Compensation modernization inching ahead | University Times

By SUSAN JONES

The compensation modernization project has long been percolating at Pitt – through several years, HR directors and name changes.

STAFF COUNCIL SPOTLIGHTS

Staff Council will sponsor two Staff Council Spotlight Sessions on the compensation modernization project.

The group’s president, Angie Coldren, told Senate Council last week that they expect a large turnout at the events – 1-2 pm June 30 and 3-4 pm July 27. They will be available on a virtual platform and possibly in person.

“HR will present the same information at both sessions because the topic is going to impact all staff,” Coldren said. “I think this is a great opportunity for HR to be out there and to just talk a little bit more about the comp modernization project to stop some rumors and ease some frustrations.”

More details will be coming soon on the Spotlight Sessions.

Last week, James Gallaher Jr., vice chancellor of Human Resources who joined Pitt in December 2021, sent an email updating the Pitt community on the project, which still has no clear end date.

His message said the first phase of the project – to evaluate and align University positions for more accurate internal and external job market comparisons and to create a job catalog – is nearly finished. The second phase – implementing the new structure, including adoption of the new job groupings and standardized job descriptions across the University – will go at least through the end of 2022, Gallaher’s message said.

It is during this second phase that department leaders will receive guidance on the new job structure and salary ranges. Changes to pay are contingent on benchmarking results and budgets and, in most cases, there will not be any immediate effect on salaries, Gallaher’s message said. The benchmarking is currently under review and is slated to begin in the coming weeks, he said in a separate email.

The project’s third phase includes the development and launch of career pathways, to provide Pitt employees with resources to aid them in professional advancement at the University. Gallaher’s message said they anticipate that phase 3 will commence in 2023.

Job mapping

At one point, almost a third of Pitt’s staff were categorized as “administrators.” Gallaher said it had become “somewhat of a catch-all for positions that do not fit into a specific category within the University’s current structure. Job mapping has helped to identify the core duties and responsibilities of these positions to categorize them. “

For instance, a director of administration who performs financial analysis, budget forecasting, and other finance-related tasks is being mapped to a corresponding level in the finance job grouping. As another example, a director of administration who is performing duties similar to managing a department’s workforce, including payroll and recruitment, may be mapped to a human resources job grouping.

HR’s message this week stressed that the new structure and the standardized job descriptions will not change individual roles, responsibilities or areas of focus. “It simply groups similar roles across the University in the personnel system consistently where possible to enable accurate market alignment and competitiveness.”

Administrators who are working with the project team have assisted with mapping current jobs to those in the new job catalog, Gallaher said in an email. The project team will review their work and collaborate with administrators to discuss updates, ensuring job mapping accuracy.

Employees will be able to review their position categorization and mapping summary once this work is complete under the second phase of the project.

History

The project dates back to 2017 when it was called Total Rewards. Job analysis questionnaires were sent to about 6,800 staff members – with a 96 percent response rate. Then very little happened for the next two years under Human Resources Director Cheryl Johnson.

In December 2019, then-new Vice Chancellor for Human Resources David DeJong said he and his department were ready to move the now-called Shaping the Workplace project forward “full speed ahead” with the goal of reshaping the work environment on campus. Just before the pandemic sent most employees home in March 2020, DeJong issued a report on all the feedback received online and in listening sessions with employees on the Shaping the Workplace initiative.

In February 2021, DeJong, who had by then been promoted to senior vice chancellor for business & operations, said the pandemic had slowed the program some, but reiterated his “full steam ahead” motto. He said at the time that the job reviews and initial market matching would be completed in the coming weeks.

DeJong’s promotion, though, left an opening for a permanent HR director that wasn’t filled until Gallaher arrived late last year.

Mark Burdsall, assistant vice chancellor of Human Resources, told Staff Council in July 2021 that the job groupings had been created and were awaiting input from senior leadership.

Gallaher said this week that senior leadership has approved developing and implementing the new compensation modernization structure. Once the first phase is complete, leadership will review the project’s progress and next steps, including market analysis and benchmarking.

Any who wants to share input and or ask questions about the project can submit them via the Compensation Modernization project webform.

