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(M15) Human Resources
Contractor Assurance

​​​​​​​​​​​​​​​​​​​Management System Owner: Head, Workforce Development and Resources Section (WDRS)

Revision and Date: Revision 2.2 - July 12, 2018

1.0 Purp​ose

The Human Resource (HR) Management System supports the Laboratory by developing and implementing HR programs, processes, and policies that enable the Laboratory to attract, hire, develop, compensate, retain, and reward a highly qualified workforce within the guidelines of all applicable labor agreements, federal and state laws or guidelines.  The HR Management System supports managers in managing their staff to meet the strategic goals of Fermi National Accelerator Laboratory (FNAL).

2.0 Roles and Responsi​bilities

Title Responsibilities
Laboratory Director
  • Approving the Laboratory's HR policies
  • Communicating Equal Employment Opportunity/Affirmative Action (EEO/AA) focus to all staff.
  • Laboratory Chief Operations Officer (COO)
  • Approving the Laboratory's HR policies, programs and initiatives
  • Directing changes and priorities of HR to support the lab's strategic objectives
  • Division/Section Heads
  • Establishing workforce plans for the Division/Section and staffing needs for projects
  • Managing their organizations within the guidelines of all HR policies, standards, and procedures
  • Administering Laboratory compensation and paid time off programs equitably to achieve organizational goals
  • Identifying and fostering efforts to achieve a diverse workforce.
  • Head of Workforce Development and Resources Section (WDRS)

    The Assistant Director to HR is the steward of the HR Management System and is responsible for designing, recommending, implementing, and communicating HR policies, procedures, and systems.

    Immediate Manager
  • Managing their organizations within the guidelines of all HR policies, standards, and procedures
  • Developing staff capability to meet future needs by building new competencies, maintaining an appropriately motivated staff, and supporting their long-term professional development
  • Administering Laboratory compensation and paid time off equitably to achieve organizational goals
  • Administering Scientific Staff appointments consistent with FNAL policy
  • Ensuring that activities of employees are planned and executed in accord with union contracts
  • Identifying and fostering efforts to achieve a diverse workforce
  • Developing and maintaining a supportive work environment.
  • Supervisor
  • Taking proactive steps to ensure that all employees in the work group are treated fairly and equitably without regard to race, creed, color, disability, age or sexual orientation
  • Providing meaningful and realistic performance expectations and feedback to staff
  • Recognizing and rewarding staff fairly within established guidelines
  • Creating and maintaining a work environment that is free from all forms of harassment
  • Developing staff capability to meet future needs by building new competencies, maintaining an appropriately trained and motivated staff, and supporting their long-term professional development
  • Developing and maintaining a supportive work environment
  • Administering Laboratory compensation and paid time off equitably to achieve organizational goals
  • Ensuring that activities of employees are planned and executed in accord with union contacts.
  • Staff
  • Complying with Laboratory policies, standards, procedures, and regulatory requirements
  • Acting as necessary to ensure safe and effective operations
  • Keeping capabilities and qualifications current, including completing required training for assigned tasks and work location
  • Seeking supervisory feedback on their performance
  • Using available Laboratory programs to address concerns and employment issues.
  • Laboratory Committees

    The following Laboratory-level committees are maintained by this Management System:

    • Employee Advisory Group (EAG) (together with the Office of Communications)
    • Committee of Champions
    • Wellness Committee
    • Retirement Investment Committee
    • Lab Resource Groups.

    3.0 Primary Requirem​ents

    M&O Contract

    • ​DOE Prime Contract No. DE-AC02-07CH11359 for the Management and Operation of the Fermi National Accelerator Laboratory (Fermilab)
    • Fermilab Performance Evaluation and Measurement Plan (PEMP)
    • Goal 6.3  

    Other DOE orders and instructions

    • Appendix A
    • Appendix H
    • DOE Order 350-1

    FRA Contract Clause Mapping to Management Systems

    https://fermipoint.fnal.gov/organization/ood/cas/

    4.0 Management System Description Overview​​

    The Human Resources Management System consists of policies, processes and programs that are developed by Human Resources and implemented by managers and supervisors across the Laboratory. The Human Resources staff advise line managers about the application of the system and are delegated approval authority by the Laboratory Director for selected actions to ensure the consistent application of the system.

