Humber is developing an Employee Well-Being and Engagement Framework and we need your help. As a Humber employee, your experience and your opinion matter. We need you to share them with us as part of the upcoming voting and feedback sessions. In order to make sure you have all the information you need to have input and inform what we do next, we have developed some FAQs about the Employee Well-Being and Engagement Initiative. You can also find more information about the initiative here.  

Frequently Asked Questions – Employee Well-being and Engagement

1. What is the Employee Well-being and Engagement initiative all about?
   
   Under Humber’s Strategic Pillar – Healthy Inclusive Community (Strategic Initiative 7.2 – Employee Engagement), this initiative seeks to structure, strengthen, and harmonize Humber’s commitment to creating a healthy and inclusive community through the development and implementation of an employee engagement and wellness strategy.
   
   Through this initiative, employees will have an opportunity to define the elements of a framework that will describe Humber’s commitment to employee well-being and engagement and will drive actions, goals, strategies and programs to achieve these commitments.
    
2. What is the Employee Well-being and Engagement Framework?
   
   The Employee Well-being and Engagement Framework is a structure or graphical representation of what Humber will define as Dimensions and Drivers of well-being and engagement. Currently, Humber does not have a framework or described structure for well-being and engagement. What is shared on the employee well-being and engagement website is not an already developed framework. Rather, it provides points of discussion around dimensions and drivers to allow employees to define Humber’s Employee Well-being and Engagement Framework through the voting/feedback process.
    
3. What are the main stages or process steps in the Employee Well-being and Engagement initiative?
   
   There are some very specific steps in this initiative, many of them directly involve employees contributing to defining our framework. The main steps are:
    
   1. Develop the discussion dimensions and drivers from industry research and leading practices in employee well-being and engagement.
   2. Present these dimensions and drivers to employees and have them vote on those that are most important to them (this is where we need input from you, the employee).
   3. Collate voting results and derive Humber’s draft Employee Well-being and Engagement Framework.
   4. Present the draft framework to employees and invite them to share their stories, recommendations, expectations and needs in a town hall opportunity (in person and online) that will allow us to get specifics about what employees want to see as well-being and engagement actions.
   5. Refine the draft framework based on the feedback received.
   6. Conduct a baseline survey on the framework Dimensions and Drivers to understand gaps.
   7. ​Use the data collected from steps 4 and 5 above to formulate an action plan for well-being and engagement.
       
4. What are Dimensions and Drivers?
   
   Dimensions are: areas of focus that allow us to categorize organizational responses (projects, programs, solutions, approaches, processes, etc.) into definable containers.
   
   Drivers are: a condition, strategy or capability that shapes and enables mindsets, culture, behaviours, and goals. These typically become translated into specific actions. 
   
   For a list of dimensions and drivers and more information on the employee engagement and well-being initiative, please visit humber.ca/hroe/oe.
    
5. Where did these Dimensions and Drivers come from?
   
   The Dimensions and Drivers presented for voting and discussion were collated in-house by the Organizational Effectiveness team within the Human Resources and Organizational Effectiveness Division. They draw on academic, industry (public sector and higher education), and leading practice research on employee well-being and engagement, and take into consideration the unique and diverse needs of Humber College.
    
6. Why do employees have to vote?
   
   Employees need to vote because we need input. The proposed list of dimensions and drivers are a starting point to begin the discussion. Voting is a way for us to reduce a large list of leading Dimensions and Drivers to a more manageable and meaningful list that can make up our framework. Voting allows us to reduce the list without having to draw on employees’ time to discuss this large list. When employees vote, the Dimensions and Drivers that obtain the most votes will go forward as the draft framework elements. 
   
   When employees attend an information session, we will share information on the Dimensions and Drivers, and will then begin voting on the ones that are important to you. We will use that data to build the draft framework (the refined list), which we will share back with employees and initiate step 4 described above.
    