Susan Jones is editor of the University Times. Reach her at suejones@pitt.edu or 724-244-4042.

Have a story idea or news to share? Share it with the University Times.

Follow the University Times on Twitter and Facebook.

.

University of Birmingham now specialist partner for newly formed National Institute of Teaching

Teacher reading with a child in a school library
The School of Education was 3rd in the recent REF, is 52nd globally in the 2022 QS world rankings and is 11th in the UK for student satisfaction in the June 2021 Complete University Guide.

The University of Birmingham, and its School of Education, has been chosen as one of fourteen specialist partners for the newly formed National Institute of Teaching (NIoT).

The NIoT, announced this week by the Department for Education, will be led by the School-Led Development Trust (SLDT), a charity founded by four of England’s leading school trusts. It will evolve teacher and leader development across the country by using its own cutting-edge research on best practice to inform the design and delivery of its high-quality professional development programs.

Opening in September, and the first of its kind in England, the NIoT will be:

  • A truly school-led organization. The NIoT will be run by schools for schools. Program participants will have an experience that is school-based with program design and delivery benefitting from the input of current practitioners – teachers, senior leaders, headteachers and executive leaders– who understand the demands of teaching workloads.
  • A best practice incubator, which will find, interpret, generate and communicate research, applying the insights to the design and delivery of professional development programs.
  • A substantial investment in teacher and leader training research in England. The NIoT will make its research available for free to all teacher training providers so that it can be applied to improve teacher development across the country.
  • An impact-focused organization. Its unique position gives the NIoT the opportunity to link data on teacher and leader development with data sets on pupil achievement, enabling it to see what truly makes an impact on children’s outcomes. This is something not done anywhere in the world outside North America.
  • Once Degree awarding powers are granted, it will become the only university in the UK solely focused on the development of teachers and school leaders combining academic awards with outstanding practice in schools.

The NIoT will help drive up standards across the English education system for the benefit of teachers and leaders up and down the country – and therefore for children and young people. Training will be delivered through four regional campuses. Each will be supported by one of the four Trusts that make up the SLDT – the Harris Federation, Outwood Grange Academies Trust, Oasis Community Learning and Star Academies.

The University of Birmingham as a specialist partner will offer NIOT:

  1. Expert support for the development of its Education strategy and the QA systems and processes that support this.
  2. Enrichment to the IoT’s knowledge-rich curriculum development and cross-curriculum expertise.
  3. Expert support in the development and application of new research, including using the science of learning in. teacher development, and translating lessons from our research for IoT education delivery.
  4. Expert support for and input to IoT leadership development programs, including bridging from education to wider domains, through our Education Leadership Academy and Birmingham Leadership Institute.
  5. Expert support from our world-leading Jubilee Center for Character and Values ​​in Education.
  6. Masterclasses and short courses for Teacher Educators led by world-class specialists from across the University.
  7. ‘Virtuoso’ lectures and workshops for trainees, offering the experience of the highest level of academic teaching from world-class specialists from across the University.
  8. Collaboration with the University of Birmingham School, our exemplar Character School.
  9. Access to world-class research library facilities for IoTs educators and trainees.

Professor Richard Black, Pro Vice Chancellor and Head of the College of Social Sciences said: “The School of Education has an impeccable record in providing training and support for future schools leaders in developing capacity for leadership and expert practice in schools. Becoming a specialist partner for the National Institute of Teaching will enhance our specialist expertise in education, inspiring the next generation of schools leaders to give all children the high-quality education they need and deserve to equip them for the modern world. “

Nadhim Zahawi, the Secretary of State for Education, said: “A child’s teacher is the single most important factor in the quality of their education, and my mission is to ensure that every single child in this country – wherever they live – is taught by an excellent teacher. Excellent teachers need excellent training, which is why our first of its kind National Institute of Teaching is going to be so important. The Institute is going to revolutionise the way teachers and school leaders receive training in this country, with cutting edge research alongside training delivered by national experts, and I’m thrilled that School Led Development Trust will oversee this exciting new project. “

The School of Education has an impeccable record in providing training and support for future schools leaders in developing capacity for leadership and expert practice in schools. Becoming a specialist partner for the National Institute of Teaching will enhance our specialist expertise in education, inspiring the next generation of school leaders to give all children the high-quality education they need and deserve to equip them for the modern world.