    The Human Resource Management System has the following ten components:

    1. Staffing/Recruitment
    2. Benefits
    3. Labor and Employee Relations
    4. Compensation
    5. Human Resources Information Systems
    6. Diversity & Inclusion
    7. Office of Professional and Organizational Development
    8. Global Services
    9. HR Partners

    The Human Resources Management System supports the Laboratory's management by:

    • Providing expert delivery of HR services to the Laboratory
    • Ensuring that appropriate workforce planning, hiring and staff development meet the technology and capability needs of organizations.

    4.1               Staffing/Recrui​​tment

    Staffing/Recruitment provides expert design, development, and delivery of programs to attract and retain highly qualified staff and to ensure an equitable selection process without regard to race, color, religion, age, gender, national origin, sexual orientation, disability, or veteran status.  Staffing/Recruitment provides the following services to hiring managers:

    • Assists in identifying resource needs through a process that includes determining the minimum qualifications and competencies necessary to perform the requirements of a position
    • Assists in identifying and attracting candidates to meet needs through sourcing programs
    • Recruits qualified candidates by notifying internal staff and external candidates, organizations, and government agencies of current job opportunities.  Screens applicants against the minimum qualifications required for the position.  Forwards the qualified slate of candidates to the hiring manager.
    • Assists with the interview process by documenting the interview selection process, notifying successful and unsuccessful candidates, and coordinating background investigations
    • Assists in selecting qualified candidates by extending job offers, providing relocation assistance, coordinating the hiring of foreign nationals, and facilitating the staff hire-on process, which includes preparing all new-hire documents and new-hire orientation
    • Provides support services for the directorate, departments, and divisions in recruiting and selecting certain scientific and non-scientific staff
    • Develops, implements, and interprets policies, practices, and procedures for recruitment, selection, and termination
    • Administers the summer hire programs.

    4.2               Bene​​fits

    Benefits plans, develops, implements and administers the FNAL benefit program.  Benefits develops and implements a competitive benefit program that attracts and retains a high-quality staff while controlling costs.  It ensures compliance with applicable laws, regulations, and DOE requirements for the following programs:  medical insurance, dental insurance, life insurance, AD&D insurance, long-term disability, travel accident, long-term care, reimbursement accounts, 401(a) retirement program, 401(b) retirement program, FMLA, and COBRA.

    Benefits provides the following services:

    • Creates, plans, develops the comprehensive benefits package
    • Negotiates the benefits package with service providers and DOE
    • Administers the benefits package for staff and managers, which includes making changes in status, conducting the annual open enrollment, and providing counsel to staff and retirees.​ It also includes processing the appropriate forms for claims or changes associated with the flexible reimbursement spending account, long-term disability, and retirement/pension programs.
    • Communicates the Laboratory's benefit program to employees
    • Performs statutory tests of benefit plans, monitors costs, and submits required reports
    • Develops wellness programs that target development of healthy lifestyles
    • Manages the employee assistance program.

    4.3               Labor and Emplo​​yee Relations

    Employee Relations provides guidance to employees and supervisors in resolving work-related issues.  Employee Relations provides the following services:

    • Assists employees with work-related issues and concerns
    • Consults with line managers to resolve work-related issues and concerns
    • Interprets HR policies and procedures and recommends modifications when appropriate
    • Provides line managers with direction on the delivery of disciplinary actions to ensure they are consistent with Laboratory policy, prior instances and circumstances involved
    • Administers the service award program
    • Labor Relations administers the Labor agreements between the Laboratory and union-represented employees.

    Labor Relations provides the following services:

    • Develops bargaining objectives and negotiates the labor contracts
    • Interprets contracts and provides guidance to line managers
    • Responds to grievances and prepares materials for arbitration hearings
    • Prepares and approves all disciplinary actions for bargaining unit personnel
    • Administers the Laboratory Alcohol and Substance Abuse Policy
    • Provides training to managers and supervisors of represented staff
    • ​Ensures compliance with the National Labor Relations Act, decisions of the National Labor Relations Board, and DOE policies that regulate matters
    • Serves as point-of-contact for the Laboratory with union officers.

