| Today
working at SU means not only accepting change, but welcoming it.
This is evident in a new ability to examine processes and adjust
them to fit the current situation, a commitment to personal growth
through education and training, and a pervasive expectation of
service not only to students, family members, and visitors, but
to each other as well.
SUIQ
The
Syracuse University Improving Quality (SUIQ) program was implemented in 1992
as an adaptation of the successful Total Quality Management programs in place
in businesses and nonprofit organizations across the country. The ongoing program
has resulted in a number of improved processes, which in turn have enhanced
quality and efficiency in every area of campus life.
New Benefits
In
1998, after a thorough study of employee needs and desires, the Office of Human
Resources introduced a new benefits program. Among the options newly available
were dental insurance, flexible spending accounts for medical needs and child
care, home and auto insurance, increased cash grants for dependent tuition,
adoption expense reimbursement, increased life insurance, and optional supplemental
life insurance.
New Approach
to Staff Compensation
In
2000 a new system for classifying staff positions was implemented. Categories
were trimmed from 20 levels to 7, and a more comprehensive system of employee
evaluations was introduced to facilitate the recognition of staff members and
to assist supervisors in supporting employee development.
PeopleServices
Implementation
As
part of the overall campus technology evolution to a client server model, the
PeopleServices software program was implemented in 2000 to streamline payroll,
hiring, and other staff-related functions.
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Steve
Sartori
Barbara Dzielak and her son, David, pose at the SU
Bookstore, where Barbara works. Thanks to the dependent
tuition program, David was able to study at SU and earn a
bachelor's degree in 2001 from the College of Arts and Sciences
and the School of Education.
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The number of women in the non-faculty workforce has
increased slightly over the decade. In the ranks of executive
and professional positions, the number of women has increased
significantly.
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With the growth in the number of women faculty, SU's
percentage distribution matches the national average at
doctoral institutions.
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