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Message from the Vice Chancellor:
Plan for Success
Remember when you first went to college, and the professor said, "Look to the left of you, now look to the right. Four years from now, who in this room will still be here?"
I posed that question in 2007 at the CUNY Financial Management Conference, by way of introducing a renowned speaker on workforce and succession planning, Dr. William J. Rothwell. Dr. Rothwell showed a series of demographics on the graying of the workforce in general, and CUNY in particular. He went on to predict that a day might come when the retirement of the Baby Boomers, and a shortfall in the skills of new generations of workers, could possibly make CUNY's workforce vulnerable. Of course, the economic downturn of 2008 put off any thoughts of retirement for a lot of folks. But now, it seems the fateful day that Dr. Rothwell spoke of may indeed be upon us.
This has been apparent in my own Office over the past months, as a number of senior managers have opted to retire and, as the job market finally opened up, other skilled staff have moved on to other opportunities. Very recently my Deputy, Raymond O'Brien, announced his retirement later this fall. Ray has been an invaluable servant to the University for the past 20 years, and he will take with him an immense amount of institutional knowledge. We are tapping his extraordinary memory bank in every way while he is still here, trying to transfer that essential information to the rest of us. I am happy to say I was able to identify a successor for Ray, Esdras Tulier, who brings his own deep well of knowledge and experience to the position of Deputy. (You'll read more about Es below.) But that doesn't mean we can count on being so fortunate the next time we lose a valued leader like Ray. We need to be actively planning for the future, and preparing the "diamonds in the rough" already working for us to move on to positions of greater responsibility in management.
Succession planning--sometimes called succession management to emphasize the active and continuous nature of the effort--is a process for preparing people to meet an organization's needs for talent and leadership over time. Dr. Rothwell defines it as "any effort designed to ensure the continued effective performance of the organization, division, department or work group by making provision for the development, replacement, and strategic application of key people over time." Succession planning differs from "replacement planning." Replacement planning assumes that the organization chart will remain unchanged over time. It identifies back-ups for each top-level position and indicates how ready each individual is to assume the role of the current job incumbent, and stops there. Succession planning, on the other hand, focuses on developing people. Its goal is to build deep bench strength throughout the organization so that, whenever a vacancy occurs, the organization has many qualified internal candidates for advancement. (Rothwell, Effective Succession Planning, 2005).
Succession planning is usually part of a larger talent management program that is intended to attract the best through recruitment, keep the best through effective retention practices, and develop the best through well-targeted talent development efforts. OHRM is working diligently to provide the campuses with tools and best practices in these areas. In this newsletter you'll read about our efforts to improve the recruitment process, and about the recent Executive Leadership Program, which was targeted at "high-potential" executives and managers from around the University. We'll share more with you about talent management and succession planning in the future, and urge you to take advantage of the many training and employee development opportunities that OHRM offers.
I encourage you to contemplate ways we can ensure that CUNY has the right workers in the right places at the right time, and on how we can build on the human capital foundation right under our noses to create our own future leaders. I look forward to working with all of you to plan for success, and to keep our University the glowing beacon of excellence that it is today.
 Gloriana B. Waters Vice Chancellor
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Welcome to the first issue of OHRM Insights for the new academic year. We have been very busy with new initatives and ongoing projects over the summer--including sponsoring a University-wide HR management conference--and we look forward to bringing you up-to-date on all the things OHRM is doing for the benefit of you, our colleagues, and for our faculty and staff across the University.
-- Eileen Hawkins, Editor
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New Online Workplace Violence Prevention Training
Not only does CUNY continuously strive to create a safe and secure workplace for all its employees, in addition, New York State law mandates that annual training in workplace violence prevention be completed by all CUNY workers. Read More >>
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Time and Leave Project Moves Forward
March 14th marked the one-year anniversary of the approval of the CUNY Time and Leave Project by the Office of the State Comptroller. Since then there has been a great deal of activity to create a unified system for all the colleges to use that has the necessary rules, regulations and policies regarding time reporting and leaves accrued and taken, all codified by title. Read More >>
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Queens College wins
Art Brown Award
At the CUNY HR Management Conference on June 18th, the Queens College e-PAF Team received the inaugural Art Brown Award for its development and implementation of an electronic personnel action form. The award was presented by CUNY Board Vice Chair Philip A. Berry and Executive Vice Chancellor and Chief Operating Office Allan H. Dobrin. Read More >>
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Arlene Torres Honored at CUNY Diversity Reception
The 2014 CUNY Diversity Reception honored Professor Arlene Torres, Director of the Latino Faculty Initiative, an effort that represents CUNY's commitment to the recruitment and retention of a diverse faculty throughout the University. Read More >> |
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(Many) New Faces at OHRM
The new academic year brings some changes -- and new faces -- to the Office of Human Resources Management. Read below to learn about our new colleagues!