    4.4               Compensat​​ion

    Compensation establishes processes that will attract, retain, motivate, and develop qualified staff members to meet the needs of the Laboratory through performance management and direct/indirect compensation packages.  The following services are provided to staff and managers:

    • A compensation system to promote employee performance and pay for performance
    • A compensation system that ensures salaries are administered equitably through the design and analysis of salary structures in relationship to the relevant markets
    • Recommends new salary structures and the Compensation Increase Plan (CIP) to DOE on an annual basis.  Reviews and approves salary increase adjustments
    • Develops and maintains job descriptions and job families
    • Develops and administers the recognition and reward system
    • Prepares required DOE reports; tracks and controls salary increase expenditures
    • Prepares and distributes managerial and employee communications on the compensation system
    • Performs job evaluations as required and determines the appropriate salary and job level for new hires and newly created positions.

    4.5               Human Resources Information S​ystems

    The Human Capital Management Office is responsible for the business (HR) function of the Laboratory's Human Capital Management (HCM) system (FermiWorks) and the data flow to related downline systems.  The Human Resources Information Systems (HRIS) team provides the following services:   

    • Safeguards the integrity of all current and historical employee data electronically in FermiWorks and in paper files
    • Creates and schedules automatic reports based on internal customer requests and required DOE, National Science Foundation (NSF) and other external agencies 
    • Maintains and enhances online HR business processes via FermiWorks
    • Facilitates and audits Lab-wide usage of FermiWorks with a focus of manager and self-service for most HR related business processes such as changes in compensation, job, contact and personal information, performance and talent management and benefit life events
    • Works closely with Payroll in managing weekly/monthly payroll processes
    • Minimal paper filing still exists for required documentation not yet captured in FermiWorks.

    4.6              Diversity & Inclusion

    The HR Management system establishes processes that encourage the recruitment and retention of a highly skilled and diverse staff and implements programs that encourage respect for individual differences and an environment that fosters employee development and creativity.  Diversity & Inclusion ensures that the Laboratory is in compliance with Federal and Illinois State Equal Employment Opportunity (EEO) laws and regulations by the following services:

    • Prepares the Laboratory Affirmative Action Plan and Strategic Diversity Plan
    • Develops relationships with outside sources of diverse job candidates
    • Identifies problem areas where staff underutilization has been identified
    • Audits and monitors personnel actions to ensure compliance with EEO requirements
    • Manages summer TARGET (high school), SIST (undergraduate) and GEM (graduate) programs
    • Manages laboratory resource groups that represent diverse identities to bridge scientific research, research collaborations, user experience and workforce teams
    • Develops strategies to moderate organizational climate.

    4.7               Office of Professional and Organizational D​evelopment (OPOD)

    The HR Management System provides opportunities to enhance the development and performance of employees, managers, and organizations.  The Office of Professional and Organizational Development provides the following services to staff and managers:

    • Assists line managers in assessing the training needs of staff and assists in developing plans to meet those needs
    • Provides management and supervisory training programs based on the needs of the Laboratory
    • Provides professional computer and technical development programs based on employee needs
    • Administers the Tuition Assistance Program, University of Chicago Tuition Remission and Fermi Research Alliance (FRA) Scholarship Programs.

    4.8               Global Servi​​ces

    • Administers the Foreign Visitors and Assignments Program
    • Certifies and administers the J-1 Program
    • Assists employees with non-resident visas and permanent residence cases
    • Enters data into FACTS and SERVIS systems
    • Assists users with acculturation and daily living services
    • Coordinates the Users Executive Committee meetings.

    4.9             HR Par​tners

    • Local HR Partners and principal contacts for managers and employees on human resources matters
    • Act as liaisons between divisions and sections and core HR areas
    • First point of contact on HR questions, issues and concerns related to benefits, compensation, employee relations, FMLA and leave of absence, diversity, training and development
    • Provide on-the-ground administration for performance review and spot award programs
    • Enables problem resolution for staff who raise issues on discrimination or harrassment
    • Manages the work modification, ADA accommodation program.

    5.0 Reports, Audits, Assessments an​​d Required Records

     

    Ref 1

    Ref 2

    DOE HR DELIVERABLES

    Owner

    Due

     

     

    OCTOBER      

     

    Oct

    iBenefits

    iBenefits

    Labor Relations reporting on Collective Bargaining Agreements (CBAs)

    Updates if new CBAs signed or amended during the prior quarter.

