OUR STRENGTH LIES IN OUR PEOPLE

Human Resources 2016 Annual Report

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WELCOME I am pleased to present the Human Resources 2016 Annual Report: Our Strength Lies in Our People, which demonstrates the University of Manitoba’s commitment to an outstanding learning and working environment. Our strength lies in our people – individuals who are driven by curiosity and work together to shape a better world. We have exceptional faculty and staff, and we are pleased to be recognized as one of Manitoba’s Top Employers. We are committed to creating an environment which is diverse and inclusive. We are proud to announce that the Indigenous Initiatives Fund awarded Human Resources with a one-time grant to pursue a campus-wide Indigenous recruitment, selection and retention strategy designed to increase the representation and retention of Indigenous faculty and staff at the University of Manitoba. Throughout 2016, we offered 147 professional development workshops and several programs designed to increase the effectiveness of our leaders and managers. Our Live Well @Work initiative, which celebrates the health and well-being of all faculty and staff, attracted over 500 participants. Additional services and programming can be found within this report. This is Human Resources’ first annual report and we trust it will add to our community conversations by providing honest, transparent and useful information, which will help us create the best possible work environment. Sincerely,

Gregory L. Juliano, B.A., LL.B. Associate Vice-President (Human Resources)

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TABLE OF CONTENTS

ABOUT THIS REPORT ............................................................................... 4

EMPLOYMENT OVERVIEW........................................................................ 5

DIVERSITY AND INCLUSION ..................................................................... 9

EMPLOYEE WELLNESS ........................................................................... 11

STAFF RELATIONS ................................................................................. 13

EMPLOYEE AND ORGANIZATION DEVELOPMENT .................................. 16

TOTAL COMPENSATION ......................................................................... 18

RECRUITMENT ....................................................................................... 21

OUTSTANDING WORKPLACE SUPPORTS ................................................ 23

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ABOUT THIS REPORT

The Human Resources 2016 Annual Report: Our Strength Lies in Our People supports the U of M’s priority to build an outstanding learning and working community, as outlined in the University’s strategic plan, Taking Our Place. Its main workplace goals can be summarized as:

• Be the employer of choice for faculty and staff. • Increase diversity and inclusion, integrate Indigenous knowledge, develop a culture of

leadership and teamwork, encourage continuous dialogue, collaboration and consensus building, and enhance a sense of community.

This is Human Resources’ first annual report, with data provided by all seven departments. Employment data is based on the 2016 calendar year.

The annual report is primarily intended to provide workforce analytics and does not capture outstanding workplace stories; for these, follow UM Today: Human Resources Network. In 2016, the Human Resources Network issued 75 articles and was one of the most viewed networks on UM Today. Photos in this report come from one of these published stories.

In future reports, Human Resources can add additional metrics and provide trends with year-over-year data. Readers can submit suggestions at hrfeedback@umanitoba.ca

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EMPLOYMENT OVERVIEW

In 2016, the University of Manitoba employed a total of 8,487 people in academic and staff positions. There was a fairly even split between these categories, with 4,358 people in academic positions and 4,129 people in staff positions. The University’s total employee population has remained relatively stable, but with some growth on the academic side. To compare, in 2010, the U of M employed 8,454 people, of which 3,831 people worked in academic positions, a 14% increase of people in academic positions over the last six years. Once people are hired at the University of Manitoba, many stay and dedicate their professional lives to the University’s research, teaching, service and organizational excellence. In 2016, the voluntary turnover rate and resignation rate were low. The voluntary turnover rate was 6.7% (incudes resignations and retirements). When only counting resignations, the rate drops to 4.7%. To celebrate and recognize faculty and staff for their years of service, Human Resources presents Anniversary Awards for five years of service, and then continuously thereafter every five years. In 2016, there were several honours:

• 62 faculty and staff contributed 25 years of service

• 67 faculty and staff contributed 30 to 35 years of service

• 11 faculty and staff contributed 40 years of service

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Employment Groups The U of M consists of the following four employment groups:

1. Academic (Union)

• University of Manitoba Faculty Association (UMFA): Professors, instructors, librarians

• Canadian Union of Public Employees (CUPE Local 3909): Sessional instructors and teaching assistants

2. Academic (Non-union)

• Geographic Full-Time (GFTs): Academic clinicians (physicians and clinical psychologists)

• Research Academics: Research/professional associates, post-doctoral fellows

• Excluded Sessional Academics: Sessional instructors not covered by CUPE Local 3909 because they are practicing professionals (ex: lawyer, pharmacist)

• Academic/Senior Administrators: President’s Executive Team, deans, associate deans, associate vice-presidents

• Other Academics: Positions not covered by one of the above employment groups

3. Staff (Union)

• Association of Employees Supporting Education Services (AESES)

• UNIFOR: Caretakers, power engineers, tradespersons, dining services employees

• CUPE Local 1482 Engineering

4. Staff (Non-union)

• Excluded Management, Administrative and Professional staff (EMAPS)

• Student staff

• Other: Northern nurses, out-of-province , medical/dental practitioners

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Distribution by Employment Group Figure 1: 2016 Academic and Staff Population (8,487 people) as of December 31, 2016

Figure 2: 2016 Population by Employment Group (8,487 people) Employment Group

People

% of Total

Academic (Union)

UMFA 1,206 14% CUPE Sessionals 163 2% CUPE Teaching Assistants 291 3%

Academic (Non-union)

GFTs 583 7% Research Academics 277 3% Excluded Sessional Academics 114 1% Academic/Senior Administrators 99 1% Other Academics 1,625 19%

Staff (Union)

AESES 2,301 27% UNIFOR 480 7% CUPE 1482 (Engineering) 77 1%

Staff (Non-union)

EMAPS 503 6% Student staff 699 8% Northern nurses 41

1% Out-of-province 19 Medical/Dental Practitioners 9

Academic (UMFA), 1,206, 14%

Academic (CUPE), 454, 5%

Academic (Non-union), 2,698, 31%

Staff (AESES, UNIFOR, CUPE),

2,858, 35%

EMAPS Staff, 503, 6%

Student Staff, 699, 8% Other, 69, 1%

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Distribution by Campus, Gender and Age Highlights of the University’s employee population include:

• 64% of employees work at the Fort Garry campus, 30% work at the Bannatyne campus, and 6% work at offices throughout and outside the province (Figure 3).

• The U of M community is 57% female and 43% male. The proportion of females is more than double in AESES and EMAPS (Figure 4).

• The oldest average ages are in the employment groups UMFA and Academic/Senior Administrators; youngest average ages are CUPE Teaching Assistants and Student staff (Figure 4).

Figure 3: Distribution of Employee Population by Campus

Campus

Total

% of Total

Fort Garry 5,397 64% Bannatyne 2,545 30% Locations throughout/outside province 545 6%

Figure 4: Distribution of Employment Group by Gender and Age

Employment Group

People

Female

Male

% Female

Average

Age Academic (Union)

UMFA 1,206 529 677 44% 51 CUPE Sessionals 163 78 85 48% 39 CUPE TAs 291 148 143 51% 28

Academic (Non-union)

GFTs 583 204 379 35% 49 Research Academics 277 133 144 48% 40 Excluded Sess. Academics 114 56 58 49% 48 Academic/Senior Admin. 99 34 65 34% 55 Other Academics 1,625 978 647 60% 39

Staff (Union)

AESES 2,301 1575 726 68% 43 UNIFOR 480 208 272 43% 48 CUPE 1482 Engineering 77 43 34 56% 46

Staff (Non-union)

EMAPS 503 375 128 75% 46 Student staff 699 420 279 60% 25 Northern nurses 41 37 4 90% 41 Out-of-province 19 15 4 79% 40 Medical/Dental 9 8 1 89% 49

