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iNtegrate 2 Business Process Redesign:Business Process Recommendations
Benefits AdministrationMay 31, 2013
Business Process Recommendations: Introduction
Draft & Confidential, Not for Distribution.
Business Process Recommendations
3© 2012 Huron Consulting Group. All Rights Reserved. Proprietary & Confidential.
SUB-PROCESS RECOMMENDATION CONTENTS
Recommendations for a redesigned workflow and supporting materials for each of the sub-processes reviewed as part of the iNtegrate 2 BPR project are detailed in the following section. Each sub-process section includes the following:
• Process Overview: A summary narrative of key process steps within the sub-process.• Recommended Future State Process Flow: Detailed process flow of the Future State process steps.• Key Process Changes: For those steps within the Future States that represent primary changes (for one or more
NSHE institutions), an explanation, and justification as necessary, for the process change is highlighted• Alternative Process Options: Process Options not recommended in the future state flow are highlighted along
with a justification of why this option is NOT recommended or incorporated in the process.• Policy Change Requirements: Instances when either institutional or NSHE policy need to be developed or revised
in order to facilitate the recommended process are noted, including recommendations for policy content.• Implementation Challenges: When elements of the recommended future state process were questioned during
workshops or noted as significant areas where implementation would be difficult, further discussion and justification is provided along with examples of institutions also utilizing the recommended process.
• The examples provided are individual institutions utilizing these recommended practices. NSHE represents a diverse set of 8 institutions and the system office presenting limitations in identifying a comparable system or organization that has broadly implemented “best practice” or recommended processes.
• Technology Requirements: Elements of a required technology to enable the process are listed by process step.• Reporting Requirements: Reports, metrics and data points required to monitor and control the process are listed.• NSHE Feedback: Index of comments/feedback provided by NSHE institutions and the Huron response, as needed.
Draft & Confidential, Not for Distribution.
Business Process Recommendations
4© 2012 Huron Consulting Group. All Rights Reserved. Proprietary & Confidential.
POINTS TO CONSIDER
Each sub-process section incorporates some fundamental concepts that should be understood in order to fully consider the recommendations and supporting content.
• Recommendations versus Current State:• These process recommendations represent Huron’s recommendations for a future state business process
and are not intended to comment on the current state processes across NSHE.• Some process elements may already be the practice of some or all NSHE institutions.
• Business Process Swimlanes (horizontal bands):• The business process focuses on the process steps and the work accomplished in these steps and not
the process owners/work locations. Therefore, the developed flows include general swim-lanes that are not role/location specific, such as Accounts Payable Administration, Travel Administration, Research Administration, etc.
• Flows do include required roles like Vendor, faculty/employee/Investigator, etc. but they do not highlight Administrative Assistant, Vice President of X, etc. The recommended process steps can be applied universally and the steps can be aligned in whatever roles/units are appropriate by institution.
Draft & Confidential, Not for Distribution.
Business Process Recommendations
5© 2012 Huron Consulting Group. All Rights Reserved. Proprietary & Confidential.
POINTS TO CONSIDER
Each sub-process section incorporates some fundamental concepts that should be understood in order to fully consider the recommendations and supporting content.
• Existing Supplemental Systems:• Some NSHE institutions have implemented different “systems” or technologies that are supplemental to
the Human Resources or Finance Administration Systems. These process flows assume the existing technologies are integrated into the Future State Business Process.
• Out of Scope Systems:• Some process flows incorporate Non-Human Resource/Finance Systems that are out of scope for
iNtegrate 2 (i.e. a Pre-Award “tracking system”). However, in order to be in line with best practice elements, these out-of-scope technologies were incorporated into the recommended processes.
Business Process Recommendations: Benefits
Administration
Draft & Confidential, Not for Distribution.
PROCESS OVERVIEW
Benefits Administration BPR: PEBP Enrollment
7
• Employee attends benefits orientation and submits basic information to PEBP • PEBP notifies employee of online self-service and employee makes PEBP selection• PEBP provides a Benefits “flat file” 2-3 times per month to HR for processing• HR validates “flat file” and updates employees in HRMS with benefits selections• Payroll is notified of benefit selections and premiums are adjusted within system to account for selections• If an employee changes benefits during open enrollment or due to life changes updated information is included
in “flat file” and updated in a similar manner
The PEBP Enrollment process is the process by which employees enroll in PEBP and the information is transmitted back to HR / Payroll to ensure premiums are correctly deducted from paychecks.