Professor Richard Black, Pro Vice Chancellor and Head of the College of Social Sciences

Melanie Renowden, the Founding Chief Executive Officer of the National Institute of Teaching, said: “The National Institute of Teaching is uniquely positioned to create a bridge between evidence and education practice. As a school-led consortium, we are perfectly equipped to translate evidence on best practice into action that can be implemented in schools up and down the country. It is not just that we know schools and work well with schools. Our trusts and our partners are delivering education excellence in classrooms across England, often in communities that have the toughest of deals, where our work has the potential to make the biggest difference. We will investigate what has been working, codify what we learn and share it across the school system. We are looking forward to the National Institute of Teaching playing a central role in nurturing the talents of teachers and leaders at all stages of their careers, so they can provide children and young people with the world-class education they deserve. “

The School of Education was 3rd in the recent REF, is 52nd globally in the 2022 QS world rankings and is 11th in the UK for student satisfaction in the June 2021 Complete University Guide.

For further media information, please contact Hasan Salim Patel (hspatel@bham.ac.uk) on +44 (0) 7966 311 409 or out of hours office number on +44 (0) 7580 744 943.

About University of Birmingham

Ranked among the world’s leading universities, the University of Birmingham collaborates with partners across the world to produce ground-breaking research, deliver innovative teaching, and create opportunities for students and staff to gain international experience.

The four campuses will be arranged as follows:

  • The North West Campus supported by Star Academies
  • The North East Campus supported by Outwood Grange Academies Trust
  • The London & South East Campus supported by the Harris Federation
  • The Midlands & South West Campus supported by Oasis Community Learning

Associate Colleges and delivery partners are:

  • Bright Futures Educational trust
  • David Ross Education Trust
  • East Midlands Education Trust
  • Education South West
  • Flying High Trust (Inspiring Leaders)
  • Future Academies
  • Inspiration Trust
  • North East Learning Trust
  • Sea View Trust
  • South Farnham Educational Trust
  • Trinity MAT
  • Unity Schools Partnership

The specialist partners includes:

  • ANS
  • Eden Academy Trust
  • Hable
  • Evidence Based Education
  • Microsoft
  • National Teacher Accreditation
  • Place2Be
  • Research Ed
  • Teacher Tapp
  • Teach First
  • The Difference
  • Tom Bennett
  • Newcastle University

University of Birmingham

The Kanaka Bar Indian Band and Crossing Place Housing Society receive funding to construct new multipurpose community building in Kanaka Bar

Government of Canada investment will help communities in Lytton and the surrounding areas build back from last year’s devastating wildfires

LYTTON, BC, May 27, 2022 / CNW / – Shared public spaces are the heart of communities across Canada. They bring together people of all ages and abilities, supporting businesses, and stimulating local economies. As Lytton works to revitalize its communities following the tragic 2021 wildfires, these public spaces have never been more important.

Upgrading exisiting infrastructure and building new public assets will be a key step in the restoration process, by strengthening community engagement and boosting economic vitality.

Today, the Honorable Harjit S. Sajjan, Minister of International Development and Minister responsible for the Pacific Economic Development Agency of Canada (PacifiCan), announced an investment of $ 471,000 through the Canada Community Revitalization Fund (CCRF) for the Crossing Place Housing Society. The Crossing Place Housing Society is a non-profit housing operator created by the Kanaka Bar Indian Band.

This funding will allow the Housing Society to construct a new multipurpose building in Kanaka Bar, complete with community kitchen and garden, shared laundry facilities, and meeting rooms.

Project activities will include completing sitework, building the modular structure, and creating an emergency backup power system. The new building will provide an essential gathering area for residents of the Kanaka Bar Indian Band and several neighboring Indigenous communities – a place to host family and cultural events, in addition to serving as an regional emergency evacuation center.

