GUEST COLUMNIST: Timeline for Trammell Crow transition

From John Fry From John Fry Since we announced the details of the facilities management services agreement to the Penn community, I have worked to address all aspects of the transition to Trammell Crow Co., with particular care and attention paid to those members of the staff affected by the decision. Over the past seven weeks, we have worked closely with those who will be involved in the transition in many ways: interview, resume and employment counseling; timely answers to their many questions; and communicating in a variety of other ways, including individual and group meetings and interviewing and resume-writing workshops, which were attended by 80 percent of those who may be involved in the transition to Trammell Crow. We also have worked closely with Trammell Crow on its organizational design and position descriptions. Ninety percent of the staff in Facilities Management and Housing Services interviewed for positions with Trammell Crow. On December 5, all affected personnel will receive standard position discontinuation notices, effective March 31, 1998. On December 6, Trammell Crow will provide offer letters to staff. Representatives from Trammell Crow will be on campus on Monday, December 8, to answer any questions for those receiving offer letters. Trammell Crow will extend offers to a minimum of 70 percent of the people interviewed. Ten percent of those affected by the transition have elected alternatives, including other University or external employment opportunities, retirement or the Position Discontinuation and Staff Transition package. Human Resources has scheduled PDST and outplacement/inplacement sessions on Monday, December 8, for those who do not receive an offer from Trammell Crow or who have declined to interview. Human Resources will hold additional sessions on Wednesday, December 17, and Thursday, December 18, for those who choose to decline Trammell Crow job offers. Those who do transfer to Trammell Crow, and continue working on the University account, will receive various economic and service benefits, including: * A base salary at least equal to what they currently receive; * Eligibility for performance bonuses (generally 5 percent to 15 percent of their base salary); * A one-time salary adjustment to eliminate any out-of-paycheck loss for cost of medical, dental, or vision coverage; * Tuition benefits for all current dependent children; * Domestic partner coverage; * Penn service credit carried forward for Trammell Crow short-term disability and vacation; * 90-day "trial period" during which staff can choose to leave Trammell Crow and still be eligible for the University's PDST support; * All University holidays, including the special winter vacation period; * Membership in Penn's credit union; * University permit-parking privileges; * Access to University facilities, including gymnasiums and library; * Availability of the University mortgage program; * Employer contribution toward SEPTA transpass/trailpass. This is a challenging time, but we intend to do everything possible to mitigate the potential difficulties of the transition. At the same time, we will continue to report our progress to the campus community. Finally, we will continue to work with Trammell Crow to ensure the creation of a professionally rewarding environment for those members of the Penn staff who will join the company.