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Fall 2014 Volume I, Issue 1
Montgomery College
PeoplePedia
An occasional publication from the Office of Human Resources and Strategic Talent Management
Announcing FY15 Year-of-the-Employee
Aligned for People: HRDE + OED = HRSTM As recently announced, the Office of Equity and Diversity has been coupled with the Office of Human Resources,
Development and Engagement to form the Office of Human Resources and Strategic Talent Management (HRSTM). Over
the past year, there have been a number of discussions at the College regarding how we utilize internal talent, the
increasing number of employees who will be eligible to retire, and the importance of having a laser-like focus on
attracting, acquiring, growing, managing, mobilizing and retaining talent. We conducted a comprehensive review of our
employee-related practices and we created a people-focused model that describes our HR processes and incorporates and
illuminates our renewed focus on our employees. In the coming months, we will develop and reinforce talent continuity
processes by placing the proper priority on our people as we seek to deliver a Common Employee Experience that can
lead to our distinction as a Destination Employer. We will keep you informed about our progress!
As we embrace transformation, here at the College and in the higher education industry, we want to make sure that we
maintain focus on and celebrate you – our employees! We will intentionally take the time to recognize the contributions
that you make to ensure that Montgomery College achieves its mission, goals and strategic objectives. A number of
activities and events will be planned throughout this fiscal year and we hope to get together with you often! We are
partnering with members of the Montgomery College Young Professionals Association, and other willing and dedicated
Montgomery College colleagues to plan for this important initiative. More information is forthcoming. Stay tuned!
HRSTM Vision: We build and model a diverse
community where people love to work
HRSTM Mission:
To cultivate people
225 Number of new hires during FY14...
WELCOME!
Inside this issue:
MC People & Processes 2
Staff Enrichment Day 2014 3
Employee Spotlight 3
Employees and Retirees
Recognition Program
4
Faculty Load and
Compensation
4
HRSTM Wellness 5
Crucial Conversations 6
Compliance Updates 6
FSAP Update 7
Title IX Coordinator 7
Benefits Back Page 8
Page 2
MC People & Processes
Volume I, Issue 1
In addition to the 2.5% general wage
adjustment received on July 1,
effective the second full pay period in
September, and appearing in the
October 3rd paycheck, associate and
support staff are eligible to receive a
salary adjustment increment of 3.5%
in FY15 if the employee is not at the
maximum of the assigned salary
grade; and the overall performance
rating is at least “meets expectations.
Please see 35001CP, Compensation
Programs., for eligibility.
This section highlights important Human Resource activities that impact our people.
Salary Adjustments Assoc. & Support Staff
Bonus Eligibility
Associate and Support staff receiving
an overall performance rating of “far
exceeds expectations” may receive a
one-time, lump-sum bonus (no
increase to base salary). Those who
receive “exceeds expectations” may
receive one-half the amount of the
“far exceeds” allotment. Bonuses will
depend upon the total amount of staff
eligible, will be proportionally
calculated, and will be included in the
October 3rd paycheck.
The FY15 faculty salary range is
$56,840 to a maximum of $106,575.
Faculty who have been in the
bargaining unit for at least one
semester as of the beginning of the
fiscal academic year are eligible for an
increment of 3.5% as long as salary
does not exceed the maximum. This
increment is in addition to the 2.5%
general wage adjustment.
Administrator Pay
Administrators are eligible to receive
a pay-for-performance salary
adjustment based upon their annual
evaluation in addition to the 2.5%
general wage adjustment. Provided
that the salary does not exceed the
maximum of the salary range, those
who “meet expectations” will receive
3.5% additional; those who “exceed
expectations” will receive 4.5%
additional; and those who “far exceed
expectations” will receive 5.5%
additional.
Full-time Faculty
Part-time Faculty ESH Rates & Labor Relations: SEIU Update
The college and the SEIU reached
agreement for a successor
agreement which was effective on
July 1, 2014. The three-year
agreement includes general wage
increases of 5%-7% each year and
the creation of a regular part-time
faculty position.