The CCRF was launched in June 2021. It is providing $ 500 million over two years for Canada’s regional development agencies (RDAs) to invest in projects that build and improve community infrastructure. The Government of Canada is committed to rejuvenating public spaces to make them safer, greener and more accessible. This will stimulate local economies, create jobs, and improve the quality of life for Canadians.

Quotes

“Initiatives like the CCRF are facilitating critical upgrades to community infrastructure across Canadabut this is of utmost importance in Lytton, where communities have been devasted by recent wildfires. This investment will greatly assist residents as they work to rebuild a healthy, resilient community and strengthen local economic opportunities. “

The Honorable Harjit S. SajjanMinister of International Development and Minister responsible for the Pacific Economic Development Agency of Canada

“Everything changed for Lytton residents last year when fires and other extreme weather events destroyed 90% of our town. This CCRF funding for a new multipurpose community building at Kanaka Bar will benefit an entire region, and we are most grateful for the support we have been extended. With this investment, we are able to explore new options for building and retrofitting safe and resilient spaces for not only local residents, but for all Canadians well into the future. “

Chief Patrick MichellKanaka Bar Indian Band

Quick Facts

  • CCRF funding supports two major streams of activity so that communities can:
    • adapt community spaces and assets so that they may be used safely in accordance with local public-health guidelines, and / or
    • build or improve community spaces to encourage Canadians to re-engage in and explore their communities and regions.
  • Eligible recipients include not-for-profit organizations; rural, municipal or regional governments; Indigenous groups and communities; and public sector bodies that provide municipal-type infrastructure.
  • Priority may be given to projects that encourage the participation of underrepresented groups and take into consideration the unique challenges of rural and remote communities.

Associated Links:

Stay connected

Follow PacifiCan on Twitter and LinkedIn

Toll-Free Number: 1-888-338-9378
TTY (telecommunications device for the hearing impaired):
1-877-303-3388

SOURCE Pacific Economic Development Canada

For further information: Haley Hodgson, Press Secretary, Office of the Minister of Economic Development, [email protected]; Ben Letts Communications Manager, Pacific Economic Development Canada, [email protected]

.

Monkeypox Outbreak Perpetuates Harmful Stigma Toward LGBTQ + Community

In 1981, the little understood human immunodeficiency virus (HIV) began spreading in widening pockets across the globe, particularly among gay men and intravenous drug users. Eventually, more than 36 million people were killed by the acquired immunodeficiency syndrome (AIDS), resulting from HIV.

The AIDS epidemic raged for more than a decade before treatment and preventive measures thwarted transmission and prevented the majority of deaths, although more than 1.2 million Americans still live with HIV today.

News this week that cases of monkeypox seem to be spreading around the globe through sexual contact between males has many drawing parallels between the virus, part of the family that includes small pox, and HIV / AIDS.

While infectious disease officials, including those with the World Health Organization (WHO) dismiss clinical comparisons, the United Nations AIDS agency (UNAIDS) warned that the connection to gay and bisexual men might fuel the stigma around diagnosing and treating monkeypox, which could restrain response to the outbreak.

“We know historically from the AIDS epidemic how a granular viewpoint about infection toward a set group of people can be damaging,” said Derek Fenwick, PsyD, assistant director of the Center for Gender Health at Hartford HealthCare and a clinical psychologist at the Institute of Living. “The rejection, isolation and false narrative at that time in the past could easily spread in today’s climate. My fear is that with consistent, negative rhetoric toward LGBTQ + individuals, this comparison could further exacerbate the stigma of identifying as gay or bisexual, leading to concealment of identity and a fear of coming out. As a psychologist, I know the impact this can have on one’s mental health. “

WHO representatives said current evidence does not limit risk for monkeypox to certain portions of the population. Because monkeypox enters the body through broken skin, the respiratory tract, mucous membranes in the eyes, nose or mouth, or through direct contact with bodily fluids or lesions caused by the virus, those most at risk for contracting the virus are people who have had close physical contact with another person with monkeypox.

On Monday, the CDC issued a level 2 alert, urging people to “practice enhanced precautions” as new cases of monkeypox are confirmed in Europe, Australia and the United States. None of the confirmed patients traveled to west or central African countries where the virus is usually found.