PEBP Benefits Enrollment / ChangesIn
stitu
tion
Empl
oyee
PEBP
Start
1Attend Benefits
Orientation / New Hire
Orientation
3Set-up employee record
and provide link to employee for online
Benefits selection
4Make Benefits
selections
5Receive employee Benefits “flat file”
from PEBP
7Benefits Changes
8bPEBP Life
Event Changes
Yes, Open Enrollment
8aPEBP Open Enrollment
End No
2Complete required
new-hire PEBP Benefits forms
Yes, Life Event
9aReceive “Open
Enrollment” download from
PEBP
9bReceive “Life
Change” update information from
PEBP
End
6Update employee
payroll / HRMS information with
Benefits information
10Update employee
payroll / HRMS information with Benefits information (if required
Draft & Confidential, Not for Distribution.
KEY PROCESS CHANGES
Benefits Administration BPR: PEBP Enrollment
9
Process Flow Title:
Process Step(s): Explanation and Change Justification:
PEBP Benefits Enrollment / Changes 1, 2, 4
Employees attend an NSHE Benefits Orientation and submits information necessary for PEBP to set-up the employee in their benefits system. Employees proceed to make benefits selections using the PEBP online self-service module currently being used.
PEBP Benefits Enrollment / Changes 5, 6, 9a, 9b
Institutions receive a flat file two (2) – three (3) times a month from PEBP that is uploaded directly into the HRMS and the employee information is automatically updated and payroll notified.
This avoids instances where incorrect or no premiums have been applied to an employees initial paychecks and resulted in a large withholding when the flat file is finally received.
The following table outlines the major process changes (NSHE-wide) incorporated into the recommended process.
Draft & Confidential, Not for Distribution.
ALTERNATIVE PROCESS OPTIONS
Benefits Administration BPR: PEBP Enrollment
10
The following table outlines the alternative process options that are not recommended for implementation.
Process Step(s): Alternative Process Justification for Non-Recommendation:
PEBP Enrollment Data integration between NSHE and PEBPData integration between NSHE’s HRMS Benefits Module and PEBP’s system is the ideal, but a flat file that stays current with new employees will help alleviate many of these problems.
Draft & Confidential, Not for Distribution.
TECHNOLOGY REQUIREMENTS
Benefits Administration BPR: PEBP Enrollment
11
The following table lists the system technology requirements necessary to support the recommended process.
Process Flow Title:
Process Step(s): Technology Requirement:
PEBP Benefits Enrollment / Changes 5, 9 Allow for benefits enrollment data to be shared between PEBP and NSHE
PEBP Benefits Enrollment / Changes 5, 9 Allow key piece of data from PEBP and NSHE HR system to be “viewable” or easily referenced from the other system, as
necessary to facilitate the detailed process.
Draft & Confidential, Not for Distribution.
REPORTING REQUIREMENTS
Benefits Administration BPR: PEBP Enrollment
12
The following table lists the reporting requirements and data points that must be captured to support the recommended process.
Process Flow Title: Reporting Requirement: Data Points/Metrics:
PEBP Benefits Enrollment / Changes
Employee Owed Funds (Arrears)• for benefits premium contribution
• Employee Details (Name, position, number, unit, institution)• Monthly employee contribution amount• Number and % of employees enrolled• Contributions not deducted
PEBP Benefits Enrollment / Changes Reconciliation Report • Flat File Deductions ($ / #)
• Deductions Not Taken
Draft & Confidential, Not for Distribution.
PROCESS OVERVIEW
Benefits Administration BPR: Grant-in-Aid
13
• Employee submits Grant-in-Aid request for themselves or on behalf of their spouse / children• HR receives Grant-in-Aid request(s) and verifies eligibility• If eligible, request is sent (electronically) to campus approvers for review and approval• Once approved the Grant-in-Aid is processed by either the “home” institution or the NSHE institution where
courses are taken• If the course was take at another NSHE institution an electronic invoice is sent to that institution to settle the
Grant-in-Aid
Grant-in-aid is the process by which employees (and their spouses / children) can have a portion of their tuition paid for when attending an NSHE institution for graduate or undergraduate courses.
Grant-in-AidG
rant
-in-A
id P
roce
ssin
g De
part
men
tEm
ploy
eeAp
prov
ers
NSH
E In
stitu
tion
6Eligible?
End
No
8Class at own institution?
