Leave is set to expire on July 17, 2020. As Georgia Tech moves forward with its return to campus, the Institute will discontinue the use of Non-Closure Emergency Leave effective July 16, 2020. That means Thursday, July 16, 2020 is the last day Non-Closure Leave with Pay may be used. Posted: July 2, 2020
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Please note: This new federal emergency paid sick leave does not replace the University System of Georgia (USG) Non-Closure Emergency Leave.
This memo defines and outlines the requirements for the Families First Coronavirus Response Act.
What is the Families First Coronavirus Response Act (FFCRA)?
The Families First Coronavirus Response Act provides:
These new requirements went into effect on April 1, 2020 and expire on December 31, 2020.
FFCRA Qualifying Reasons
The employee is, in connection with COVID-19:
What This Means for Georgia Tech Employees
For each leave option under FFCRA, below you will find the eligibility and pay mapped to each qualifying reason listed above:
Emergency Paid Sick Leave
Entitles any current employee, regardless of their length of service, to emergency paid sick leave.
Full-time employees who meet at least one of these criteria may take up to 80 hours of paid leave. Part-time employees may take paid leave for up to their regularly scheduled hours or FTE equivalent.
Expanded Family Medical Leave Act
FMLA coverage for employees with at least 30 days of service who are caring for a child under 18 years of age whose school or childcare provider is closed or unavailable due to the COVID-19 public health emergency.
To review the various types of leave available to an employee based on different conditions and/or situations, refer to the Flexible Work Arrangements and Leave Options Matrix.
How To Request Emergency Paid Sick Leave or Expanded Family Medical Leave
Visit hr.gatech.edu/ffcra to begin the request process for Emergency Paid Sick Leave and/or Expanded Family Medical Leave.
On the website, you will find a form, instructions, and next steps regarding the request process.
Additional Support
Visit hr.gatech.edu/ffcra to access:
Questions related to federal emergency paid sick leave or the expanded FMLA coverage should be addressed to GTHR Benefits at 404-385-2377.
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As the situation related to COVID-19 evolves, we want to make sure you are aware of the important benefits and resources available to you through the USG Benefits programs.
USG Healthcare Plan
For COVID-19 related in-network provider visits and testing, out of pocket costs such as deductibles, copayments and coinsurance, will be waived ($0.00) if you are enrolled in one of the USG healthcare plans through Anthem BCBSGA or Kaiser Permanente (including employees enrolled in the Consumer Choice HSA).
All telehealth visits through LiveHealth On-Line, including those unrelated to COVID-19, will be covered at 100% with no out of pocket costs for all USG healthcare plans through June 30, 2020.
If you have concerns or are showing symptoms of COVID-19, we encourage you to take the following steps:
Anthem Blue Cross Blue Shield (Anthem)
24/7 Nurseline 1-888-724-2583
Member Services 1-800-424-8950
Website https://www.anthem.com/usg/
Kaiser Permanente
24/7 Nurseline 404-365-0966 or 1-800-611-1811
Member Services 404-261-2590
Website https://my.kp.org/usg/
While we are working with Anthem and Kaiser Permanente to ensure benefits are processed correctly, if you have questions about benefits coverage, please call the member services number listed above.
Please Note: Kaiser Permanente has closed several smaller facilities to reallocate resources to larger facilities and is moving some previously scheduled office visits to telehealth. If you have questions, please call Kaiser at 1-800-611-1811.
Telehealth Options
Both Anthem and Kaiser Permanente offer telehealth options. If you have nonemergency healthcare concerns, telehealth can be a good option. While COVID-19 cannot be confirmed through virtual or remote care, provider teams can help with screening symptoms, assign risk, answer questions and recommend the next steps. All telehealth visits will be covered at 100% with no out of pocket costs for all USG healthcare plans including those unrelated to COVID-19.
Anthem members LiveHealth On-line
Kaiser HMO members Call 404-365-0966 or access kp.org
Pharmacy/Prescription Medications
To ensure access to prescription medications, early refill limits will be waived for 30-day maintenance prescriptions at in-network pharmacies. Additionally, CVS pharmacies are waiving charges for home delivery of all prescription medications. If you do not use a CVS pharmacy, please check with your local pharmacy for information about waived home delivery charges.
If you take a maintenance medication, we encourage you to use the 90-day supply option. This will reduce the number of trips to the pharmacy and will lower your out of pocket cost. As part of the prescription drug program, you also have the option of home delivery from CVS Caremark Mail Service pharmacy with no delivery cost.
Anthem members – Pharmacy Plan information through CVS/Caremark 1-877-362-3922
At this time, Kaiser Permanente has not removed any refill limits for maintenance medications. However, employees can utilize Kaiser Permanente’s prescription mail order service to have prescriptions shipped home with no shipping charges.
KEPRO Employee Assistance Plan – EAP
Tips for coping with any feelings or emotions you may be experiencing related to the COVID-19 outbreak is available through the KEPRO Employee Assistance Plan via phone at 844-243-4440 or on-line at EAPHelplink.com (company code is USGCares).
USG partners with the KEPRO Employee Assistance Program to provide support and resources on personal matters to improve your overall life and well-being. In addition to phone counseling and in-person counseling referrals (first 4 visits are at no cost), the EAP includes additional products and services at no cost such as:
The KEPRO EAP is available 24/7/365 to offer telephonic support to you and your family members at 844-243-4440.
NonUSG Healthcare Plan Covered employees
For employees not enrolled in the USG Healthcare plan, a telehealth option is available through LiveHealth On-line at $59 per visit. For acute, non serious medical concerns, you may consider a retail health clinics or a quick care center.
COVID-19 Hotline - Information from Department of Community Health https://dph.georgia.gov/
The State of Georgia has a new COVID-19 hotline. If you believe that you are experiencing symptoms of COVID-19 or have been exposed to the novel coronavirus, please contact your primary care doctor, an urgent care clinic, or your local federally qualified healthcare center. Please do not show up unannounced at an emergency room or health care facility.
Hotline: (844) 442-2681
Financial/Market Volatility Concerns
USG has partnered with CAPTRUST to provide Retirement and Financial Advisory Services to USG employees. CAPTRUST offers a no cost advice line for all benefited employees and representatives are available to answer employees questions and concerns about the market.
To schedule an appointment, call 800-967-9948 or on-line at www.captrustadvice.com. Representatives are available Monday – Thursday 8:30am – 5:30pm.
Information and updates are available on the USG Benefits web page at https://www.usg.edu/hr/benefits/coronavirus. General information about COVID-19 is available at the CDC website at cdc.gov/coronavirus or on the Department of Community Health website at: https://dph.georgia.gov/.
If you have questions or concerns, please contact hr.ask@ohr.gatech.edu.
]]>As the situation related to COVID-19 evolves, we want to make sure you are aware of the important benefits and resources available to you through the USG Benefits programs.
]]>As employees, all of us will need to learn new ways of interacting with the system and with each other. For example, the way we recruit, hire, and onboard employees will change, and many will transition to new timekeeping systems. Managers will be given the tools and resources to better view and manage information to support their direct reports.
“Currently, managers will ask someone (a member of the HR community) to initiate a transaction for them,” said Kim Harrington, associate vice president for Human Resources. “This system will now enable managers to enter the system themselves and begin to initiate actions on behalf of their employees. So managers are empowered to do much more in the system than they ever have been before.”
Employees will be offered training based on their specific job functions. To maximize time efficiency and ensure that employees are trained in critical areas, some courses will be required and others will be strongly recommended based on their future use of the system. Employees will be able to complete most required courses as either part of an instructor-led training (in-person or webinar) or through self-paced, web-based trainings, depending on preference and learning style.
Training will launch on March 2, in a variety of formats:
Instructor-Led Training: Live, face-to-face session in a classroom setting
with opportunities to ask questions and complete hands-on activities.
Webinar: Live, virtual session with opportunities to ask questions via chat.
Seminar: Live, face-to-face session in an auditorium or large classroom with opportunities to ask questions.
Web-Based Training: Prerecorded, narrated presentation that may include demonstrations and hands-on exercises.
Job Aids: Step-by-step instructions on how to complete specific transactions.
The course catalog is the hub for training details, providing a list of the training topics and available formats. To view the full course catalog and training schedule, visit transformation.gatech.edu/oneusg-connect-training. Additional resources are available to help you determine which courses will be appropriate as you transition to OneUSG Connect.
Training registration will open this week.
If you have any questions about training or OneUSG Connect, you can reach out to the team at erp.readiness@gatech.edu.
]]>Each year, Georgia Tech asks employees to nominate co-workers and team members who demonstrate excellence in their work and attitude.
The Staff Awards provide an opportunity to provide recognition and in some cases a monetary award.
All employees are encouraged to submit a nomination, either for a coworker or themselves, from now until March 2, 2020. Follow these steps:
Fast Facts:
Information on the awards, criteria for nomination, and instructions is available at http://hr.gatech.edu/staff-awards.
Specific questions about the Staff Awards can be directed to Candice Bovian.
]]>To view your W-2:
*The Campus VPN is now required to login to TechWorks from remote locations. Visit faq.oit.gatech.edu/content/how-do-i-get-started-campus-vpn for instructions.
If you have questions or concerns, please contact GTHR's Payroll by emailing pay.ask@ohr.gatech.edu or calling (404) 894-4614.
]]>Wherever you are on your professional path, if you bring the experience or interest, Human Resources will provide the platform — MentorTech Professional Partnerships is back by popular demand, returning for a third cohort beginning in February.
Launched two years ago, MentorTech is an employee mentoring program that strategically pairs mentees and mentors into a one-on-one experience focused on professional partnerships.
Interested participants register for either a mentee or mentor role after completing a brief interest form. If a strategic match is available, the employee will be notified they have been paired.
Registration is open now until Jan. 20 at hr.gatech.edu/mentortech.
The program is designed to accommodate a participant’s diverse needs and match those needs based on interest in one of the following categories: General Career Guidance, Work/Life Transitions, Career Sponsorship, and Technical Competency.
Throughout the six-month partnership, mentors and mentees will have access to a wealth of resources to support and enrich the professional partnership, including development opportunities and career guidance.
MentorTech has accepted and paired more than 250 mentors and mentees who have invested more than 2,000 hours.
“My mentoring experience was equally beneficial and fulfilling, and it allowed me to reflect on my personal experiences and consider my own lessons learned to help advance, to encourage, and to motivate my mentee,” said Will Jimerson, a 2019 MentorTech participant.
All faculty and staff are encouraged to step out of their comfort zone and into a customized experience designed to elevate horizons and strengthen leadership skills.
Learn about the perks and requirements at hr.gatech.edu/mentortech, and read about experiences from the 2019 cohort at hr.gatech.edu/mentortech-2019.
Looking for other ways to enter 2020 with a professional plan? View additional learning opportunities at hr.gatech.edu/learning-development.
]]>Human Resources
]]>Under the University System of Georgia’s Shared Sick Leave Program, Tech employees who are experiencing any condition under the Family Medical Leave Act (FMLA) may tap into a pool of donated sick leave. They can also tap into it to cover an absence necessitated by the illness or injury of an immediate family member (such as a spouse, parent, or child). This includes those who will be welcoming a child through birth or adoption.
Where does the donated sick leave come from? From fellow Georgia Tech employees. And it can make all the difference to someone facing a debilitating illness, injury, or other long-term health issue.
All faculty and staff members who are eligible to accrue and use paid sick leave, and who have been continuously employed as a benefits-eligible employee at Georgia Tech and have met their provisional period of six months, are eligible for this program.
If you’re interested in enrolling in the program and donating sick leave, there are a few things to know.
You must donate to gain membership. Any employee who wishes to benefit from the donated sick leave pool must donate at least eight hours of their own time. Employees must also have a balance of at least 40 hours of sick leave after their donation (meaning, in order to opt in, you must have at least 48 hours of sick leave at the time of your donation — which can only be made during Open Enrollment).
Once you are a member of the pool, all requests must be submitted via an application process. Employees must go through a confidential application process to request sick leave hours when a situation occurs.
The maximum withdrawal amount is 480 hours (12 weeks) per year. When an employee withdraws the maximum number of hours, membership in the pool will be terminated for the rest of the calendar year. The employee must donate again during benefits open enrollment in order to become a member again.
Donated sick leave cannot be used in conjunction with disability coverage, or any other short- or long-term income protection benefits.
You must exhaust all sick and annual leave first, or provide credible evidence that you will exhaust all sick and annual leave before the medical condition is resolved.
