HR Solutions & Connections
Resources and information for Carnegie Mellon Faculty and Staff
Meet the New Director of Total Compensation,
In December, Human Resources welcomed a new Director of Total
Compensation, John Black. We sat down with John to chat with him about his
past experience, what drew him to Carnegie Mellon, and what his goals are
Get to Know HR for the Total Compensation group.
Our newsletter has a new name What were you doing before joining the Carnegie Mellon HR team?
and new look. HR Solutions I was the Director of Compensation and Benefits at the Penn State Hershey
and Connections keeps the Medical Center for three years. Prior to that, I held the position of Director
faculty and staff of Carnegie of Compensation and Benefits at West Penn Allegheny Health System, and
Mellon University connected before that at the Western Pennsylvania Hospital. I’ve also held a variety of
with the information you other compensation and benefits positions at places like Allegheny General
need. It focuses on the benefits Hospital and the Allegheny Health, Education and Research Foundation.
and compensation, staffing,
employee relations, personal What attracted you to Carnegie Mellon University?
development and workplace The opportunity to make a contribution at one of the nation’s premiere
environment issues that impact universities and return home were the main drivers. This is an exciting time to
you every day. become a member of the Human Resources team at Carnegie Mellon and I’m
looking forward to addressing the many challenges as we continue to expand
Human Resources is led by both nationally and internationally.
Barbara Smith, AVP and Chief
Human Resources Officer. What do you see as the strong points of the Total Compensation group,
Under her leadership, HR has and its challenges?
gone through many changes The Total Compensation team is made up of some of the most knowledgeable,
in the past year. From new hard-working and dedicated staff I have ever worked with. They genuinely
personnel to new strategic care about helping the individuals and departments they work with.
initiatives intended to serve the Continued on Page 8
needs of campus employees
and managers, HR is partnering Reading Ahead:
with the campus community.
2 HRIT: Connecting People and Systems
How can we better serve you? 3 L&D: Developing the Potential of the University and its People
Read on to learn more about 4 HR Services: Your Staffing and Employment Relations Partner
who we are and what we do. 5 EOS: Growing Stronger Through Our Differences
Then contact us to let us know 6 MANAGER’S CORNER: Give HR a Seat at the Table,
how we can help: Recognize Your Administrative Staff
412-268-HRHR (4747) or 8 The People of the Total Compensation Team
HRhelp@andrew.cmu.edu 11 Administrative Professionals’ Day Luncheon - April 25, 2007
11 LifeWorks Topic of the Month - April: Managing Money Across Ages
HR Solutions & Connections
HRIT – Connecting People and Systems
The Human Resources Information Technology • HR Connection (HRC): Almost every employee
Services team supports a wide variety of systems that has seen or used HR Connection, the online
process benefits, salary, and personnel information application that allows faculty and staff to perform
for the faculty and staff of Carnegie Mellon. This some of the most common HR transactions on
includes systems that the Human Resources their own, such as changing their benefits at Open
department uses internally, as well the systems that Enrollment or upon a life or family status change.
are used university-wide. HRC can also be used to change contribution
levels to a Supplemental Retirement Account,
The Systems change campus or home contact information,
HRIT is responsible for maintaining five major view current benefits, or designate/change life
systems, listed below: insurance beneficiaries.
• Talent Management System (TMS): TMS is • Benefits and Employee Self-Service
used to maintain information about staff positions Administration (BESSA): BESSA is the new
throughout the university. It has three modules: benefits administration system used by the
Positions, Recruiting and Careers. The Position Benefits Office to process benefits eligibility and
Module is used to create or update position benefits transactions. It also records the benefit
descriptions and generate job postings. Postings elections that a person has made, and the cost to
appear in the Careers@CarnegieMellon module the university and the employee.
of TMS (which is administered through the third In addition to these and other smaller systems, the
party provider, Kenexa), where applicants can HRIT team coordinates departmental network and
maintain resumes and search/apply for jobs. The computing support, HR web site support, and project
Recruiting Module allows hiring managers to IT support. HRIT is also responsible for data query
review applicant credentials, record interview and analysis, including assisting with the university’s
information, and track the hiring process. annual Affirmative Action Plan.