    Juanita

    10/1

    iBenefits

    iBenefits

    Post-Retirement Benefits (PRB) Update

    Jennifer

    10/10

    H.21

    (d) (3)

    5500 & 5300 IRS form and schedules and actuarial

    (due date is 5/31, file 10/15 with approved IRS extension every year)

    Jennifer

    10/15

    H.21

    (d)

    Copy of Annual Pension Plan Audit by Independent Organization (due with Form 5500)

    Jennifer

    10/15

     

     

    NOVEMBER

     

    Nov

    H.21

    (b)(10)(i)

    Contractor Salary-Wage Increase Expenditure Annual Report - form 3220.8

    Heather

    11/15

    J.1

    (X)(3)(B)

    Annual Report of Retention Bonuses

    Heather

    11/15

    J.1

    (X)(3)(A)

    Annual Report of Sign-on / Recruitment Bonuses

    Heather

    11/15

    J.1

    (III)(b)(3)

    Annual Stipend Report

    Heather

    11/15

    J.1

    (III)(b)(1)

    CIP Individual Salary Increases >15%

    Heather

    11/15

    J.1

    (IX)(a)

    Utilization and Costs of the Recognition Program Report  (R&R, SPOT, EPRA awards)

    Heather

    11/15

    J.1

    (X)(3)(C)

    Annual Service Credit Usage Report

    Heather

    11/15

     

     

    DECEMBER

     

    Dec

    J.1

    II

    HR Balanced Scorecard Plan

    Christine

    12/29

    H.21

    (B)(6)

    Insurance Policy Change Approval ~ annual report

    Jennifer

    12/31

     

     

    JANUARY

     

    Jan

    iBenefits

    O 350.1

    iBenefits

    Page I-3

    Collective Bargaining Agreement "Report of Settlement" 

    Firefighters, Drivers, Machinists, and Mechanics

    Juanita

    1/1

    iBenefits

    iBenefits

    Labor Relations reporting on Collective Bargaining Agreements (CBAs)

    Updates if new CBAs signed or amended during the prior quarter.

    Juanita

    1/1

    H.22

    (b)(2)

    Top Five Most Highly Compensated Executives

    Annual report and required w/new director and COO   

    Heather

    1/4

    O 350.1

    (8)(4)(b-c)

    Semiannual Substance Abuse Report ~ firm due date

    Christine / Kelly

    1/30

     

     

    FEBRUARY

     

    Feb

    iBenefits

    iBenefits

    Program Office Allocation Updates

    Jennifer

    2/1 & 7/25

    iBenefits

    iBenefits

    Current Post-Retirement Benefit Management Plan  (Fermilab)

    Jennifer

    2/21

     

     

    MARCH

     

    Mar

    iBenefits

    iBenefits

    Compensation and Benefits Report (CABR) for previous calendar year – firm due date

    Payroll, Laurie, Jennifer

    3/1

    iBenefits

    H.21

    iBenefits

    (b)(11)(iii)

    Workforce Restructuring Report

    (aka Annual Report of Contractor Expenditures for Employee Supplemental Compensation)

    Laurie, Meghan, Jennifer

    3/15

    J.1

    II

    HR Strategic Plan

    Tara

    3/26

     

     

    APRIL

     

    Apr

    iBenefits

    iBenefits

    Labor Relations reporting on Collective Bargaining Agreements (CBAs)

    Updates if new CBAs signed or amended during the prior quarter.

    Juanita

    4/1

    I.102

     

    Diversity Strategic Plan Update ~ annual report

    Sandra

    4/6

    H.21

    (b)(8)(iv)

    Individual Compensation Action / Director Package and Salary Increase

    Kay

    4/30

     

     

    MAY

     

    May

    I.28

    (b)(3)

    Affirmative Action Programs  (all - 41 CFR 60-2.11)  report (for 2015-5/4/16)

    Sandra

    5/4

     

     

    JUNE

     

    Jun

    iBenefits

    iBenefits

    Prior year Annual Funding Valuation  (aka PRB Prim)

    Jennifer

    6/13

    iBenefits

    iBenefits

    Benefit Metrics Survey  (aka BenMetric)

    Jennifer

     

    iBenefits

    iBenefits

    Financial Statement Reporting

    Jennifer

    6/30 & 9/30

     

     

    JULY

     

    Jul

    iBenefits

    iBenefits

    Labor Relations reporting on Collective Bargaining Agreements (CBAs)

    Updates if new CBAs signed or amended during the prior quarter.