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DIVERSITY AND INCLUSION

Promoting and championing equity and diversity requires continues engagement from all members of the University’s community. Together, the community can achieve the goal within the U of M’s strategic plan, Taking our Place: Increase student, staff, faculty and leadership diversity that reflects society, especially with respect to the inclusion of women, Indigenous peoples, people with disabilities, gender and sexual minorities, and racialized communities. Employment Equity Overview In 2016, U of M’s employment equity can be summarized as follows: Figure 5: U of M’s Self-Declared Employment Equity

Equity Group

U of M Workforce

Self-Declared

Canada Labour Market

Availability

Female 57% 54% Indigenous 4% 5.7% Person with a Disability 3% 4.5% Racialized Community 12% 17.1%

This data demonstrates that the University of Manitoba needs to continue its efforts to promote and champion diversity and inclusion with respect to its workforce. In addition, we are currently reviewing the way we collect diversity data to ensure it is more accurate.

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Indigenous Initiative Fund In 2016, Human Resources was awarded a one-time grant to pursue a campus-wide Indigenous recruitment, selection and retention strategy designed to increase the representation and retention of Indigenous faculty and staff at the University of Manitoba. The strategy will help identify and address any existing barriers to increasing U of M’s Indigenous employee base, and provide a clear framework on how to attract and retain more Indigenous faculty and staff in the years to come. Look for more details in future annual reports. The University of Manitoba Accessibility Plan 2016-2017 In 2016, the University of Manitoba released its first Accessibility Plan, which illustrates the University’s deep commitment to an accessible, inclusive campus for all. Under the Accessibility for Manitobans Act (AMA), which U of M fully supports, Manitoba organizations are required to develop and publish a plan of strategies to identify, prevent and remove barriers to accessibility. Education and Training In 2016, Human Resources offered 10 workshops to promote inclusiveness:

• Respectful Work and Learning Environment (RWLE) policy in the Workplace

• Recruitment, Selection, Diversity & Onboarding

• Lesbian, Gay, Bisexual, Transgender, Two-Spirit and Queer (LGBT2SQ) Awareness Training

Sponsor of Winnipeg’s Pride Festival In 2016, the University of Manitoba was an official sponsor of the Winnipeg Pride Festival. In the spirit of inclusion, U of M hosted several events at both the Fort Garry and Bannatyne campuses. For the annual Pride Parade, faculty, staff and students came together to show support, have fun and meet hundreds of people in the community.

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EMPLOYEE WELLNESS

The University of Manitoba continues to support the well-being of faculty and staff by offering a wide range of wellness-related programs and services. Human Resources has been a major contributor to the U of M mental health strategy, Success Through Wellness, as well as the new policies on Sexual Assault and Respectful Work and Learning Environment. In addition, Human Resources recognizes that supervisors can directly support employees’ well-being. For this reason, our HR professionals consult, support and coach leaders to effectively support their teams, through one-on-one meetings and professional development programs. Live Well @Work University of Manitoba’s Live Well @Work event, held June 13 — 17, acknowledged the ‘whole selves’ that staff and faculty bring to work each day, celebrating and supporting mental, physical, emotional, spiritual and social well-being.

• More than 500 faculty and staff participated in 28 events at both campuses

• Wellness Fair attracted more than 30 health care partners, such as Great-West Life, Manitoba Blue Cross, Anxiety Disorders Association of Manitoba (ADAM), Canadian Mental Health Association (CMHA), Canadian Diabetes Association

• Most popular events included Mindfulness, Massage Therapy, Office of Sustainability Nature Walk, Dealing with Anxiety, Importance of Sleep and Medicine Wheel Teachings

Live Well @Work continued throughout the year. In 2016, Human Resources presented 12 workshops on wellness, attracting 231 participants and certifying 40 staff in mental health first aid for adults.