Read the full policy at c.gatech.edu/usgsickleave.
For more information about Open Enrollment, visit hr.gatech.edu/open-enrollment.
]]>404.894.4847 (GTHR)
]]>The opportunity to make changes begins in just a few weeks with Open Enrollment running from Monday, October 28 through Friday, November 8.
It is important to know this is an active open enrollment which requires action. You must make benefit elections in order to have coverage in 2020. You can begin to review 2020 options and plan changes by visiting https://usg.edu/hr/benefits.
There are two significant changes to be aware of:
Additional information will be mailed to home addresses in the coming weeks.
The annual Benefits Fair will take place on Tuesday, Nov. 5, from 10 a.m. to 2 p.m. in the Student Center Ballroom.
To view premium changes and full benefits guide you can visit: https://www.usg.edu/assets/hr/benefits_docs/2020_USG_Comparison_Guide.10.2019.pdf
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This collaborative effort, Excellence in Human Resources, addresses recommendations presented in the University System of Georgia (USG)’s Comprehensive Administrative Review (CAR) and will support Georgia Tech’s implementation of the OneUSG Connect human capital management (HCM) initiative when it goes live in Spring 2020.
“Our goal is to improve human resource systems and processes throughout the Institute, produce a seamless and consistent high-quality experience for all employees, and engage and support HR professionals for continued growth,” said Jim Fortner, interim executive vice president for Administration and Finance.
The plan consists of three primary components:
This fall, the team is engaging a wide range of academic and administrative representatives across campus to gather input into the above proposed changes.
“The goal is to provide faculty, staff, and students with coordinated, consistent, and high-quality services for all human resource activities delivered across the Institute,” said Kim D. Harrington, associate vice president and chief human resources officer at Georgia Tech. “In order to do so, it is vital to have the right people and best processes in place by tapping the experience and perspectives of diverse campus constituencies.”
To date, the team has been successful in implementing several process enhancements; it has:
Moving forward, the team anticipates additional process enhancements that are intended to greatly improve human resource services to the campus community. In addition, Georgia Tech will submit the detailed CAR action plan for the Institute, including human resource-related recommendations, to the USG Chancellor’s office later this fall. Once approved, implementation will begin.
For more information on the CAR, visit president.gatech.edu/car-report.
Click here for more information on the implementation of OneUSG Connect and what it means for you.
]]>This team is also completing a comprehensive benchmark review of USG R1 research institutions and comparable Association of American Universities institutions for structural models, support frameworks, and exemplary operational practices.
]]>The USG is conducting a Dependent Verification Audit (July 22 through Sept. 6, 2019). If you have one or more dependents enrolled in a USG benefit plan, we want you to be prepared for the Sept. 6 deadline.
The OneUSG Connect - Benefits Dependent Verification Center mailed employees a notice on July 22 (to their home address) requesting copies of documents to validate that their enrolled dependents are benefits eligible. The documentation is due by Sept. 6, 2019.
Employees covering a dependent on any USG health care plan will be required to submit documentation verifying that each of their dependents is eligible. Any dependent enrolled in a plan, prior to July 2017, that has not been recently verified must be verified as part of the audit.
Georgia Tech employees can manage their benefits by logging into the OneUSG Connect-Benefits portal:
You will have the opportunity to voluntarily drop ineligible dependents from the plan at any time during the audit. However, after the conclusion of the audit process, if you knowingly continue to cover an ineligible dependent, you could be subject to further disciplinary action. In addition, you risk losing coverage for those dependents, and there is also the possibility of a referral for criminal prosecution.
For questions about the Dependent Verification Audit, employees should call the OneUSG Connect - Benefits Dependent Verification Center at 1-844-587-4236. Representatives are available Monday through Friday, from 8 a.m. to 5 p.m. EST.
Additional information can be found on the USG website at usg.edu/hr/benefits.
*The Campus VPN is now required to login to TechWorks from remote locations. Click here for: VPN instructions for logging into TechWorks.
Additional Resources:
]]>You are invited to attend the Transformation Expo — an information fair designed to help employees understand each of Georgia Tech's current campuswide transformations: Workday, OneUSG Connect, LITE, and ServiceNow. The expo will take place on September 5 from noon to 3 p.m. in the Student Center Ballroom.
Here is a recap of the current Georgia Tech transformations that representatives will be on hand to lead activities on and answer questions about:
Register today to attend the Transformation Expo!
Remember, these transformations will impact every employee at every level within Georgia Tech including faculty, staff, student employees, affiliates, Tech Temps, and contracted workers. For instance, all financial processes — from grants, to expenses, to financial accounting — are now managed through Workday. Similarly, when fully realized, all human resource transactions — from recruiting and onboarding to retirements and terminations — will be managed through OneUSG Connect.
Join us at the Transformation Expo to learn from the teams helping the Institute Create the Next business platforms for Georgia Tech.
]]>You are invited to attend the Transformation Expo—an information fair designed to help you understand each of Georgia Tech's current enterprise-wide transformations – Workday, OneUSG Connect, ServiceNow, and LITE.
]]>The annual school supply drive benefits Georgia Tech employees who may lack the financial resources to purchase school supplies for their children in grades K-12. Last year over 450 filled backpacks were gifted to 225 Georgia Tech families. Following are the supplies kids typically needed for school that will be used to fill backpacks*:
*NEW THIS YEAR*
Donations can be taken to GTHR at 500 Tech Parkway. The deadline to request a backpack is Wednesday, July 17 and the deadline to donate supplies is Friday, July 19. Backpack recipients will be notified on Friday, July 19 and backpacks will be distributed on Thursday, July 25.
For more information on requesting a backpack or donating supplies, visit https://hr.gatech.edu/buzzin-back-school.
]]>Each year Georgia Tech Human Resources (GTHR) brings its onboarding process right to the middle of campus. More than 500 graduate students will start jobs at Georgia Tech this fall, a flocking that would normally exceed HR’s capacity. To meet the demand, GTHR brings the hiring process directly to the new employees by hosting a two-day onboarding event called GradHiring held in Clough Undergraduate Learning Commons (CULC).
At GradHiring, students who have been offered employment will walk through their hiring process en masse, including the completion and submission of new hire documents as well as the opportunity to meet with representatives from Global HR, the U.S. Social Security Administration and a select group of banks.
If hosted at GTHR’s 500 Tech Parkway office, the onboarding of this many students one week before classes would take an estimated 5,000 hours. By hosting GradHiring and with your help, the processing time is reduced to less than 100 hours.
Part of these efficiencies is achieved through a small army of volunteers who work side-by-side with GTHR professionals. Georgia Tech employees from all over campus volunteer in four-hour increments to enjoy some face time with students. For some employees, especially those in administration or finance roles, this is one of the few opportunities they have for direct interaction.
The GradHiring volunteer window has officially opened. If you are interested, please click here.
We encourage you to share this article with anyone who hires or manages graduate student employees. GradHiring will be from 9 a.m. to 4 p.m. on August 14 and 15 in the Clough Undergraduate Learning Commons (CULC), third floor. Students may choose to arrive at any time during either session. Look out for more information including direct emails to managers and potential graduate student employees.
For questions, please contact gradhiring@lists.gatech.edu.
]]>“In the five years Staff Council has been operating, a common theme we hear from the community is the value and importance of employee recognition,” said Byron Fitch, chair of the Staff Council Employee Engagement Committee. “Recognized employees are happy employees, and how long a staff member has been at Georgia Tech is a reason to celebrate and say ‘thank you’ to them for all they do.”
In collaboration with Georgia Tech Human Resources and led by the Staff Council Employee Engagement Committee, the five-year recognition program has been developed to show appreciation. Staff achieving their five-year mark will receive a congratulatory email from Staff Council with details on how to pick up their gift during the first two weeks of every month at Staff Council’s office in the Campus Recreation Center. The five-year gift bundle will include a Georgia Tech-branded retro lunchbox, a coupon for $5 off any dining location in the Student Center, and other tokens of appreciation.
The Staff Council has been able to recognize more than 900 staff members since the inception of the one-year recognition program.
“As staff members continue on their career journey at Georgia Tech, we hope to show our appreciation by fueling them through a collection of symbolic recognition gifts to mark their milestones along the way,” said Joscelyn Cooper, member of the Employee Engagement Committee. Those employees with a five-year anniversary as of Jan. 1, 2019, and later will be contacted by Staff Council over the next six months to receive their gift.
The Staff Council exists to understand perspectives that represent the broad population of staff about matters of institutional importance, and to communicate those perspectives — along with advice and suggestions — to the Institute president and executive officers at regular intervals.
The Council meets the third Thursday of each month at 10 a.m. Meeting location varies but can be found on the calendar at staffcouncil.gatech.edu, and meetings are open to all of campus.
]]>Staff Council
]]>“This effort will address opportunities for improvement identified through the Comprehensive Administrative Review and support Georgia Tech Human Resources in the implementation of OneUSG Connect,” said Mark Demyanek, interim senior vice president for Administration.
For the next six to nine months, the team, which will be assisted by Georgia Tech Strategic Consulting, will work with both the centralized unit – Georgia Tech Human Resources – and decentralized human resource personnel to perform a strategic assessment of the organizational structure, administrative operations, key business processes, and future state readiness. This will require engaging the campus community to understand employee and business needs.
The team will also help the deputy director for Human Resources enhance and support core human resource operations as the associate vice president for Human Resources devotes increasing time to implementing the OneUSG Human Capital Management (HCM) initiative by the end of 2019.
“The transformation of Georgia Tech’s administrative systems continues as we transition to OneUSG Connect,” said Kim D. Harrington, associate vice president and chief human resources officer at Georgia Tech. “This change will align Tech’s human resources processes with best industry practices and the University System of Georgia. We welcome the support that Huron brings to the Institute during this time.”
Georgia Tech also anticipates the consultant team collaborating with leadership in Human Resources to focus on optimizing operations that impact the entire campus community. These include the following:
For more information on the Comprehensive Administrative Review (CAR), visit president.gatech.edu/car-report. Click here for more information on the implementation of the OneUSG Connect and what it means for you.
]]>Twenty-five years later, now a training coordinator in Human Resources, she remains as passionate and excited as she was on her first day working at Tech.
“It doesn’t seem like 25 years when you really love what you are doing and you’re making a real difference in the lives of other employees,” she said. “It is rare to find a place with the consistency of Georgia Tech. I still have the same phone number.”
At the Faculty and Staff Service Luncheon held at the Renaissance Hotel in Midtown on Thursday, April 18, Georgia Tech Human Resources recognized the service and accomplishments of employees who have completed 10 or 25 years of employment.
Kim D. Harrington, associate vice president for Human Resources, served as emcee, and President G.P. “Bud” Peterson congratulated the employees honored at the event.
“One of the things that always strikes me at events like these is the amount of institutional knowledge that is possessed by this group, and the lives they have touched,” Peterson said.
The group included 49 employees who have served for 25 years, and 91 who have worked at Tech for 10. Each received a certificate and a Gold T.
Georgia Tech’s Living History Program presented a video featuring interviews with notable alumni and historic moments at the Institute.
“I have the distinction of being a student, alumnus, and a Georgia Tech employee,” recalled S. Gordon Moore, executive director for Student Diversity and Inclusion in Institute Diversity, and a 25-year award recipient. “This truly represents all of the aspects of Georgia Tech that have shaped me and that I have used to shape Georgia Tech.”
Institute Communications
]]>This article is a transparent lens into the changes you can expect in the next year as a result of the OneUSG initiative.
We’ve walked employees through the following key terms:
The changes to or within each of the following applications will be introduced in phases. All changes will be directly communicated to impacted employees and managers. Each of those targeted communications will be published at transformation.gatech.edu/hcm-transformation.
Training sessions will be offered around campus, and you can request a training session for any topic here.
For a living version of this list, visit transformation.gatech.edu/hcm-transformation.
This article is the final article in a four-part series titled Connecting Tech to OneUSG.
Administrative changes often seem like background noise…a persistent hum of tweaks, here and there that never seems to impact you directly. And then one day, all of sudden, something is not the way it was. You’re probably frustrated and confused and now something is going to be late.
We get it.
So Enterprise Resource Planning (ERP) partnered with Georgia Tech Human Resources (GTHR) to run this four-part series to prepare you for some changes. These changes will affect you, either directly or indirectly, through your manager, coworkers, or direct reports.
