September 24, 2013
Highlights from the Sept. 4 Classified Senate meeting
Highlights from the Classified Senate meeting Sept. 4.
Here are the highlights from the Sept. 4 Classified Senate meeting. A draft of the meeting minutes is available online.
President Janice Taggart reported the Regents Classified and Support Staff Council will meet on Sept. 16 to finalize the position paper for presentation to the state Legislature in January.
Jennifer Gehrt reported the new classified employee performance review forms are ready for use starting Oct. 1 for new hires. Division of Human Resources has scheduled training sessions for supervisors and employees during September.
Campus Affairs Committee: Carol Marden reported the annual Benefits Expo will be from 9 a.m. to 2 p.m. Oct. 3. We will be handing out tote bags with the Classified Senate logo. A sign-up sheet was passed around for senators to work at the booth. The Alternative Service Committee will have a booth near the senate booth for referral of questions related to university support staff and Alternative Service Committee.
Legislative Affairs Committee: Lesa Reves reported the position paper is ready for approval and handed out copies to everyone present.
Public Relations Committee: Lindsay Thompson reported they are preparing the November edition of the ROAR and to contact her or Terri Wyrick if you have suggestions for articles.
Alternative Service Committee: Carol Marden shared with the senate concerns of constituents that the Alternative Service Committee learned during the open discussion group meetings and how they are being addressed in the white papers.
1) From the Compensation White Paper, the majority of employees want pay based on performance as well as across the board cost-of-living adjustments, they want to be recognized and adequately compensated for the work they do.
2) Extreme increases or little-to-no increases would need to be justified and would be monitored by the Division of Human Resources.
3) Those employees who "meet expectations" or higher would be eligible for a merit or performance increase as well as an across the board increase.
4) Another concern was that funding for university support staff increases would go to technology or to enhance other employee salaries. This is not possible due to budget allocations and restraints.
5) All employees will receive a longevity bonus after 10 years of service, including employees that started after June 2008. Longevity bonuses will be included in base when calculating pay increases. Longevity bonuses will still be administered as a lump sum.
6) Position descriptions have to be kept current so employees can be adequately compensated.
7) A trigger for reviewing position descriptions has been placed on the last page of the new employee performance review.
8) Senate will be asked for input on the new pay plan as it is being developed. Increased compensation for lead workers will need to be addressed as well as supervisors who receive less than those they supervise.
9) The Recruitment White Paper has been abolished since the university has formed a committee to address recruitment issues.