• Human Resources Employee
The HRIT People
Resources Information System HRIT is led by Lisa
(HRIS): Departments use Zamperini, Director of HR
HREM to record faculty and Information Technology
staff appointments. HRIS feeds Services. Lisa is responsible
the information into the payroll for managing the staff of
and benefits systems to ensure the HRIT group, acting
that people are compensated as liaison with other
correctly. HREM also maintains departments regarding
demographic information about system requirements, and
faculty and staff. Top (L to R): Linda Schmidt, Lisa Zamperini strategic IT planning for the
Bottom (L to R): Toni Betsill, Kelly Craig HR group. Reporting to Lisa
• Human Resources Data Not pictured: Varvara Pyros are four IT professionals:
Warehouse (HRDW): The
HRDW is a repository of current employee • Toni Betsill, HR Systems Help Desk Analyst.
information. It can be used to generate standard Toni manages the HRIT help desk, providing
and customized reports that allow departments individual assistance and troubleshooting for
to analyze trends and developments in their
workforce. Continued on Page 9
HR Solutions & Connections
Learning and Development:
Developing the Potential of the University and its People
Most faculty and staff at the university are aware manuals and quick reference user guides for
of the Learning and Development (L&D) programs many HRIT and university applications, including
offered each term. These excellent learning Oracle, the Financials Data Warehouse, and Talent
opportunities are presented at no charge as part of the Management System.
university’s commitment to fostering the professional • Distance and eLearning Training: In 2006, L&D
and personal development of its staff and faculty. created an online eLearning program for Oracle
In the past few years, the L&D team restructured Procurement Card and Expense Report training.
its offerings, and added new This program guides users through a training and
programs, as part of the certification program at their
Leadership Development Model convenience, without requiring
(LDM). The LDM recognizes them to reserve space in an
that all staff and faculty at the instructor led program.
university can play a leadership In 2007, L&D also purchased
role, whether their job is as 50 licenses for a collection
an individual contributor, a of Harvard Business School
first-level manager, or a key Publishing eLearning programs
university leader. The LDM on a variety of management and
matrix of programs allows leadership topics. Managers
individuals to develop their from across the campus are
leadership competencies in their participating in this pilot
current role, as well as identify program.
the skills that will be of use later L to R: Ron Placone, Robin Monroe, Lola Mason, Our eLearning programs can
in their career. Karen Beaudway, Len Stellitano be accessed by any university
In addition to the many public employee, in Pittsburgh,
offerings, the L&D team supports personal and California or the other side of the globe. In
organizational development in many ways. Below are addition, L&D staff (particularly Lola Komisin
some of the key activities of the L&D team that you Mason) have traveled to off-campus locations
may be less familiar with. to provide training sessions for those unable to
come to our public offerings on campus. Lola
• System Training and Support: The L&D has traveled to Qatar to provide programs for that
team, particularly Len Stellitano, provides campus.
training support for administrative systems
• Customized and Departmental Programs:
used throughout the university. In addition to
L&D offers both established courses as well
coordinating offerings led by HR Information
as customized training for groups throughout
Technology Services and Procurement Services
campus. It can be particularly helpful for whole
instructors, we also develop documentation for the
departments to participate in the same training
seminar at the same time. For example, a Myers-
In addition to ongoing system training support, Briggs Type Indicator assessment program allows
L&D also develops training plans in response team members to see the why’s and what’s of
to major system upgrades (such as the upgrade different work and communication styles, while
to Oracle 11i in 2006, or changes associated
with globalization). Len also authors reference Continued on Page 10
HR Solutions & Connections
HR Services: Your Staffing and Employee Relations Partner
In the fall of 2005, HR Services introduced a number In 2006, HR Services created a new group, Staffing
of new services to assist in staff recruitment and Services. Staffing Services provides intensive
selection for Carnegie Mellon. On average the recruitment support and specializes in placing
university hires between 200-300 regular full-time technical as well as diverse talent. They can also work
staff a year. Working hand-in-hand with their HR with you to analyze your staffing needs and develop
Managers (formerly HR Representatives) hiring a plan to continuously recruit the kind of talent you
managers now have additional internet recruitment need, important in particular to hiring technical
and sourcing sites to advertise positions, over 750 people. Ed Hey is the Manager of Staffing Services.