    Juanita

    7/1

    H.21

    (c)(1)

    BenVal - Benefit Value Study/Measure  (every 3 years) Due: July 2018

    Jennifer

    7/22

    iBenefits

    iBenefits

    Program Office Allocation Updates

    Jennifer

    7/25 & 2/1

    H.21

    J.1

    (b)(8)(iii)

    (III)(c)(1)

    Annual Compensation Increase Plan (CIP)  (see also O350.1 Page IV-3)

    Salary Increase Authorization Proposal  -  aka Compensation Increase Plan (CIP)

    Heather

    7/30

    O 350.1

    (8)(4)(b-c)

    Semiannual Substance Abuse Report  -  firm due date

    Christine / Kelly

    7/30

     

     

    AUGUST

     

    Aug

    H.21

    (b)(11)(iv)

    Per Capita Cost Comparison Analysis (cost study)

    Jennifer

    8/1

    iBenefits

    iBenefits

    2016 Budget Request / update of January estimates  (Fermilab and SSC)

    Jennifer

    8/4

    iBenefits

    iBenefits

    Post Retirement Benefit (PRB) Update

    Jennifer

    8/16

     

     

    SEPTEMBER

     

    Sept

    I.10B

    (c)(2)

    Report Top 5 Executive's Compensation (fsrs) *Attempt Required* System not available

    Laurie

    9/30

    J.1

    (VIII)(a)

    Training Money and Employees Annual Report

    Barb

    9/30

    I.30

    (c)

    VETS-100A Reports  (via:  http://www.dol.gov/vets/vets100filing.htm)

    Sandra

    9/30

    EEO1 rpt

    EEO1 rpt

    EEO1 Report  (due to the Department of Labor)

    Sandra

    9/30

    iBenefits

    iBenefits

    Financial Statement Reporting

    Jennifer

    9/30 & 6/30


       
    DOE HR DELIVERABLES – AS REQUIRED

     

     

    iBenefits

    O 350.1

    iBenefits

    Page I-3

    Collective Bargaining Agreement "Report of Settlement" 

    Firefighters, Drivers, Machinists, and Mechanics

    Juanita

    As Required

    H.21

    (b)(8)(iv)

    Individual Compensation Action – Key Personnel Hire

    Kay

    As Required

    H.21

    (b)(8)(v)

    Any Proposed Establishment of an incentive Compensation Plan

    Heather

    As Required

    O 350.1

    Page V-8

    Any support costs associated w/operation of dependent care facilities (for approval)

    Kay 

    As Required

    O 350.1

    Page V-6

    Benefit Program design/funding changes

    Jennifer

    As Required

    J.1

    (IX)(a)

    CO Approval of awards >$10,000 or 15% of base  (Nov 15, as needed)

    Heather

    As Required

    O 350.1

    Page I-3

    Consult w/ Contracting Officer prior and during Collective Bargaining Agreements negotiations

    Juanita

    As Required

    J.1

    (IX)(g)

    Employee Assistance Program (EAP) changes submitted for approval

    Jennifer

    As Required

    J.1

    (IX)(d)

    Idea Award report

     

    As Required

    O 350.1

    Page IV-3

    Major Compensation Program design changes

    Heather

    As Required

    O 350.1

    Page I-3

    Notification of possible strike situations

    Juanita

    As Required

    O 350.1

    Page IV-5

    Overtime Control Plan

     Kay

    As Required

    H.21

    (d)(1)-(8)

    Proposed changes to pension plans and/or funding

    Jennifer

    As Required

    O 350.1

    Page IV-5

    Semiannual report on Overtime use

     Kay

    As Required

    O 350.1

    Page III-7

    Work Force Reduction Notification

    Kay

    As Required

    O 350.1

    Page I-3

    Send Copies of Correspondence with the National Labor Relations Board (NLRB) or National Mediation Board (NMB) - Firefighters

