We strive to enable our businesses to be organizationally healthy, to operate and execute with excellence, and to outperform the competition profitably. Our Workforce Services and Human Capital Management practices are designed to enable our businesses to hire and retain high-performing professionals, regardless of role, and provide ‘opportunity to lead’ to all team members with leadership ambition and potential.
Standards
EBSCO Employee Health Benefits
A generous health benefits package that meets or exceeds the requirements of the Board of Directors must be offered to all team members.
Standard Details >>Reporting for EBSCO Savings and Profit Sharing Plan (“PST”)
To maintain account accuracy, participating business units are required to provide accurate payroll data for the EBSCO Savings and Profit Sharing Plan administration.
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.
Profit Sharing and Trust (PST) Management
EBSCO manages 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
Team Member Survey & Action Planning
Each business is required to participate in an annual team member survey which is conducted by the Corporate Service Center. The Annual Survey measures team member satisfaction, engagement and team member perspectives as it relates to factors like communication, development, management, and development opportunities. The Annual Team member Survey is used in the assessment of an overall organizational health index score and is reported to the Board annually. Following the Team Member Survey, each business should seek opportunities for improvement, identifying at least one area of change, within each department and across the organization.
Performance Review
Business units must conduct annual performance reviews utilizing the HRIS (Success Factors). Annual performance reviews perform an important role in providing clarity about responsibilities, setting expectations around job performance, and providing team members with feedback regarding opportunities for improvement, growth and development.
Workforce Planning
Business units must conduct proactive workforce planning, including succession planning for all leadership-level roles and critical positions to support organizational sustainability and growth. Business units should annually review, and update succession plans to inform talent assessments, developing targeted action plans to address identified gaps and strengthen internal talent pipelines.
9 Box
The 9 Box Evaluation Standard must be implemented as a tool for assessing employee performance and potential. While this is a snapshot in time and only one data-point, it’s a resource that supports EBSCO’s ability to assess talent across the organization, helps identify high performers and future leaders, and ensures a strategic approach to talent development. Utilization of the 9 Box method informs talent assessments and the development of targeted action plans to address identified gaps.
IDEA Initiative
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 diverse team-building strategies, ensure equitable treatment, and regularly assess progress.
Standard Details >>Policies
Anti-Harassment and Discrimination Policy/Practice
Ensures team members work in a harassment-free, discrimination-free environments with a mechanism to report, investigate and redress situations that violate our standards.
Policy Details >>Standards
Safety Program
The safety of team members is the utmost of importance. Business units must actively focus on safety programs, making safety a core component of the manner in which they operate- focusing on team members’ well-being and regulatory compliance.
Standard Details >>HRIS/Other Talent/HR Related Systems
Businesses are expected to utilize the Corporate HRIS to enable workforce management, automate recruiting, and provide timely and accurate compensation and communication. Business units are required to maintain a secure and sophisticated HRIS to enable workforce management, automate recruiting, and provide timely and accurate compensation.
Standard Details >>Company Holidays
Maintenance of a competitive package of paid company absences, including at least one for Martin Luther King Day or Juneteenth.
Standard Details >>Time Off
Provide a competitive package of paid absences, including vacation, sick time, various types of leave, and family bereavement.
Standard Details >>FMLA and Disability Practices
Ensure complete compliance with all FMLA (and state equivalent), ADA, and ADAAA regulations.
Standard Details >>Communication Postings
Maintain federal, state, and locally required communication postings for team member access in common areas.
Standard Details >>Onboarding
Newly hired team members must receive all required notifications of key policies and practices.
Standard Details >>Code of Conduct and Reporting Hotline
An Employee Code of Conduct must be maintained and access provided 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 & 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 >>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.
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