on-line assessment tools to evaluate a candidate’s Working with Salome Venbrux, Diversity Recruiter,
software and technical skills and abilities, on-line Staffing Services is making the hiring process easier
and classroom training in the hiring process, and and more effective for the entire campus community.
checking, and offer
supports the staff hiring
just to name a few.
process at Carnegie
The HR Managers are Mellon. For hiring
Samuel Boyer (hired managers it provides
in February 2007), a quick and easy way
Gloria Gruber and to update position
Freida Williams. Amy descriptions, post
Barry is the Director- jobs, track applicants,
HR Services. For more document interview
information, log on to results and process
http://hr.web.cmu.edu/ the hiring decision. It
resources/hrmanagers also allows applicants
to see who serves your to search for and view
Top (L to R): Yafit Heyman, Gloria Gruber, Mariela Bohannon, Allison
department. jobs online, to submit
Turner, Sam Boyer
Bottom (L to R): Freida Williams, Pat Schaller, Amy Barry, Salome Venbrux, an electronic resume
Ed Hey and cover letter to
also maintains Not Pictured: Rochelle Koch
apply for jobs, and to
track the status of the positions for which they have
Employment Service (TES). The manager of TES
is Pat Schaller. Working with her is Yafit Heyman,
TES Coordinator. TES has a pool of over 150 talented Hiring the best people, retaining them, and
employees, including many people who have worked encouraging them to perform at their peak potential
for the university before, and as a result, are familiar is a challenge. Whatever your toughest staffing
with university systems and policies. In addition challenges, HR Services is here to assist you!
to administrative support, TES can also help with
temporary technical needs such as web designers.
Letting the TES know your requirements as far in
advance as possible allows the time necessary to
identify the perfect candidate for your needs.
HR Solutions & Connections
EOS – Growing Stronger Through Our Differences
The Equal Opportunity Services [EOS] team in Climate for noteworthy contributions toward creating
Human Resources is a small group with a big job. a campus environment that is supportive and diverse.
They work to ensure that all individuals, regardless
Everett has been a panelist and facilitator for many
of their race, religion, gender, nationality, physical
events related to diversity, and collaborates with
disability, or sexual orientation, are able to thrive at
departments to define the problem and challenge of
Carnegie Mellon. EOS recognizes that there is much
diversity. As the University Ombudsman, he is a
we all have in common, but that our differences also
confidential resource for faculty, staff and students
lead to a variety of perspectives, approaches and skills
and assists in resolving conflict involving university
that makes us stronger.
policies, procedures and personnel.
The university has long
Working with Everett is Larry Powell,
been committed to diversity.
Manager of Disability Resources.
Carnegie Mellon began in
Larry assists students, faculty and
1900 as a local technical
staff with disabling conditions as
school for Pittsburgh working
well as the departments with whom
class families employed by
disabled individuals interact. With
Carnegie Steel. We have since
the passage of the Americans with
grown into an internationally-
Disabilities Act in 1990, the legal
recognized research university,
requirements associated with disabled
with students from all 50 states L to R: Courtney Bryant, Everett Tademy,
Larry Powell students and employees, as well
and almost 100 countries. We
as visitors and participants in our
now have locations in Pittsburgh, Silicon Valley,
programs, became more complicated. Larry helps
Qatar, Australia, Japan and Greece.
individuals and departments to understand what
In 2001, President Jared Cohon issued a Statement is required of the university and of the individual
on Diversity, and formed a President’s Diversity in applying for assistance and making reasonable
Advisory Council (DAC) to explore ways to enhance accommodations. In 2006, Larry created the
and increase diversity among students, faculty and Disability Services Resource Guide (http://hr.web.
staff. The Council developed a Diversity Resource cmu.edu/dsrg/) to help individuals, managers and
Guide (http://hr.web.cmu.edu/drg) that contains faculty understand disability access concerns and
guidelines on how to enhance diversity, as well as their respective responsibilities under the ADA and
annual reports on the progress we have made in university policy.