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Employee and Family Assistance Program (EFAP) In 2016, the usage rate for the Employee and Family Assistance Program (EFAP) was 12%, slightly below the education sector average of 16%. For U of M, the top issues for participants were personal relationships, personal stress, mental health and life planning/management. Figure 6: U of M’s Usage Rate for EFAP by Issue

Issue

U of M Usage Rate

Education Sector Usage Rate

Personal Relationships 32% 26% Personal Stress 17% 15% Mental Health 13% 15% Life Planning/Management 12% 9%

Although EFAP was promoted in Live Well @Work week and UM Today, the U of M recognizes the need to further promote EFAP to all faculty and staff. All employees, whether full-time or part-time, academic or staff, are eligible, along with their family members, for this program. Workplace Accommodations The University of Manitoba supports the needs of faculty and staff who require accommodations. In 2016, there were 92 employees who participated in progressive return to work programs following medical leaves, representing 1% of the workforce. Human Resources, through its Reasonable Accommodation Fund, also assisted 65 employees who required ergonomic assistance. Employees were provided with accommodations such as sit-stand workstations, adapted furniture and/or computer equipment, wireless headsets and other assistive technologies, to name a few items. Long-Term Disability (LTD) In 2016, Human Resources:

• Managed 118 ongoing LTD claims by employees; and, • Closed 36 LTD claims, of which 53% successfully returned to work

Attendance Management Program (AMP) Human Resources coordinates the Attendance Management Program to help encourage employees to attend work, improve absenteeism and maintain overall health and wellness.

In 2016, Human Resources:

• Managed 144 ongoing AMP cases; and, • Closed 16 AMP claims, where the employees improved attendance

All employees enrolled in the AMP successfully maintained their employment contract.

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STAFF RELATIONS

The University of Manitoba has six certified bargaining units, which represent the majority of academic and support staff. Human Resources is responsible for negotiating collective agreements with all six unions and ensuring the collective agreements are applied fairly and consistently across the University. Human Resources also provides training and advice to human resources professionals and managers across the University on labour related issues. Collective Bargaining: UMFA UMFA represents 1,206 full-time professors, lecturers, instructors, and academic librarians and are at the core of the University’s work in teaching, discovery and outreach. In 2016, negotiations between the University of Manitoba and UMFA occurred between February and November, which involved close to 50 bargaining meetings, regular communications and updates, mediation and conciliation. A labour disruption lasted 20 days, ending on November 21 when a resolution was reached. Highlights of the new collective agreement include:

• Teaching Guidelines: Each faculty/school/college will create a written set of teaching guidelines, through a structured and collaborative process.

• Research Metrics: Research metrics will not be used as a substitute for a more comprehensive assessment of research quality and quantity in individual assessment processes, such as tenure, promotion and performance review.

• Collegial Processes: A committee elected by faculty members will create tenure and promotion criteria, to be reviewed by the Dean and approved through a majority vote of all faculty members.

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Collective Bargaining: CUPE Local 3909 Sessional Instructors

In January 2016, agreement was reached between the University of Manitoba and CUPE Local 3909, which represents approximately 500 sessional instructors, part-time librarians and part-time counsellors. One highlight of the collective agreement includes:

• Right of First Refusal (RFR) process clarified: RFR entitles the member, who has taught the same degree-credit course in a specific department for three terms, to receive future offers of teaching that same course.

Issues Management In 2016, Human Resources opened 447 client files due to a range of workplace issues, and resolved 363 client files, a success rate of 81%. Some unresolved issues went forward as grievances. In 2016, there were:

• 70 grievances filed for all union groups at the University

• 69 grievances resolved (31 grievances settled in 2016 that were filed in previous years and 38 filed in 2016)

In 2016, three matters went before the Manitoba Labour Board. This includes two from 2016 and one from the previous year. In 2016, there were no arbitration hearings held. Figure 7: 2016 Grievances Filed by Bargaining Unit

Bargaining Unit

Number of Grievances

% of Total

UNIFOR 36 52% AESES 17 24% UMFA 11 16% CUPE Local 3909 (Sessionals) 4 6% CUPE Local 3909 (TAs) 1 1% CUPE Local 1482 (Engineering) 1 1% Total 70 100%

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Figure 8: 2016 Grievances Filed by Type of Issue (70 grievances filed)

Note: all 21 grievances related to working conditions were filed by UNIFOR members over the use and maintenance of caretaking rooms, and all 21 grievances were successfully resolved.