Equivalent Semester Hours
(ESH) Rates for the 2014-2015
Academic Year:
Lecturer $967.00
Adjunct I $1,025.00
Adjunct II $1,075.00
A pilot project for the regular part-
time faculty position is set to begin
in January 2015 with wider
implementation in the following
academic year. The new agreement
also provides a mechanism to
reacquire good faith consideration
after it has been lost.
Page 3
MC People & Processes
Volume I, Issue 1
Staff Enrichment Day 2014! Our 2014 S.E.D. was an incredible day full of development, networking and camaraderie centered around the four
elements: Fire, Water, Earth and, Air. Staff found themselves faced with fun choices like learning about Acupuncture or
social media sites like Pinterest, Men’s Health, or MC’s first Bi-lingual class which focused on work styles. Staff enjoyed
a BBQ picnic lunch and lunchtime dance activities with Lili Rojas and Ramon De La Cruz!
The HRSTM STAFF SPOTLIGHT: LaQuise Brown
LaQuise Brown - Facilities—Germantown
LaQuise (Kea) Brown has worked at MC for over two years as a Building Service
Worker in the HT/PG buildings of the GT campus. Kea always has a smile on her
face and will often be seen dancing throughout her workday. She recently re-
ceived an Outstanding Service Award for her work in the campus physical educa-
tion building and has been featured in an article in the April campus newsletter
for her ‘extracurricular’ community service work with a youth group in Frederick.
LaQuise Brown also graduated from the 21st Montgomery College Leadership
Development Institute on May 1st.
enriched.” Dr. Ridguard recognized the
greatness MC does for both employees
and students during her remarks.
Overall, the ceremony went off without
a hitch and was well received by many
who look forward to our FY’15 ERRP.
35-year employee Donna Schena
commented “Thank you for a special
recognition ceremony. MC pride among
those who have served MC for many
years was visible and palpable.”
Page 4
Volume I, Issue 1
The Office of Human Resources and
Strategi c Talent Management
(HRSTM) worked collaboratively with
the Office of Information Technology
and the Office of Audit and Business
Process Management to implement the
Faculty Load and Compensation
(FLAC) Banner module this spring
2014 semester. Ms. Kathleen Harding,
HR Associate with HRSTM-Systems
and Records, acted as a subject matter
expert and provided technical expertise
and support over the last 18 months to
successfully implement FLAC.
FLAC is an automated workflow
implemented to improve the manual
entry of full-time and part-time faculty
pay. The resulting student and faculty
data is merged to create job records in
the HR module. In the past,
department Administrative Aides
completed a paper personnel action
form (PAF) to process payments for a
faculty member. FLAC now allows
them to process all faculty payments
electronically. The use of this module
Faculty Load and Compensation
L.O.S.A. (Length of Service Awards)
will now be known as the E.R.R.P.
(Employees and Retirees Recognition
Program).
“Opportunity, achievement, and
success”. These three words are what
MC means to Dr. Clevette Ridguard, a
10-year employee who recently earned
her Doctor of Education from Morgan
State University on May 17th in Higher
Education, Community College
Leadership.
Dr. Ridguard addressed the Employees
and Retirees at our annual recognition
ceremony. During her remarks, she
shared her experiences from the decade
she’s been employed at MC. While Dr.
Ridguard has had many opportunities
to achieve and succeed, she points out
that students at MC also have those
same opportunities.
Students can receive an excellent
education while also discovering
interests and passions. As Dr.
Ridguard stated, “If students take
advantage of the wide and varied
activities, academic support systems,
cultural exchanges and events, and
civic and social organizations, here at
MC, their world will be broadened and
Employee & Retiree Recognition Program (formerly LOSA)
“The reception and the ceremony were
most gracious and appropriately
recognized the extraordinary service of
our employees. I observed and
experienced a touching and emotional
connection.” - Donna Schena
adds value to the data, allowing
managemen t to ma ke be t te r
organizational decisions and to
determine the cost to educate,
eliminates several redundant processes,
minimizes overpayments, allows MC to
move closer to becoming paperless, and
p r o v i d e s o v e r a l l e f f i c i e n c y .