supporting this goal. In 2003, Carnegie Mellon filed
Courtney Bryant is the administrative coordinator
a friend of the court brief to the Supreme Court in
for EOS. She helps direct EOS services, including
support of the right of universities to use Affirmative
maintaining employment data for responses to
Action in their admissions process. In 2004, the DAC
governmental certification requests, scanning material
issued a monograph on the Benefits of Diversity for
for the visually/reading impaired, and working with
Education at Carnegie Mellon.
other administrative coordinators campus-wide to
The EOS team is charged with supporting this deliver service where needed and on time.
university priority. EOS is lead by Everett Tademy,
Together, Everett, Larry and Courtney are working
AVP of Equal Opportunity Services. He works with
to help Carnegie Mellon be an institution large
departments, groups, DAC and individuals across
enough to ‘welcome-in’ all individuals from many
campus on issues of inclusiveness, tolerance and
backgrounds, but small enough to shut out bias,
diversity. In 2007, President Cohon presented Everett
prejudice and intolerance. Please join them.
with the Barbara Lazarus Award for Culture and
HR Solutions & Connections - MANAGER’S CORNER
Manager’s Corner: Give HR a Seat at the Table
Do you need to review the position classifications resources and solutions that may not have occurred to
and compensation levels of the personnel in your you. We understand that every department is unique,
department to ensure that you can attract and and has varying opportunities and challenges. HR
retain the best talent? Are you going through a will take the time to understand the complexities of
reorganization that impacts the satisfaction of your your needs, and devise strategies that are uniquely
staff? Do you plan to add a significant level of suited to your situation.
personnel to your department, and want to ensure that
Will Forrest, Director of Personnel and Development
they integrate well with your current staff? Are you
for the newly formed Campus Services Division,
having difficulty finding the right candidates for your
contacted Human Resources’ Learning and
open positions? Do you want to help your managers
Development for training and development support
to achieve maximum effectiveness in leading the
to address its diverse needs. “Ron Placone seemed
people who report to them? Do you want to help your
immediately interested in helping us out. After some
personnel to form effective teams that communicate
careful assessment of our needs and goals, Ron and
and work well together?
I defined a comprehensive series of development
All of these strategic needs and many more can be sessions for our management over the entire year.”
achieved with help from the Human Resources (HR)
The different units of HR work together smoothly to
team at Carnegie Mellon. Human Resources is a
craft effective solutions. Our top priority is to make
department whose singular focus is to support the
your work easier, and to be a constructive partner in
people of Carnegie Mellon who make our success
your efforts. In the end, Will worked with a team
possible. Our staff consists of experts in training and
of HR professionals from our L&D, HR Services,
organizational development, staffing, compensation,
and HRIT teams. “Working with Ron, Len, Freida,
benefits, employee relations, and organizational
Toni and others has been easy and helpful. They
have a genuine interest in knowing and owning our
Many managers call on HR when they experience issues and how they can best aid our staff. They
a problem, need to resolve an issue, or require offered resources and ideas we had not considered.
clarification on legal or procedural requirements. (Human Resources) exists not only to help respond to
Increasingly, however, departments from across the personnel issues, but quite importantly to pro-actively
campus are bringing Human Resources on board plan from and grow staff development and skills,”
early in their strategic initiatives, using our expertise explained Will.
proactively to achieve change, reduce conflict,
reinforce strengths, address areas for improvement As Much or As Little Assistance
and improve employee satisfaction. Giving HR a As You Need
seat at the table before questions or problems arise There is no problem too small for HR to help you
may prevent or reduce conflict, help projects achieve address, nor issue too large. Whether you simply
a successful conclusion more quickly and effectively, want to brainstorm over the phone for a few minutes,
and bring to light issues than can arise further down or bring HR in to complete a comprehensive review,
the line. our staff is prepared to offer the depth and breadth of
assistance you need.
