The following is a list of NACUBO resources and organizational links profiled in HR Horizons.
NACUBO publishes a variety of Web sites highlighting specific policy and business topics, including several with human resources-related information.
International Resource Center
The IRC is a resource for international activities and provides a framework for conducting activities abroad.
NACUBO Career Headquarters
NACUBO Career Headquarters is the premier nationwide resource for employment opportunities in higher education business, finance, and administration.
Hiring for a Global Campus-Why a Textbook Approach Will Not Work (November 8, 2012)
Common Compliance Pitfalls with Study Abroad Programs (June 20, 2012)
The Paradigm Shift in 403b - What CBOs Have to Know (February 22, 2012)
Fringe Benefits, Worker Classification, and Accountable Plan Compliance (February 18, 2010)
Compliance and Audit Requirements for Section 403(b) Plans (October 28, 2009)
Ramping up for the New 990-Are You Ready? (June 3, 2009)
HR Strategies for a Difficult Economy (April 28, 2009)
Tapping Your Leadership Potential (April 29, 2008)
A Chief Business Officer's Guide to Presidential Transitions (November 6, 2008)
The Impact of GASB 45 and Emerging Strategies for Post Employment (November 8, 2007)
Doing it Yourself: Completing the Form 990 (December 14, 2006)
Planning for a Pandemic (November 3, 2006)
Business Officer Articles:
(September 2011) Growing enrollments, shrinking budgets, reduced staffing, and increased workload. If this environment has you coming and going, here's how you can set manageable priorities.
Who Will Step Into Your Shoes?
(May 2011) As senior leaders head for the door, formidable changes are hitting higher education. Experts advise focusing on successors who can adapt their strides to keep up with collaboration, complexity, and ambiguity.
The Peaceable Workplace
(July-August 2010) Difference of viewpoint and opinion is a defining characteristic at an institution of higher education. How then can we observe civil behavior even as we disagree? This collection of essays and interviews offers perspectives on building a culture of civility on campus.
Managing Faculty Talent
(May 2010) With an analytics dashboard, human resources and academic leaders at the Ohio State University have at their fingertips trend data that supports faculty workforce planning.
Single Provider, Multiple Choices
(March 2010) Compliance with new 403(b) regulations is reason to review other elements of your retirement plans. At Pepperdine University, that process led to vendor consolidation without losing control or investment choice.
Time to Regroup
(January 2010) It's been a year of tough budget choices. While institution leaders evaluate costs and risks associated with every potential decision, staffing and benefits are a big part of the planning.
Susan Aldridge on Succession Mentoring
(December 2009) Susan Aldridge, president of the University of Maryland University College, discusses the role of mentoring in professional development.
(September 2009) In the already-complex, multigenerational workplace, economic conditions are stalling normal career progress. An expert advises on maintaining productivity while a business officer from each age group offers a viewpoint on work in a time of wage freezes, layoffs, and delayed retirements.
Do the Right Thing
(August 2009) How sure are you that your staff will report potentially improper behavior? Find out how talking, training, and technology can create environments that engage everyone in the business of ethics.
Polish Your Staff's Performance
(August 2009) Three training approaches prepare business office employees for greater accountability within and across departments.
Riding the Health Care Roller Coaster
(March 2009) Large claims are the latest spike in costs to jeopardize a Florida multiple-employer health plan. See how the group's leadership intends to ride out the current crisis.
Share the Health
(July-August 2008) A homegrown campus wellness program shows promise for lowering health-related costs-pumping up employee morale and fitness.
(June 2008) The University of Michigan's business and finance division is mapping the connection between employee and customer satisfaction to fine-tune service and demonstrate accountability.
Leadership for the Long Haul
(November 2007) Find your leaders and get them ready for the future.
Kids on Campus
(September 2007) Stock up on healthy snacks, provide on-site child care, and boost your recruitment results.
Integrated Process, Celebrated Results
(July-August 2007) Be clear about what role faculty and staff can play in your stretch to new levels of campuswide performance. And, when they help make it happen, let them take a bow.
Keep 'em in the Loop
(January 2007) Create an environment conducive to providing timely and constructive criticism and praise.