Implementation this spring was a
success as evidenced by fewer pay
errors.
MC People & Processes
Page 5
2014 Workplace Excellence, Diversity Champion,
Eco-Leadership and, Health & Wellness Awards
MC Wellness 360 has been very
active in the past months with
various programs and events at all
three campuses. Our program’s goal
is to include educational series
seminars as well as fitness programs
and promotions. We have included
educational seminars such as Breast
Cancer Awareness, Diabetes,
N u t r i t i o n a n d S t r e s s
Management. The Staff and faculty
have participated in our wellness
challenges like MC Winter Olympics,
Thrive Across America and Passport
to Fitness that involve both physical
activity and healthier daily habits.
Our newest program is Fresh Start, a
four week smoking cessation program
offered by MC Wellness 360 and Risk
Management. We had 11 people
participate in our first session. As a
result, some people completely
stopped smoking and others are on
their way to the same result. We will
be offering this program again in
October.
We continue to offer a variety of
programs to help enhance the health
of our staff and faculty.
For more information on Health
and Wellness programs contact:
Lili.rojas@montgomerycollege.edu
HRSTM: “Well” On Our Way to Fitness
Dr. DeRionne Pollard – “I enjoy my 5am workouts with Jillian Michaels.”
Dr. Janet Wormack – “I start my day with a 30-minute morning walk.”
Dr. Sanjay Rai – “I walk across campus regularly.”
Dr. Steve Cain – “I frequently pack a healthy lunch for work.”
Mr. Dave Sears – “I purchased a Nike+ Fuel Band to make sure that I am
getting a significant amount of steps in per day to keep fit and healthy.”
Leadership’s Wide World of Wellness
This year, Montgomery College is being
recognized by the Alliance for
Workplace Excellence (A.W.E.) for our
Exemplary Workplace, commitment to
Diversity, Eco-Leadership, and Health
& Wellness.
We are also very proud to announce
that in December we received a
National Best and Brightest Award in
Our Award-Winning Workplace
Wellness. This award program,
co-presented by NABR and Wellco, is
the premier program that honors
companies and organizations that
recognize and celebrate quality and
excel lence in worksi te heal th
promotion.
Volume I, Issue 1
Page 6
The Maryland State Retirement Agency
(MRSA) Audit was a smashing success!
The Maryland State Retirement Agency
completed their normal 3-year audit of
retirement enrollment for Montgomery
College in January. Completion of the
audit is a group effort which requires
the Benefits, Records and Payroll teams
to provide data and responses to
respective questions in a timely
manner. Montgomery College
successfully completed the audit
without receiving audit findings or
recommendations. Compliments to the
Benefits, Records and Payroll teams for
their hard work and commitment
during the entire process.
Volume I, Issue 1
The Center for Professional &
Organizational Development (CPOD) is
excited to bring a new award-winning
training program to Montgomery
College. Based on the New York Times
The Center for Professional &
Organizational Development (CPOD) is
excited to bring a new award-winning
training program to Montgomery
College. Based on the New York Times
b e s t - s e l l i n g b o o k , C r u c i a l
Conversations: Tools for Talking When
Stakes are High is a course that
teaches skills for creating alignment
and agreement by fostering open
dialogue around high-stakes, emotional,
or risky topics — at all levels of the
institution. Throughout this two-day
program, participants will learn how to:
Speak persuasively, not abrasively
Foster teamwork and better decision
-making
Build acceptance rather than
resistance
Resolve individual and group
disagreements
T h i s s u m m e r , t h e C r u c i a l
Conversations training will be provided
to all newly hired or promoted
managers and department chairs, as
well as graduates of the College’s MC
Management program.
