At EBSCO, we recognize that our people are our most valuable asset. Our Workforce Services and Human Capital Management practices are designed to attract, develop, and retain top talent while fostering a diverse, equitable, and inclusive work environment. These requirements ensure consistent, fair, and effective management of our human capital across all business units, aligning with our corporate values and strategic objective
Standards
EBSCO Employee Health Benefits
Maintain a generous health and welfare benefits suite that, for health, meets the BOD's generosity requirements.
Standard Details >>Reporting for EBSCO Savings and Profit Sharing Plan (“PST”)
Participating business units are required to provide accurate payroll data for the EBSCO Savings and Profit Sharing Plan administration to maintain account accuracy. [Won't need after Easley is implemented with exception to any new port companies acquired]
Standard Details >>Services
When you see this checkmark that denotes a Service that is required. While all Policies, Standards, and Procedures are required some services are optional.
Benefits Management
All business units are required to utilize our centralized Benefits Management service for comprehensive team member benefits administration. This service manages all aspects of employee benefits, including health insurance, profit sharing, retirement plans, and other supplementary benefits. The Benefits Management service facilitates direct interaction between our benefit partners and team members, ensuring seamless administration and support. Business units must comply with this service for all benefit-related activities, maintaining consistent benefit administration, accurate record-keeping, and regulatory compliance across the organization. Any local benefit practices must be reviewed and approved by corporate to ensure uniformity and adherence to company-wide standards.
Service Details >>Profit Sharing and Trust (PST) Management
We manage all aspects of our Profit Sharing and Trust (PST) program. From system maintenance and compliance to participant communications and financial operations, we ensure our PST runs smoothly, complies with regulations, and delivers value to our employees across all operating companies.
Service Details >>Standards
Succession Planning
Business units are required to conduct proactive succession planning for critical roles to support organizational sustainability and growth. To facilitate this, the 9 Box Evaluation Standard must be implemented as a tool for assessing employee performance and potential. This framework helps identify high performers and future leaders, ensuring a strategic approach to talent development. Business units should regularly review and update succession plans and utilize the 9 Box method to inform talent assessments, developing targeted action plans to address identified gaps and strengthen the talent pipeline. [In Successfactors once Easley is implemented]
Standard Details >>9 Box
Business units are required to conduct proactive succession planning for critical roles to support organizational sustainability and growth. To facilitate this, the 9 Box Evaluation Standard must be implemented as a tool for assessing employee performance and potential. This framework helps identify high performers and future leaders, ensuring a strategic approach to talent development. Business units should regularly review and update succession plans and utilize the 9 Box method to inform talent assessments, developing targeted action plans to address identified gaps and strengthen the talent pipeline. [In Successfactors once Easley is implemented]
Standard Details >>Human Capital MVP (Assessment)
With the recognition that human capital both creates and represents a significant portion of a company's value, EBSCO Industries requires the monitoring and measurement of important Human Capital indicators which currently include metrics in the areas of Employee Population; Compensation and Benefits; Diversity, and Equity; Recruitment, Retention, Employee Inclusivity and Satisfaction, Physical and Psychological Safety, Promotion and Development, Succession. Key metrics include items that are measured utilizing the EII annual team member survey.
Standard Details >>DEI Aspiration (IDEA)
Business leaders must create inclusive cultures with diverse teams where talent is treated equitably. This standard requires implementing IDEA action plans to increase awareness and achieve best-in-class DEI practices. Leaders must develop strategies for diverse team building, ensure equitable treatment, and regularly assess progress.
Standard Details >>Policies
Anti-Harassment and Discrimination Policy/Practice
Business units must ensure team members work in a harassment/discrimination-free environment with a mechanism to investigate and redress situations that violate our standards.
Policy Details >>Standards
Safety Program
Business units must maintain an active focus on safety for team member well-being and regulatory compliance.
Standard Details >>HRIS/Other Talent/HR-Related Systems
Business units are required to maintain a secure and sophisticated HRIS to enable workforce management, automate recruiting, and provide timely and accurate compensation. [Pre - Easley, post core functional requirements will be supported by Easley once live]
Standard Details >>Company Holidays
Business units must maintain a competitive package of paid company absences, including at least one of Martin Luther King Day or Juneteenth.
Standard Details >>Time Off
Business units are required to provide a competitive package of paid absences, including vacation, sick time, various types of leave, and family bereavement.
Standard Details >>FMLA and Disability Practices
Business units must ensure complete compliance with all FMLA (and state equivalent), ADA, and ADAAA regulations.
Standard Details >>Communication Postings
Business units are required to maintain federal, state, and locally-required communication postings in common areas for team member access.
Standard Details >>Onboarding
Business units must provide newly-hired team members with all required notifications of key policies and practices.
Standard Details >>Code of Conduct and Reporting Hotline
All business units must maintain an Employee Code of Conduct and provide access to confidential reporting channels to promote a culture of integrity.
Standard Details >>Services
When you see this checkmark that denotes a Service that is required. While all Policies, Standards, and Procedures are required some services are optional.
Compensation and Classification
Business units are required to consult with Corporate HR to develop market-competitive compensation packages and ensure compliance with federal and state requirements on classifying team members.
Service Details >>Worker's Compensation
Business units must focus on swift response to and effective outcomes of workplace injuries, consulting Corporate HR while meeting both team member well-being commitments and state regulations.
Service Details >>Workforce Platform Management (SuccessFactors)
Following the re-implementation of SuccessFactors, all business units are required to fully utilize and integrate with this platform for all Hire to Retire information as the system or record. This includes, but is not limited to, recruitment, onboarding, performance management, learning for core compliance training, compensation, and offboarding processes. Compliance with this requirement ensures data consistency, streamlined processes, and accurate reporting across all organizations.
Service Details >>Workforce & Compliance Management
All business units are required to fully utilize and integrate with this platform for all compliance-related activities. This includes employment verification, RIF activities, acquisition and divestiture processes, position and compensation consulting, and auditing. Compliance with this requirement ensures data consistency, streamlined processes, and accurate reporting across the organization. All local practices must be reviewed and approved by corporate to ensure consistency and compliance.
Service Details >>Payroll & Time Reporting
Corporate owns and operates centralized Payroll Services, which are cross-functional between Accounting and HR, utilizing the core platform SuccessFactors. Business units must support this service by providing accurate and timely payroll data, ensuring employees submit tax withholding forms, adhering to reporting and approval processes, and complying with federal, state, and local tax requirements. Business units must notify corporate of any operational changes affecting payroll. All local practices must be reviewed and approved by corporate to ensure consistency and compliance across the organization
Service Details >>Confidential Reporting Line (Hotline)
Business units must provide team members with an avenue to anonymously report fraud and other serious matters to management
Service Details >>Discipline Experts