Background: To understand the upcoming system and process changes, you need to be familiar with OneUSG (if you missed the first part of this series, spend a few minutes catching up here).
As a quick reminder, OneUSG is an initiative to better unite the 26 institutions that make up the University System of Georgia (USG) and was established by the leadership of the USG.
An initial priority of OneUSG is Human Capital Management (HCM).
HCM is the set of practices for recruiting, managing, developing and optimizing the human resources of an organization.
Georgia Tech Human Resources (GTHR) is primarily responsible for HCM at Tech.
The OneUSG HCM changes have three phases spanning 2014 to 2020:
One Benefits Platform (2014 to 2016): Condense 100+ benefit vendors among the 26 institutions. The phase is complete. If you’ve been at Tech for three or more years, you might have noticed changes in the vendors providing your health and wellness benefits. COMPLETED.
Benefits Administration Transition (2016 to 2017): All employee health and wellness benefits are managed by the same third-party vendor. This phase is complete and brought you the OneUSG Connect – Benefits portal. COMPLETED.
HR Transformation (2017 to 2020): Streamlines Georgia Tech’s HR system with the University System of Georgia OneUSG Connect initiative. All institutions will use one HR information system. All USG data will be housed in a single, centralized location, with each member school in the USG accessing only its own information. CURRENTLY IN PROGRESS.
The third phase is complex and includes business process changes most impactful to employees.
What do you need to do now? Read the next article to learn about upcoming OneUSG changes and how they will impact you.
This article is the second in a four-part series titled Connecting Tech to OneUSG.
It’s been almost two years since Georgia Tech transitioned management of its health and wellness benefits from Georgia Tech’s internal TechWorks platform to the new OneUSG Connect – Benefits portal. During that transition, Georgia Tech Human Resources introduced the OneUSG initiative and discussed what it means for Georgia Tech employees...but it’s been a while.
OneUSG has been operating behind the scenes since 2014. By 2020, Georgia Tech employees will have experienced changes to their typical work day.
What is OneUSG?
OneUSG is a systemwide initiative to develop and implement a consistent approach to policies, procedures, and technology solutions beneficial to the University System of Georgia (USG) and its employees.
What does that mean?
First, remember Georgia Tech is one of 26 public, higher education institutions in Georgia. All 26 of these institutions are governed by the USG.
Governing boards like the USG vary from state to state. In Florida, North Carolina, and South Carolina each public institution has its own, independent governing board. But in states like Georgia, California, and Louisiana, all the public institutions are governed by one large system.
Before OneUSG, many of Georgia’s public institutions operated with their own set of vendors and systems. The goal of OneUSG is to bring more consistency across the institutions, share knowledge, and make it easier to improve efficiencies. In the long-term, this will result in better technology and faster processes for all USG employees.
What do you need to do now?
First, visit transformation.gatech.edu and explore the initiatives connected to OneUSG . Second, take a look at article two to learn about upcoming OneUSG changes and how they will impact you.
This article is the first in a four-part series titled Connecting Tech to OneUSG.
Connecting Tech to OneUSG Part 1/4: OneUSG has been operating behind the scenes since 2014. By 2020, Georgia Tech employees will have experienced a slew of changes to their typical work day.
]]>You may have noticed a buzz on campus: change is in the air. The way we manage Human Resources transactions at Georgia Tech is going to change.
If you’ve followed this series, you are now familiar with Georgia Tech’s governing body (the University System of Georgia or USG), its initiative for improved consistencies among its 26 member institutions (OneUSG), and the term Human Capital Management (HCM).
If any of these terms mean nothing to you, take a few minutes to read part 1 and part 2.
In 2017, Georgia Tech entered the third and final phase of the OneUSG transition impacting its Human Capital Management processes and systems. In short, the way we have been doing business will change. Steps in our standard operating business procedures will be different.
At the end of this year, the Institute will transition to a new HCM platform, OneUSG Connect.
This transformation will impact every department at every level within Georgia Tech: faculty, staff, student employees, affiliates, Tech Temps, and contracted workers. When fully realized, Georgia Tech will use OneUSG Connect to manage all HR transactions from recruiting and onboarding to retirements and terminations.
By 2020, all USG institutions will use one HR information system. The data for all schools will be housed in a single, centralized location with each member school accessing only its own information.
Bringing all of Georgia Tech’s HR data into the new system is complicated.
For years many USG institutions have collected, organized, and retained HR data in different ways. To enter the OneUSG system, every member school must adapt their systems and processes related to collecting, organizing, and retaining HR data.
This transition will impact a wide range of everyday systems and processes you or your direct reports use, such as:
Where and how you record your time
How we apply for jobs and recruit/hire
How you view and manage personnel information
How you accrue vacation and sick leave
Over the next few months, many of our processes, deadlines, and systems will be optimized/streamlined and aligned with the USG platform. For example, we are currently preparing to change the biweekly pay week schedule in order to integrate with the new payroll system. We are also transitioning to the USG vendor used to conduct background checks.
What do you need to do now? Visit transformation.gatech.edu/hcm-transformation to walk through all of the components of this transition.
This article is the third in a four-part series titled Connecting Tech to OneUSG.
Ethically challenging decisions can arise at any point in our career. As a result, it is important to remind ourselves what conduct is encouraged, what conduct is clearly prohibited at Georgia Tech, and where to turn for help and support when we’re unsure.
The 2019 Integrity and Compliance Campaign will continue the momentum from Ethics Awareness Week by focusing on the commitments that define an engaged, ethical campus culture: transparency, community, and integrity.
Faculty, staff (including Tech Temps), and student employees are expected to review and comply with the Institute’s Code of Ethics and the University System of Georgia’s Ethics Policy, as well as policies regarding cybersecurity, alcohol and illegal drugs, and conflict of interest. The Integrity and Compliance Campaign for 2019 begins March 13 and ends April 3.
This year’s campaign also features a new tutorial: What it Means to be a Yellow Jacket. During this 15-minute spotlight feature, employees from across campus will share stories, processes, and resources they use to cultivate character and preserve the public trust.
The Integrity and Compliance Campaign can be completed on a desktop or laptop. It should take approximately 30 minutes, and it does not have to be completed at one time. Beginning March 13, employees should visit training.hr.gatech.edu to get started.
Employees who do not fully complete the requirements by April 3 may receive a formal disciplinary notice from the Institute, and their access to Georgia Tech’s network may also be revoked.
You can learn more about this year's campaign and review associated information, including New Hire Learning and Compliance, at hr.gatech.edu/integrity-and-compliance.
More information related to ethics at Georgia Tech, including policies and other resources, may be found at ecla.gatech.edu/ethics-georgia-tech.
]]>Georgia Tech is in the business of creating the next — the next idea, the next technology, and the next legion of visionary leaders. And when our innermost systems are aligned and operating smoothly, creating the next is obtainable.
The Institute’s strategic approach for managing Human Resources (HR) transactions is changing. At the end of 2019, the Institute will transition to a new platform, OneUSG Connect, as our Human Capital Management (HCM) system.
OneUSG Connect is part of a larger initiative launched by the University System of Georgia (USG) in support of the Chancellor’s strategic imperative of accountability, efficiency, and innovation.
Georgia Tech has assembled a cross-functional team to plan and implement this transformation. Representatives from Georgia Tech Human Resources, Enterprise Resource Planning Department and other units across the Institute are working together with Huron Consulting, our system integration partner, and the USG project team.
The team created this four-part series to help breakdown the HCM Transformation, explaining what it is, why it’s happening and how it will impact you.
The Institute’s strategic approach for managing Human Resources (HR) transactions is changing. At the end of 2019, the Institute will transition to a new platform, OneUSG Connect, as our Human Capital Management (HCM) system.
]]>The performance management process is underway in Human Resources. Self-assessments were officially due in January — but can still be submitted to managers — and provide a chance for managers to consider employee feedback before a review conversation takes place. Supervisors should conduct all employee reviews on or before Friday, Feb. 22.
All signed evaluation paperwork is due to your department’s human resources representative or HR business partner by March 11.
The annual performance review is an important opportunity to set mutual expectations, discuss opportunities, celebrate achievements, and get inspired to make the most of the coming year. Whether it’s your assessment or you’re delivering the assessment, the goal should be to have a conversation that’s as productive and beneficial as possible.
In addition to wrapping up 2018, a focus for the first quarter of 2019 should be setting measurable goals for the coming year. The assessment conversation can and should also include some discussion regarding the coming year’s goals and expectations.
The Goal Setting form is not required but can be helpful for setting up goals for the manager and employee in a clear and concise manner. Visit hr.gatech.edu/forms to view and download forms for goal setting, annual evaluation, and performance improvement.
Employees and supervisors are encouraged to reach out to their HR business partner or representative if they have questions about these resources or the evaluation and goal-setting process.
The following upcoming classes relate to work performance and management, and could be useful for employees and supervisors alike.
Seizing Your Career the Georgia Tech Way
Monday, Feb. 11, 1 to 4 p.m.
Room 149, Global Learning Center
Progressive Discipline for Improved Performance
Tuesday, March 5, 9 a.m. to 1 p.m.
Room 149, Global Learning Center
Giving and Receiving Feedback
Friday, March 8, 1 to 3:30 p.m.
Room 149, Global Learning Center
Registration is required. Register to attend at trains.gatech.edu.
]]>Human Resources
]]>At least, for some people that is. At Georgia Tech, there are a collection of individuals and teams silently pushing through these lulls to create the next employee workforce. They might go unrecognized, but they rarely go unnoticed.
You probably know who we’re talking about. We’re hoping you can point them out to us.
Each year, Georgia Tech asks employees to nominate co-workers and team members who demonstrate excellence in their work and their attitude.
These Staff Awards are a small token of acknowledgment and appreciation. Even though they’re funded by Georgia Tech, they are meaningful because of you — because you noticed enough to tell them in a big way.
All employees are encouraged to submit a nomination, either for a coworker or themselves, from now until Feb. 8, 2019. Don’t let the process stop you — it’s been simplified:
“The awards process was revamped last year to make it easier to nominate,” said Candice Bovian, worklife specialist and Staff Awards manager. “This is a great way to recognize our coworkers who go beyond their regular responsibilities to bring about positive change to Tech and/or their community.”
Fast Facts:
Information on the awards, criteria for nomination, and instructions is available at http://hr.gatech.edu/staff-awards.
Specific questions about the Staff Awards can be directed to Candice Bovian.
]]>Wherever you are in your journey, if you bring the experience or interest, we’ll provide the platform — MentorTech Professional Partnerships is back by popular demand and returning for a second cohort beginning in February.
Launched last spring, Georgia Tech Human Resource’s MentorTech is an employee mentoring program that strategically pairs mentees and mentors into a one-on-one experience focused on creating professional partnerships.
Interested participants register for either a mentee or mentor role after completing a brief interest form. If a strategic match is available, the employee will be notified they have been paired.
Registration is open now until Jan. 23 at hr.gatech.edu/mentoring.
The program is designed to accommodate participant’s diverse needs and match based on interest in one of the following categories: General Career Guidance, Work/Life Transitions, Sponsor, and Technical Competency.
Throughout the six-month partnership, mentors and mentees will have access to a wealth of resources to support and enrich the professional partnership, including development opportunities and career guidance.
In 2018, MentorTech accepted and paired 142 mentors and mentees who invested 1,140 hours in one another.
"I couldn’t have asked for a better mentor and coach. We were a perfect match," said Ericka Thomas, a 2018 MentorTech participant.
All faculty and staff are encouraged to step out of their comfort zone and into a customized experience designed to elevate horizons and strengthen leadership skills.
Learn about the perks and requirements at hr.gatech.edu/mentoring, and read about experiences from the 2018 cohort here.
Looking for other ways to enter 2019 with purpose? Stay tuned for additional opportunities, including a new program for managers.
]]>It’s a natural environment for encouragement and connection — it’s a circle, and there is room for you at the table.
Enter 2019 with purpose and join the newest manager resource from Georgia Tech Human Resources (GTHR): Professional Development Circles.
Professional Development Circles are small, organized groups of professionals who gather to encourage each other, build connection and enhance their management fluency.
Unlike other offerings from GTHR’s Workplace Learning and Professional Development team, Circles offer a shared responsibility among participants for the facilitation and direction of the group’s learning. They are designed to grow naturally, through open inquiry and discussion.
Starting in February, registered participants will be placed into pre-assigned groups of eight to 10 at a kick-off event. They will meet each month to explore topics of interest and develop extended campus networks.