As of Wednesday, the CDC had identified nine cases of monkeypox in Massachusetts, New York, California, Florida, Utah, Washington and Virginia, all in gay or bisexual men. CDC officials expect more cases to be diagnosed here, and are conducting testing and genomic tracing on samples from the nine identified patients.

CDC Director Rochelle Walensky urged people to follow the science and not give into any hate-fueled stigmas.

“While some groups may have a greater chance of exposure right now, infectious diseases do not care about state or international borders. They’re not contained within social networks, and the risk of exposure is not limited to any one particular group, ”she said.

Monkeypox is clinically less severe than chicken pox and is only fatal in about 11 percent of patients, according to Ulysses Wu, MD, chief epidemiologist and system director for infectious diseases with Hartford HealthCare.

Symptoms of monkeypox includes:

  • Fever and chills.
  • Exhaustion.
  • Headache.
  • Muscle aches.
  • Swollen lymph nodes.
  • Rash on face and body.

Monkeypox lasts between two and four weeks after an incubation period of one to three weeks, Dr. Wu said. There is no standard treatment, although health officials find smallpox antivirals and immunoglobulins effective. The smallpox vaccine is about 85 percent effective as prevention against monkeypox infection.


Northland news brief: Environmental award winners; airport consultation extended

Te Kotahitanga and Mahi Kaha Trust – Project Ngā Wai Ora o Ngāpuhi – winners of the 2022 Te Tohu Matua Supreme Award and environmental action in water quality improvement. Photo / NRC

A group’s community-focused approach to restoring waterways around Kaikohe, incorporation of mātauranga Māori and providing opportunities for local youth has seen it named supreme winner of Northland Regional Council’s fourth annual Whakamānawa ā Taiao – Environmental Awards. The awards recognize the environmental work being carried out in Northland and as well as the supreme win, Te Kotahitanga e Mahi Kaha Trust – Project Ngā Wai Ora o Ngāpuhi also took out the awards’ Environmental action in water quality improvement category and highly commended in the Kaitiakitanga category. There were nine winners this year – seven category winners, one supreme winner, and one special awards winner; 22 finalists and 52 entries. The awards covered seven categories: community, pest management, education, water quality improvement, youth environment leader, leadership and kaitiakitanga. A special award, offered for the first time this year, recognizes specific mahi supporting Kiwi Coast and went to Bay Bush Action. Other 2022 winners are junior fishery officers Curtis Robinson and Jayden Edwards (Youth environmental leader award), Hori Parata (Environmental leadership award), Kerikeri Peninsula Conservation Charitable Trust (Environmental action in pest management award), Vision Kerikeri and Friends of Wairoa Stream (Environmental action in the community award), Tangiteroria School (Environmental action in education award) and Te Toa Whenua (Kaitiakitanga award).

Three more Covid-related deaths
Three people were reported on Friday to have died in Northland while Covid-19 positive. The Ministry of Health reported yesterday the deaths of 25 people with Covid-19 across the country, including three in Northland. No further details were released on the three.
The deaths take the total number of publicly reported deaths with Covid-19 to 1127 nationally. There were 234 new Covid-19 cases reported in Northland yesterday – 135 in Whangārei, 65 in the Far North and 34 in Kaipara. There are 1452 active Covid cases in Northland, with 10 people in hospital in the region with the virus. A total of 34,928 people have recovered from Covid-19 in Northland. Nationally there were 6862 news cases reported on Friday.

Airport feedback extended
Whangarei District councilors have decided to extend the consultation period on the Whangārei Airport Location Study by five weeks, to July 1, and to publish further background reports on the project. The decision was made at Thursday’s council meeting after a supplementary agenda item was considered, prompted by many requests from the community for more information and an extension to the consultation period. All councilors supported the move. By June 1 the documents people have requested will be loaded onto the council website. Council staff will also be contacting all who have submitted so far, informing them of this development and the opportunity it provides for submissions to be withdrawn and re-submitted, added to or changed. All who registered an interest in being kept up to date at drop-in sessions in May will be contacted to inform them of the decision. To learn more and have your say, visit: www.wdc.govt.nz/HaveYourSay before the new closing date of July 1.

