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The Higher Education Workplace | Spring 2017 CUPA-HR | the Higher Education Workplace | Spring 2017 CONTENTS Spring 2017 VOL

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The Higher Education Workplace | Spring 2017 CUPA-HR | the Higher Education Workplace | Spring 2017 CONTENTS Spring 2017 VOL CUPA-HR | The Higher Education Workplace | Spring 2017 CUPA-HR | The Higher Education Workplace | Spring 2017 CONTENTS Spring 2017 VOL. 9, NO. 1 32 on the cover The Pros and Cons of Using Social Media in Vetting Job 18 Applicants features Building an Organizational Culture of Work/Life Balance 24 and Wellbeing Passing the Fairness Test: The Case Against Per Capita 28 24 28 Fees in Defined Contribution Plans The Wildfire Experience: Takeaways, Advice and Lessons 32 Learned departments 3 A Word From the President and CEO 4 Briefs 8 Inclusion Cultivates Excellence 10 On the Hill 14 Fresh Ideas 40 CUPA-HR Community CUPA-HR | The Higher Education Workplace | Spring 2017 1 Magazine Staff Director of Communications Managing Editor Senior Graphic Designer Gayle Kiser Missy Kline Jeremy Longmire 2016-17 CUPA-HR Board of Directors Chair David Blake, Seattle Colleges Southern Region Director Melissa Bard, East Carolina University Chair-Elect Donna Popovich, The University of Tampa Western Region Director Kevin Fowler, Past Chair Barbara Carroll, Vanderbilt University Tyler Junior College Treasurer Chris Byrd, University of South Carolina At-Large Directors Jeff Herring, University of Utah; President and CEO, Ex-Officio Andy Brantley, CUPA-HR Quint Hill, University System of Georgia; Brenda Richardson Malone, Georgetown University; Nerissa Eastern Region Director Pamela Prescod-Caesar, Morris, University of Miami; Laurita Thomas, Swarthmore College University of Michigan-Ann Arbor; John Whelan, Indiana University; Marie Williams, North Carolina Midwest Region Director Carol Hintz, State University University of Missouri-Kansas City The Higher Education Workplace magazine is published three times a year by the College and University Professional Association for Human Resources, 1811 Commons Point Drive, Knoxville, TN 37932. Association dues paid by member institutions cover the annual cost for The Higher Education Workplace magazine. All changes in address should be sent via e-mail to [email protected]. WRITER’S GUIDELINES If you’d like to learn more about submitting an article to The Higher Education Workplace magazine, see our writer’s guidelines at www.cupahr.org/hew. DIGITAL EDITION Did you know The Higher Education Workplace magazine is also available as a PDF on the CUPA-HR website? Visit www.cupahr.org/hew. ADVERTISING INQUIRIES Tel: 865-637-7673 • E-mail: [email protected] © 2017 College and University Professional Association for Human Resources; all rights reserved. 2 CUPA-HRCUPA-HR | The| The Higher Higher Education Education Workplace Workplace | |Spring Spring 2017 2017 Is HR Too Busy to Lead Diversity Work on Campus? By Andy Brantley, CUPA-HR President and Chief Executive Officer Last spring, CUPA-HR launched its Creating Inclusive country. But I have to wonder if it’s time for us to not just Communities (CIC) project. Using portraits and videos put diversity and inclusion somewhere on the to-do list, from 24 higher education HR professionals, the project is but instead weave a commitment to diversity and inclusion a celebration of experiences and perspectives, a resource for into everything we do. If it is only on the to-do list, it initiating conversation about diversity and inclusion and a frequently falls off as other pressing issues of the day take call to action to create more inclusive campus communities. priority. We launched CIC with much fanfare during our 2016 It would be very easy to start a staff meeting with one association leadership program, at last spring’s region of the CIC videos and facilitate brief dialogue. It would conferences and at our annual conference last fall. Our also be very easy to share this resource with campus region and chapter leaders shared the project at fall and chief diversity officers and student life professionals and spring chapter meetings, and we have shared the resource encourage them to use the videos and discussion starters through our regular communications with our 23,000 as part of their ongoing work — not as a separate or new members and through our website. I have also shared project, but as a part of our shared ongoing commitment the CIC with my counterparts at approximately 40 other to creating and sustaining a diverse, inclusive campus higher education associations. community. The project is by far one of the best diversity and inclusion I’ve been in higher ed for many years, and I have great resources available for campuses to use to help enhance the respect and admiration for those who move talk (we all talk cultural competence of faculty, staff and students. It is free, a good game regarding our commitment to diversity and and the plug-and-play facilitator guides make the resource inclusion) to action. Sometimes