During the first four meetings, the groups will be provide guided discussion guides to assist in structuring the conversation. From there, the group will establish its own meeting cadence and cover group topics of interest.
Registration is open now until Jan. 23. Visit hr.gatech.edu/circles to learn more and register.
Looking for one-on-one leadership experiences? Consider serving as a mentor in a professional partnership. MentorTech strategically pairs mentees and mentors to exchange experiences and improve fluencies. Learn more here hr.gatech.edu/mentoring.
]]>President G.P. “Bud” Peterson recently approved amendments to Georgia Tech’s Staff Tuition Reimbursement Assistance Program (STRAP) Policy. Changes are in response to staff feedback regarding the types of continuing education programs that are eligible under the program. In particular, the amended policy notes that an employee may pursue education or training in a field not directly connected to their current position, as long as it falls into a job category at Tech.
“Georgia Tech supports educational advancement for all its employees,” said Lynn Durham, associate vice president and executive liaison to the Staff Council. “We want to thank members of the Staff Council for their advocacy in bringing this to the attention of our leadership.”
According to newly updated policy Administrative Policy 13.9, to qualify for tuition reimbursement, coursework must be taken for academic credit toward completion of a certificate, diploma, or degree, and related to a career field at Georgia Tech. All full-time, classified employees who have worked at Tech for 12 months are eligible to apply.
The issue has been a pet project of David Brown, an electrician and 2019 chair of the Georgia Tech Staff Council who brought the initial proposal forward as chair of the Council’s subcommittee on benefits and compensation. He believes news of the change will be a morale boost for staff.
“Programs like STRAP show Georgia Tech is willing to invest in its people and support those who want to grow in their current job, or cross over to a new line of work,” he said. “When your organization invests in your career, it gives you a stronger sense that you belong here.”
Learn more at hr.gatech.edu/education-assistance.
]]>Human Resources
]]>You check those folders you keep in “secure locations” in April trying to collect everything you need to file your taxes. Maybe you’ve even been in the situation where you can’t find the most important one — your W-2.
W-2s become available in January, either electronically or by mail. The easiest way to avoid the tax-paper shuffle is by requesting to you receive your W-2 electronically. Not only is a digital copy easier to keep track of, it’s also more secure.
To receive your W-2 electronically in 2019:
However, if you like receiving your W-2 in the mail, make sure it will actually arrive at your home.
Georgia Tech Human Resources mails W-2s to the address shown on your last paystub. If the address you last provided Human Resources is not correct, we cannot guarantee you will receive your W-2 nor can we guarantee the new resident of that address won’t open it, which jeopardizes your identity.
To update your address:
This year, the 100+ learning and development opportunities Georgia Tech offers its employees will be on display during Employee Learning Week, Dec. 3 – 7.
From new skills such as papermaking and pottery to business skills such as emotional intelligence and public speaking, your Workplace Learning and Professional Development (WLPD) team diligently searched the campus to collect and display the breadth of resources employees have at their fingertips.
More than 15 events and activities will be hosted throughout the week, including a guest speaker who will discuss the “Art of Adaptability,” a student encouragement workshop, and pre-paid time in Paper and Clay. Others have been indexed as a resource to be referenced throughout the year.
“The ultimate objective of this year’s Employee Learning Week is to shine a light on the numerous ways our campus community embraces the idea of lifelong learning,” said LaTrese Ferguson, manager of Workplace Learning & Professional Development. “In support of the event, we are excited to launch the Campus Learning Directory that lists the opportunities happening within WLPD, as well as offerings from our campus partners year-round.”
Kicking off the week is guest speaker Yvette Pegues who will help us explore tangible ways to overcome obstacles. Register here to hear her compelling story.
Employee Learning Week is part of a global campaign created by the Association for Talent Development and recognized by the State of Georgia Governor's Office. It has become an annual event for Georgia Tech Human Resources to promote the value of workplace learning and celebrate those who take charge of their development.
Events and activities during Employee Learning Week and throughout the year have been sorted into the following categories: Health & Well-Being, Creative, Service to Others, Team Development, and Academic/Research.
See the full lineup of events at https://hr.gatech.edu/explore and take charge of what you’ll explore next.
]]>Georgia Tech employees can save money on a variety of goods and services – many of which they are already buying at full price. Cost-conscious employees can tap into any of three discount programs with savings in a variety of categories such as legal and financial services, transportation and travel services, and health and wellness, among others.
The discount programs available to Tech employees are Georgia Tech Perks and Programs, Team Georgia (for state of Georgia employees), and University System of Georgia Perks at Work. Candice Bovian, work-life specialist in Human Resources, highlighted some of the perks.
“Everyone should be getting a discount on your cell phone bill because all three programs offer discounts on cell phone service,” said Bovian, who pointed out that the amount of the discounts may vary from one program to the next. When researching the discounts, she even discovered that one of the programs offered a better deal than she was getting on her service.
In addition to most of the major cell phone providers offering discounts, there are also discounts on other items that most people purchase, such as computers and various Microsoft Office software packages. Discounts are even available on OtterBox cell phone cases and Beats by Dre headphones.
Some examples of savings through Georgia Tech Perks and Programs include discounts on parking for those that carpool, free will preparation via the university’s Employee Assistance Program provider, and gym memberships, which includes outdoor equipment rental at competitive prices.
For employees looking to save on outdoor adventures, Outdoor Recreation Georgia Tech (ORGT) is the way to go, according to David Knobbe, assistant director, Campus Recreation Center. ORGT has high-quality outdoor recreation equipment available for rent.
“If you want to structure your own outdoor adventure, and you need a boat, a tent, or a backpack, come see us and we can outfit you for a great opportunity,” Knobbe said.
ORGT runs about 155 day and overnight adventure programs. Although most of the programs are targeted to students, there are lots of opportunities for Tech employees to engage with ORGT.
On the State of Georgia site, there are discounts on tickets to the Atlanta Hawks, Atlanta Braves, the Georgia Aquarium, and more.
USG’s Perks at Work site includes a little bit of everything. One of its greatest benefits is WOWPoints, which accumulate with each purchase. For every dollar spent, 100 WOWPoints are earned. These WOWPoints can be used as cash for shopping.
Looking across the three programs, there are discounts available for almost anything an employee would consider purchasing.
“I would suggest that employees comparison shop,” Bovian said, “because you never know.”
]]>You will have the opportunity to speak directly to vendors and benefits counselors. Vendors will be in the ballroom and Georgia Tech benefits counselors will be in room 301. There will also be computers and printers in room 301 where you can sign up for your benefits on-site.
Three additional vendors will be on-site promoting services for employees, including:
Unlike previous years, employees with a USG healthcare plan must certify your status as a tobacco user or non-user, as well as the status of any dependents. If you do not, everyone enrolled in your USG healthcare plan will be charged $75 per month. No refunds will be given.
Benefits Fair Participating Vendors:
OneUSG Connect – Benefits Website – under "Manage My Benefits," select the login option for single-sign-on
]]>Is this the year you’ll have that knee surgery? Will your middle-schooler need braces? Have you picked up an adventurous new hobby that may benefit from an extra layer of insurance?
This year, employees must take action: All employees on a USG healthcare plan, as well as any covered dependents (18 or older) must certify/recertify their tobacco use status in order to avoid being charged the $75 (per person) surcharge fee.
To get started, visit hr.gatech.edu/open-enrollment. There you’ll find:
Before the Open Enrollment window closes (on Nov. 9), visit the annual Benefits Fair on Tuesday, Nov. 6, from 10 a.m. to 2 p.m. in the Student Center Ballroom. There you can speak with benefit and retirement counselors from Georgia Tech and benefit providers like Kaiser Permanente, Delta Dental, and EyeMed (to name a few).
Be on the lookout: Benefits-eligible employee should expect two items in their mail, a benefits overview from USG and a Georgia Tech-specific benefits overview from HR.
]]>OneUSG Connect – Benefits Website – under "Manage My Benefits," select the login option for single-sign-on
]]>From leave to discounts, Georgia Tech’s expansive network of benefits was likely part of your initial draw to work here. But perhaps you’ve forgotten some of the more uncommon ones, or worse — never realized they existed. Many of Georgia Tech’s benefits come from the University System of Georgia (USG), which governs and administers benefits to its 26 state institutions. Here are four benefits you didn’t know you had:
1. Educational Support Leave
Is your child presenting at their science fair? Or your 5th-grader is graduating elementary school? The USG provides a paid day, away from work to promote education in Georgia. Any activity related to student achievement and academic support can qualify.
Details: eight hours of paid leave per calendar year (does not accrue or roll-over)
Eligibility: Full-time, non-temporary employees regularly working 40 hours
2. Perks at Work
You probably received an email about Perks at Work during your first month, but it might have been a while (if at all) since you’ve visited the site. The USG leverages its large employee pool to provide discounts on movie tickets (30%), the Georgia Aquarium (20%), Sea World (30%), and Adidas (25%), to name a few.
Eligibility: Active employees, family and friends
Learn more at perksatwork.com or attend the Perks and Programs Inform session
3. 100% Covered Tuition Assistance
Effective January this year, the Tuition Assistance Program (TAP) was amended to provide a full tuition waiver. Prior to the change, it only covered about half. Join the more than 350 employees enrolled in TAP. Georgia Tech also offers two additional tuition assistance programs, STRAP and GTRC.
Eligibility: TAP: Employees who have been full-time, benefits-eligible for at least six months by the application deadline date. STRAP and GTRC: Employees who have been full-time, benefits eligible for at least one year by the application deadline date.
4. Will Preparation
Georgia Tech’s Perks and Programs partner, LifeSuite Services, offers customized will preparation for free.
Eligibility: Active employees
Go to the GT Perks and Programs page and use the username and password listed. Hover over the link that says “Life” at the very top of the page next to the Securian Financial logo and select “Legal Services”. Then navigate to Wills by clicking Go to Legal Resources> Legal Forms> Personal Documents> Wills, Powers of Attorney and Estate Planning.
From leave to discounts, Georgia Tech’s expansive network of benefits was likely part of your initial draw to work here. But perhaps you’ve forgotten some of the more uncommon ones, or worse — never realized they existed. Here’s four benefits you didn’t know you had.
]]>The annual school supply drive benefits Georgia Tech employees who may lack the financial resources to purchase school supplies for their children in grades K-12.
Following are the supplies kids typically need for school that will be used to fill backpacks*:
*hundreds of backpacks have been generously donated in bulk and no more are needed.
Donations can be taken to GTHR at 500 Tech Parkway. The deadline to apply to receive a backpack is Friday, July 13. The deadline to drop off supplies is July 18. Backpack recipients will be drawn at random, and backpacks will be distributed beginning July 24. For more information on applying for a backpack or donating, visit http://ohr.gatech.edu/buzzin-back-school.
]]>Each year Georgia Tech Human Resources (GTHR) brings its onboarding process right to the middle of campus. More than 500 graduate students will start jobs at Georgia Tech this fall, a flocking that would normally exceed HR’s capacity. To meet the demand, GTHR brings the hiring process directly to the new employees by hosting a two-day onboarding event called GradHiring (formerly named GSEP) held in Clough Undergraduate Learning Commons (CULC).
At GradHiring, students who have been offered employment will walk through their hiring process en masse, including the completion and submission of new hire documents as well as the opportunity to meet with representatives from Global HR, the U.S. Social Security Administration and a select group of banks.
If hosted at GTHR’s 500 Tech Parkway office, the onboarding of this many students one week before classes would take an estimated 5,000 hours. By hosting GradHiring and with your help, the processing time is reduced to less than 100 hours.
Part of these efficiencies are achieved through a small army of volunteers who work side-by-side with GTHR professionals. Georgia Tech employees from all over campus volunteer in four-hour increments to enjoy some face time with students. For some employees, especially those in administration or finance roles, this is one of few opportunities they have for direct interaction.
The GradHiring volunteer window has officially opened. If you are interested, please click here.
We encourage you to share this article with anyone who hires or manages graduate student employees. GradHiring will be from 9 a.m. to 4 p.m. on August 15 and 16 in the Clough Undergraduate Learning Commons (CULC), third floor. Students may choose to arrive at any time during either session. Look out for more information including direct emails to managers and potential graduate student employees.
For questions, please contact Eulalia Dupree at hr.ask@ohr.gatech.edu or 404-894-4847.
]]>Georgia Tech Human Resources will continue to monitor the negotiations and communicate as additional information becomes available. For now, read on for what you need to know if you or your family members are enrolled in a BCBSGa plan.