Maryland Retirement Audit
New York Time’s best-selling
book and award-winning training
course from VitalSmarts.
Crucial Conversations: New for 2014-2015
I-9 Compliance
ongoing review will ensure the
College is in compliance with the
IRCA via completion of Form I-9
which emerged from the Act.
Organizations that fail to properly
complete, retain, and/or make
available for inspection Form I-9 as
required by law can face civil
monetary penalties. Criminal
penalties apply if a person or
organization is convicted of engaging
in a pattern or practice of knowingly
hiring unauthorized aliens.
The Immigration Reform and
Control Act of 1986 (IRCA) was
enacted by Congress on November 6,
1986 which reformed immigration
law. IRCA prohibits employers from
hiring and employing workers for
employment in the United States
knowing that they are not
authorized to work.
The Office of Human Resources and
Strategic Talent Management is
closely reviewing employee work
authorization eligibility. This
IRCA compliance is a shared
responsibility. We must ensure new
employees or returning employees
after separation from Montgomery
College complete Section 1 of Form
I-9 on their first day of employment.
HRSTM must complete Section 2 of
Form I-9 within 3 days of
employment by examining evidence
of identity and employment
authorization. Your cooperation in
ensuring I -9 compliance is
appreciated.
Page 7
On July 1, 2014, ComPsych began to
provide a host of employee services
through the College’s Faculty, Staff
Assistance Program (FSAP). Each
benefit-eligible employee (including
family members) can receive six
counseling sessions per member (per
issue).
We all experience ups and downs in life.
It’s impossible to avoid the many
stresses, conflicts, and challenges that
occur each day. Often we resolve these
situations on our own or with the help
of family and friends. Sometimes,
however, it helps to talk to someone
with experience.
GuidanceResources®, your FSAP
program, has GuidanceConsultants®
on staff for support with everyday life
issues. Here are some important FAQs
from the FSAP:
Volume I, Issue 1
For what issues can I enlist FSAP
Services?
- Relationship Support–conflict
resolution, long distance relationships,
communicating with your partner
- Family and Parenting: adjusting to
parenthood, preparing for siblings,
postpartum depression
-Legal and/or custodial rights/family
issues, real estate, creating a will
- Financial–budgeting, taxes, retire-
ment, and college planning
- Work-Life, child and elder care
research, health and wellness
information, vacation, and event
planning
Is the FSAP confidential?
The FSAP is strictly confidential. No
one will know you’ve contacted the
program, and your name is not reported
to your employer.
How do I get started?
Call 844-236-2668 to reach a live
Consultant 24/7 or visit
www.guidanceresources.com to access
your FSAP GuidanceResources®
program anytime, anywhere from your
computer or smartphone. Please use
the web ID: MCC
Montgomery College provides this
employee benefit because we care about
you and your dependents. Again, your
participation in the FSAP is voluntary
and strictly confidential. For more
information and assistance, please
contact Rowena D’Souza at 240-567-
5370.
Montgomery College’s FSAP Services Improves
Montgomery College’s Title IX Coordinator
We are pleased to inform you that Christopher Moy has joined HRSTM. His duties, in part, will be to
serve as the College’s Title IX Coordinator.
Title IX, as a landmark civil rights law, profoundly affects all aspects of education by requiring equal
opportunity for females and males. By extension, it also affects equity in the labor market. When Title
IX is mentioned, most people think about women and athletics. However, Title IX is about so much
more; it also covers acts that can impact educational opportunities for all, including sexual harassment,
sexual violence, stalking, dating and intimate partner violence (dating and domestic violence). Title IX
prohibits discrimination based on the gender of students and employees of educational institutions
which receive federal financial assistance. Title IX of the Education Amendments of 1972 states:
“No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subject to
discrimination under any educational programs or activity receiving federal financial assistance…”20 U.S.C. § 1681
Mr. Moy will (1) ensure proper notification and education, (2) consultation, investigation, and disposition, (3) compliance
monitoring and reporting.
