JULY 2016  HRASCALS NEWSLETTER 
Change in hiring practices for Academic Professionals 
The new AAUP Collective Bargaining Agreement has brought new guidelines for hiring Academic Professionals.  In recognition of providing career mobility opportunities to current Academic Professionals, all AP job postings will be posted internally for 10 days before being open to external candidates.  Any current Academic Professional who has applied during the internal posting period and meets the minimum requirements for the position will be offered a first round interview.
Please contact your HR Partner for more information.
Classification/Compensation Study
PSU is conducting a Classification/Compensation Study of Unclassified Unranked (UnUn) and Academic Professional (AP) staff positions.  The goal is to develop a classification and compensation structure, through the use of market data, which provides consistent titling, career pathways, rewards performance, recognizes expertise and experience, addresses appropriate internal equity, and establishes appropriate market comparators.  It should be internally equitable, regularly updated, easily understood, and financially responsible.  If you hold an UnUn or AP position, please make sure your position description is accurate and up to date in PeopleAdmin.  Your position description is the key document used in this study.  Stay tuned for periodic updates on the status of project work through an e mail and designated website from your HR team.
Final Pay Obligations
If you have an employee who has resigned, please make sure you forward the resignation document or e mail to your HR Partner right away.  This applies to all position types, even if they are hourly or have an end date.
Oregon Law requires that if an employee quits with less than 48 hours notice, excluding holidays and weekends, their final pay is due withing 5 business days or on the next regular payday, whichever comes first.  If the employee quits with at least 48 hours notice, the final check is due on the final business day worked.
If an employee resigns but fails to submit their final timesheet, we are still required to pay them within the required amount of time.  
Penalties may occur if final checks are not issued on the appropriate day!
Your Job Openings are on Social Media!
Did you know that we have social media accounts where we post PSU jobs?  You can check us out using the hashtag #PSUCareers or follow us on Facebook, LinkedIn, and Twitter!  On Facebook alone, we have more than 720 likes!
As part of a recent PeopleAdmin update, applicants can now apply to positions at PSU directly from their LinkedIn accounts.
Approximately 10% of our job site visitors are coming from social media sites!
HR is Hiring!
​Human Resources is 
recruiting for an Executive Assistant/Office Coordinator to provide high level, confidential administrative and project support to the AVP for Human Resources and the HR management team. This position maintains a close working relationship with support staff in other university divisions including the Office of the President, Global Diversity and Inclusion, Academic Affairs, Enrollment Management and Student Affairs, and Finance and Administration.
This is a full-time, unclassified, un-ranked position and is excluded from bargaining unit membership due to the need to work with confidential materials pertaining to collective bargaining with PSU’s 
​
unions.
To apply, please go to this link https://jobs.hrc.pdx.edu/postings/19984
Proposed AFT Rates Effective 9/16/2016
Minimum per credit rate    $892
Research Assistant          $20.99 per hour
Research Associate         $22.63 per hour
All members of the bargaining unit employed as Adjunct faculty or Emeritus faculty and continuing from academic year 2015-16 at a rate higher than $858 per credit hour will recive a per credit increase of $9.  Members will receive the greater of either the per credit increase of $9 or an increase to the new minimum.
All members of the bargaining unit employed as Research Assistants or Research Associates at hourly rates higher than $20.18 and $21.76 respectively will receive an increase in their hourly rate of .20 and .22 respectively.  Members will receive the greater of either the hourly rate increase for their rank or an increase to the new minimum for their rank.
New letter of offer templates coming soon
Student Wages - Determining the Rate of Pay
Position duties, defined in a well-written and up to date position description, are the basis for determining placement in the Student Wage Structure and setting student pay rates.
  • Students must be paid at least minimum wage.
  • Any wage rate over $16.50 per hour requires advanced approval by Human Resources.

Position level is determined by the following: duties assigned, level of skill and years of experience required.