bold action is required, but easy for any facilitator to use. more often than not, the real action occurs through the Great! Ready, set, go! Only it didn’t “go.” small things we commit to do every single day as part of our work and our responsibility to lead. A full year after the launch of the project and website, usage is abysmal. The web page averages approximately 20 I encourage you to visit diversity.cupahr.org and use these visits per day, making it one of the least-visited sections incredible resources as part of your everyday work. I also of our website. In March, we sent a survey to our 23,000 invite you to click the share button on the site to let us members asking for feedback regarding the project and know how you are using the CIC project and the impact website, examples of how institutions are using the that it is having on campus. resource and the impact that CIC is having on campus. Of the 250 responses received, 60 percent indicated they were not even aware of the project. I must admit that I was quite surprised. The good news from the survey was that those using the resource loved it. I look back over the past 12 months since the launch of CIC and get that we’ve all been swamped. I understand Andy Brantley | CUPA-HR President and CEO that the hoopla surrounding the proposed changes to the Fair Labor Standards Act totally consumed many of us. I also understand the tremendous compliance burden and funding challenges facing higher ed HR leaders across the CUPA-HR | The Higher Education Workplace | Spring 2017 3 briefs Many Americans Are Stressed About Retirement, Aren’t Taking Steps to Prepare having enough money to live comfortably throughout their Many American workers today are feeling stressed retirement years, including one-third of retirees who feel about retirement and are not taking steps to prepare for it. very confident. But among workers, 18 percent feel very And those feeling stressed have lower levels of retirement confident. The share of workers reporting that they feel confidence and are less likely to feel financially secure, either very or somewhat confident is lower than last year according to the 2017 Retirement Confidence Survey (down to 60 percent this year from 64 percent in 2016). (RCS) by the nonpartisan Employee Benefit Research However, worker confidence is very close to the levels Institute (EBRI) and Greenwald & Associates. measured in 2015 (when 59 percent were either very or This year’s RCS finds that three in 10 workers report that somewhat confident). they feel mentally or emotionally stressed about preparing “Many workers are worried about retirement issues and for retirement. Another 30 percent say that they worry their personal finances more broadly,” says Craig Copeland, about their personal finances while at work, and half of EBRI senior research associate and co-author of the report. these workers believe they would be more productive “The key factors are debt, lack of a retirement plan and at work if they didn’t spend time worrying. Among all low savings.” Copeland notes that workers who feel their workers, about half say that retirement planning, financial debt is a major problem have notably lower retirement planning or healthcare planning programs would be confidence (32 percent are very/somewhat confident vs. 78 helpful in increasing their productivity. Yet, many workers percent among those who say debt is not a problem), while are not taking critical retirement-planning steps. those who have a retirement plan have markedly higher Six in 10 workers say they have saved for retirement, but confidence (71 percent very/somewhat confident vs. 33 just four in 10 have tried to figure out how much money percent among those who do not have a retirement plan). they will need in retirement. Similarly low shares have Among the major findings in this year’s RCS: estimated how much income they would need each month in retirement (38 percent) estimated the amount of their • Importance of a retirement plan: Workers who have Social Security benefit (38 percent), or estimated their a retirement plan, whether a defined contribution expenses in retirement (34 percent). “I continue to be plan, defined benefit plan or IRA, have saved more struck by the relatively small share of workers who do than those without a plan, have taken more steps to formal retirement planning,” says Lisa Greenwald, assistant prepare for retirement and feel less stressed about vice president of Greenwald & Associates and co-author of retirement preparations. the report. • Saving incentives: Seventy-three percent of workers Use of a financial advisor increases with age and income, not currently saving for retirement say they would but just 23 percent of workers say that they have spoken be at least somewhat likely to save for retirement with a professional advisor about retirement planning, if contributions are matched by their employer. and only 1 in 10 report they have prepared a formal plan Approximately two-thirds of non-saving workers for retirement.
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