New Perspectives Geared To
Your Situation Those who seek out our assistance often find that
bringing in HR in the planning stages pays huge
Because the professionals in Human Resources are
dividends in the end. A little extra up-front work
familiar with employment issues that you may not
results in a smoother implementation with fewer
anticipate, we can often provide you with ideas,
HR Solutions & Connections - MANAGER’S CORNER
Recognize Your Administrative Staff
Administrative staff are often among the least
complications, which reduces the work and stress of
recognized personnel in a workplace. Yet their work
the project in the long run.
is invaluable. The administrative professionals
Bob Stock and Beverly Clayton, in the Pittsburgh who support your department coordinate events and
Supercomputing Center, sought the assistance schedules, keep administrate and financial records,
of HR Services in structuring a process that was and are the point of contact for those contacting your
already occurring in an informal way. “While we department. When turnover occurs, the disruption to
have always valued giving feedback to employees the office can be very significant, and it often takes
on their job performance, we at PSC did not have new personnel some time to get up to speed.
a documented procedure in place. Last year we
Taking the time to be sure that your administrative
decided to use a formal procedure for performance
staff feels valued and recognized pays great
feedback. As part of preparing for that, we sought
dividends in the long run. Some effective forms of
Gloria Gruber’s assistance. Among other things,
Gloria came to our center and gave very useful
presentations to our staff that explained the Partnering • Administrative Professionals Day. Whether
for Performance process and the reasons for it.” you participate in the university celebration, or
do something different for your staff, be sure
Contact Us Today to recognize the day. The Carnegie Mellon
Nearly everything you do will impact the people Administrative Professionals Day Luncheon is
in your department. When your challenges are on Wednesday, April 25 at 11:45 am. See the
particularly impacted by your human resources, HR web at http://hr.web.cmu.edu/ap-day/index.html.
can be a key player in achieving success with fewer • Professional development opportunities. As
complications. Please give us a call today to see how you consider the opportunities for growth of
we can be your strategic partner. your staff, remember your administrative staff.
• Barbara Smith, Associate Vice President and Encourage participation in L&D seminars,
Chief Human Resources Officer, 412-268-5070 use of tuition benefits for university classes,
or email@example.com taking on special projects, or professional
training programs or conferences outside of the
• Amy Barry, Director of HR Services, university.
firstname.lastname@example.org or 412-268-5081
• Say “Thank you” publicly. During staff
• John Black, Director of Total Compensation, meetings or other events, be sure to recognize
email@example.com or 412-268-5075 the support personnel who have contributed
• Ron Placone, Director of Learning and to projects. Invite the administrative staff
Development, firstname.lastname@example.org or who have coordinated events to the event
412-268-4555 itself. Include their names in the list of
• Everett Tademy, Assistant Vice President of Equal acknowledgements on program brochures or
Opportunity Services, email@example.com or web sites.
412-268-1018 • Show respect. Try not to hold conversations
• Lisa Zamperini, Director of HRIT Services, in front of their desk. Include them in project
firstname.lastname@example.org or 412-268-5950 planning, and ask them if they need assistance in
completing some aspect of a project.
HR Solutions & Connections
Meet the New Director of Total Compensation, John Black Continued from page 1
One of our biggest opportunities people.” You have a question?
The People of the Total for improvement is in the area Come to us. Right now, I
Compensation Team of our IT systems. We need to don’t know that we have that
John is fortunate to have a team of invest more into our IT solutions reputation. People think of us
caring and extremely knowledgeable to increase the efficiency and as the bureaucratic arm of HR
benefits and compensation experts accuracy of our work. We – saying yes or no based on the
working with him. They are happy also need to better define our policies or the law.
to help you understand your options, processes and procedures – this
But we are really here to answer
answer your questions or resolve goes hand in hand with the
your questions, anticipate the
your concerns. They include: technical systems we use.
follow-up, and help you make
• Gemma Green, Manager of How do you see the role of the good decisions based on your
Benefits Total Compensation group, and needs and plans. I want to see us
• Lori Bell, Benefits Specialist how we are positioned within better anticipate people’s issues
(health and medical benefits, the campus community? and the complexities of their
reimbursement accounts, child questions. I want us to probe
The primary role of the TC group
care benefits) more so that we can be a more
is to act as a resource for the
effective partner to individuals
• Bea Mitchell, Benefits Specialist campus community to help them
(retirement accounts, retiree resolve issues, answer questions,
health benefits, international and make strategic decisions. I How does the work of Total
benefits) also see us as an educational Compensation support
• Chris Pohuly, Benefits Specialist resource, helping people and individuals and departments at
(tuition benefits, part-time departments understand more Carnegie Mellon?
benefits, COBRA, life insurance) about pay and benefits strategy,
Obviously, we want to provide
and how it relates to them
• Gayle Ritenbaugh, Benefits the most comprehensive benefits
personally and to the university.
