Administration and University Relations

Total Compensation Study

Last week staff began to receive their new job descriptions with instructions on next steps.  Please ensure that you and your supervisor act quickly to review and, if needed, update your final job description.  Changes, if any should be made in red.  Please also address any questions Sibson may have noted in your description.  All finished documents must be sent back to Nancy Wentz,( within two weeks of the date you received them.

Beneficiary Information

Please verify that your beneficiary information is correct in

Dependent Information

Once your dependent reaches age 26 he or she is automatically taken off your medical and dental insurance by the insurance companies and no further claims will be paid for your dependent.  If this pertains to you, please complete a new medical and dental enrollment/change forms and rate sheet and turn them in to Human Resources to update your health plan deduction as soon as possible!  If we don’t hear from you, we will not know anything has changed with your benefits, and Payroll will continue to make the medical and dental deductions that were in affect prior to the dependent’s age change.

HR Office coverage

Please note that the Human Resources office will be closed on Monday, July 1.  Please plan accordingly.

Furlough reminder

Please remember that Monday, May 27 is a furlough day.  Essential personnel (Facilities, Public Safety) will provide coverage that day.  All other offices will be closed.  Hourly paid staff should remember that when completing time sheets, please leave Monday, May 27 blank.

Policy Review

Human Resources has begun to review HR policies.  This is a long-term project but we will advise the community as this occurs and will place any newly updated policies on the HR Intranet.

Accordingly, one of the more common policies affecting staff is the Ninety (90) Day Probationary policy.  In the past, this has pertained only to newly hired staff during their first 90 days of employment.  It’s the period of time when employment at the university is considered probationary. Based on performance, an employee will either pass their probationary period, or be subject to corrective measures, up to and including termination of employment.  Satisfactory performance expectations do not end after the completion of the first 90 days.

As of today, the ninety day probationary period will begin again, each time an employee transfers or is promoted to a new position within the university.

While it’s critical for managers to always monitor performance, and to determine in advancewhether or not a new individual is right for the position, unfortunately it is not guaranteed.  Human Resources will work with managers and employees to be as successful as possible during any new transition.  It is clear however, that in surveying other colleges and universities, the renewal of the 90 day probationary period for transfers and promotions is the current best practice.

Tuition Assistance

As most of you know, Drew offers a very generous tuition benefit for children of employees who attend Drew as full-time undergraduate students.  It should be noted however that any applicant will be evaluated using the very same standards that the Admissions office uses for all other outside applicants.  Employees cannot assume that admission is a guarantee.  The tuition assistance policy will be updated to include this stipulation.

Calendar of Events

New Faculty and Staff Orientation:

Monday, April 29             9:30 am – 10:30 am                   Madison House, Room 104

TIAA-CREF Individual Counseling Sessions (by appointment only*)         

Wed., April, 24          9:00 a.m. – 5 p.m.             Commons 207

 Tue., May, 14              9:00 am – 5:00 p.m.                   Commons 207

 Thur., June 20           9:00 am – 5:00 p.m.         Commons 207


*To schedule an appointment with TIAA-CREF call 1-800-732-8353

Posted in HR News