Firefighters’ union members to strike
A date has been set for strike action among professional firefighters nationwide. The New Zealand Professional Firefighters Union announced on Friday that industrial action would take place from 1am on June 13. The exact details of what strike action would look like are yet to be made public.

Former mayor in court
An Environment Court judge has reserved her decision in a case against former Whangārei Mayor Stan Semenoff, who was in court this week on Resource Management Act charges. The Northland Regional Council alleges Semenoff was to blame for an illegal rubbish fire at one of his business properties di lui, causing air pollution. Semenoff faces two charges of discharging contaminants into the air – one by burning waste outdoors and one for burning tires. Each is punishable by up to two years’ imprisonment or a fine up to $ 300,000. As managing director of the Semenoff Group of companies, Semenoff is personally charged for the offences. He does not deny the fire at his industrial site at South End Ave, Raumanga, on June 3, 2020, and turned up there soon after the fire service arrived. But he claims he did not know about the fire beforehand – that it was planned by two managers to whom he delegated responsibilities while recovering from a stroke. Judge Prudence Steven heard the case in Whangārei on Wednesday. A date for the release of her reserved decision by lei has not yet been scheduled.

.

SHRM Research Demonstrates HR’s Impact on Mental Health

ALEXANDRIA, Va .– (BUSINESS WIRE) – The workforce is currently facing an unprecedented amount of burnout, stress, and loneliness. As the nation kicks off Mental Health Awareness Month, we at SHRM and the SHRM Foundation are focusing on workplace mental health and wellness. Our Mental Health in America: A 2022 Workplace Report shows how HR policies can make an impact and create empathetic communities. SHRM / SHRM Foundation released this report last month in collaboration with Otsuka America Pharmaceutical Inc. (Otsuka). As the representative for the company’s workers, human resource (HR) professionals serve a vital role in assisting employees with mental health struggles and educating managers on how to best support their employees.

More than 3,400 human resource professionals across various industries in US organizations with 10 or more employees participated in the survey. In the era of the Great Resignation, many HR respondents said that mental health resources help keep their workforces robust and content. Ninety-four percent of respondents believe that mental health resources convey compassion, while 90 percent think that mental health resources can serve as a preventive measure for burnout before it appears.

“The importance of putting the mental wellness of our employees first cannot be underscored enough,” said SHRM Foundation President Wendi Safstrom. “HR professionals, employers and people managers alike can play an important role in the lives of their employees by assisting them in finding the resources they need while simultaneously reducing stigma.”

Employers leading the charge: Many organizations and HR professionals are setting the standard to improve mental health in the workplace. SHRM found that 78 percent of organizations offer mental health resources or plan to offer these benefits in the coming year. Additionally, 58 percent of HR professionals stated that in their view, their organization is providing sufficient mental health support to its workers.

Organizations eliminating stigma: With 4 out of 5 organizations offering mental health resources, 73 percent of organizations with such resources have an employee assistance program (EAP) in their benefits package, and 26 percent of organizations provide mental health workshops within the workplace. Additionally, 68 percent of respondents indicated the desire to include mental health and resiliency workshops in their work schedules.

Mental health preventive care: Our study concluded that simply offering mental health resources is not enough for organizations to stave off burnout and fatigue. They must also monitor their workforces proactively. Many organizations have implemented processes to measure efficacy in their workplaces to properly evaluate their employees’ health. The top three forms of measurement include employee engagement surveys (48 percent), mental health resource utilization (47 percent), and productivity and attendance (43 percent).

“We’re pleased to collaborate with SHRM and the SHRM Foundation to shed light on the important role employers can play in supporting their employees’ mental well-being,” said Angela Colon-Mahoney, vice president of people and business services for Otsuka America Pharmaceutical, Inc. “As a mental health care company, Otsuka takes a forward-thinking approach to building community and reducing stigma. That commitment starts internally with a number of employee programs ranging from our peer-to-peer mental wellness group to our mental health first aid program. ”

Other key findings from the SHRM / SHRM Foundation study include:

  • Mental health resources are a win-win for employees and organizations alike.

