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Monday | May 1

7:00 a.m. - 4:30 p.m. Registration

8:30 a.m. - 10:00 a.m. Keynote Session I

Welcome Address
The Untapped Advantage of Organizational Health

Patrick Lencioni
Keynote speaker Patrick LencioniAddressing the model in his cornerstone book, The Advantage, Pat makes the overwhelming case that organizational health “will surpass all other disciplines in business as the greatest opportunity for improvement and competitive advantage.” While too many leaders are still limiting their search for advantage to conventional and largely exhausted areas like marketing, strategy and technology, Pat believes there is an untapped gold mine sitting right beneath them. Instead of trying to become smarter, he asserts that leaders and organizations need to shift their focus to becoming healthier, allowing them to tap into the more-than sufficient intelligence and expertise they already have. He defines a healthy organization as one with minimal politics and confusion, high degrees of morale and productivity, and low turnover among good people. Drawing on his experience consulting to some of the world’s leading teams and reaffirming many of the themes cultivated in his other best-sellers, Pat reveals the four steps to achieving long-term success.

10:45 a.m. - Noon Concurrent Sessions II

Achieve STARS: Why, What, How: Obstacles and Benefits
Ruth Johnston, University of Washington, Associate Vice President
Jenny McNamara, Portland State, Sustainability Manager
Toni Miyamoto, Colorado State, Communications Director
Yolanda Cieters, Seattle University, Sustainability Manager
Claudia Frere-Anderson, University of Washington, Sustainability Director

Hundreds of colleges and universities across the country are using the Sustainability, Tracking, Assessment and Rating System (STARS) to gather data about campus sustainability performance. This panel of campus sustainability experts will share their perspectives and lessons from the field about using STARS to engage stakeholders, manage strategic priorities and create opportunities for continuous improvement that reduce University campuses’ environmental impact, while engaging the curriculum and research components with sustainability initiatives. STARS is a significant management tool for universities because it provides transparency and outcomes, while contributing to our nation’s climate change discourse.

Re-Thinking the Capital Planning Process
Joe Kline, Washington State University, Associate VP for Facilities Services
Dan Costello, Washington State University, Associate VP for Facilities Services
Olivia Yang, Washington State University, Interim Vice President for Finance and Administration

In the Summer of 2015, Washington State University embarked on a new path to plan and prioritize major capital improvements for its main campus located in Pullman, WA as well as its campuses in Vancouver, Everett, Spokane, and Tri-Cities. WSU prototyped a ‘need based’ approach with academic leadership rather than a ‘building based’ approach. The results of this new process cascaded through the university’s prioritization for major, mid-major, and even minor capital improvement projects.

Lean Journey to Re-Engineering Faculty Letters of Offer Using Lean Methodology and Workflow Automation
Michael Schwantes, University of New Mexico Health Sciences Center, CFO
Lisa Gamboa, University of New Mexico School of Medicine, HR Administrator
Jeanne Marquardt, University of New Mexico School of Medicine, Executive Project Director

This session will describe how the University of New Mexico, Health Sciences Center, School of Medicine used the Lean methodology to reduce cycle time for generating a faculty letter of offer. This was a manual process with a high amount of rework and re-processing due to non-standardization, multiple signature and lack of training.

What Every CFO Needs to Know from their HRO
Josh Mackey, Metropolitan State University Denver, Director of Human Resources
Shelby Fritz, Clover Park Technical College, Director of Human Resources and TItle IX Coordinator
Kartha Heinz, The Seattle School of Theology and Psychology, Director of Human Resources

Our panelists will share their individual perspectives from the lens as human resources leaders at a large public university (Metropolitan State University of Denver), a small private university (The Seattle School of Theology and Psychology), and a community college (Clover Park Technical College, Lakewood, WA). Each panelist will address three perennial HR issues such as budget constraints, and three "hot" topics such as Title IX compliance and risk management. They will share their experiences in handling these issues as strategic partners alongside their CFOs.

Achieving Balance - Managing Operating and Capital Goals Under Fiscal Pressure
Jamie Moffitt, Vice President for Finance, Administration and CFO, University of Oregon
Jessica Matsumori, Senior Director/Sector Lead-Education Group, Public Finance, S&P Global Ratings
Ramona M. Sauter, Controller, Santa Clara University
Moderated by Erin Gore, Executive Vice President, National Manager, Education and Nonprofit Banking, Wells Fargo Bank

Balancing a university’s strategic goals has rarely been more challenging than now, given the need to maintain enrollment growth while keeping tuition costs for students reasonable. This is particularly challenging in an environment of low investment returns, uncertain levels of state funding, and other revenue pressures. How are universities managing these challenges while continuing to adequately fund programs and meet their capital spending objectives while not weakening their underlying credit profile?

Retiree Health Savings - Maximizing the Effectiveness of Your Employee Benefits Spend
Pirie McIndoe, Vice President and Senior Consultant, Sibson Consulting
Timothy Lane, President and CEO, Emeriti Retirement Health Solutions

Presentation and case study including a panel from higher education, benefits consulting and industry to explore actions taken in higher education to manage the previously unsustainable nature of traditional retiree medical benefits while examining new tax efficient alternatives available - benefiting both employees and the institution.

