2006 Annual Presentation Higher Education Policy Commission
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Transcript of 2006 Annual Presentation Higher Education Policy Commission
2006 Annual Presentation Higher Education Policy Commission
THE VALUE OF YOUR CLASSIFIED EMPLOYEES
Value of Classified Employees
• Provides direct and indirect contact with prospective / current students and parents such as– Customer Service– Recruiting– Admissions– Financial Aid– Housing– Food Service– Counseling
Value of Classified Employees
• Provide administrative and operational services– Book store– Postal – Alumni Relations– Security– Information Technology– Business Office– Physical Plant
Value of Classified Employees
• Provide academic support– Library– Tutoring– Instruction (on and off campus)– Professional Development– Disability Services– Federal Benefits– Research– Workforce Development
Education Levels of Classified Employees*
303
858
32
375
0 200 400 600 800 1000
AssociateDegree
Bachelor'sDegree
Master'sDegree
BeyondMaster's
Number of Employees
Source: HEPC *Represents 31% of All Classified Employees
Enrollment Trend
84,71382,845
80,837
78,97678,315
74,000
76,000
78,000
80,000
82,000
84,000
86,000
2001 2002 2003 2004 2005
Source: 2005 Fall Enrollment Report, HEPC
+8%
FT Classified Employees
4,716
4,616
4,673
4,8504,875
4,450
4,500
4,550
4,600
4,650
4,700
4,750
4,800
4,850
4,900
2001 2002 2003 2004 2005
Source: Fall 2005 Faculty & Staff Characteristics Report, HEPC
-3.3%
• 2005 Federal Poverty Level for a family of four was$19,350. • 703 (13.8%) Classified Employees were paid at or below$19,350.
• 2006 Federal Poverty Level for a family of four is$20,000.
• 771 (15.2%) Classified Employees are paid at or below$20,000.
Poverty Level Comparison
Sources: Federal Register and 2005 Fall Salary Report, HEPC
Linda
• Campus Service Worker II with 17 18 years of service
• Pay Grade 7 should be $25,081 (15 yr. cap)
• Current Salary is still $21,117 (at 8 years on schedule)
Source: Linda’s HR Office and2001 Classified Staff Salary Schedule
Linda is not alone
25% of the 5,090 classified employees are
Pay Grade 4 – 10.
The average salary for these 1,279 classified employees is $20,016.
Source: 2005 Fall Salary Report, HEPC
Issues and Concerns
• Accountability – Legislation
– HEPC Policies
– Institutional Rules
• Grievance procedures– Preserving right to grieve
– Right to adjudication
Issues and Concerns
• Compensation– Fully fund the 2001 salary schedule– Mandate annual market adjustments to salary
schedule– Address red-lined staff with service over 15 year
cap– Clarify differing institutional interpretations of
legislative salary mandates
Issues and Concerns
• Cyclical job family reviews• Inadequate staffing levels• Benefits
– PEIA issues: privatization, possible back door assault on sick leave regarding forced move to Medicare at age 65
– Employer match for retirement contributions equal to other state agencies
• Career Development– Tuition Increases
What can you as members of the
HEPCdo to help attract and
keepa well trained and
dedicated work force?
VALUE YOUR CLASSIFIED EMPLOYEES WITH
• Support requests for additional new funds
• Earmark dollars toward the salary schedule
• Make periodic adjustments to salary schedule to address market conditions
Adequate Compensation
VALUE YOUR CLASSIFIED EMPLOYEES WITH
• Support equalization of retirement contributions
• Support modification of the PEIA 80/20 rule
• Include employee premium, deductibles, co-pay and co-insurance as a part of our 20% contribution to PEIA.
• Formulate policies for tuition assistance for dependents
Affordable Benefits
VALUE YOUR CLASSIFIED EMPLOYEES WITH
• Establish staff development and training policy
• Dedicate tuition waivers for classified employees
• Provide bidding rights between administratively linked institutions
• Establish accountability and justification requirements to determine the need for outsourcing
• Create continuing education incentives similar to K-12
Staff Development & Advancement Opportunities
VALUE YOUR CLASSIFIED EMPLOYEES WITH
• Require evaluation of supervisors by employees
• Require professional development and training for supervisory personnel
• Pursue professional certification of Human Resource staff
• Utilize classified employee self-evaluations when supervisor fails to complete the evaluation process
Highly Qualified Supervision and Management
Why does HEPC need Classified Staff?
• First contact with students, faculty, administration and public
• Crucial to the retention of students
• Vital link between the student and the institution
• Critical to the efficient operation of the institution
• Last contact with students after graduation
Classified employees offer guidance, direction, assistance, knowledge, encouragement and, to a degree, comfort to students. Classified employees are an intricate part of students’ lives from the time before they enter college until years after they graduate. When dedicated and loyal classified employees disappear there’s a domino effect: without competent employees, services will suffer.
Students are our most important asset.
Don’t they deserve the
BEST
we can give them?
WITH YOUR HELP Classified employees, who are a
productive and dedicated workforce, will continue to provide essential services that contribute to a quality education for our
students.