9aWorkflow Grant-in-Aid
notification to NSHE institution
No
11Receive electronic Invoice from other NSHE schools,
verify, and approve for payment
Start
2Submit to campus
approvers for review and approval
4aNotify HR of request
and approval and submit for eligibility
verification
5Receive request and check for employee eligibility in HRMS
10Provide electronic invoice to requesting NSHE school for employees taking classes
3Approve? YesEnd No
4bNotify employee of
denial
7bNotify employee of
ineligibility
9bProcess Grant-
in-AidYes
12Notify employee of
Grant-in-Aid payment
End
1Complete online
Grant-in-Aid form
7aWorkflow to
approvers for review and signature
Yes
Draft & Confidential, Not for Distribution.
KEY PROCESS CHANGES
Benefits Administration BPR: Grant-in-Aid
15
Process Flow Title:
Process Step(s): Explanation and Change Justification:
Grant-in-Aid 2, 3, 4a / 4b Due to potential for grant-in-aid classes to occur during normal business hours, Grant-in-aid is routed directly to the supervisor / campus approvers
Grant-in-Aid 5, 6, 7a / 7b Grant-in-aid approval, eligibility review, and executive level review are consolidated and streamlined to reduce the number of touchpoints. Eligibility should be determined as soon as possible to avoid unnecessary process activity.
The following table outlines the major process changes (NSHE-wide) incorporated into the recommended process.
Draft & Confidential, Not for Distribution.
TECHNOLOGY REQUIREMENTS
Benefits Administration BPR: Grant-in-Aid
16
The following table lists the system technology requirements necessary to support the recommended process.
Process Flow Title:
Process Step(s): Technology Requirement:
Grant-in-Aid All Incorporate an electronic workflow to enable the routing of reviews and approvals.Grant-in-Aid All Allow approval authority to be delegated (if desired) by individuals for various reasons (vacation / leave / etc.).
Grant-in-Aid 1, 2 The Grant-in-Aid request form is an electronic, editable, online form that upon completion is workflowed through the review and approval process.
Grant-in-Aid 9a, 9b, 10, 11 Electronic workflow sends the electronic grant-in-aid form directly to appropriate Business Office (internal or at other NSHE institutions). This will allow invoices to be sent back electronically and streamline the process.
Draft & Confidential, Not for Distribution.
REPORTING REQUIREMENTS
Benefits Administration BPR: Grant-in-Aid
17
The following table lists the reporting requirements and data points that must be captured to support the recommended process.
Process Flow Title: Reporting Requirement: Data Points/Metrics:
Grant-in-Aid Annual Report – Tuition Benefits Utilized
• Cost of Grant-in-Aid benefits (cost to provide free access to course)• Number of employees who utilize some type of tuition benefit being
offered by the System• Employee Details (unit, title, tenure with NSHE, etc.)
Draft & Confidential, Not for Distribution.
PROCESS OVERVIEW
Benefits Administration BPR: Fee/Tuition Waiver
18
• Employee submits fee / tuition waiver request to take a course at an NSHE institution• HR Administration receives request and verifies employee eligibility• If eligible, request is sent for approval• Fee Waiver is processed at either “home” institution or NSHE institution where the class was taken• “Home” institution or NSHE institution verifies employee has passed class and processes fee / tuition waiver /
invoice• If employee does not pass or complete class “home” institution or NSHE institution where class occurred enter
reimbursement process with employee
The Fee / Tuition Waiver process refers to educational assistance for eligible classified employees who enroll in courses within the Nevada System.
Fee / Tuition WaiverDe
part
men
t Res
pons
ible
Wai
ver /
HR
Empl
oyee
NSH
E In
stitu
tion
Appr
over
s
4Eligible?No
8Class at own institution?
9bWorkflow Fee / Tuition Waiver Request form to other NSHE institution
No
Start
1Complete electronic /
online Fee Waiver Request form
2Route via electronic
workflow department responsible for
Waiver
3Receive request and check for employee eligibility in HRMS
End
Yes
12Pass / Complete
Class?
Yes
13Notify employee
and obtain reimbursement from employee
6Approve?No Yes
Yes
5bNotify employee of
ineligibility
End
7bNotify employee of
denialEnd
7aNotify department
responsible for Waiver processing / employee of
approval
5aNotify approvers of
employee eligibility and Fee / Tuition Waiver
request
10Provide electronic
invoice to requesting NSHE
school
11Receive electronic Invoice from other NSHE schools,
verify, and approve for payment
9aProcess Fee Waiver and approve for
payment
No
Draft & Confidential, Not for Distribution.