Since negotiations have thus far been unsuccessful, continuing to use Piedmont doctors and facilities will be considered out-of-network unless you are approved through a Continuation of Care request. Employees or their dependents who are subscribed to a BCBSGa plan and already being treated for a specific medical condition may apply to receive in-network-level benefits for a limited time. Here is a form with additional information about Continuation of Care and how to apply. Without Continuation of Care, out-of-network rates will apply.
Out-of-network care will be covered at 60 percent of the negotiated rate, subject to any deductibles. In this case, you will be subject to balance billing. Balance billing is the process where the provider bills the patient for the remaining portion of the full charge that BCBSGa did not pay.
Example: Out-of-network Piedmont ER visit
Full Rate = $1,200*
BCBSGa negotiated rate = $500*
*Not actual amounts; used for example purposes only. These amounts could be higher or lower than shown.
Out-of-network care is not covered under the BCBSGa HMO plan. Employees enrolled in the BCBSGa HMO plan would be responsible for the full cost of care.
To determine if any of your physicians or providers are affiliated with Piedmont Healthcare, use the Piedmont Healthcare Physician search tool. To avoid incurring the higher costs of using an out-of-network doctor, use the “Find a Doctor” tool on the BCBSGa microsite to find in-network physicians. You will be able to find a listing of in-network BCBSGa doctors and facilities in your area by sorting the type of doctor or specialty. You also will want to confirm that the doctor you choose is not represented in the Piedmont Healthcare Physician search tool.
]]>All Georgia Tech employees (faculty, staff, Tech Temps, and student workers) hired before Feb. 1, 2018, are required to visit https://training.hr.gatech.edu/d2l/home/6747 and perform the following Integrity and Compliance Campaign steps before April 6:
The Integrity and Compliance Campaign can be completed on a desktop or laptop. It should take no more than 30 minutes to complete, and it does not have to be finished at one time. Employees should click here to get started.
Employees who do not comply by April 6 may receive a formal disciplinary notice from the Institute, and their access to Georgia Tech’s network may also be revoked.
You can email questions to: ethics.ask@ohr.gatech.edu.
]]>More information will be provided throughout the year on how employees can learn more about The Science of Standing Up. Visit http://ohr.gatech.edu/integrity-and-compliance to stay up to date.
]]>While Georgia Tech has always worked to protect employees from retaliation, it has clarified its stance with a new standalone Institute Non-Retaliation Policy that recently took effect. The policy acknowledges Georgia Tech’s responsibility to protect its employees from unlawful retaliation and provides definitions that will help employees feel more confident about reporting.
Retaliation is defined as any materially adverse action taken or threatened against an employee because the employee has done any of the following:
A report filed in good faith means the employee held a reasonable and sincere belief that the information they provided was true.
Georgia Tech’s policy also outlines a response to reports filed in bad faith, where the employee knowingly or recklessly provided false information. Such behavior can result in disciplinary action, up to and including termination of employment.
Ethical behavior is among Georgia Tech’s core expectations for its employees, and the Institute is working to make training and tools more relatable, accessible, and timely. Earlier this year, Georgia Tech Human Resources announced its New Hire Learning and Compliance program, a new onboarding training initiative that covers ethical decision-making, workplace conduct, Institute policies, and more to ensure new employees are better equipped from the start of their employment at Georgia Tech.
In addition, the annual Integrity and Compliance Campaign has been revamped to focus on real-life opportunities for meaningful employee learning and behavior change. This year’s program features The Science of Standing Up, a new module that explores the science of individual decision-making including acting with integrity in difficult situations. The campaign began on March 7 and ends April 6.
To learn more about the Non-Retaliation Policy, visit the Policy Library or review the FAQs.
]]>To keep us mindful of the Institute’s and University System of Georgia’s Code of Ethics — as well as to review policies regarding cybersecurity, alcohol and illegal drugs, and conflict of interest — Georgia Tech requires its faculty, staff (including Tech Temps), and student workers to complete the annual Integrity and Compliance Campaign.
The campaign opens March 7, and employees will have until April 6 to complete it.
This year’s campaign also features a new tutorial, The Science of Standing Up, which explores the science of individual decision-making including acting with integrity in difficult situations. It will also review the EthicsPoint reporting tool and the Institute’s Non-Retaliation Policy.
“The Institute is redefining its approach to ensuring compliance and promoting ethical behavior,” said Pat McKenna, vice president of Legal Affairs and Risk Management. “We are working to provide employees with the resources needed to learn how to apply these ethical principles and take individual responsibility for what they see and do.”
McKenna adds that this approach provides a win-win for the Institute: It enables Georgia Tech to adhere to federal and state laws while providing an environment where employees can feel empowered to act with integrity and truly thrive.
The Integrity and Compliance Campaign can be completed on a desktop or laptop. It should take no more than 30 minutes to complete, and it does not have to be finished at one time. Beginning March 7, employees should visit training.hr.gatech.edu to get started.
Employees who do not comply by April 6 may receive a formal disciplinary notice from the Institute, and their access to Georgia Tech’s network may also be revoked.
For additional information or questions, email ethics.ask@ohr.gatech.edu.
]]>The University System of Georgia (USG) is introducing a new wellness initiative designed to reward employees for taking charge of their health and well-being.
As a member of the USG, Georgia Tech employees and spouses covered under a USG healthcare plan will have the opportunity to partake in a free incentive program that rewards you financially. The program begins March 1.
By completing and tracking various USG health and wellness activities, you and your spouse can each earn up to $100.
In days to come, all Georgia Tech employees enrolled in a USG healthcare plan will receive information (email and a mailed brochure) outlining the different ways to participate.
Here’s a snapshot of how the program will work:
All activities must be completed by Sept. 30, 2018, to earn your well-being credit.
The well-being credit is only available to employees and spouses covered on a USG healthcare plan and will be paid in November 2018. If employment ends prior to the payment of the well-being credit, the reward will be forfeited.
USG has partnered with RedBrick Health to provide some well-being services. Your health information is confidential and will not be shared with USG or outside sources.
How to Participate in USG Well-being
(Starting March 1)
For benefits-enrolled employees on a USG healthcare plan:
For benefits-enrolled spouses on a USG healthcare plan:
(Please note, some units operate on different schedules — consult your supervisor for unit-specific deadlines.)
Performance management applies to all full-time and part-time staff. If you have not already completed your evaluations:
Employees: take time to complete a self-assessment and submit it to your manager before you meet. Self-assessments help ensure your priorities are included during your evaluation.
Managers: consider reviewing the One-on-One Performance Coaching Guide and other resources to effective conversations found here.
Deadlines:
Feb. 16: deadline for supervisors to completes all Annual Evaluation conversations and provide a signed copy of the evaluation to your department HR Contact, HR Representative, or HR Business Partner to be included in employee files.
March 30: deadline for department HR units to submit evaluation forms to Georgia Tech Human Resources Records department.
The performance evaluation and goal-setting processes remain a critical focus for Georgia Tech as the Institute provides employees the opportunity to grow both personally and professionally. Learn more about the performance evaluation and goal-setting processes at ohr.gatech.edu/performance.
Note: This message does not apply to employees in GTRI or EI2.
]]>Additionally, expect to receive your Form 1095-C by March 2 from the University System of Georgia. The form will be mailed to your address on file unless you requested an online version through the online Tax Form Management portal. (Learn more about 1095-Cs at http://ohr.gatech.edu/payroll/taxes.)
To view your W-2:
Preferred browsers for TechWorks are Internet Explorer version 10 or 11; Mozilla Firefox version 47 or earlier; or Safari 8 (or later).
If you have questions or concerns, please contact GTHR's Payroll by emailing pay.ask@ohr.gatech.edu or calling (404) 894-4614.
]]>The 2018 awards offer prizes up to $5,000 and include new categories like the Spirit of Georgia Tech, Rising Wreck and Creating the Next. All eight awards seek to recognize and reward employees who have consistently demonstrated exceptional work or meaningful contributions to the Institute throughout 2017.
Information on the awards, criteria for nomination, and instructions are available at http://ohr.gatech.edu/staff-awards. For specific questions, contact Candice Bovian at Candice.bovian@ohr.gatech.edu.
]]>In response to feedback from the campus community, Georgia Tech Human Resources (GTHR) is launching MentorTech: Professionals Partnerships, an employee mentoring program, starting February 2018. Georgia Tech faculty and staff are all invited to participate in this formal mentorship program. We are seeking both mentors and mentees interested in participating. Applications are now open.
MentorTech is designed to meet a wide variety of needs for a diverse population. Mentee participants will be paired with mentors who can share experiences within about the mentee’s desired developmental goals.
Fast facts:
Throughout the six-month partnership, mentors and mentees will have access to a wealth of resources to support and enrich the professional partnership, including development opportunities and career guidance.
Are you interested in mentoring? Are you interested in being mentored? Perhaps you’re interested in both? Learn more by visiting www.ohr.gatech.edu/mentoring. The application period is now open and will continue through Jan. 17. The two-part application process takes less than 10 minutes total, so engage with us soon!
]]>Georgia Tech Human Resources (GTHR) provides resources and education on everything from tuition reimbursement to caring for aging parents in its year-long Be Well benefits and wellness education series. The new Be Well event calendar is available at ohr.gatech.edu/be-well and includes new topics, such as student loan forgiveness, and reimagines 2017 favorites, first-time home buying, deskercises, and cooking demonstrations.
Be Well workshops are free health, wellness, and benefits education classes open to all Georgia Tech employees. Offered year-round, they are designed to give employees tools to make smarter, healthier, and more informed decisions for their personal and professional lives.
All classes are taught by trained professionals in convenient locations around campus and usually last 1 hour. Register in advance at ohr.gatech.edu/be-well and download the six-month calendar.
January’s classes include:
Is there a topic you’d like to see this year? Suggest a topic here or email Candice Bovian,
Work-Life Specialist at Georgia Tech Human Resources.
In addition to revamping four existing awards, employees may also nominate themselves or their coworkers for the Spirit of Georgia Tech, Rising Wreck, Creating the Next, and Partnership awards.
All eight awards seek to recognize and reward employees who have consistently demonstrated exceptional work or meaningful contributions to the Institute throughout 2017.
“I’m really excited about the awards this year,” said Candice Bovian, who manages the staff awards. “We listened to our employees and responded by simplifying the process, rewriting the criteria to be more inclusive, and adding new awards that should appeal to everyone.”
Information on the awards, criteria for nomination, and instructions are available at http://ohr.gatech.edu/staff-awards. For specific questions, contact Candice Bovian at Candice.bovian@ohr.gatech.edu.
The nomination period will close Jan. 31, 2018.
]]>Celebrated annually, Employee Learning Week is designed to help all Georgia Tech employees navigate the variety of personal and professional development opportunities within the Institute.
“This experience allows faculty and staff to sample the suite of workshops, courses, and speaker events available to them year-round, and maybe even get a jump start on some New Year resolutions,” said LaTrese Ferguson, manager of GTHR’s Workplace Learning & Professional Development team.
For Employee Learning Week 2017, the Workplace Learning & Professional Development team is joined by Health & Well-Being, which focuses on multidimensional wellness, to explore fostering a smart and happy culture at work.
“This year’s Employee Learning Week is just one way for faculty and staff to invest in themselves and connect to their purpose and what makes them happy,” said Suzy Harrington, executive director of Health & Well-Being. “Knowing what drives you and helps you flourish is essential for overall well-being.”
The week includes speakers, workshops, and experiences offered at different times of the day with one event per day, Monday through Friday. Don’t end the year without spending some time on your personal and professional growth.
See the full lineup of events below and attend one or all five!
Monday, Dec. 4: What Makes You Happy?
A speaker event on happiness, engagement, and the employee experience.
Tuesday, Dec. 5: What Makes You Dynamic?
A workshop of work/life balance and whether or not it’s possible.
Wednesday, Dec. 6: What Makes You Great?
A workshop on the science of motivation and engagement.
Thursday, Dec. 7: What Makes You Dedicated? (The Seasoned Employee Experience)
An experience reconnecting you with Tech’s history, values, and traditions.
Friday, Dec. 8: What Makes You Proud?
Create and hand out “encouragement packs” to students as they prepare to take final exams.
W-2s become available in January, either electronically or by mail. Georgia Tech Human Resources mails W-2s to the address shown on your last paystub. If that address is not correct and you have not elected to receive your W-2 electronically, your identity may be at risk.