Talk About Talent
(November 2006) Insights from an EACUBO roundtable suggest how to hire smart, limit turnover, and incorporate new generations into the workplace.
Candace Corvey on Human Capital
(September 2006) Read one expert's take on key human capital challenges faced by higher education.
Battling Health Care Costs Round Two
(July-August 2006) A consortium of Florida colleges and universities had a great idea to save on medical insurance expenses. But when expenses spun out of control, the institutions needed a new strategy.
Resize the Right Way
(April 2006) If you must reduce your workforce, tread gently. Follow a carefully crafted plan. And make sure you prepare for the worst.
Lew Temares Talks HR for Techies
(March 2006) Understand the vital roles of flexibility, training, and schmoozing, and the value of a boss who thinks like a marketer.
Getting Their Best
(January 2006) Yale's campuswide initiative to engage employees is paying off in efficiencies and job satisfaction.
With a Little Bit of Luck and a Lot of Support
(November 2005) What does it take to help employees succeed? Here are seven practices that work.
Doing Right by Departmental Business Officers
(August 2005) The days of managing with command-and-control strategies are numbered. With the advent of decentralized administrative structures, coordination and cultivation are the best approaches to working with departmental business officers.
Leadership Development That Makes a Difference
(May 2005) Creating a culture that fosters leadership among staff and faculty can pay handsomely in employee commitment.
(April 2005) By defying management as usual, NACUBO general session speaker Marcus Buckingham promotes new ways to get the best from the brightest (including yourself).
A Clean Bill of Health
(November 2004) The health care crunch prompted the California Institute of Technology to take matters into its own hands. Now faculty and staff have a less bitter pill to swallow when it comes to benefits costs.
The Faculty Factor
(September 2004) An aging, tenured faculty; few full-time slots; and recruiting challenges.... As these trends evolve, how will American universities fare?
2010 Profile of Higher Education Chief Business and Financial Officers
This NACUBO survey is based on responses received from nearly 1,000 chief financial officers at NACUBO member and nonmember institutions, about half of whom hail from institutions with fewer than 4,000 full-time equivalent students. The 2010 profile report, NACUBO’s first national census of CFOs at American higher education institutions, provides insight about career paths, areas of responsibility, and plans for career advancement, as well as basic demographics of CFOs at U.S. colleges and universities.
College and University Business Administration-Human Resources and Benefits Administration (7th Edition)
As colleges and universities increasingly pursue their markets with a business-like orientation and discipline, the human resources organization has taken on a larger role. Once focused on tactical and transactional work, the HR function now acts as a strategic partner to the institution's leadership as they grapple with issues such as workforce diversity, privacy, and security. This chapter examines the employment cycle, compensation and rewards, employee relations, legal aspects of human resources, employee benefits, and retirement programs.
The Future of Higher Education: A View From CHEMA (2006)
This study, jointly sponsored by 22 member organizations of the Council of Higher Education Management Associations, identifies the forces of change that are building for higher education and seeks to understand their potential implications.
Harnessing Value from Changing Workplace Demographics (2009)
This white paper examines how to bind the different values, needs, perceptions, and work styles in a multi-generational workforce into a cohesive, productive organization that can thrive in today's challenging economic environment. These ideas were originally shared by presenters and participants at the NACUBO Thought Leaders Program: Changing Demographics, Changing Workplace, offered February 8-10, 2009, in Scottsdale, Arizona.
Staff Layoffs and Reductions in Force-Managing the Risks (2009)
This monograph, co-sponsored with the American Council on Education and United Educators, was developed to help campus administrators and institutional managers formulate strategies for adjusting staffing levels and to assess and effectively manage legal risks associated with staff layoffs. The paper also considers the effects layoffs may have on remaining employees.
Higher Education Associations and Consortia:
American Association of University Professors
Among its HR-related information, AAUP routinely reviews faculty retirement practices and policies.
College & University Professional Association for Human Resources (CUPA-HR)
CUPA-HR provides research and education to more than 8,600 HR professionals and others interested in the advancement of human resources in higher education.
Council of Higher Education Management Associations (CHEMA)
CHEMA is an informal voluntary assembly of management-oriented higher education associations in the United States and Canada that share information, compare experiences, and work collectively on projects of shared interest.