Mr. Moy is located in Mannakee Building, Suite 150 and his phone number is 240-567-5412. He can be reached by email
at Christpher.moy@montgomerycollege.edu.
Page 8
Montgomery Co l l ege o f f e rs a
competitive benefits package with
something for everyone. MC employees,
their legal spouses or same-sex domestic
partners, and dependent children under
age 26 receive tuition waiver benefits
for credit classes taken at the College.
Benefit-eligible employees can begin
using tuition waivers upon date of hire
– no waiting period and no annual
limits apply. The College was also the
first Montgomery County agency to
start offering a Consumer-Driven
Health Care Plan with a Health Savings
Volume I, Issue 1
As communicated in our annual fiscal
update, EAP funds are limited by
employee type. For FY 15, the base
amount for full-time faculty, full-time
bargaining staff and full-time non-
bargaining staff is $2,320.00. For staff
enrolled in graduate or undergraduate
coursework beyond the Associate’s
level, they can exceed the base
$2,320.00 by an amount such that total
reimbursement would be the greater of
$2,320.00 or the amount equal to the
University of Maryland College Park
rate for in-state tuition and fees for
graduate or undergraduate coursework
for each credit, up to a maximum of
twelve (12) credits.
For full-time faculty who undertake
graduate coursework beyond the
Updating Your Benefits
Benefits Back Page
Educational Assistance Plan (EAP)
Account. These plans provide
employees with a portable Health
Savings Account. MC contributes
money towards the account upon
enrollment, and again every January
that the employee is still enrolled.
Employees can also contribute to the
account on a pre-tax basis, up to the IRS
limits, therefore saving additional
money to cover future medical expenses
(even retiree medical premiums). The
plan also comes with a MasterCard
debit card to pay for qualified medical
expenses from the account if the
Medicare Probably one of the most frequently
asked questions we get is “Do I need to
enroll in Medicare Part B when I turn
65?”. The answer is “No!” As long as
you are working here at Montgomery
College as an active employee (and not a
rehired retiree), regardless of your age
you should NOT enroll in Part B and
will not receive any financial benefit
from doing so. This is true if you are
covering your spouse as well under our
group plan. The College’s plan will be
your primary insurance as long as you
are working. Enrolling in Part B has a
cost of $109.00 per month. You will not
be assessed a penalty from social
security as they will want to confirm
you had continuous coverage while
employed (this is a form HRSTM
c o m p le t es f o r yo u a n d y o u r
spouse). When you retire the
Benefits team will ensure that you are
enrolled properly for Medicare Part B.
Additionally – those employees that are
enrolled in our CIGNA Choice Fund
plan (health savings account paired
with a high deductible medical plan)
cannot enroll in Medicare Parts A or
B. These coverages count as other
coverage and the CIGNA Choice Fund
plan excludes any other cover-
age. When in doubt, give us a call at
x75365.
Master’s Degree level, the maximum
EAP benefit can exceed the specified
dollar amount for that year such that
the total reimbursement would be
equal to the University of Maryland
College Park rate for in-state tuition
and fees for approved graduate
coursework up to a maximum of twelve
(12) graduate credits per academic
year. HRSTM is currently working on
updating the EAP form for outside MC
requests for funds in order to stream-
line the process. Please watch Inside
MC for the announcement of the new
form and some new processes related to
EAP.
Questions related to EAP benefits
should be directed to Lynette Evans at
x 75352.
employee elects to do so. MC employees
also may participate in several types of
flexible spending accounts: Regular
Health Care, Limited Flex (for
Consumer-Driven Health Care/H.S.A.
participants only), Dependent Day Care,
Mass Transit Commuter, and Parking/
Mass Transit Commuter. The Health
Care and Limited Flex accounts feature
a Visa debit card that is preloaded with
the employee’s annual election amount,
eliminating the need to prepay and file
a claim to be reimbursed.
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