In concert with the OneLeMoyne Vision to be a premier Jesuit College where diverse talents meet to foster academic excellence, integrity and a commitment to justice; and to ensure we have a respectful, welcoming campus culture that celebrates diversity and models inclusion, we are reaching out again to Le Moyne College faculty and staff to remind them to refresh their training on this important subject. 

Le Moyne College is committed to fostering a working environment that is free from distraction, hostility or harassment.  We are obligated to provide a workplace free of discrimination of any kind in compliance with Title VII and Title IX, and sexual harassment has been determined to be a form of gender-based discrimination. 

Accordingly, we are providing a convenient, time effective training program that will assist members of the campus community in recognizing actions that can be taken to prevent or manage potential problem situations.  

The on-line module has been designed to allow individuals to go through the training by themselves, at their own pace and at a location of their choice (work or home).  I ask that you please complete the survey before the end of current semester.

We appreciate, in advance, your cooperation in completing this important training.  If you have any questions, please contact me as I will be assisting the Sexual Harassment Officers in the administration of the policy.

-Jack Matson, Associate Vice President of Human Resources

It is time to renew the performance management process for all Le Moyne employees. The performance appraisal process is an important tool to assess employee performance and progress toward the OneLeMoyne Vision and Strategic Priorities.   

It is important for all employees to participate in this process by completing a self assessment.  This will help ensure a comprehensive performance assessment can be completed in compliance with our policy and in alignment with the priorities detailed in the OneLeMoyne process.  

As in the past, the assessment process should be part of an on-going dialogue on performance and used as a developmental tool.  You should work hard at finding and making the connection between your everyday assignments and responsibilities and the strategic goals of your department, division and College.  Your managers and supervisors have been asked to assist you in making these connections. 

Salary increments will be merit based and linked to individual performance and contributions to support the success of the institution.  Department heads, managers and supervisors will work with their respective vice presidents to determine appropriate merit increases based on employee contributions and performance. 

When setting goals for the 2012 – 2013 performance assessment process, employees should work with their department leadership to ensure a continued connection and alignment between expected performance and the OneLeMoyne initiatives.  Specifically, we look to support and develop a framework to promote a culture of support and mutual respect and to create opportunities for the ongoing development of staff to achieve organizational excellence. 

The following matrix details the schedule and timing for each step in the process. 

Process
Application
Department Chair/Program Director Comment Form

Who is Eligible?  
An active, bargaining-unit employee who has taught during spring 2012 and has purchased health insurance (for which he/she is the primary insured) either through an individual plan or an employer plan is eligible.

What is the Application Deadline? 
Completed application and attending documents must be submitted to Matt DelConte via campus mail by April 27, 2012.

What is the individual cap?
No one can receive a subsidy that exceeds what he/she has paid in insurance premiums during the semesters the applicant has taught at Le Moyne College.

How will the fund be distributed?
We will first separate the applications into two pools: one comprised of applicants who have subsidized insurance (through another employer) and one comprised of applicants who purchase independent coverage (i.e. unsubsidized).  We will then use the submitted receipts/pay stubs to calculate the total amount spent on insurance across the two pools and calculate the percentage of this total that was spent in the subsidized pool and the percentage that was spent in the unsubsidized pool.  We will then divide the total fund amount ($6,250 for this semester) into the two pools based on this percentage.   We will then allocate the funds within a pool evenly among the applicants of that pool.

Note: As you are aware, this is the first year we have instituted a health care subsidy for adjunct faculty, and although we plan on utilizing the process described above to determine the appropriate distribution of funds, we reserve the right to change or revise the process as needed to address emergent issues.

Healthcare Application Form