Remember, W-2s contain your most sensitive information — including your social security number. If the address you last provided Human Resources is not correct, we cannot guarantee you will receive your W-2 nor can we guarantee the new resident of that address won’t open it.
For ease of access and protection of identity, consider receiving your W-2 electronically in 2018:
OR update your address:
Open Enrollment this year will be from Oct. 30 through Nov. 10. With Open Enrollment on the horizon, Georgia Tech Human Resources encourages employees to familiarize themselves with the new online benefits administration system well in advance. A video tutorial has been made available to help. To learn more, visit ohr.gatech.edu/oneusg-connect. To access the OneUSG Connect – Benefits portal, visit techworks.gatech.edu and click the Benefits icon under Applications and Resources.
Complete materials about 2018 benefits from the University System of Georgia will be mailed to employees’ homes in the coming weeks. Additionally, the annual Benefits Fair will take place on Wednesday, Oct. 25, from 10 a.m. to 2 p.m. in the Student Center Ballroom.
]]>The injunctions for the travel ban were issued for three sections: 1) 90 day suspension of travel for nationals from the following six countries: Iran, Libya, Somalia, Sudan, Syria, and Yemen (Section 2(c)); 2) 120 day suspension of refugee admission into the United States (Section 6(a)), and 3) the reduction of the refugee cap (Section 6(b)). Other parts of the EO were not addressed in the injunctions, but many were nevertheless effectively moot if those two sections were not in effect.
The Supreme Court, in lifting the injunctions on the EO, narrowed the scope of application for Sections 2(c), 6(a), and 6(b). Specifically, those sections will only apply to nationals from the six designated countries “who lack any bona fide relationship with a person or entity in the United States.” This means that the travel ban and refugee admission sections will not apply to those who have a bona fide relationship with a person or entity in the United States. Specifically, the Supreme Court gave examples of what bona fide relationship means, which are the following:
The Supreme Court did not clarify how the bona fide relationship will be determined, by what entity it will be determined, and whether there will be any changes related to entry into the United States or the visa application process. The Department of Homeland Security and the Department of State have not yet issued any guidelines, but it is worth noting that the Supreme Court, in its analysis, references a waiver that a foreign national may apply for, on a case-by-case basis, if he or she can meet the criteria that denial of entry would: 1) cause undue hardship; 2) the entry would not pose a threat to national security, and 3) it would be in the national interest for the person to enter the United States.
Global Human Resources will continue to provide updates as more information becomes available. If you have any questions, please email immigration@ohr.gatech.edu
FAQs
Questions on International Travel/ Entry into the United States:
Q. Who is affected?
A. Nationals from Iran, Libya, Somalia, Sudan, Syria, and Yemen who do not hold green cards or other valid visas, and do not have a bona fide relationship with a person or entity in the United States as of June 26, 2017.
Q. What can you expect when traveling?
A. It is likely that there will be heightened security. If you are traveling with a passport from one of the six countries, it is important to carry additional documents to prove your bona fide relationship to a person or entity in the United States. Expected guidance from government agencies should be published shortly.
Q. What if I am traveling with a passport from one of the six countries, but I have a valid visa stamp?
A. You may be permitted to travel into the United States, but CBP may want to see documents to prove your bona fide relationship to a person or entity in the United States.
Q. What if you are a dual national?
A. The EO specifically states that dual nationals using a passport that is not from one of the six countries will not be affected, though you may be subject to additional scrutiny.
Q. Should I apply for Global Entry?
A. You may use global entry or sign up if you are eligible.
Q. Are Lawful Permanent Residents (LPRs) affected?
A. They will not be affected by the travel ban.
Q. Is this Permanent?
The EO has been reinstated as of June 29, for a period of 90 days for the ban relating to nationals of the six listed countries and 120 days for refugees. It can either then expire, or be extended per the president. The Supreme Court will hear arguments on the Ninth and Fourth Circuit cases in October if the cases are not then deemed to be moot.
Q. What if you are traveling to the United States from one of the six countries but not a national?
A. Be prepared for additional screening.
Q. Will the list expand?
A. Possibly. The EO gives authority to add and remove countries.
Questions on Visa Issuance:
Q. May I apply for a visa stamp?
A. Yes, if you are not using the passport of one of the six countries.
Q. What if I do not have a second nationality? Will I qualify for a waiver?
A. The Department of State has not yet issued guidance, but we expect that guidance will be issued to allow an applicant who is a national of one of the six countries to prove a bona-fide relationship as of June 26 to an individual or entity in the US.
Q. What can I expect from my visa interview appointment if I have traveled to one of the six countries or have a second passport from one of the six countries?
A. Additional screening procedures are forthcoming.
Q. Will I still qualify for a visa interview waiver if I am extending my visa?
A. Various consulates are still utilizing the drop-box option for those who qualify.
Q. How do I know what each U.S. Consulate requires or if procedures are different?
A. You may check with each individual consulate website.
]]>
Harrington is the associate vice president of Georgia Tech Human Resources. Since her arrival in 2001, she has served Georgia Tech’s campus, its students, and employees in impactful leadership roles.
Harrington spent 14 years supporting the student experience through her work in the Student Center. When Paul Strouts, vice president of Campus Services, asked Harrington to take the helm of Human Resources as interim AVP in 2015, it was with the understanding the appointment would only last a couple of months.
“Never in a million years did I envision this opportunity,” said Harrington, who holds a master’s degree in counseling and educational psychology from the State University of New York at Buffalo and a doctorate in educational psychology from Georgia State University.
Strouts selected Harrington for the interim role based on her diverse higher education experience, team orientation, and leadership ability. Confident HR was in capable hands, Strouts spent the following months determining the qualifications and experience necessary for a candidate who could lead the department permanently.
After about six months in the role at HR, Harrington asked Strouts about returning to her post at the Student Center. However, Strouts had received positive feedback from HR and the campus – they wanted her to stay.
Harrington served as the interim AVP for roughly 10 months before participating in 15 rigorous Institute-wide interviews for the permanent role. Strouts officially appointed her the new AVP of HR in November 2015. Today, Harrington thoroughly enjoys the job and the unique perspective afforded to her.
The shift from students to employees may seem inconsequential. But for Harrington, it meant a complete change in perspective. Although intensely familiar with the Institute through her work with students, viewing Georgia Tech through the lens of faculty and staff represented a wonderful new learning opportunity.
“My unexpected departure from the Student Center provided that team an exciting chance to demonstrate their sound leadership abilities and strong team characteristics,” Harrington said. “As a leader, I want my team to feel empowered and I prioritize transparency. I don’t hold secrets or withhold information whenever possible.”
That mindset of teamwork and empowerment became entrenched at the Student Center. During just a few months, that same mindset had already begun to cultivate and take hold at HR.
“I am fortunate to work with HR experts who are passionate about their profession and work hard to assist and support employees every day,” she says of her colleagues in HR. “HR is rich with talented, dedicated subject matter experts, and I rely on them to help us move forward,” said Harrington.
So, what exactly does the head of Human Resources do?
“No two days are the same — ever,” she said. “My job is coordination. I spin a lot of plates and do a lot of firefighting. Nonetheless, this role provides tremendous optics into faculty and staff, and how they experience the Institute. It helps me understand the commitment, pride, and talent that exists here. I am inspired daily by our employee community.”
Harrington spends considerable time juggling priorities, managing projects, and attending to employee concerns. Despite the challenges, Harrington says she loves her job, and that the people are the best part.
“We have a tremendous responsibility because we touch lives of employees literally at every stage — from the point of entry, all the way through transition or retirement,” said Harrington. “We have a responsibility to make sure those interactions are smooth, efficient, and executed with excellence.”
Harrington lives west of Atlanta, is married with three children, and considers herself an amateur photographer. She is also the proud aunt of two nieces and one nephew currently enrolled at Georgia Tech.
So, what’s next for this AVP? She said her original career goal was to be a vice president of student affairs. But, like her trajectory at Georgia Tech, that, too, has shifted course. “I certainly have continued leadership aspirations; however, my current focus is helping GTHR to be the sought-after resource that supports the Institute in meeting our strategic goals through people.”
]]>On both days, students will have the opportunity to submit documents and ask questions about the onboarding process. Representatives from the U.S. Social Security Administration, as well as a select group of banks, will also be in attendance should students require their assistance.
Attendance of incoming graduate student employees is expected to top 500 over the two-day period. To limit processing time, it is highly recommended that students complete compliance paperwork online prior to the session. Necessary forms and information, including the GSEP Student Checklist, are available at http://www.ohr.gatech.edu/graduateprocessing.
Georgia Tech Human Resources encourages incoming graduate students to review the website and acquire needed documentation.
]]>USG just made it easier to manage your benefits. Starting today, you have two new ways to connect with your benefits online and by phone.
OneUSG Connect – Benefits website: secure, online access to your benefits
The new OneUSG Connect – Benefits website makes it easy for you to get benefits information whenever you like. You can:
It's easy to reach the OneUSG Connect – Benefits website:
During your first visit to the new OneUSG Connect – Benefits website, please:
OneUSG Connect – Benefits Call Center: convenient, toll-free telephone support
When you have questions about your benefits, you can also contact the new OneUSG Connect – Benefits Call Center. Expert, professional representatives can:
For help with your benefits, call the OneUSG Connect – Benefits Call Center toll-free at 1-844-5-USGBEN (1-844-587-4236). Employees and retirees can also contact Georgia Tech Human Resources at 1-404-894-GTHR (4847).
There will be no changes to your benefits as a result of this transition
Even though you now have two new ways to access your benefits, your benefits are not changing. (As always, you can change your benefits when you experience a qualifying life event, as well as during the next Annual Enrollment period in Fall 2017.)
For more information about the new OneUSG Connect, please visit http://ohr.gatech.edu/OneUSG.
The OneUSG Connect system offers two new ways for employees to access benefits and will streamline benefit processes at Georgia Tech: OneUSG Connect – Benefits Website and OneUSG Connect – Benefits Call Center.
Through OneUSG Connect, benefits-eligible employees will be able to:
The online system will be accessible to employees through TechWorks, at techworks.gatech.edu. Users can look for a doctor icon under Applications and Resources beginning June 26.
The OneUSG Connect – Benefits Call Center can be reached at 1-844-5USGBEN (1-844-587-4236).
See the graphic for additional information on how to manage your benefits through OneUSG Connect. For additional information, visit ohr.gatech.edu/oneusg.
]]>The annual school supply drive benefits Georgia Tech employees who may lack the financial resources to purchase school supplies for their children in grades K-12. Last year more than 550 filled backpacks were gifted to 225 Georgia Tech families.
Following are the supplies kids typically need for school that will be used to fill backpacks* over the next six weeks:
*hundreds of backpacks have been generously donated in bulk and no more are needed.
Donations can be taken to GTHR at 500 Tech Parkway. The deadline for donations and to apply to receive a backpack is Friday, July 14. Backpack recipients will be drawn at random, and backpacks will be distributed beginning July 25. For more information on applying for a backpack or donating, visit http://ohr.gatech.edu/buzzin-back-school.
]]>The first priority of OneUSG is to align and consolidate the human capital management (HCM) systems. (HCM includes benefits and payroll administration, performance management systems, time tracking, etc.) Georgia Tech’s HCM transition is a six-year process that is projected to be completed in 2020. The Institute is currently in phase two of three, which focuses on benefits administration.
Currently, out of the 28 USG schools, 25 are supported by the same benefits administration system (ADP), while three — University of Georgia, Augusta University, and Georgia Tech — use independent systems. All 28 schools will transfer benefits administration to OneUSG Connect. For Georgia Tech, this change will be effective June 26, 2017.
What Will This Change Look Like?
Please know that your benefits are not changing. For active and retired employees, OneUSG Connect will manage USG benefit enrollments and eligibility. It will also manage premium payments for retired employees only. Georgia Tech Human Resources (GTHR) will continue to manage enrollment for retirement plans, supplemental savings plans, and Georgia Tech Identity Theft, as well as onboarding for new hires.
Transferring Georgia Tech’s benefits administration to OneUSG Connect will offer several benefits, such as simplifying new hire benefits enrollment, the family status change process, and the open enrollment experience.
As part of the transition, employees will gain two new ways to access their health and group benefits:
In addition, GTHR will continue to provide benefit counselors for in-person consultations and customer service for all Georgia Tech employees both before and after the transition.