Working Conditions, 21, 30%

Hours of Work & Schedule, 7, 10%

Contract Policy, 7, 10%

Hiring Selection, 5, 7%

Work Assignments, 5, 7%

Misconduct, 4, 6%

Performance, 4, 6%

Leave/Sick Leave/Accomodation, 4, 6%

PD/Lay off/Termination, 4, 6%

Interpersonal Conflict/RWLE, 3, 4%

Right of First Refusal, 2, 3%

Other, 4, 6%

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EMPLOYEE AND ORGANIZATION DEVELOPMENT

Employee Development General Course Calendar Human Resources supports staff training and development, supervisory best practices and leadership development. In 2016, 147 courses and workshops were delivered to University faculty and staff, with the highest enrolment in service excellence, dealing with conflict, crucial conversations, crucial accountabilities and mastering time management. Supervisory Excellence Certificate Program In 2016, 26 University supervisors graduated from the Supervisory Excellence Certificate Program, and at year-end, 72 additional supervisors were enrolled in the program. The program includes seven full-day sessions on topics such as essential supervisory skills, annual review and development plans, respect in the workplace and U of M policies and collective agreements. UM Leaders Learning Program Thirty-five employees were enrolled in the University of Manitoba Leaders Learning Program, which includes 10 full-day sessions, one-on-one coaching and a personal leadership style profile called DiSC: Work of Leaders. In 2016, a total of 72 profiles were completed, including program participants and others. In addition, the U of M hosted a successful provincial academic leadership workshop, attracting leaders from five Manitoba universities. Support Staff Learning Exchange (SSLE) In 2016, 38 individuals participated in the SSLE. This exchange gives staff the opportunity to travel to other universities and exchange ideas with someone in a similar role. The program is a development opportunity, and a source of creative ideas to resolve issues at both institutions. Many individuals continue to exchange ideas with their counterparts years after their trip.

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Tuition Reimbursement Program The University provides tuition reimbursement for most undergraduate degree-credit courses and other job-related development courses. In 2016, Human Resources provided a total of $161,201 to 141 people, 16 people in academic positions and 125 people in staff positions. Organization Development Change Initiatives Human Resources provides change management, project management (non-IT related) and improvement services to support and facilitate proactive change throughout the University. In 2016, Human Resources managed 32 initiatives, of which 10 were completed. The following graphic breaks out the services provided for each initiative, with a majority of initiatives requiring more than one service.

*Each year Human Resources partners with a team of students from the Faculty of Engineering’s Operational Excellence course to tackle an improvement challenge on the campus.

Examples of recent projects:

• Provide process and change support in the introduction of a file management tool ensuring seamless migration from the existing tool and consistent use of the new tool.

• Review the current state of the travel reimbursement to identify chronic problems identify opportunities for improvement.

• Developed and implemented a centralized indigenous self-declaration for students which eliminated the need to self-declare in each faculty and created an opportunity to connect with indigenous students.

Organizational Reviews Human Resources conducts organizational reviews in order to enhance the University’s organizational structure, so the institution can provide optimal service and supports that are flexible enough to meet our current and future needs. In 2016, Human Resources completed three reviews for academic and administrative units.

In 2016, HR assisted 14 Schools/Colleges/ Academic Units 9 Administrative Units

8 Campus-Wide Projects

1 Student partnered project*

Change Management

Project Management

Process Improvement

4

1 1

2

7

3

14

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TOTAL COMPENSATION

In 2016, the University of Manitoba spent $412,293,169 on faculty and staff base salaries (base salaries exclude benefits, pension and other employment costs).* Figure 9: Base Salaries by Employment Group

*NOTE: This Annual Report is based on the 2016 calendar year, and all data is derived from the department of Compensation and Benefits. For all official financial statements, based on the fiscal year, see the U of M audited financial reports.