 | | Esdras Tulier |
Effective August 11th, Esdras Tulier joined the CUNY Office of Human Resources Management as Deputy to Vice Chancellor Ginger Waters, bringing administrative and legal acumen, a wealth of experience in both academia and public affairs, and a unique campus-centered perspective to bear on University-level administrative matters.
This marks a return to the Central Office for Es, who from 1990-99 was an Assistant Counsel in CUNY's Office of the General Counsel. He has spent the past fifteen years serving at the campus level, first at Lehman College, where he held the position of Special Counsel to the President, advising President Ricardo Fernández and advocating for the College on a wide range of legal, labor relations, governance and institutional matters. In the summer of 2012, Es joined the staff of President Russell Hotzler as Executive Director of Instructional Staff Relations and Labor Designee at New York City College of Technology. Over the past two years, CityTech's Offices of Instructional Staff Relations and Human Resources were reimagined and restructured to bridge a historical division of labor, and ultimately merged into the more unified and service-oriented Office of Faculty and Staff Relations, featuring an integrated online presence and expanded collaborative projects. Es also oversaw college governance processes and labor relations matters for CityTech, guided new initiatives in onboarding and training for department administrators, and expanded utilization of CUNYfirst Manager Self Service in faculty and staff recruitment.
Prior to his tenure with CUNY, Es served as an Assistant District Attorney in Queens County, and also performed stints at the Board of Education, the Office of the Mayor, and the New York Stock Exchange. He holds degrees from Brooklyn College and Rutgers University School of Law.
In their leisure time, Es and his wife Sonia are actively involved in civic and church-related activities, both locally and in northeast Pennsylvania. The parents of two daughters, Idalia and Melody, they reside in Brooklyn with Idalia and the beloved family dog, Doc. Read More >> |
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Raymond F. O 'Brien
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Everybody Asks Raymond
About the Multiple Position Policy
Q. Ray, you have written about the Multiple Position Policy before. Is there something new?
A. Yes. On June 30th, CUNY's Board of Trustees made an important revision to its "Statement of Policy on Multiple Positions."
Q. What changed?
A. Effective immediately, the President of a College or a Vice Chancellor, as appropriate, may authorize compensation from tax-levy funds to support a faculty member's research during the first three summers of a faculty member's employment.
Q. Does this new provision apply to all faculty during their first three summers of employment?
A. This provision is intended to be a device primarily for recruitment and retention. The impetus for the change was to augment the Colleges' ability to recruit and retain faculty with promising research capabilities, particularly (but not exclusively) in the STEM disciplines.
Q. How much tax-levy compensation may be provided over the summer?
A. Tax-levy compensation for research is subject to the same limitations as other faculty summer activities, which may only aggregate to a total CUNY compensation equal to 3/9ths of the faculty member's annual salary. The payment mechanism is the same as that for grant-funded research activity over the summer. Receiving the maximum 3/9ths level of compensation would mean that the faculty member is devoting 100% effort to the research project during the months of June, July, and August. Read More >>
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Jennifer S. Rubain
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Diversity Briefs ... from the Office of Recruitment and Diversity
Recruiting News You Can Use!