More information will be posted on ohr.gatech.edu/OneUSG, and additional communications will be forthcoming, which may include direct requests from GTHR to update your information, such as your address or phone number. For related questions, please contact GTHR: 404. 894.4847. Georgia Tech welcomes this opportunity to partner with USG in enhancing the employee experience.
]]>Each statement includes:
Voluntary benefits offered at employee discretion such as Supplemental Life Insurance, Flexible Spending Accounts (FSAs), and 403(b)/457(b) retirement plans are not reflected in this statement.
If you find any discrepancies in your statement, contact Kevin Merkel, senior director of payroll and total rewards in Human Resources, at kevin.merkel@ohr.gatech.edu.
The report is meant to be a summary. The actual determination of benefits is based solely on the plan documents provided by the carrier of each plan. In case of a discrepancy between the Total Rewards Statement and the plan documents, the plan documents will prevail.
If you have trouble accessing your statement due to a disability, please contact Bethany Schuster.
For more information on benefits and compensation, visit ohr.gatech.edu/ benefitscompensation.
]]>FAQs:
Global HR is Georgia Tech’s primary resource for matters involving the employment and taxation of foreign nationals on campus as well as providing guidance for the Institute’s employees working outside of the United States.
Have a New Immigration Document? If you are a foreign national employee and have received a new immigration document (passport, visa, I-94, EAD, green card, etc.) let us know! Please complete the Immigration Document Update e-form in iStart under the Foreign National Employees menu.
]]>As a nonresident, for tax purposes, you can complete your federal tax return using Sprintax, a tax preparation software, which is now available for use. This software will allow you to file your Federal tax return for FREE and will also offer a discounted rate to help you file your state tax return(s).
You are required to request a Sprintax access code in order to prepare your Federal tax return for free. Please note the following instructions:
Still have Sprintax access questions? Email your name, Georgia Tech ID, and question to nra.ask@ohr.gatech.edu.
For further tax information, see OIE’s Tax website and the International Student and Scholar Tax FAQ website at http://ohr.gatech.edu/tax-compliance.
]]>This applies to all employees: staff, academic and research faculty, including but not limited to those in part-time and temporary positions, retired-but-working, visiting faculty, and postdoctoral fellows.
This process remains a critical focus for Georgia Tech as it provides employees the opportunity to grow both personally and professionally.
This year, to better align with the Institute’s goal of relentlessly pursuing Institutional effectiveness GTHR is adopting the philosophy Performance Management 365, i.e., ensuring performance management is a priority all year.
GTHR offers a variety of tools to help steward this process, including some new to 2017:
Find these tools and more at www.ohr.gatech.edu/performance.
Recommended Timeline for 2016 Review
Recommended Timeline for 2017 Goal Setting
The Form 1095-C includes healthcare coverage offered to you by USG. It is not required to be filed with your 2016 taxes, but please retain it for your records. It will be your proof of “minimum essential” healthcare coverage required under the Affordable Care Act (ACA). (Each year the IRS will determine if you meet the ACA’s requirement for having healthcare coverage, or if you will have to pay a fine [known as an individual shared responsibility penalty] for not complying with the ACA.)
You may also access your Form 1095-C online (through USG’s partnership with Equifax) via the Tax Form Management online portal (see below for details). Please note this form is not accessible in TechWorks.
As a reminder, the ACA’s individual mandate requires all Americans have qualifying healthcare coverage. The employer mandate requires companies like USG offer affordable, minimum essential coverage to all full-time employees.
Watch for your Form 1095-C in your home mailbox — it will come from USG.
]]>To view your W-2 :
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If you have questions or concerns, please contact GTHR's Payroll by emailing pay.ask@ohr.gatech.edu or calling (404) 894-4614.
]]>On Wednesday, Feb. 1, the Be Well series from Georgia Tech Human Resources will feature a showcase for camps from Georgia Tech and metro Atlanta.
Representatives from roughly 15 camps will be on-hand to answer questions regarding enrollment, application submission, and camp activities. New this year will be information on scholarships to help with summer camp costs.
The showcase will be from 11 a.m. to 1 p.m. in the Student Center, Peachtree Room.
To help you in your quest, an additional online resource guide to nearly 1,000 camps in the Metro Atlanta area will be available online between March 15 and June 30. Visit https://ohr.gatech.edu/benefits/worklife/camp.
]]>Be Well workshops are free health, wellness, and benefits education classes open to all Institute employees. Offered year-round, they are designed to give employees tools to make smarter, healthier, and more informed decisions for their personal and professional lives.
The 2017 calendar brings back popular classes from last year like Powers of Attorney and Healthy Cooking and adds new courses on topics including career planning, care for aging parents and deskercise (desk exercises).
“Each year, we strive to improve previous Be Well workshops and add more courses based on feedback from past participants,” said GTHR’s Work-Life Specialist Candice Bovian. “I’m excited about 2017’s lineup — we’ve added more than 15 new workshops and included more webinars, which makes this year’s calendar very robust, offering something for everyone.”
All classes are taught by trained professionals in convenient locations around campus. Most workshops require advance registration.
For a complete listing of courses and registration information, please visit ohr.gatech.edu/bewell.
Upcoming January’s classes include:
Designed to honor employees who align with the Institute’s vision and values, Georgia Tech’s Staff Awards are presented to those who consistently demonstrate high levels of performance and strategic thought.
There are three categories with a total of seven awards and monetary prizes ranging from $1,000 to $2,500: Administrative Excellence; Outstanding Management in Action; and Outstanding Staff Performance with five subcategories in Staff Leadership, Innovation, Process Improvement Excellence, Entrepreneurship, and Service to the Community.
Anyone may submit a nomination, but only full-time, permanent staff employed at the Institute for at least a year may receive an award. Nominations require three letters of recommendation used to highlight different aspects of the employee’s merit for the award. Submissions will be accepted until Friday, Jan. 27, at 5 p.m.
Award recipients are selected by a cross-functional campus committee and will be recognized at the Georgia Tech Faculty and Staff Awards Luncheon on April 27, 2017. Further information on the awards, nomination criteria and instructions can be found at www.ohr.gatech.edu/staffawards.
]]>On Dec. 12, a Georgia Tech employee conducted research on a trusted website that had been compromised by a malicious software known as ransomware. The ransomware infiltrated the employee's computer, which was connected to Georgia Tech's network, allowing access to a variety of files — some of which included sensitive, personal information of current and past Georgia Tech employees.
Although the system was compromised for less than 30 minutes, data elements such as names, Social Security numbers, addresses, benefit elections, and, in a few instances, bank account numbers were potentially exposed. Georgia Tech Cyber Security quickly intervened to stop the breach and has successfully restored and secured the impacted systems. A full investigation is underway.
Out of an abundance of caution, Human Resources has notifed by email those who may be affected and will send a mailed letter to homes in the next week. The Institute is offering a complimentary one-year subscription to Legal Club of America (LCA), which offers an identity theft program providing identity monitoring, recovery, legal care, and other services.
Enrollment will be automatic, and LCA will contact employees directly via mail within the next month with further information. (Due to the holiday weekend, LCA will first be available to respond to any inquiries on Tuesday, Dec. 27.)
Georgia Tech also has proactively taken the step of notifying major credit agencies. Employees should consider taking additional steps to protect themselves. See the Human Resources site for more information.
Any additional developments and information will be made available on the Georgia Tech Human Resources website at ohr.gatech.edu/2016databreach. Questions and concerns related to the breach can be directed to hrinfo@ohr.gatech.edu.
]]>Georgia Tech and the other University System of Georgia (USG) schools have completed the transition of certain employees to non-exempt (or overtime-eligible) status.
Because of the uncertain nature of this situation, the University System of Georgia has provided the following guidance:
As part of the FLSA initiative, GTHR’s examination of job descriptions and conversion of employee statuses was important to better align with federal law and the University System of Georgia’s position classification system. The progress we have made in that area will continue as we explore new ways to better define the work and roles of our people.
Additional information regarding the status of the FLSA Final Rule can be found at www.ohr.gatech.edu/flsa.
]]>404-894-4847
500 Tech Parkway, NW
Atlanta, GA 30332
]]>The weeklong event includes opportunities for Georgia Tech faculty and staff to learn new workplace skills and explore courses that GTHR’s Workplace Learning & Professional Development (WLPD) team offers year-round.
Employee Learning Week is part of a nationwide campaign created by the Association for Talent Development and has become an annual Human Resources event.
To kick off Employee Learning Week, the WLPD Street Team will circle campus on Monday, Dec. 5, giving away free professional development and promoting the following upcoming events:
Learn more and register for Employee Learning Week activities at ohr.gatech.edu/learningdevelopment.
]]>Human Resources
]]>This program, which Tech has offered since 2009, allows eligible employees (who do not have enough sick leave of their own) to receive a donation of hours in certain critical illness or long-term leave situations.
This year, those who enroll in the Donated Sick Leave program will be required to have at least 40 hours of accrued sick leave beginning at the time of their donation.
Human Resources will continue to manage the pool of donated time. If the pool drops to fewer than 120 hours, all members will be notified of the depleted pool status, and each member will automatically be charged eight hours of sick time to replenish the pool.
These changes are designed to help meet the needs of qualified requests, which can now include conditions or circumstances that meet the Family and Medical Leave Act’s (FMLA) definition of a serious health condition, now including the birth of a child. In years prior, only critical illnesses were considered qualified health conditions.
Membership in the pool is open to full-time and part-time employees who have met their six-month probationary period. Hours are prorated for part-time employees. Donated Sick Leave cannot be used in conjunction with long- or short-term Disability, but it can be used to meet the elimination period.
“People regularly hear about the policies and regulations we enforce, but they rarely hear about cancer patients or gunshot victims we have helped,” said Athena Jones, Leave Management Specialist. “The pool is facilitated by HR, but it’s the kindness of faculty and staff that makes it possible — and that’s what makes the pool meaningful.”
Leave donations cannot be withdrawn, but members are allowed to withdraw or resume membership each year during Open Enrollment. Employees nearing retirement and on the Optional Retirement Plan are encouraged to consider participation, as their sick hours dissolve at the point of retirement and cannot be cashed in.
Registration for the pool will be available during 2017 Open Enrollment, which runs from Oct. 31 through Nov. 11, at techworks.gatech.edu. For questions about qualified requests, donating hours, or involvement in the pool, contact benefits@ohr.gatech.edu.
With these changes, Georgia Tech’s Donated Sick Leave program aligns with that of the University System of Georgia (USG). More details about the USG policy and additional changes can be found at c.gatech.edu/usgsickleave.
]]>Human Resources offers regular presentations through their Be Well series that offers a wealth of information on using benefits for maternity leave. The team held its most recent session on this topic in September.
Athena Jones, leave management specialist for Human Resources, provided an overview of options available for Tech employees, emphasizing that the Institute fully supports parents taking time to bond with their new children.
Below is a primer, but the full presentation is available for view at ohr.gatech.edu/be-well-presentations.
Employees are protected while taking leave through the Family and Medical Leave Act (FMLA). FMLA was designed to give employees the right to time off and return to their same or equivalent job following medical leave. In the case of pregnancy, it provides for 12 weeks of leave in a 12-month window for a birth or adoption. Employees must have been employed for 12 months or worked 1,250 hours during the previous year to be eligible.
Beyond FMLA protecting employees’ right to leave, there are two primary methods for Tech employees to receive compensation while on leave. Both are options for either pregnancy or adoption. One uses short-term disability along with sick and vacation time, and the other only uses a combination of sick and vacation leave. (For adoption, only vacation time is used.)
For employees who have enrolled in Tech’s short-term disability plan through MetLife, they may use short-term disability during maternity leave. Short-term disability coverage kicks in following a 14-day elimination period, during which time employees are charged sick leave for work days.
Short-term disability coverage pays out 60 percent of an employee’s gross salary for six weeks following a natural delivery or eight weeks after a cesarean delivery. Both those time frames include the elimination period, meaning employees receive short-term disability payments for either four or six weeks, respectively.
Following that time, employees can use vacation leave or unpaid leave through the remainder of their FMLA time.
Those enrolled in short-term disability are not required to file a claim and use the coverage for maternity leave if they have sick and vacation time they prefer to use instead.
When using short-term disability:
Employees may apply for short-term disability coverage during open enrollment but may not be eligible if they are already pregnant. For those who enrolled as new employees, Jones advises keeping the coverage as a safeguard, should they choose to use it for maternity in the future.
