Shaping the Workplace

shaping the workplace initiative icon

shaping the workplace initiative graphicThe University of Pittsburgh’s Office of Human Resources embarked on an initiative to identify the broader workplace environment that it wishes to shape and maintain.

The foundation is a framework that characterizes the workplace as viewed through the lens of a prospective employee that is considering Pitt as a potential choice among competing alternatives, or a current employee with options for alternative opportunities.

We have engaged broadly with the University community, learning about initial conditions and garnering input on desired priorities for reshaping, and reporting back on input received.

We have identified a series of initiatives for implementing enhancements and we continue to socialize policy decisions with the University community to facilitate adoption and implementation.

Timeline

All timing for the Shaping the Workplace initiative is approximate and subject to change with the flow of the initiative.

December 2019: Kick-Off Announcement

January - February 2020

Seven engagement sessions conducted throughout Pittsburgh and regional campuses, with online input offered as alternative.

Updates:

  • Benefits: Implementation of student loan debt assistance program (voluntary benefit) through TIAA/Savi
  • Benefits: Launched discussions on program for diverting retirement savings contributions to student loan debt payments

In the news:

Spring 2020

Aggregate and report results from engagement sessions.

Updates:

  • Recording and slidedeck of a report-out session, March 2020 (available via Pitt Passport)
  • Benefits: Implementation of MetLife Legal Services (voluntary benefit)
  • In response to COVID-19, shifted and adjusted prioritizations of certain elements and updates to provide resources and opportunities for the University community:
    • Benefits: Implementation of emergency sick day bank, with continued consideration of maintaining the program post-pandemic
    • Benefits: Various programmatic updates for time off, health, retirement, and education benefits
    • Work-Life Balance: Lifted the vacation accrual cap and made adjustments to the sick leave policy
    • Work-Life Balance: Development of Supervisor Support Chats (information via Pitt Passport) to provide supervisors with resources throughout the pandemic for remote work, staff engagement, and other professional development
    • Work-Life Balance: Developed and implemented PittCollab (information via Pitt Passport), which provides and asks for available work opportunities for staff

In the news:

Summer 2020

Share community input with Senior Leadership, along with a portfolio of planned projects to share our workplace. Socialize those projects with the University community and begin to execute.

Updates:

  • In response to COVID-19, shift and adjusted prioritizations of certain elements and updates to provide resources and opportunities for the University community:
    • Work-Life Balance: Implemented and supported a variety of child and dependent care resources for employees
    • Climate, Culture, and Work Environment: Implemented access to data dashboards for Responsibility Centers to support recruitment and retention analysis

Fall 2020 - Spring 2021

Complete benefits benchmarking and compensation philosophy to present to Senior Leadership for approval; continue to execute ongoing projects, including the Compensation Modernization project, Supervisor Essentials program, and required performance evaluations for all staff.

Updates:

  • Shaping the Workplace Initiative Update, February 2021: Document provides overview of initiative updates provided to Partners on February 5, 2021
  • Salary: Continuing job reviews, initial market matching, and new University job codes and nomenclature
  • Performance Review and Talent Development: Ensured 100% compliance of staff performance appraisal process, following University policy; developing more accessible and user-friendly appraisal process for pilot launch in FY21 and for full University use in FY22
  • Performance Review and Talent Development: Developed and launched pilot of Supervisor Essentials @ Pitt program (fall 2020), which addresses needs identified in earlier initiative sessions and that are encountered in human resources work; will be required of all individuals that supervise the work of others when launched University-wide
  • Climate, Culture, and Work Environment: Developing strategic and educational partnerships with Office of Equity, Diversity, and Inclusion and the University community to create enhanced workforce development initiatives
  • Climate, Culture, and Work Environment: Creating a recruitment diversity statement and toolkits for recruiting best practices
  • In response to COVID-19, shift and adjusted prioritizations of certain elements and updates to provide resources and opportunities for the University community:
    • Work-Life Balance: Continuing review of needs and opportunities for space usage and parking/permits
    • Work-Life Balance: Flex/remote work policy revision underway
    • Work-Life Balance: Collaboration with Carnegie Mellon University to provide temporary family care proctoring service

In the news:

Summer 2021 - Spring 2022

Work continues on the Compensation Modernization project; new benefits programs launched for child care and financial wellness; new leadership examining progress for the Shaping the Workplace initiative with a possible shift in approach as new strategic planning comes into focus.

Updates:

  • Salary: Compensation Modernization continues to progress; job mapping being completed by RC leadership with the new structure intended to be implemented by end of calendar year 2022
    • An update on the progress of Compensation Modernization was sent to RC administrators and business managers in December 2021
  • Performance Review and Talent Development: Following the pilot of the Supervisor Essentials @ Pitt program in fall 2020, the full program launched to University supervisors in spring 2021; as of spring 2022, over 250 employees have completed the program through the first two cohorts. The third cohort recruiting participants starts in May 2022  
  • Performance Review and Talent Development: Updated guidelines were announced regarding volunteer and professional development time for staff; these guidelines provide up to 7.5 hours per month for staff to participate in opportunities that engage and enrich their professional and personal lives
  • Performance Review and Talent Development: An updated staff performance appraisal form was released; the updated form includes a new diversity, equity, and inclusion standard
  • Climate, Culture, and Work Environment: Strategic and educational partnerships established with Office of Equity, Diversity, and Inclusion and the University community to create enhanced workforce development initiatives; development of initiatives is in motion
  • Climate, Culture, and Work Environment: Creating a recruitment diversity statement and toolkits for recruiting best practices; affirmative action plan for recruitment to be unveiled publicly
  • Climate, Culture, and Work Environment: Juneteenth added as University holiday
  • Climate, Culture, and Work Environment: Employee and Labor Relations has developed, and continues to develop, a series of Supervisory Toolkits that aim to assist supervisors and administrators at the University effectively, and proactively, manage employee issues at the department level, thus reducing the need for Employee and Labor Relations intervention and consultation
  • Climate, Culture, and Work Environment: In collaboration with the Office of Equity, Diversity, and Inclusion, OHR updated the employment application in Talent Center so that all job applicants can now select from 13 gender identity options when completing an application for employment.
  • Benefits: In support of an employee’s financial well-being, a new finance and debt management service through GreenPath was introduced
  • In response to COVID-19, shift and adjusted prioritizations of certain elements and updates to provide resources and opportunities for the University community:
    • Benefits: Implementation of program for dependent back-up care through Care.com
    • Benefits: Partnership with the Boys and Girls Club of Western Pennsylvania announced, which provided an additional childcare resource for members of the Pitt community
    • Work-Life Balance: Flexible work arrangement policy and procedure revision continues to take place

In the news:

Summer 2022 and beyond

Implement approved benefits and compensation philosophy, along with corresponding projects. Complete all projects within the Shaping the Workplace portfolio by 2023.

Engagement