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The Human Resources staff is committed to working effectively to provide a working
environment understanding of human needs and the effective delivery of an excellent
learning and living program. Staff is committed to providing courteous, efficient service
supportive of employees, and the University mission and goals, in compliance with Federal,
State, and University regulations.
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- Primary Functions and Responsibilities
The primary functions are to provide human services for University
employees. These primary functions provide:
- Employment services for job applicants and departments
- Personnel action processing
- Employee counseling
- Supervisor counseling
- Labor negotiations
- Assistance in dispute resolution
- Payroll Processing
- Benefits processing and counseling
- Training and development for employees
- Documentation of employees’ training
- Organizational development assistance
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- Strategic Principles and Directions
In formulating the Department’s Strategic Principles and
Directions the University’s Goals for quality, diversity and community, along with
the Division’s related Principles and Action Strategies were carefully considered.
They form the highest priorities for the Department and form the framework for the
elaboration and development of the Department’s direction.
The Department is committed to providing the highest possible level of
professional and technical services in support of the mission, goals and objectives of the
University and in support of the University’s and the Division’s implementation
of their strategic plans. The Human Resources Principles and Directions are identified as
the strategies that the Department will address as its highest priorities, regardless of
funding or resource restrictions.
- Quality
-- The Department’s focus on quality includes programs that support
excellent services to employees. These include:
Service to Campus Community
University Safety and Health
Professional Development
Commitment to Technology
- Service to Campus Community
-- The Department supports the campus through
serving the employees to make their jobs easier and more effective so they serve the
students better while ensuring accountability/compliance.
- Actively recruiting applicants for staff vacancies, maintaining registers for most
frequently filled positions, and assisting departments in defining and filling staff
vacancies.
- Educating employees regarding rules of the civil service system, their benefits, Federal
and state laws, university policies, effectiveness on their jobs, and much more.
- Empowering supervisors to enhance working relationships and to deal with personnel
issues and to find constructive solutions which fit each situation.
- Training employees in effective techniques of supervision, computer software
applications, and general skills.
- Consulting with departments on their staffing needs, personnel issues, organizational
development and training needs.
- Creating strategies for successful conflict resolution.
- Coaching employees on their rights and responsibilities and supervisors on their
obligations and prerogatives.
- Coaching employees and supervisors on their interactions and on making the system work
for them.
- Researching questions about regulations, policies, benefits and laws.
- Documenting personnel actions, benefits and policies.
- University Safety and Health
-- The Department is dedicated to providing a good,
safe and healthful working environment.
- Crisis management when things go wrong and people lose control and when systems fail.
- Assisting employees with disabilities to obtain appropriate accommodations and/or
understand their options, rights and obligations.
- Counseling both employees and supervisors about behaviors that might lead to violence,
on how to avoid trouble, and how to deal with it.
- Training on how to recognize signs of violence in the workplace and domestic violence,
and on what to do about them. In conjunction with Environmental Health and Safety,
provision of several courses on workplace safety.
- Professional Development
-- The Department places a priority on the development
and maintenance of employee skills essential to meeting the increased demands for services
and changing technologies.
- Training classes in the use of current software applications.
- Supervisor development through a series of specialized classes leading to a certificate
in preparation for supervision.
- Safety training in conjunction with Environmental Health and Safety.
- Equal Opportunity and Sexual Harassment training in conjunction with the Equal
Opportunity Center.
- Permanent, full-time, employees may register for up to 8 hours a quarter of credit
courses on a space available basis, fee waived, on their own time.
- Commitment to Technology
-- The Department embraces new and evolutionary uses of
technology.
- Utilizes Banner HR module for all personnel/payroll transactions.
- Prepares for implementation of electronic approvals.
- Maintains the Human Resource Information System (HRIS) data that drives HR/Payroll
system.
- Commits equipment budget and part of operating budget to keep PCs up to power needed to
handle Banner, Outlook and other software required by University.
- Provides facilities for Banner training and courses in using other PC based software.
- Regularly designs and seeks implementation of improvements to existing systems and
reports in order to better serve the university community.
- Adds employment applications and supplemental applications to Web site.
- Diversity
-- The Department remains committed to diversifying the University
workforce and continues to provide opportunities for diversity to thrive on campus.
- Regularly participates in job fairs in Skagit and Whatcom counties and participate in
such programs as Private Industry Council (PIC) and the Road less Graveled.
- Maintains a website for all job openings, a 24 hour job line, and regularly advertises
open classified positions as well as postings with appropriate job counseling services.
- Advises search committees on their responsibilities and related activities to carry them
out.
- Assists hiring departments in defining and recruiting for vacancies.
- Community Interaction
-- The Department recognizes the value of cooperative
relationships with external agencies and organizations.
- Participate in community job fairs.
- Member of The Road Less Graveled program to attract women to the construction trades.
- Member of the Public Employers Training Consortium.
- Facilitator for PIC training placements.
- Active participant in Washington Personnel Resources Board (WPRB) Rule Merger Workshops.
- Department of Personnel Employee Development and Training Program (DOP EDTP)
- Public Employers’ Training Consortium (PETC)
- Frequent participant and presenter at SCT Banner User Conferences.
- Member of College and University Personnel Association (CUPA), editorial peer reviewer
for CUPA Journal and conference presenter.
- Member and sometime officer of Society for Human Resource Management Northwest Chapter
(SHRM/ NHRMA) and supporter of the Western student chapter.
- Member of the Job Service Employers’ Committee
- Inter-institutional services exchange
- Inter-governmental consulting
- Member of the Inter Local Conflict Resolution Group providing free mediation services to
each other’s organization.
- Member Governor’s Interagency Committee of State Employed Women (ICSEW)
- Member of Evergreen Safety Council Training Advisory Committee
Rev. 3/10/2003
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