Academic (UMFA), $134,089,790, 33%

Academic (CUPE), $11,565,189, 3%

Academic (Non-union), $90,748,189, 22%

Staff (AESES, UNIFOR, CUPE), $127,046,254,

31%

EMAPS Staff, $37,051,177, 9%

Student Staff, $8,302,815, 2% Other , $3,489,755, 1%

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Figure 10: Breakdown of 2016 Base Salaries by Employment Group Employment Group

People

Base Salaries

Academic (Union)

UMFA 1,206 $134,089,790 CUPE Sessionals 163 $6,767,334 CUPE Teaching Assistants 291 $4,797,854

Academic (Non-union)

GFTs 583 $35,378,425 Research Academics 277 $13,520,233 Excluded Sessional Academics 114 $2,573,905 Academic/Senior Administrators 99 $18,343,795 Other Academics 1,625 $20,931,832

Staff (Union)

AESES 2,301 $104,868,355 UNIFOR 480 $17,765,737 CUPE 1482 (Engineering) 77 $4,412,162

Staff (Non-union)

EMAPS 503 $37,051,177 Student staff 699 $8,302,815 Northern nurses 41 $1,497,197 Out-of-province 19 $737,055 Medical/Dental Practitioners 9 $1,255,503

Total $412,293,169 Classifications of Positions If the duties and responsibilities of a position significantly change, the position may be sent for review to determine if it should reside at a different classification level. In addition, all newly created positions must be classified into an appropriate pay range. Figure 11: 2016 Classifications by Type of Position

Type of Position

Number Classified

Turnaround Time

New Position 160 1.7 days Reclassified Position 103 41.2 days Note: In 2016, there were two appeals resulting in a classification increase.

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Pension Plans The University of Manitoba is the plan sponsor for The University of Manitoba Pension Plan (1993); The University of Manitoba GFT Pension Plan (1986); and The University of Manitoba Pension Plan (1970). In 2016, the three pension plans totaled $1.2 billion in assets.* Figure 12: Summary of U of M Pension Plans

Type of Plan Member

Total Number of Plan Members

Active Pension Plan Members

5,778 total

• Average age is 47

2016 Pension Plan New Hires

527 total

• New employees enrolled into the plans

2016 Total retirees (age 55+)

182 total

• 27% chose to receive a lifetime monthly annuity paid by the U of M pension plan

• 73% chose to transfer their benefits out of the plan, so not managed by the U of M

• Of the retirees, 53 people retired with 30+ years of service; 11 people retired with 40+ years of service

2016 Plan members who did not retire but terminated employment with U of M

266 total

• All chose to transfer their benefits out of the plan, so not managed by the U of M.

* Note: These statistics combine the U of M pension plans together, are unaudited and are not be used as official documentation for plan disclosures or regulatory authorities.

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RECRUITMENT

The University of Manitoba actively recruits for its academic and staff positions. Academic Positions In the 2016 calendar year, U of M hired and re-appointed 169 people in full-time academic positions. Of these, 111 were new hires. Figure 13: New Hires by Level of Position and Employment Group (111 people)

Level of Position

UMFA

GFT

Academic

Administrators Professor 1

1

Associate Professor 4 1 1 Assistant Professor 32 31

Lecturer 3 7

Senior Instructor

Instructor II 8

Instructor I 16

Librarian

Associate Librarian 1

Assistant Librarian 2

General Librarian 3

Total 70 39 2 % of Total 63% 35% 2%

Recruitment efforts include advertising on the University of Manitoba career website, UM Today, Canadian Association of University Teachers (CAUT), University Affairs, U of M’s LinkedIn page and other external publications.