For employees not enrolled in or not choosing to use short-term disability benefits, they can use sick time for up to six weeks for a natural delivery or eight weeks for a cesarean, then use vacation time until they return to work. Sick time may also be used for doctor appointments, sick children, or complications with pregnancy.
When using sick or vacation time for leave:
Following a birth, Tech employees who want to add their new child to their benefits should submit a Family Status Change Form within 30 days of birth.
Employees will also need to complete an FMLA Return to Work Form, which needs to be completed by a physician or include a note on a doctor’s letterhead confirming that the employee is cleared to return to work. This form must be submitted to Georgia Tech Human Resources before any work is resumed, including teleworking.
While teleworking is an option, Jones emphasized that employees are not required to telework during their leave.
“If you want to, your position is amenable to it, and your manager and doctor agree, you may begin teleworking and go to a reduced FMLA schedule,” she said. Hours worked remotely would not count against FMLA time.
Given the nature of pregnancy and child delivery, Jones emphasized that plans can, and often do, change. Working remotely or starting back part-time may be good options but should be discussed in detail between employees and managers.
“Communication is critical for any type of leave, especially if you are gradually coming back,” she said.
Each employee’s case may be different, and Jones is open to discussing options with any employee who anticipates taking leave. She can be reached at 404-385-2377 or athena.jones@ohr.gatech.edu.
]]>Institute Communications
]]>The Board also approved the 2017 USG funding for the contribution to the HRA for Medicare eligible retirees age 65 and older. This year, USG is taking the final step in moving to the defined contribution pricing model for health care premiums. This means that the employer subsidy will be the same for each plan, at each tier.
All plans have an increase in premium, except for the employee only coverage tier for the Consumer Choice HSA. Only the Consumer Choice HSA plan deductibles are increasing. Co-pays are increasing in the Blue Choice HMO plan for specialist office visits, urgent care, and emergency room. Premium increases will depend on the plan and coverage tier an employee is enrolled in. USG Pre-65 retirees and Pre-65 dependents will have the same health care plan choices as active employees. Similar to 2016, separate premium rate charts will apply.
The USG continues to manage rising health care costs while providing high quality, affordable, and comprehensive health coverage. Both the employer and the employee are sharing in the increase in health care costs. Overall, national health care costs are increasing at a rate of approximately 6.5 percent.
For those currently enrolled in Aon Retiree Health Exchange Plans, the Board of Regents approved USG HRA funding for 2017 at $2,736 per year, for each eligible age 65 and older USG Medicare retiree and any age 65 and older Medicare covered dependent(s). This is identical to the amount funded for 2016. To receive the USG HRA funding, the retiree and/or dependent must continue to be enrolled in Medical or Pharmacy coverage through the Aon Retiree Health Exchange for 2017. HRA balances do not expire and carry over year to year.
The Medicare Open Enrollment period is Oct. 15 through Dec. 7, 2016, for a Jan. 1, 2017, coverage start date. Premium rates and plan information for 2017 will also be mailed to Medicare retirees and Medicare dependents currently enrolled in USG dental, vision, and/or life insurance, prior to the USG Open Enrollment period.
Georgia Tech Human Resources will continue to keep employees updated and share information as it becomes available. Employees can refer to the University System of Georgia’s website for further benefits changes and premiums for 2017.
Employees are also encouraged to attend the Georgia Tech Benefits Fair on Wednesday, Nov 2, from 10 a.m. to 2 p.m. in the Student Center Ballroom.
]]>404.894.4847
]]>Roth Contributions:
Visit www.ohr.gatech.edu/retirement to learn more about the Roth 457(b) option. Please contact any of our supplemental savings plan vendors for more specific information regarding contribution limits, taxation questions or any aspect of Roth contributions.
]]>Retirement Program Leader
Georgia Tech Human Resources
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The definition I prefer is: “meaningful, daily achievement and enjoyment in each of your four life quadrants: Work, Family, Friends, and Self.” In a nutshell, work life balance involves carefully combining your work life and your home life to achieve enjoyment in both.
But, is that even possible? Some would say no, but I would say that you don’t have to choose one over the other. Rather, you look for the harmony between the two knowing that it will vary over time, often on a daily basis. The right balance for you today will probably be different for you tomorrow. The balance when you are single will be different if you marry; if you have children; when you start a new career; or when you are nearing retirement.
Here at Georgia Tech, we offer many work-life programs to assist you. We offer childcare, flexible work arrangements, a faculty/staff assistance program, tuition assistance, Be Well Benefits Education Series — which include information for your physical, financial, mental and emotional health — summer camp resources, and other discounts, perks and programs. All can be found on the Work/Life page of the Human Resources site.
Do you need more detailed information on how you can balance your own work and home life? Then join us on Wednesday, July 13, from noon – 1 p.m. in the Scheller College of Business, room 200, for the Be Well Workshop “Work-Life Balance.” Learn some strategies and tips on how to manage your work life and your personal life and create harmony between the two. You must register for this workshop and you are welcome to bring your lunch. We hope to see you there!
]]>Kicking off on June 1, the campaign provides an opportunity for Georgia Tech employees to donate school supplies for colleagues who might not have financial resources to purchase them for their children.
Between June 1 and July 18, faculty and staff can donate any of the listed school supplies to their department/unit HR representative, or bring directly to HR at 500 Tech Parkway. Details can be found on the GTHR website: http://www.ohr.gatech.edu/buzzinbacktoschool.
Employees interested in applying for a backpack for their child(ren) in grades K-12 can do so at http://ohr.gatech.edu/buzzinbacktoschool by July 18.
Georgia Tech Human Resources has acquired 350 backpacks for this year’s drive, and a team of volunteers will fill them with the donated supplies. Should there be more requests than available supplies, GTHR will conduct a lottery to determine recipients. The lottery will be conducted and backpacks distributed near the end of July.
School supplies:
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Work Life Specialist
Georgia Tech Human Resources
]]>Georgia Tech’s Staff Awards recognize and reward employees for consistently demonstrating high levels of performance for the past year. All staff, regardless of job function, are eligible.
The Staff Awards have three categories, with a total of seven awards, and monetary prizes ranging from $1,000 to $2,500: Administrative Excellence Award; Outstanding Management in Action Award; and the Outstanding Staff Performance Awards in Staff Leadership, Innovation, Process Improvement Excellence, Entrepreneurship, and Service to the Community.
“Staff at Georgia Tech make great things happen every day through their commitment to progress and service,” said Kim D. Harrington, associate vice president of Human Resources. “This special recognition is our way to celebrate their contributions toward Tech’s values of integrity, excellence, impact, innovation, entrepreneurship, leadership and community.”
Anyone can nominate a colleague through a new, enhanced online nomination form. Nominations require three letters of recommendation, and individuals and/or teams may be nominated for the Administrative Excellence Award and the Outstanding Staff Performance Awards. Submissions are accepted until January 15, 2016, at 5:00 p.m.
Award recipients are selected by a cross-functional campus committee, and will be recognized at the Georgia Tech Faculty and Staff Awards Luncheon on April 22, 2016. Further information on the awards, nomination criteria and instructions can be found at www.ohr.gatech.edu/staffawards.
]]>Effective November 1, Kim D. Harrington, Ph.D., interim associate vice president for Human Resources, officially assumed the role as associate vice president of Georgia Tech Human Resources.
Harrington came to Human Resources from the Georgia Tech Student Center, where she served as director since 2012. She has been in a leadership role at Georgia Tech since arriving in 2001. After being named interim associate vice president in January, Harrington successfully steered Human Resources through a number of significant transitions, including a reorganization. Under Harrington’s leadership, Human Resources has instituted and streamlined the process for campus reorganizations and has also placed a renewed emphasis on providing quality customer service.
“It’s an honor to serve Georgia Tech in this capacity,” said Harrington. “The Human Resources team is a fantastic group of dedicated professionals, and I feel fortunate to be a part of it. I’m excited about our future and successes that lie ahead.”
The role of associate vice president of Human Resources is critical as Georgia Tech seeks to further its position as an employer of choice in the competitive Atlanta market. Harrington will report to the vice president of Campus Services and will be responsible for global human resources support, the HR customer service center, records, employee relations and performance, payroll, compensation, benefits, talent acquisition, and workplace learning and professional development.
"During her 14 years on campus, Kim has proven to be a trusted administrator and colleague," Vice President of Campus Services Paul Strouts said. "She has the requisite leadership skills, strategic vision, and campus relationships that will allow Human Resources to grow and prosper in the coming years."
Harrington recently took home top honors at the University System of Georgia Chancellor’s Annual Service Excellence Awards, where she was announced as the gold winner of the Service Excellence Award for Outstanding Leader. She holds a master’s degree in counseling and educational psychology from the State University of New York at Buffalo, and a doctorate in educational psychology from Georgia State University.
Georgia Tech Human Resources serves the Institute and its more than 14,000 employees through strategic human resources counsel, leadership in employee engagement and learning, and facilitation of campuswide organizational effectiveness. The unit orients and prepares new members of the Georgia Tech community for a successful career at the Institute, while supporting employees and managers in addressing complex workplace issues.
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Employee may be nominated for the awards listed below:
For more information about awards, eligibility, deadlines, and more, please visit the Staff Awards home page.
]]>If you wish to apply for this group long-term care insurance coverage, your application must be postmarked no later than December 31, 2011.
Please note, the decision not to accept new entrants does not in any way affect employees or dependents who already have this coverage. John Hancock will continue to provide ongoing service to insureds under our policy. At this time, the Georgia Tech Benefits team does not have any additional information about whether or when long-term care insurance may be available again in the future.
1. Why is John Hancock closing down enrollments under our Group long-term care policy?
According to John Hancock, this decision was prompted by the historically low interest rate environment that is expected to continue for an extended period of time.
2. Will employees who are newly eligible be able to enroll after December 31, 2011?
No. The decision to cease new enrollments applies to all applicants.
3. For applicants who need to go through underwriting, does the underwriting need to be completed by December 31, 2011?
No. The enrollment application must be postmarked by December 31, 2011, but underwriting activities may take place in early 2012.
4. Will insureds be able to purchase optional inflation additions or other coverage increases after December 31, 2011?
Yes. The discontinuance of new enrollments does not affect inflation additions and other coverage increases or changes available under the policy.
5. Does this impact John Hancock's ability to pay claims?
No. John Hancock will continue to service all current insureds, and any current or future claims will not be affected by this action. John Hancock continues to be highly rated by the five rating agencies, and ratings are a comprehensive measure of the financial strength of an insurance company.
6. Who should I call if I have further questions?
Please call the John Hancock customer service line at 1-888-354-6498.
]]>If you wish to apply for this group long-term care insurance coverage, your application must be postmarked no later than December 31, 2011.
Please note, the decision not to accept new entrants does not in any way affect employees or dependents who already have this coverage. John Hancock will continue to provide ongoing service to insureds under our policy.
]]>To locate a Blue Choice HMO and HSA Open Access participating pharmacy,you may visit the BCBSof Georgia website.
]]>To locate a Blue Choice HMO and HSA Open Access participating pharmacy,you may visit the BCBSof Georgia website.
]]>Staff and faculty are encouraged to review current elections and consider future options and changes. This year, University System of Georgia (USG) health care options are the same, and there are minimal changes to plans. However, premiums have increased again as the USG attains an equal, defined employer contribution across all plans — the result of a gradual move toward this model over the past several years.
USG will offer the following benefit choices for 2017:
To take advantage of any of these benefits, you must enroll during Open Enrollment. If you don’t enroll for 2017 benefits, your 2016 coverage will continue at 2017 rates. Also, if you would like to have a Flexible Spending Account (FSA) for 2017, you must enroll during Open Enrollment — even if you had one the previous year.
More complete information about plan designs, premiums, and voluntary benefit options will be available on or around Oct. 3 at ohr.gatech.edu or usg.edu/hr/benefits. A detailed summary booklet will also be mailed to each employee’s home in late October.
The benefits team has scheduled information sessions (see timeline below) for those with questions or in need of in-person assistance. The annual Benefits Fair is scheduled for Wednesday, Nov. 2, from 10 a.m. to 2 p.m. in the Student Center Ballroom. Employees are also welcome to attend benefits fairs at any other USG institution. See usg.edu for upcoming dates.
Georgia Tech is again partnering with the USG’s Shared Services Center to provide individualized support to employees by phone, including expanded hours. Representatives will be available Oct. 31 – Nov. 11 between 7:30 a.m. and 6 p.m. The Call Center will also remain open until 8 p.m. on the last two days of Open Enrollment.
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