    Juanita

    As Required


    WDRS Assessments Matrix
    SubjectPerforming OrgAssessed OrgSystemsAssessmentFrequency
    401(a) and 403(b) Plans External AuditKPMGBenefitsBOTPAnnual
    401(a) Plan Non-discrimination TestingTIAA-CREFBenefitsBOTPEvery 3 yrs
    A.123 Benefits Administration Controls AssessmentWDRSBenefitsBOMAAnnual
    Annual Benefits Cost StudyDOEBenefitsBOTP, MA  Annual
    Benefits Billing Process DocumentationWDRSBenefitsBOMAOngoing
    Benefits Billing Self-AssessmentWDRSBenefitsBOMOOngoing
    Benefits Metrics ReportWDRSBenefitsBOMO Every other year
    COBRA Process DocumentationWDRSBenefitsBOMOOngoing
    Contractor Report of Supplementary Compensation (F.3220 Report)WDRS, PayrollBenefitsBOMAAnnual
    Dept. of Labor (DOL) Audit of 403(b) PlanDOLBenefitsTPSAOnce
    ESH&Q Tornado/Fire Drill at Children's Center WDRSBenefits/Children's CenterBOMA Monthly
    Form 5500 Health, Welfare and 401(a) and 403(b) plans (for prior year)WDRS, AccountingBenefitsFI, BO Annual
    Health Care Benefits Administration (IAD Annual Plan) IADBenefitsFI, BOIADAs needed
    PRB August Financial Statement Update form: Fermilab & SSCPrudentialBenefitsBOTPAnnual
    PRB Budget ConfirmationWDRSBenefitsBOMAAnnual
    PRB Management Plan:  Fermilab & SSCWDRSBenefits  Annual
    PRB Preliminary Financial Statement form:  Fermilab & SSCPrudentialBenefitsBOTPAnnual
    PRB Year-End Final Financial Statement form:  Fermilab & SSCPrudentialBenefitsBOTPAnnual
    PRB Program Office Allocation UpdateWDRSBenefitsBOMAAnnual
    Safety Walk-through at Children's CenterWDRSBenefits/Children's CenterEHIA, MAAnnual
    Safety Walk-through at: Pool, Kuhn Barn (downstairs), Day Camp, Anderson Barn, and Sports FieldsWDRSBenefits/Wellness OfficeEHMAAnnual
    Safety Walk-through at the Lederman Science Center and surrounding areasWDRSEducationEHMAAnnual
    Recertification of Compensation systemDOECompensationBOMA, TPAs needed
    Participant evaluation of New Employee Onboarding WDRSEmploymentBOMOOngoing
    Managerial Satisfaction w/ Employment Hiring Process WDRSEmployment BOMOOngoing
    Assessment of Strike PlansWDRSEmployee RelationsQA, BOMAAs needed
    Assessment of measures in place to protect hard copies of PIIWDRSHRISQA, BOMAAs needed
    Participant Evaluation of Professional Development CurriculumWDRSOPODBOMOAnnual
    Safety Walk-through – Training Center and Recreational FacilityWDRSOPOD/Benefits/Wellness OfficeEHMAAnnual
    Annual HR ReportWDRSWDRSQAMAAnnual
    Balanced ScorecardWDRSWDRSQAMAAnnual
    SubjectPerforming OrgAssessed OrgSystemsAssessmentFrequency
    Contract Clause I.118 - Annual Allowable Cost Audit (IAD Annual Plan)IADFI, FRA Corp, TD, PPD, CCD, FESS, AD, and WDRSFIIAAnnual
    Customer Satisfaction SurveyWDRSWDRSBOMOOngoing
    Safety Walkthrough - 15th floor WDRSWDRSEHMAAnnual
    Highly Protected Risk (HPR) / FESHM 6015ESH&QWDRSESH&QIAAnnual

     

    6.0 Additional Refere​​​nces

    DOE Annual (FY) Laboratory Plan for Fermilab

    7.0 ​Definitions of Acron​​yms and Terms

    Acronym Definition
    PEMPPerformance Evaluation and Measurement Plan
    BOBusiness Operations
    EHESH&Q
    QAQuality
    FIFinance
    Assessment Method
    IAIndependent Assessment
    IADInternal Audit Department
    MAManagement Assessment
    SASpecial Assessment
    TPThird Party Assessment
    MOMonitoring
    ​ ​​​ 

    8.0            Extension of Management System To South Dakota

    All management system (HR) policies, procedures, contract requirements, training, compensation and benefits apply to employees at South Dakota. Policies that specifically address South Dakota state law are found on the WDRS website. While there are some state holidays in South Dakota that are different employees will follow the regular Fermilab holiday schedule.

    Two WDRS employees have been assigned to South Dakota – an HR partner and a technical recruiter. They will periodically visit the site and will be available to management and employees by telephone or email. The HR South Dakota working group in Illinois is responsible for identifying and resolving South Dakota HR issues. The HR partner and technical recruiter are charged with bringing issues to the attention of this group or to the appropriate core HR representative for discussion and resolution.  A trainer from the Office of Professional Development will periodically visit South Dakota and offer training courses. Training courses will be specifically coded for South Dakota employees for identification and zoom training sessions will be offered when no in person training is available.