Classified Staff Advisory Council

2006 Survey Charts

Classified Staff (Non-bargaining)
2006 Survey
Comments from Staff

The Classified Staff Advisory Council’s Wage and Benefits Committee surveyed its 416 constituents, with over 50 percent responding.  Following are the comments that we have compiled for your review.

Benefits

As the graphs indicated the Classified Staff is pleased with the benefits overall.

• Medical insurance and prescription insurance coverage are the most acceptable
• Include short term disability insurance as a benefit (many willing to share the cost of such insurance)
•  Expand the provider list for dental and vision providers
•  Include orthodontic services for patients over the age of 18

Leave is an important issue and expressed a need for:

• Personal leave days
• Bereavement leave for immediate family
• Sick leave to be allowed to attend the funeral of an extended family member
• Donation program to assist employees who encounter catastrophic events

Many staff members felt that if the University closed between December 24 and January 1st their department (unit) could meet the needs of the students. 

Many would like to receive a reciprocal tuition benefit between WSU and other Ohio Universities.

Job Descriptions/Classifications/HR Issues

Objectives for the compensation and classification system include:

• Accurate job descriptions
• Job titles and series
• Specific steps or levels within each job classification
• Specific job related requirements for advancement both through the steps of each job title, and for promotion to the next position within the series

The CSAC survey indicates that while some of the goals have been met, others clearly are problematic.  Many feel positions are classified according to where HR/Administration wants positions classified rather than based upon actual job responsibilities.
 
The survey indicates the job series system is not understood. 

• Frustrations in not knowing how to advance within their pay grade
• Frustrations in not knowing how to advance to the next pay grade level
• Workshops needed to give instruction on how to advance

Compensation

Many comments regarding pay not fairly compensating classified staff:

• Staff do not receive fair compensation when moved to a higher classification
• When upgraded to a higher position, current employees should be given an option to negotiate their pay grade increase or accept the five percent salary increase.
• Classified staff has too much responsibility for the amount of pay received
• Duties have increased and the compensation has not
• Need for fair compensation of pay for classified staff
• Need to offer more competitive wages
• Longevity and job knowledge not adequately rewarded

PAY FOR PERFORMANCE/EXIT INTERVIEW

Majority surveyed did not feel there was a clear link between good job performance and pay increases.

• The implementation of Banner has overloaded some staff member’s workload and responsibility has increased to higher levels
• Overall WSU staff feels they should be evaluated by the quality of work produced and the amount of responsibility placed upon them
• There is no clear link between good performance and pay increase
• There is no pay scale between quality and quantity of work
• The only recognition of an outstanding performance is a written appraisal
• There is no incentive to do a good job because all employees receive the same percentage of pay
• Supervisors do not address poor job performance
• Longevity and greater knowledge is not rewarded
• Wright State could benefit if exit interviews were conducted
• Some employees are afraid to talk to supervisors for fear of retaliation
• Good workers have quit due to internal conflicts, work over load, and poor supervisors
• Some areas have a repeated turnover of employees

First Opportunities

While most people surveyed feel that First Opportunities could be a useful tool, but only if it were used appropriately.  Many feel that it is not being used as it was designed and the rules itself hinders many staff from applying for positions in which they are qualified.

• Would like to see First Opportunities redesigned
• Departments are discouraged from using First Opportunities because it delays in the hiring process if there is a small pool of applicants
• Some departments searching to fill positions do not have knowledge of the availability of First Opportunity
• Would like to see more positions advertised in First Opportunities
• Candidates who applied and interviewed for First Opportunities positions were turned away and told to reapply because the pool was not satisfactory 
• Potential applicants are unable to apply for a position because they fall under a different classification series 
• Positions should be available to all classified staff
• Current testing procedure does not provide an adequate assessment of skills