KEY PROCESS CHANGES
Benefits Administration BPR: Fee/Tuition Waiver
20
Process Flow Title:
Process Step(s): Explanation and Change Justification:
Fee Tuition Waiver 1, 2 The fee / tuition waiver request form is an electronic, editable, online form that upon completion is workflowed through the review and approval process.
Fee Tuition Waiver 3,4, 5a, 5b
The fee / tuition waiver approvals, eligibility review and executive approval are consolidated and streamlined to reduce the number of touchpoints. After the fee / tuition waiver is submitted, the form is workflowed to HR who checks for eligibility. If they are in fact ineligible the process stops before time is spent chasing down signatures for naught. If they are eligible the process now proceeds electronically through the various levels of review and approval.
Fee Tuition Waiver 12 Once grades are posted, the processing department is responsible for validating that all employees completed / passed the class. If they did not complete or did not pass the class, the reimbursement process begins.
The following table outlines the major process changes (NSHE-wide) incorporated into the recommended process.
Draft & Confidential, Not for Distribution.
TECHNOLOGY REQUIREMENTS
Benefits Administration BPR: Fee/Tuition Waiver
21
The following table lists the system technology requirements necessary to support the recommended process.
Process Flow Title:
Process Step(s): Technology Requirement:
Fee Tuition Waiver All Allow approval authority to be delegated (if desired) by individuals for various reasons (vacation / leave / etc.).
Fee Tuition Waiver 9b, 10, 11Electronic workflow sends the fee / tuition waiver form directly to appropriate Business Office (internal or at other NSHE institutions). This will allows invoices to be sent back electronically allowing the verification / approval of the invoices andsubsequent processing to occur rapidly.
Draft & Confidential, Not for Distribution.
REPORTING REQUIREMENTS
Benefits Administration BPR: Fee/Tuition Waiver
22
The following table lists the reporting requirements and data points that must be captured to support the recommended process.
Process Flow Title: Reporting Requirement: Data Points/Metrics:
Fee Tuition Waiver Annual Report – Tuition Benefits Utilized
• Cost of tuition/fee benefits (cost to provide free access to course)• Number of employees who utilize some type of tuition benefit being
offered by the System• Employee Details (unit, title, tenure with NSHE, etc.)
Draft & Confidential, Not for Distribution.
PROCESS OVERVIEW
Benefits Administration BPR: Leave Management
23
• Employee “leave account” is attached to the employee record on first day of employment• Employee enters leave, specifying type of leave and dates• Approval request is routed to the appropriate supervisors (and HR if applicable)• Employee receives notification (electronically) once a decision has been made• Leave data is transmitted to payroll as part of the nightly download
“Leave Management” refers to the process by which various types of leave are tracked and monitored both for compliance and payroll purposes.
Leave ManagementEm
ploy
eeIn
stitu
tion
7Approve?
10Automatically added to leave
history of employee and is automatically deducted from
leave balance
8bDeny request within
LMSNo
9Approval email sent
to employee
8cHR / Department initiate
Disciplinary Process (if employee takes
unauthorized leave)
11LMS provides nightly download to Payroll with updated leave
balance and appropriate codes (paid, unpaid, FMLA, etc.)
12Receive notification /
enter disciplinary process (if applicable) and
determine next steps
End
Start
2Employee requests
leave in LMS
4aSystem sends
notification of request to Supervisor / HR via
workflow
5aSupervisor / HR receives
notification via email and views request in
LMS
1Set-up employee in HRMS
and LMS
6Review request in
LMS
8aApprove request
within LMS
LMS – Leave Management SystemHRMS – Human Resource Management System
3FMLA / CAT /
Special Leave?No
4bSystem notifies Supervisor and
HR
Yes
5bFMLA / CAT / Special Leave
Process
Yes
Draft & Confidential, Not for Distribution.
KEY PROCESS CHANGES
Benefits Administration BPR: Leave Management
25
Process Flow Title:
Process Step(s): Explanation and Change Justification:
Leave - All 4a, 5a, 6
Leave system notifies supervisors by email when a leave request has been submitted. In addition, the Leave system provides supervisor's with a "queuing" dashboard that allows them to review all pending / approved / closed leave requests and approve / deny active requests. The automation of the process from the employee submitting the request to the supervisor being notifiedand being able to view the request eliminates the potential for forms to be lost and one-off email requests to be overlooked.