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Staff Positions In 2016, U of M filled 663 staff positions, of which 66% were filled internally demonstrating opportunities for growth and advancement. Figure 14: Staff Recruitment Efforts

Staff Recruitment

2016

Number of Job Postings 663 Postings Filled 652 Filled Internally 66% Filled Externally, New Hires 34% Number of Resumes Received 12,003 Average Number of Resumes per Posting 18 Number of requests for external advertising 130

Recruitment efforts include advertising on the University of Manitoba career website, U of M’s LinkedIn page, social media and other external publications. Human Resources sent job ads to University units (ex: Asper School of Business), Aboriginal Network (ABNET) and some community groups. Human Resources enjoyed connecting with over 3,000 students and alumni at the University of Manitoba Career Fair. In 2016, Human Resources welcomed new staff by the following:

• Nine orientation sessions, Introduction to our Outstanding Workplace

• Two strategic sessions, which include a welcome from the University President and senior administrators

• New online Faculty and Staff Orientation Hub and Faculty and Staff Resources webpage

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OUTSTANDING WORKPLACE SUPPORTS

Recognition Awards of Excellence The Awards of Excellence for Support Staff celebrates the stellar accomplishments, initiatives and teamwork demonstrated by U of M’s outstanding staff. In 2016, over 50 people were recognized with Awards of Excellence for their outstanding contributions in five categories: Presidents’ Award, Leadership Award, Service Award, Team Award and Diversity and Inclusion Award, that latter being a new category introduced in 2016. Governors General’s Leadership Conference (GGLC) In 2016, a nomination process was held for the 2017 GGLC and the University was pleased that a staff member was selected to be one of nine individuals to represent Manitoba at the conference. This is the second consecutive time a U of M staff was chosen as a participant. Flexible Leave Options

In 2016, Human Resources coordinated flexible leave programs for faculty and staff:

• UMFA Retirement Allowance (launched November): New retirement incentive plan to reward faculty members for retiring close to the normal retirement age of 65.

• UMFA Maternity Leave (launched November): Faculty members will no longer be required to have one full year of service in order to quality for maternity leave with allowance, and will be eligible for the allowance even if they have children close together in age.

• Vacation Purchase Plan (launched April): As of year end, 266 staff were enrolled in the program, purchasing a total of 1,751 days or just over $300,000 in salary savings.

• Voluntary Days Off Program: As of year end, over 12,000 leave hours were taken, just over $300,000 in salary savings.

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Benefits In 2016, Human Resources was pleased to announce three outstanding enhancements:

• New Great West Life Drug Card: With the new drug card employees will no longer be out-of-pocket for the covered portion of the drug claim because pharmacies can directly bill Great West Life.

• Premium Holiday for Supplementary Health Plan: Employees participating in the supplementary health plan did not have to pay premiums for several pay periods between September and December.

• Premium Confirmation Statements: Online statements made available through Employee Self Service.

Community Engagement Human Resources established five new communities of practice:

• Campus-wide HR Administrator Group: Over 125 staff from Fort Garry and Bannatyne campus meet to discuss issues such as new health benefits, management procedures, accessibility requirements, updates to the collective agreement, to name a few items.

• Supervisors Community of Practice: The 112 members meet quarterly to share ideas and engage in professional development.

• Executive Assistants Group: The 42 members meet bimonthly to engage in professional development and discuss issues that face them as assistants to senior administrators.

• Diversity and Inclusion Working Group: Members include Human Resources, Indigenous Achievement, Office of Institutional Analysis, Faculty of Arts and Max Rady College of Medicine, with the focus on enhancing U of M’s diversity and inclusion efforts.

• Recruitment and Advertising Team: Members include Human Resources, Marketing and Communications Office, Asper’s Aboriginal Business Education Partners and Indigenous Student Centre, with the focus on enhancing U of M’s recruitment and advertising efforts and materials.

Human Resources also solicited feedback and communicated opportunities, changes or issues in regards to the workplace:

• Learning Needs Assessment: Human Resources gathers suggestions and identifies learning needs for future workshops. In 2016, four new workshops were developed to support employees in reaching their learning goals.

• Communications: 75 stories issued on UM Today: Human Resources Network (83,000 pageviews; one of the most popular networks), new Human Resources newsletter, LinkedIn page and social media, new internal HR memos that include people and program news, social events and recognition awards, and a new HR Communications team consisting of members from all seven departments.

• HR Help Desk is available Monday to Friday, 8:30 a.m. to 4:30 p.m. at 204-474-9400 • Faculty and staff can email any question or feedback to hrfeedback@umanitoba.ca

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