Mary Lovely, professor of economics in the Maxwell School, was quoted by Business Insider for the story “The government is raking in billions of dollars from Trump’s tariffs.”
SU named Employer of Choice by local organizations
SU named Employer of Choice by local organizationsNovember 08, 2005Matthew R. Snydermrsnyder@syr.edu
The Central New York Society for Human Resource Management (SHRM) and the local Success by Six program recognized Syracuse University’s Office of Human Resources with two awards at their annual luncheon on Oct. 20. As part of the recognition, SU was named an “Employer of Choice.”
HR received the Overall HR Excellence Award in the large organization category and the Donlon Award in the large organization category.
The Overall HR Excellence Award honored SU for its ability to mobilize resources effecting change on a large scale, by developing an outreach strategy to improve diversity recruitment, as well as for SU’s commitment to its employees as evidenced by the establishment of a life-long medical program for retirees.
Over the past several years, efforts at SU have evolved from independent decentralized efforts to strategic University-wide initiatives, in which SU initiates positive change across the campus community. For example, even though an affirmative action plan has been in place, minority recruitment was a problem due to the lack of an outreach strategy and a tendency by hiring managers to hire qualified candidates as quickly as possible. So, HR consolidated two departments, recruitment and diversity, into one. The result was the creation of the Diversity Network to forge partnerships with more than 40 local minority job locator resources. The network holds quarterly meetings, hosts a job fair each summer, partners with minority Web sites and local radio for advertising campaigns, and strategically utilizes affirmative action data. These efforts have yielded a more diversified applicant pool.
Another commitment for which SU was recognized is the establishment of life-long medical coverage for retirees. SU realized that by discontinuing retiree medical coverage after age 70, the institution was not competitive in the higher education market. The University responded to this issue by partnering HR and finance and academic committees with a consultant, leading to the formation of a lifetime retiree medical plan.
The Donlon Award recognized the University’s programs and practices aimed at responding to and exceeding the standard responses to work and family needs of staff and faculty. HR was also honored for its five focus areas in the work/life continuum: wellness, family care, flexible work arrangements, individual growth, and development and counseling.