Leave - All 8a, 8b
Unlike many of the leave processes currently in place, the approval or denial of a leave request is automatically communicated to the requesting employee. This step now also provides the supervisor with the ability to code in the appropriate type of leave (unpaid, vacation, sick, etc.) directly into their approval / denial. Supervisor training and business rules will need to be in place to minimize incorrect entries and efficiently deal with them when they occur.
Leave - All 10, 11 Leave information is provided nightly to payroll. This step should eliminate the need for a departmental timekeeper to notify / submit a paper Payroll Correction Form for unpaid leaves.
The following table outlines the major process changes (NSHE-wide) incorporated into the recommended process.
Draft & Confidential, Not for Distribution.
TECHNOLOGY REQUIREMENTS
Benefits Administration BPR: Leave Management
26
The following table lists the system technology requirements necessary to support the recommended process.
Process Flow Title:
Process Step(s): Technology Requirement:
Leave - All 1 Leave System must integrate with the HRMS and other on-campus systems so that the information can flow between systems (particularly Leave and Payroll).
Leave - All 1 Allow employee type and by extension "leave rules" to be coded in for each employee.
Leave – All 4b, 5b Address multiple types of leave including FMLA, LWOP, CAT, etc. including the ability to customize approval workflows so that when these types of leaves are requested, the appropriate people are involved in the process.
Leave – All 4b, 5b Recognize and automatically provide employees with relevant information when they enter FMLA, LWOP, or CAT leave.
Leave – All 4b, 5b Automatically provide employees with the necessary information needed upon request FMLA, LWOP, or submitting 3 straight day of sick leave.
Leave – All 4b, 5b Allow for configuration to immediately notify HR upon request FMLA, LWOP, or submitting 3 straight day of sick leave. to ensure required data are collected to protect the university from risk, particularly as it relates to FMLA.
Draft & Confidential, Not for Distribution.
REPORTING REQUIREMENTS
Benefits Administration BPR: Leave Management
27
The following table lists the reporting requirements and data points that must be captured to support the recommended process.
Process Flow Title: Reporting Requirement: Data Points/Metrics:
Leave Management Paid Time Off Report (Quarterly)
• Utilization, by type of leave• Absence rate (absence days / work days)• Unscheduled absence rate (unsched absence days / work days)• Compensation value of unscheduled absences (unscheduled days *
daily rate / FTE)
Business Process Recommendations: NSHE
Feedback
Draft & Confidential, Not for Distribution.
Sub-Process/Topical
Area
Institution Comments/Feedback Huron Response
PEBP Enrollment UNLV
Process #2 - Some of the discussions during the Workshops centered around a recommendation from Huron to allow NSHE employees direct on-line access to PEBP enrollments systems electronically. I don't believe that this recommendation is in the proposal. There is an item about a data exchange, but this is after the employee enrolls. In my opinion, the ideal state would be to be able to send the initial new hire information on benefits eligible employees electronically to PEBP rather than by paper form.
Our recommendation refers to a direct transfer of information to PEBP. Ideally, the employee would complete benefits enrollment via the Self-Service technology, and the enrollment data would be directly transferred to PEBP. This would allow both HR and PEBP access to the information simultaneously. The overall goal is to eliminate lag time, as well as payments in arrears for premiums.
PEBP Enrollment UNLV
Data integration between NSHE and PEBP….stays current with ALL EMPLOYEE STATUS CHANGES….
Our recommendation refers to a direct transfer of information to PEBP. Ideally, the employee would complete benefits enrollment via PeopleSoft/WorkDay Self-Service, and the enrollment data would be directly transferred to PEBP. This would allow both HR and PEBP access to the information simultaneously. The overall goal is to eliminate lag time, as well as payments in arrears for premiums.
PEBP Enrollment UNLV
Allow for benefits enrollment data to be shared….Sure, we know this. Please provide recommendations as to HOW this technology requirement could be implemented.
The specific details for how this information is linked/shared is an important item to consider during the detailed configuration and implementation process, as it is an Implementation Decision.
PEBP Enrollment UNLV Allow for benefit enrollment data to be shared. This should clarify a two-way
electronic (viewable) street This has been clarified via a new Technology Requirement.
PEBP Enrollment UNLV
We not only need to know the monthly employee contribution amounts, but we also need to have a system that could generate a report on which deductions were on the flat file and were not taken. This is a major part of the PEBP Reconciliation which seems to be missing piece of this process - unless of course if the reconciliation is supposed to be different process map
Reconciliation is important and addressed on slide 7 via a new Reporting Requirement.