An examination of how institutions can improve overall retiree benefits while controlling cost and minimizing risk. The panel will examine existing retiree medical plans including an objective assessment of the unintended consequences for employers that have eliminated retiree healthcare altogether. Some strategies solve short-term financial concerns but the impact may have long-term side effects on an institution's human capital strategy and workforce planning for many years to come. Pre-funded retiree medical strategies that provide sound fiscal policy can cure a looming financial crisis in higher education. Employer-provided medical coverage for both pre-65 and post-65 retirees varies significantly based on the type of institution, total rewards philosophy, culture and the financial capacity to provide benefits to long service employees.

The Affordable Care Act has also led to the emergence of high deductible health plans with Health Savings Accounts (HSA) and many financial advisors see HSAs as a long-term savings vehicle for retirement. The panelists will discuss HSAs and other retiree medical savings options. The presentation will include:
  • A discussion of traditional retiree medical coverage today including pre-Medicare eligible coverage, Cobra, employer subsidies and unfunded benefit promises.
  • Explore the various retiree medical solutions such as grandfathering/freezing plans, private exchanges, Retiree Health Reimbursement Accounts (HRA), VEBAs and other defined contribution plans employed by some institutions.
  • High Deductible Health Plans and the role of HSAs for retirement.
  • An examination of unintended "side effects" of various strategies. As a result, employees may delay retirement resulting in increased health care costs and workforce planning issues impacting institutional renewal.
  • A review of studies suggesting that a couple aged 65 today will need at least $250,000 in savings just to pay for out of pocket medical expenses throughout retirement.
  • The 401(k) model as an example of how to pre-fund retiree medical benefits throughout the employee's working career - but with even better tax advantages.
  • How an institution can significantly increase the value of your benefits spend by up to 40%, by simply taking advantage of triple tax-free savings opportunities.

Noon - 1:30 p.m. Lunch

2:15 p.m. - 3:30 p.m. Concurrent Sessions III

Intentionally Designing a Winning Culture
Jennifer Williams, California State University, San Marcos, Director of Campus Climatef
Katy Rees, California State University, San Marcos, Associate VP for Finance and Administrative Services

Culture happens – why not be in the driver’s seat and design a winning culture? When cultures are built with intentionality, aligned and measured for progress, as well as remain a top priority, it benefits the entire organization and can withstand incredible challenges. Join us to learn how to design an engaged culture to propel your organization forward.

Capturing Costs During a Crisis
David Cajigas, Santa Clara University, Director of Finance and Business Services
Sam Florio, Santa Clara University, Director of Risk Management and Compliance

Learn how Santa Clara University was able to track the costs of emergency vaccine clinics with only 48 hours of planning to support the University’s response when students were diagnosed with meningitis. While the focus was on health care and medical treatment, this session will describe how the administrative support functions of Finance, Procurement and Operations were key to the success of setting up the vaccine clinics and keeping track of costs from multiple internal and external groups.

Testing a Funding Model’s Adaptability to Change
Ina Lancaster, Pima Community College District, Director of Budget and Reporting
Daniel Soza, Pima Community College District, Director of Administrative Services

A well designed funding model should be responsive to organizational changes at the institutional level without compromising the integrity of the model itself or core model factors. Learn how the Adjunct Faculty Funding Allocation (AFFA) Model developed by Pima County Community College District has evolved since its inception and how it was adaptive and responsive to a major change in the administrative organizational structure.

Kevin Villanueva, Director, IT Security, Moss Adams

Staying at the cutting edge of cybersecurity protections can be overwhelming in the ever-growing, shifting digital world.

We will look at the latest threats and trends that are being used as the entry point to data and assets. To help you minimize risk, we will provide an overview of what you and your organization can do to thwart these attacks.

Another very real and ever-growing threat to security is the Internet of Things (IoT), a network of devices that can send and receive data. While these devices offer many benefits by providing luxury and convenience for homes and workplaces and by improving efficiencies, their increased prevalence means increased vigilance for organizations.

Strategies for Capital Finance in an Uncertain Market
Karen Levear, Director, Treasury Operations, University of Oregon
Todd Fraizer, Managing Director, Pricing Group, PFM Financial Advisors, LLC
June Matte, Managing Director, Higher Education, PFM Financial Advisors, LLC

Many of the capital financing decisions we make include considerable planning and long lead times. Given the volatility of today's capital markets with projected rate hikes from the Fed, dueling tax reform proposals from Washington and the uncertainties of events on the international stage, how are Treasury staff and Business Officers able to ensure that their market timing and financing structure decisions are the right ones? This panel will provide an overview of the factors to be considered in planning your approach to the market and provide some strategies for getting the best financial outcomes in these uncertain times.

Content That Connects: How Academic Tools & Programs Are Driving Affordability & Accessibility for Students
Roe J. (RJ) McFarlane, Chief Digital Product Development and Marketing Officer, Follett Higher Education Group

3:45 p.m. - 5:00 p.m. General Session I

Help Them Grow or Watch Them Go: Career Conversations that Employees Want

Beverly Kaye

Beverly KayeResearch confirms that what employees want most is support for their professional development and career growth, and that offering this to them is the single most powerful tool managers have for driving employee engagement, retention, productivity, and performance results. However, in spite of this information being widely understood and acknowledged, career development often gets ‘sidelined’ and employees are left feeling overlooked and undervalued as a result. In order to achieve and sustain high levels of performance there must be a link between what an individual employee is passionate about and what the organization needs to grow its business. An effective way to insure that linkage is to hold every manager accountable for facilitating periodic professional development discussions with each of their employees. If an individual is positively challenged, finds work to be meaningful, and believes that their manager truly cares about their growth, their engagement will be high.