Process and Support to
Professional and Scientific
Staff Members
Whose Positions are Eliminated
Overview
During FY03, University of Iowa Human Resources undertook a project to examine processes and sources of support for Professional and Scientific (P&S) staff whose positions are eliminated for reasons other than cause. An initial team was assigned to the task; that team forwarded recommendations that subsequently were reviewed by two human resource advisory groups for discussion. The information below is the product of this overall process, with the resulting recommendations incorporating input from the HR Advisory Group and the Senior HR Leadership Council. The recommendations contained in this report apply to P&S staff in all UI employment statuses (probationary, term, at-will, career) in regular, non-temporary positions, except where noted otherwise.
Process
A Human Resources team met several times over the course of five months in FY03 to examine current process and sources of support. The team was charged with recommending revisions to those processes and sources, and with identifying and recommending additional options for supporting P&S staff that find themselves in this situation.
The group formulated the following principles as the basis for its work:
- We have a responsibility as an employer to make the process as supportive and humane as possible, providing options and resources.
- Having choices at a time of change, such as notification that your position is being eliminated, gives the staff member some sense of control and selfdetermination.
- The staff member whose position has been eliminated benefits from retaining a large degree of responsibility and choice related to securing alternate University employment.
- The University has a responsibility to prepare staff members whose positions have been eliminated for other employment to a reasonable extent given current budget parameters.
Recommendations
Immediate, Initial Support
Establish the Director, Compensation and Classification (C&C), as Case Manager for coordinating the activities and accessing resources related to job separation and regaining employment.
- Departments will forward copies of all staff notices of position elimination for reasons other than cause to C&C.
- Upon receiving a copy of the letter notifying the staff member of the elimination of his/her position, C&C will send a letter to the staff member inviting him/her to contact Robert Millsap, Director of Compensation and Classification.
- A brochure describing available resources and support and options for seeking future University employment will accompany the letter from C&C.
Job Search Support
C&C will contact University departments on behalf of P&S staff regarding such persons’ interest in vacant positions, with encouragement to grant the staff member an interview when they appear to be qualified.
As time permits, C&C will monitor vacancies in classifications whose titles are nonspecific in nature (e.g., Program Assistant), attempt to match resumes of staff members who have been given notice to them, and inform them of the opportunity to apply.
Dual Career Network will continue to provide brief consultation related to job search assistance for both internal and external positions.
The Senior Human Resources Leadership Council and/or their designees will be coached to act as resume developers for staff whose positions have been eliminated in their respective divisions/colleges. This resource would be in addition to the resources provided by University Human Resources, including those from Employment, Dual Career Network, and Compensation & Classification.
Departmental Resources
Develop/refine web-based information for departments related to the elimination of positions, notice to the staff member, and obtaining future University employment.
Utilize a database of P&S staff members whose positions for other than cause, which allows involved Human Resources representatives, managers, and supervisors to access pertinent information regarding actions related to a specific separation.