Specialist (disability benefits, package that we can, in a way
leaves of absence, workers’ I really want people to think
Continued on Page 9
compensation, PTO) of our office as “the answer
• Raphael Kelly, Benefits
• Lou Lamanna, Financial Manager
• Kris Ziolkowski, Senior Total
• Kim Hudak, Compensation
and Benefits Analyst
• Debbie Scheerbaum, Total
Top (L to R): Chris Pohuly, Gayle Ritenbaugh. Debbie Scheerbaum, Raphael Kelly, Lori Bell,
Bottom (L to R): Bea Mitchell, John Black, Kris Ziolkowski, Lou Lamanna, Kim Hudak
HR Solutions & Connections
HRIT – Connecting People and Systems Continued from Page 2
users of HR systems. In addition, Toni also System Upgrade Highlights
conducts training sessions (through the Learning Below are some of our recent/current projects:
and Development group) and maintains user
documentation for our systems. If you have an • New Benefits Administration System (BESSA):
HR System user question, please contact Toni at We are designing a new system to replace our
email@example.com or x8-3487. current system (BeneBase) in Summer 2007 for
use by our Benefits Office. We expect to release
• Kelly Craig, HR Information Analyst. Kelly upgrades to HR Connection in the Fall.
works on many projects to help automate systems
and make processes more efficient. She is • Globalization: A full, system-wide upgrade is
working on our Equal Employment reporting taking place to better manage and account for
(Affirmative Action, Compliance Reporting), as international employees. We will be incorporating
well as on electronic document management and benefits and allowance administration,
other issues that have been identified to make our international payroll support, multiple currencies,
processes more effective. international phone numbers and addresses, etc.
into the systems.
• Varvara Pyros, HR Information Analyst.
Varvara is working on a number of major system • Talent Management System: We have simplified
upgrades. Her primary focus in the next few the interview appraisal process in TMS and
months is to upgrade systems in response to modified the workflow to streamline the hiring
the university’s globalization and rolling out process for those involved.
the rewrite of our benefits management system, • Web site (http://hr.web.cmu.edu) Redesign: We
BESSA. will be redesigning the web site in the Summer.
• Linda Schmidt, Manager of Process and We will be incorporating the new university
System Improvement. Linda is charged with design templates, as well restructuring the content
examining existing systems with an eye toward for more intuitive navigation and usability.
making them more effective and efficient. In
this capacity, she has worked to get the HR Data
Warehouse up and running, and is working to
make our HREM/HRIS system compliant with
our international needs.
Meet the New Director of Total Compensation, John Black Continued from page 8
that is cost-effective for both individuals and the and retention strategies. I want to work closely with
university. Of course, I wish we could offer the moon them to ensure they accomplish those goals. By
to everyone, but that is not always feasible. But I getting us involved on the front end, we can help
am confident that we now offer - and can continue to departments craft effective compensation strategies
provide - solid, meaningful benefits that are socially that should help them achieve their staffing and
responsible and maintain a competitive advantage in performance priorities.
I really hope that people will contact our office and
I would like to see us work more closely with me personally, to start building those relationships. I
Department Heads and HR Managers to better can be reached at firstname.lastname@example.org or
understand what departments need in terms of hiring 412-268-5075.
HR Solutions & Connections
Learning & Development: Developing Potential Continued from Page 3
a program on dealing with change can help Development, Ron Placone. He provides strategic
individuals during a time of departmental shifts. direction for the group, leads numerous seminars, and
• Organizational Development: L&D supports the conducts many departmental programs.
growth and functioning of departments through Lola Komisin Mason, PhD is an organizational
a variety of OD programs. Some of our OD development consultant with L&D. She has a
programs have included 360o assessments of the background in leadership development and coaching,
managers and leaders in the group, departmental and is certified to conduct Myers Briggs assessments
morale and practices surveys, and personality and to teach 7 Habits of Highly Effective People.