STUDENT PAY RANGES EFFECTIVE JULY 1, 2016

Student Employee Level (See Level Description Below)
Minimum
Maximum
1. Student Employee Entry Level
$9.75
$11.75
2. Student Employee Intermediate Level
$10.00
$12.75
3. Student Employee Advanced Level
$10.25
$16.50
The following two levels require a pre-approval by Human Resources
You must submit a "Request to Pay a Student Employee above The Wage Cap" for pre-approval
4. Student Employee Pre-Professional Level
$16.51
$20.75
5. Student Employee Performing at an Event
$16.51 +
To pay an hourly student employee a wage more than $16.50 per hour requires special approval from the Office of Human Resources.   Click here for The Request to Pay a Student Employee above The Wage Cap form.
Meet the Benefits, Leaves and HR Front Desk Team

The Front Desk Team is comprised of Karen Abbott Yelle, Ali Nasiri, Christie Culp, and Patti Guss. Ali and Christie, and a host of student assistants, are the first contact for our Human Resources customers. They assist new employees in on-boarding, verify employment information, process documents, and answer many questions; helping our customers any way they can.

Karen Yelle has worked at PSU since July 1987 (coming to us after working for 10 years at UO). She was the Classified Employment Manager at PSU until she semi-retired in 2010. She now works on special projects for HR, from writing procedures manuals to overseeing a reorganization of the HR Archives.

Ali Nasiri was a student of PSU and was hired as a regular employee after graduating. He is now studying for his Master’s degree.

Christie Culp was hired in April of 2016.

Patti Guss has worked at PSU since 2004 and is in charge of employee personnel files and archiving.

Gina Turner is our Senior Benefits Coordinator. She has worked for PSU for 10 years. Gina started as a student employee and has worked in several HR units, including the Front Desk, Payroll, and now Benefits. She is extremely knowledgeable and can answer all questions regarding benefits and retirement.  Gina graduated from PSU on June 12, 2016.

Karen Kraus is our Senior Leaves Administrator. She joined HR for the second time in August 2015. She worked previously at PSU from 1997 to 2007. She handles all FMLA/OFLA, worker’s comp, and ADA. We are so glad to have her back.

Kerry Gilbreth is the HR Director, in charge of Benefits, Leaves, and Front Desk Operations. 
She joined PSU in January 2011 and has more than 17 years of benefits and leaves administration experience.
Visit our Calendar to Sign up for Upcoming Trainings  ! 

Wednesday, July 20th

PeopleAdmin Training

9:30 a.m.

MCB 326 - Mt Jefferson Room 

Thursday, July 21st

Retirement Choices Lunch and Learn

12:00 p.m.

MCB 326 - Mt Jefferson Room

Tuesday, July 26th

EPAF Training

1:00 p.m.

MCB 532 – Platinum Room

Thursday, August 11th

Onboarding New Employees

10:00 a.m.

MCB  541 FADM Gold Room

http://www.pdx.edu/hr/training-and-development
HR Urban Legend
I don’t have to pay an intern, so long as she is getting school credit for her work.
Wrong.  An intern must be paid at least minimum wage unless the arrangement meets strict requirements.  Basically, if the employer is benefiting from the arrangement, it is unlikely that the internship can be unpaid.  Receipt of school credit is one factor, but it isn’t the controlling factor.  
PeopleAdmin 201 
This month's PeopleAdmin 201 focuses on reviewing your outreach strategy.  You can run a quick report that tells you where your applicants found out about your position, allowing you to evaluate what outreach resources are working and where you might be wasting your money.
HR adds the following required supplemental question to all postings:  "How did you first find out about this position?"
To review the answers, navigate to the posting and select the applicant tab.  In the top right corner of the applicant table, select the "Actions" button and then "Download Screening Questions Answers".  This will provide you with an Excel document that shows you the answers to your supplmental questions!
*Quick tip:  On average you will likely find many of your applicants coming from Indeed.com.  This is a job aggregator site that pulls postings from our site for free!
Monthly Fun Fact 
Explore Oregon's 30 Best Swimming Holes this summer! 
Opal Creek Trail featured in the pictures below is a favorite swimming hole for many adventerous Oregonians.  It's well worth the 6.5 mile hike round trip.  Don't forget water, snacks and sunscreen! 

Contact us: 
Portland State University
Office of Human Resources
1600 SW 4th Avenue, Suite 518
Portland, OR 97201
503-725-4926
askhrc@pdx.edu
Office hours: M-F 8:00am - 5:00pm  

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