ROUND 1: MARCH – APRIL 2013
NSHE Feedback: Benefits Administration
29
The following table outlines the NSHE feedback and commentary, as well as Huron response when applicable.
Draft & Confidential, Not for Distribution.
Sub-Process/Topical
Area
Institution Comments/Feedback Huron Response
PEBP Enrollment UNLV
Table? One report? This list doesn't even scratch the surface of business reporting requirements from benefits administration's operations: number of eligible at any given time? Number of employee who deny coverage? Number of employees who change coverages over time? How many employees are covered at any given time? How many employee "life" changing transactions, orientations, manual manipulations of coverage costs....
These are good data points to consider. We have expanded our required reports throughout the materials via Reporting Requirements.
Grant-in-Aid UNLV
Process 2 and 3 - determination of eligibility? How many times does this need to be done? Isn't this repetitive?
Box 2 describes that the employee is submitting his/her request for eligibility verification, it is not suggesting that he/she is verifying his/her own eligibility and this is clarified in the flow language.
Grant-in-Aid UNLV Grant-in-Aid (3,4,5) approval, eligibility review and executive level…."Means What, exactly)
Steps have been consolidated for clarification.
Leave Management UNLV
Process 1 - this should not be a "starting" sub-process - the set-up "status" change to hired should create the Leave module when a leave eligible position is filled, closed, onboarded, and data transferring processes.
This is a sub-process box (double bands at the sides) that describes the entire set-up process as occurring outside the Leave Management process, but keying up important steps within the process, as described.
Leave Management UNLV
Process steps 4a,5a, 6, 8a, 8b, 10 and 11 - this detail is not much different that exists now. What is recommended "difference"?
While this may be similar to the current state for UNLV, this does represent process changes for other institutions under NSHE.
Grant-in-Aid UNLV Seems to incorporate everything we need on the front end. Like all the maps, does not address reporting requirements for reconciliation purposes
Additional Reporting Requirements have been added to facilitate this process.
General DRIShared enrollment data with PEBP and NSHE would be great. Electronic grant-in-aid and tracking of leave will improve process workflow. Question whether PEBP will comply with ESS or require paper?
It will be a challenge for NSHE to work with PEBP on a few of these changes during the Implementation phase.
ROUND 1: MARCH – APRIL 2013
NSHE Feedback: Benefits Administration
30
The following table outlines the NSHE feedback and commentary, as well as Huron response when applicable.
Draft & Confidential, Not for Distribution.
Sub-Process/Topical
Area
Institution Comments/Feedback Huron Response
Grant-in-Aid UNLV
Our position in UNLV HR is that the initial approval of Grant-in-Aid for employees should remain with the supervisor of that employee. In many situations, the employee is requesting to take a class during standard 8 to 5 office hours. In these cases, it is more important that the supervisor agree to an alternative schedule that will ensure work is managed around the time that the employee would be in class. If the supervisor does not believe that a flexible arrangement is appropriate, the leave should not be approved then and there. The suggested path by Huron is one that would place the schedule verification review behind the HR eligibility review -- at a minimum, these reviews should occur concurrently instead of sequentially. That said, movement of the HR eligibility review behind the supervisor review is more appropriate given that very few transactions (in the single digits per year) ever reach us with are denied based upon eligibility.
The map and materials have been updated to reflect the need for supervisors to review the request prior to HR when it comes to Grant-in-Aid. Our original intent was to avoid having a supervisor spend time reviewing and approving forms for someone who is ultimately inelgible. However, per this comment, it appears that the supervisor approval is the necessary first step, not the eligibility issue.
Tuition Waivers CSN
Some processes are not logical – one example is that tuition waivers are not provided to employees but this recommendation is incorporated into the report. We are knowledgeable of the benefits for grant-in-aid. It is more the terminology that concerned me. There is not a waiver of fees but support provided. In addition, tuition is not assessed in Nevada to resident students.
During our work we encountered a variety of different process terminology and execution steps related to tuition waivers; for example, fee waiver, tuition reimbursement, grant-in-aid, education benefit, etc. We refer to each of these benefits more broadly as Fee / Tuition Waiver (the ability for Classified Staff to take up to 6 classes and have the fee waived if they pass the course) and Grant-in-Aid (non-classified staff and their families who are eligible to have part of their tuition to any NSHE campus covered without a grade verification component).
ROUND 2: MAY 2013
NSHE Feedback: Benefits Administration
31
The following table outlines the NSHE feedback and commentary, as well as Huron response when applicable.