assessments, or simply She teaches many public
facilitating feedback seminars, and works
Advancing Team Building
and dialogue. Often, with departments to
the personal and climate Lola Mason administered the Myers Briggs
assessments are followed Type Indicator with University Advancement’s
by other learning and Major Gifts team in July 2006. She returned to
and assessments. Len
development programs. PPG Place in October to further enhance their
Stellitano is a Business
understanding of the preferences and styles they
• Interactive Theater: IT Training Specialist
indicated on their individual surveys.
is the award winning who provides training
experiential program Lisa Drake, Director of Major Gifts for on administrative
facilitated by Learning University Advancement found the experience applications, maintains
and Development to bring to be extremely valuable. “The explanation user documentation, and
awareness to issues that and facilitation of the results of the MBTI were manages the eLearning
challenge us every day in not only a positive learning experience from function.
the workplace. Using a the individuals’ perspectives, but also a great
L&D is supported
team of professional actors, team building activity. Everyone benefited from
by Robin Monroe,
a scenario is played out for knowing a little more about themselves as well
the audience. Staying in as their colleagues. From my perspective as a
character, the actors then supervisor, it helped to increase my awareness
schedules and coordinates
answer questions from and appreciation of each person as an individual
programs and special
the participants about the with unique preferences and behaviors, and
events (such as the
motivations, reasoning, deepened my understanding of what it takes to
feelings and behaviors. be a successful manager. As importantly, it was
IT is not prescriptive, a fun experience and one that I would highly
but is rather a vehicle for recommend for any team – new and old.”
exploring difficult issues as HR Communications
varied as respect, diversity, coping with change, Specialist, provides communications support
and dealing with conflict. In 2006, recognizing to Human Resources. She writes and edits this
that many staff and faculty may not have newsletter, the Benefits Bulletin, and benefits
opportunities to see IT in their departments, L&D materials, such as the Open Enrollment workbooks,
began offering public performances of Interactive and maintains the HR web site. An eLearning
Theater as an L&D seminar. Instructional Developer will soon be added to the
The L&D team is led by Director of Learning and L&D team.
HR Solutions & Connections
2007 Administrative Professionals Day
Wednesday, April 25 at 11:45 am in University Center - Rangos Ballroom
The administrative staff of Carnegie Mellon University are an invaluable resource.
Without them, the work of the university could not be accomplished. Administrative
Professionals Day is our annual opportunity to recognize these dedicated professionals,
to thank them for their contributions and to celebrate their dedication to Carnegie Mellon.
• Speaker: Samantha Bennett, an award-winning Lifestyle columnist for the Pittsburgh
Post Gazette online. She is also vice president of the National Society of Newspaper
Columnists. In addition, Ms. Bennett is a Carnegie Mellon alumnus, having earned a
Master’s in Professional Writing.
• Opening remarks: by Barbara Smith, AVP and Chief Human Resources Officer and
Robbee Baker Kosak, VP of University Advancement.
Go to http://hr.web.cmu.edu/ap-day/index.html for more information, to
see the delicious menu planned, to register and to see our list of generous
sponsors and contributors. Registration is open through April 18.
Join us in honoring our Administrative Professionals.
LifeWorks Topic of the Month: Managing Money Across Ages
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This month, LifeWorks is featuring the a consultant, call LifeWorks at 888-267-8126.
recording Taking Charge of Your Money. It’s so You can also access This Month’s Feature, order
easy to lose control of our money—to let credit additional free materials or email a consultant
card balances swell or to be knocked off track by online - go to http://hr.web.cmu.edu/current/
unexpected expenses or a sudden drop in income. work-life/lifeworks/ to access the LifeWorks site.
On this recording, financial expert Amelia Tyagi
Also see the financial education articles and
offers practical tips that work for anyone, whatever
videos available from http://hr.web.cmu.edu/
your income. She explains how to take charge of
your money, rather than letting money worries and
you’re there, sign up for a free one-on-one
overspending sink you deeper into debt.
financial consulting session with a representative
of TIAA-CREF or Vanguard.
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Title VI of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972 and Section 504 of the Rehabilitation Act of
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In addition, Carnegie Mellon University does not discriminate in admission, employment, or administration of its programs on
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Relations Commission, the Presidential Executive Order directing the Department of Defense to follow a policy of “Don’t ask, don’t
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