Emeriti Retirement Health Solutions
Emeriti is a nonprofit higher education consortium and provider of comprehensive retiree health solutions that include a tax-advantaged health care savings tool; portable, group health insurance; and a reimbursement benefit for qualified medical expenses. Developed with support from the Andrew W. Mellon Foundation and the William and Flora Hewlett Foundation, Emeriti was created to respond to ever-increasing health care costs, concerns about the availability of health care coverage, and the rapid aging of the American population.
Industry Research Organizations:
Aetna offers a broad range of traditional and consumer-directed health insurance products and related services, including medical, pharmacy, dental, behavioral health, group life and disability plans, and medical management capabilities and health care management services for Medicaid plans.
Alfred P. Sloan Foundation
This philanthropic, not-for-profit grantmaking institution provides a wealth of family and work/life balance research and information through a variety of focused efforts, including the Sloan Work and Family Research Network and the Sloan Center on Aging and Work at Boston College.
Center for Retirement Research at Boston College
This initiative provides and promotes research on retirement issues to the public and to the policy community.
The Conference Board
The issues-oriented research provided by this business membership organization encompasses HR-related topics such as talent management.
Cornell Higher Education Research Institute (CHERI)
CHERI provides interdisciplinary research on a range of higher education topics, including research on the changing nature of the faculty.
Employee Benefit Research Institute (EBRI)
EBRI encourages and enhances the development of sound employee benefit programs and public policy through research and education. Publications include issue briefs, fact sheets, employee benefit data, surveys, special reports, and books.
Families and Work Institute
This nonprofit research institute studies changes to the workforce, workplace, family, and community. When Work Works, a project of Families and Work Institute, is a nationwide initiative to bring research on workplace effectiveness and flexibility into community and business practice.
Hay Group is a global management consulting firm that works with leaders to transform strategy into reality.
Hewitt Associates provides human resources consulting and outsourcing services to clients worldwide, helping to implement HR business strategies covering retirement, financial and health management; compensation and total rewards; and performance, talent, and change management.
National Clearinghouse on Academic Worklife
This effort by University of Michigan Center for the Education of Women provides resources to support best practices and policies for faculty career flexibility.
Sibson Consulting, a Division of Segal
Sibson Consulting provides strategic human resources solutions to corporate and non-profit employers. Services include benefits, compensation, talent and performance management, communications, sales force effectiveness, and change management.
Society for Human Resource Management (SHRM)
SHRM serves as the world's largest association devoted to human resource management, representing more than 200,000 individual members in more than 100 countries.
The institute generates research and information on financial security and higher education employment and retirement issues.
Wharton Center for Leadership and Change Management
The Wharton School at the University of Pennsylvania provides research in topics including organizational leadership and change, performance, and executive succession.
Workplace Flexibility 2010
This initiative by Georgetown University supports development of a comprehensive national policy on workplace flexibility at the federal, state, and local levels.
WorldatWork is a global human resources association focused on compensation, benefits, work/life and integrated total rewards to attract, motivate, and retain a talented workforce.
Government Research and Data:
National Center for Education Statistics (NCES)
NCES, located within the U.S. Department of Education and the Institute of Education Sciences, is the primary federal entity for collecting and analyzing data related to education, including demographic and employment data.
U.S. Bureau of Labor Statistics (BLS)
The BLS provides comprehensive data on employment and unemployment, pay and benefits, and worker productivity across industries.
U.S. Census Bureau
Among the wealth of facts and figures available from the U.S. Census Bureau are statistical abstracts of the United States that offer geographic and industry-specific data.
U.S. Department of Labor (DOL)
The DOL promotes improvement of working conditions, opportunities for employment, and protection of retirement and health care benefits and administers a variety of Federal labor laws, including those that guarantee workers' rights to safe and healthful working conditions, a minimum hourly wage and overtime pay, freedom from employment discrimination, unemployment insurance, and other income support.
The Chronicle of Higher Education
The Chronicle covers a full range of higher education topics, including leadership and labor and work/life issues.
The Higher Education Workplace
The Higher Education Workplace is published three times each year by the College and University Professional Association for Human Resources.
Inside Higher Ed
Inside Higher Ed publishes news and career and job information for all areas of higher education.