To achieve a broad outreach in our recruiting efforts, campuses advertise job openings in various venues. The costs can easily add up. OHRM supports Colleges with broad outreach on job opportunities, so campuses can use their funds for targeting outreach to specialized groups or publications. Behind the scenes, CUNY's job postings are "syndicated" every night to approximately 3,000 job boards, some serving groups such as the unemployed (New York State Workforce Centers), individuals with disabilities, veterans, and individuals utilizing diversity-related career sites. Postings are sent nationwide to college career centers affiliated with NACE (National Association of Colleges and Employers). We also have university-wide contracts with the publication InsideHigherEd, which posts all openings; the Higher Education Recruitment Consortium (HERC), and academia.edu, an academic social network with over 9 million members. CUNY's job postings are also loaded nightly onto an alternate jobs site, cuny.jobs, which is mobile-friendly, accessible to individuals with disabilities, has a simple user interface, and provides highly flexible keyword searches. I encourage you to try it! We also take advantage of Search Engine Optimization (SEO) capabilities to ensure that the increasing number of job-seekers working through search engines such as Google will find our job postings near the top of their search results. There is more to come. We are now designing job "microsites," targeted web sites providing customized content about CUNY. We will start with a site for veterans, and anticipate launching others soon thereafter. We are also studying how best to work with social networks to identify candidates proactively and to better take advantage of CUNY's overall social networking infrastructure. And we are looking into cost-effective opportunities to expand and automate our outreach to job-seekers. Read More >>
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CUNY HR Conference Looks to the Future
On June 18th, OHRM sponsored a University-wide human resources management conference entitled The Future of HR in Higher Education: Challenges and Opportunities. More than 200 CUNY administrators and campus HR professionals took advantage of the opportunity to participate in a full day of learning, professional development, and networking with colleagues from across the University.
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 | | William J. Rothwell |
Dr. William J. Rothwell, SPHR, President of Rothwell & Associates, Inc. and professor of workforce education and development at Pennsylvania State University, provided the opening keynote address. Said Rothwell, "Today's leaders know that really talented people can be as much as 20 times more productive than average performers in the same organization. ... Forward-thinking leaders are creating boundary-less organizations that allow easier entry, throughput, and output of people. A major goal is to find talent fast, develop it fast, take advantage of it fast, and then allow talented individuals to pursue their dreams inside or outside organizational settings."
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 | | Philip A. Berry |
Philip A. Berry, President of Philip Berry Associates LLC and Vice Chair of the CUNY Board of Trustees, gave the luncheon keynote, exhorting the HR community to become "change masters" on their campuses. "When you talk about the future of HR, remember that change shouldn't just come from the top. You shouldn't just be watching and waiting. It should be you determining and feeding information up through the organization, saying this is where we need to be, this is the type of issue that is important." Read More >>
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CUNY Executive Leadership Program -- Class of 2014
Spring 2014 marked the return of the CUNY Executive Leadership Program, which was developed to help cultivate talented leaders from the Colleges and Central Office, and prepare them to assume positions at the most senior levels. The program, originally launched in 2002, has now produced five cohorts of CUNY executives, many of whom currently serve in senior positions throughout the University. In the eight years since the original program was held, the demands on higher education leaders have evolved greatly. In response, the 2014 Executive Leadership Program (ELP) was redesigned to address the new challenges faced by today's higher education executive, as well as the specific responsibilities of leadership at CUNY. The framework for the 2014 program was derived from Peter Senge's The Fifth Discipline, a book of groundbreaking ideas for building organizations and overcoming obstacles to growth, with methods that have been employed successfully by top corporations and organizational leaders. Senge's leadership concepts of personal, interpersonal, team, and systems mastery were used to explore a broad range of executive competencies and leadership strategies in the context of identified leadership requirements for higher education executives. Read More >>
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About Us
The CUNY Office of Human Resources Management is responsible for developing and maintaining the University's human resources program. From talent acquisition through retirement, we provide guidance on best practices and required procedures that enable the University to manage its diverse workforce. We ensure compliance with the CUNY Board of Trustees' policies and procedures, governmental rules including affirmative action and equal opportunity employment, as well as with the University's collective bargaining agreements. OHRM administers employee benefits and professional development programs for University staff and oversees the administration of CUNY's Civil Service obligations.
Our Mission: To provide strategic, consultative and effective human resources services that promote organizational success, individual achievement, inclusiveness and excellence.
Our Vision: OHRM will serve the University community by embracing the dual roles of transaction and transformation in response to the current and emerging needs of the University and its workforce. It will become a model for human resources as internal consultant and problem-solver; it will provide expertise and leadership to enable the campuses and the University to achieve their goals while complying with pertinent HR policies and regulations. In all matters, OHRM will carry out its duties in a manner that is respectful, knowledgeable, and that reflects the highest standards of inclusiveness and excellence.
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 A quarterly newsletter published by The City University of New York
205 East 42nd Street
New York, New York 10017
Editor
Eileen Hawkins
HR Communications and Media Manager
Sheraine D. Gilliam
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