7. What if I decide not to vote?
   
   The Eemployee Well-being and Engagement initiative is about employees. We can’t determine what well-being and engagement looks like at Humber without the input of the employees that make up Humber. You have a say in the framework. Not voting would mean that you miss out on the opportunity to say what Humber should focus on when it comes to employee well-being and engagement. If you want your voice to be heard, you need to vote and participate in the other project activities such as steps 4 and 6 above.
    
8. Why should employee well-being and engagement matter to me?
   
   We recognize that employee well-being and engagement is in many respects, an individual response to how the mental and emotional state and psychological investment that an employee makes in an organization, is influenced by everything the they experience in the organization. However, employee well-being and engagement is also an organizational priority that Humber is committed to supporting through actions and programs that benefit all employees.
   
   It is both an individual and collective responsibility to demonstrate care and concern, to raise issues and make recommendations that will benefit everyone when it comes to employee well-being and engagement. Employees need to feel comfortable and empowered to raise concerns and provide recommendations so that changes occur. The multiple employee feedback opportunities provided through this initiative allow employees to let their voices be heard and to help us build something truly culture defining.
    
9. What happens if a dimension or driver I care about and vote for, is not selected?
   
   It is possible that a Dimension or Driver you like and voted for, may not be selected in the refined listing that will form the draft framework. There are more than thirty (3) dimensions and drivers altogether that you will vote on. What we end up with will reflect what the majority of employees want Humber to focus on.
    
10. Who should participate in voting and other employee activities?
    
    This initiative is for every type of employee – Full-time Admin, Academic, Support, Part-time Admin, Academic, Regular Part-time Support Staff, Partial Load employee under contract and student employees.
     
11. Is my vote and other contributions, such as when I participate in the survey, confidential?
    
    Yes. We will be careful to ensure that only essential demographic information is collected from employees during any feedback exercise.
     
12. What if I don’t think this initiative or my contribution will make any difference?
    
    Your input matters. Your experience matters. Without your insights, we can’t develop a meaningful Employee Well-being and Engagement Framework. Together, we can build a meaningful framework and programs, services and supports that reflect what matters most to Humber employees.
     
13. Whom should I reach out to if I have more questions?
    
    We welcome your questions. Please contact:

Advising & Career Services at Humber College conducts an annual Advisor Training Conference. Each year, the Advisor Training Conference has a theme reflected in aspects of holistic approach to student advising. The attendees of this conference will be from Humber College, University of Guelph Humber and Humber Community Outreach and Workforce Development. 

This year our theme is “Advising Without Silos: Collaborating for Student Success”. The training conference will be taking place on May 27 at the North Campus and May 28 at the Lakeshore Campus. Please mark your calendars. 

On behalf of our Advisor Training Program Committee, we are excited to launch a new opportunity to our colleagues. This year we are encouraging staff and faculty who are interested to submit proposals to present. Sessions will be scheduled for approximately one hour. If you are interested in submitting a proposal please complete the Presentation Proposal Form.  

Deadline to submit a presentation proposal is March 18, 2020. Successful presentations will be contacted by end of March. We hope that you will submit a proposal and join us as we continue to advance the field of advising and student success at Humber.

This workshop is a high-level overview of Office365. 

Office365 is so much more than just email!  Learn about some of the more popular apps, including OneDrive, and how collaboration can make your job easier. 

Reserve your spot today. 

These will be the last workshops until April 2020.

• North Campus, L132
  Tuesday, March 10 at 10:30 a.m. – 11:30 a.m. 
• Lakeshore Campus, L3014
  April 30 at 1:30 a.m. to 2:30 p.m. 

Humber Centre for Entrepreneurship and Seneca HELIX are pleased to invite you to the Inspire Entrepreneurship Conference on Thursday, May 7, 2020 at the Lakeshore Campus.

This one-day conference will bring together and support students, entrepreneurship educators, entrepreneurs, community and Industry partners in their entrepreneurial journey. Participants will have the ability to connect, collaborate and create within the entrepreneurial ecosystem.

If anyone is interested in holding a workshop or a panel session, please complete the attached form or visit our website for more information.

Deadline for proposals is Thursday, March 12, 2020.