    • 88 percent of HR professionals believe that offering mental health resources can increase productivity, while 78 percent said offering these resources can boost the organizational return on investment (ROI).

    • 86 percent of HR professionals feel that offering such a package can increase employee retention.

  • Offering mental health assistance as part of an organization’s total compensation package is key to attracting the best talent.

    • 35 percent of workers believe mental health benefits are more important than higher pay or salary, and a similar percentage (29 percent) claimed that mental health perks like meditation or yoga matter more than higher pay.

    • 58 percent of employees stated that a healthy work / life balance is more important than financial compensation.

HR professionals and employers play a prominent role in the day-to-day lives of their employees. And as more employees indicate mental health services as a priority, their organizations are taking those needs into account. With each step, SHRM is there to provide support. In 2021, the SHRM Foundation launched the Workplace Mental Health and Wellness Initiative to address the stigma of mental illness and foster an organizational culture that creates opportunities and provides support to those struggling with mental health issues. The conversation will continue at SHRM and the SHRM Foundation’s October 2022 Visionaries Summit, where the agenda will address the importance, strategies, and evaluation of belonging and mental health best practices in the workplace.

Methodology:

SHRM Member Sample

The 2022 Mental Health Workplace Benefits study was conducted from Jan. 4 through Jan. 24, 2022. Online surveys were conducted with a sample of 1,783 adults who are members of SHRM. Respondents were required to be SHRM members who work in human resources at organizations with 10 or more employees. Respondents represented organizations of all sizes — from 10 to more than 25,000 employees — in a wide variety of industries across the United States.

Non-SHRM Member Sample

The 2022 Mental Health Workplace Benefits study was conducted from Jan. 4 through Jan. 24, 2022. Online surveys were conducted with a sample of 1,629 adults who were not members of SHRM. Respondents were required to work in human resources at organizations with 10 or more employees. Respondents represented organizations of all sizes — from 10 to more than 25,000 employees — in a wide variety of industries across the United States.

About SHRM

SHRM, the Society for Human Resource Management, creates better workplaces where employers and employees thrive together. As the voice of all things work, workers and the workplace, SHRM is the foremost expert, convener and thought leader on issues impacting today’s evolving workplaces. With 300,000+ HR and business executive members in 165 countries, SHRM impacts the lives of more than 115 million workers and families globally. Learn more at SHRM.org and on Twitter @SHRM.

About SHRM Foundation

Founded in 1966, the SHRM Foundation is the 501 (c) (3) philanthropic arm of the world’s largest HR professional society, SHRM. SHRM represents more than 300,000 HR professionals across the globe, impacting 115 million workers and their families. The SHRM Foundation mobilizes the power of HR for positive social change in the workplace. Its robust resources, meaningful partnerships, and evidence-based programming educate and empower HR professionals to hire diverse talent, build inclusive workplaces, prioritize workplace mental health and wellness, develop, and support the next generation of HR professionals, and help employees find purpose at work and beyond. Learn more at shrmfoundation.org.

About Otsuka

Otsuka Pharmaceutical Co., Ltd. is a global healthcare company with the corporate philosophy: “Otsuka – people creating new products for better health worldwide.” Otsuka researches, develops, manufactures, and markets innovative products, with a focus on pharmaceutical products to meet unmet medical needs and nutraceutical products for the maintenance of everyday health.

In pharmaceuticals, Otsuka is a leader in the challenging areas of mental, renal, and cardiovascular health and has additional research programs in oncology and on several under-addressed diseases including tuberculosis, a significant global public health issue. These commitments illustrate how Otsuka is a “big venture” company at heart, applying a youthful spirit of creativity in everything it does.

Otsuka established a presence in the US in 1973, and today, its US affiliates include Otsuka Pharmaceutical Development & Commercialization, Inc. (OPDC) and Otsuka America Pharmaceutical, Inc. (OAPI). These two companies’ 1,700 employees in the US develop and commercialize medicines in the areas of mental health, nephrology, and cardiology, using cutting-edge technology to address unmet healthcare needs.

OPDC and OAPI are indirect subsidiaries of Otsuka Pharmaceutical Company, Ltd., which is a subsidiary of Otsuka Holdings Co., Ltd., headquartered in Tokyo, Japan. The Otsuka group of companies employs more than 47,000 people worldwide and has consolidated sales of approximately $ 13.3 billion.

All Otsuka stories start by taking the road less traveled. Learn more about Otsuka in the US at www.otsuka-us.com and connect with us on LinkedIn and Twitter at @OtsukaUS. Otsuka Pharmaceutical Co., Ltd.’s global website is accessible at www.otsuka.co.jp/en/.

Taiwan needs at least 9GW energy storage by 2030

Taiwan’s renewable energy goals will only be made possible with the deployment of energy storage equivalent to 20% of new installed renewable energy capacity, according to the chairman of Taiwan Cement Corporation (TCC).

TCC chairman Nelson Chang gave a speech at the company’s annual general meeting (AGM) earlier this week in which he said the company sees energy storage – and specifically batteries – as “the key to the future of energy”.

Taiwan’s government has planned for renewable energy capacity on the East Asian island to reach 27GW by 2025 and 45GW by 2030 and TCC believes that for this to be integrated and used efficiently and effectively, more than 5GW of energy storage will be needed by 2025 and more than 9GW by 2030.

This matters to TCC, a major cement producer and supplier for Mainland China, because the company is pivoting its business towards a more circular economy model. With cement demand decreasing, TCC is moving more of its efforts towards two key areas: waste treatment and the energy industry.

In reporting Q1 2022 financial results this week, TCC noted that cement revenue from Mainland China decreased 7.8% year-on-year, while sales volume decreased 24.1% and the rising price of coal squeezed the company’s margin and profits.

Nonetheless, its investment into the energy business is paying off. The company has acquired NHOA (formerly Engie EPS), which is active in large-scale energy storage systems (ESS) and electric mobility solutions and has other related subsidiaries such as its own ESS provider in Taiwan, TCC Energy Storage and a battery maker, E-One Moli.

Consolidated revenue for the quarter was NT $ 22.97 billion (US $ 0.78 billion), up 4% from Q1 2021, and the company attributed the growth as being mainly thanks to its new energy business.

Two-thirds of TCC’s profits over the past two years have been plowed into its waste treatment and energy businesses, which Chang said is also key to the company’s move to targeted carbon neutrality.

Company pursuing upstream and downstream battery opportunities

TCC expects to surpass 400MWh of energy storage installations by the end of this year and more than an estimated 2,900MWh by 2024. Chang noted that NHOA is active in 26 countries and that its projects include the world’s biggest vehicle-to-grid (V2G) project to date, in Italy, where NHOA is headquartered.

That site in Turin, developed by NHOA’s e-mobility subsidiary Free2Move, will integrate 600 electric vehicles (EVs) to provide more than 30MW of battery storage. Another NHOA subsidiary is establishing an independent power producer (IPP) business in Southern Europe.

In March, Energy-Storage.news reported that NHOA’s energy storage revenues doubled in 2022 from the previous year. Recent wins include a 200MWh project in Western Australia, although its former parent company Engie canceled a major solar-plus-storage project in Hawaii a few months ago that NHOA was to supply 240MWh of battery storage to.

TCC’s battery manufacturing arms will arrive at 3.3GWh of annual production capacity by 2024, including E-One Moli’s existing 1.6GWh factory in Taiwan and another subsidiary, Molie Quantum Energy, is building what the TCC chairman described as a “super battery factory” with 1.8GWh annual production capacity also in Taiwan, scheduled for opening early next year.

Taiwan’s battery storage market, kickstarted by tenders for frequency regulation by state-owned utility Taiwan Power Company (Taipower) and underpinned by market drivers including the need for reliable green energy at many industrial facilities, has drawn in a number of enthused international players.

Global system integrator Fluence was recently awarded a 60MW / 96MWh project by Taipower, Fluence’s second battery energy storage system (BESS) project in Taiwan, while rivals Powin Energy and Wartsila are among others with active projects. NHOA itself is in an agreement to install 420MWh of BESS for TCC at industrial sites on the island.