University Staff Council Minutes (revised)
Wednesday, March 10, 2004
2:30-4:00 pm , Room 161 University Hall
Present: Council Members: Donna Curtin, Linda Dunbar, Joyce Howes, Patti Manning, Micki Stamps, Daisy Stieger, Carol Vuckovich, and Susan Wehmeyer.
Other: Bill Rickert, Allan Boggs, and Robert Sweeney
Labor Day Weekend 2004 - The Cabinet is aware of this important issue and agrees that there should not be “volunteers” who are asked to work. In some cases, employees will be able to take a different day off to make up for working during Labor Day weekend. Other arrangements will be made as needed.
Christmas and New Year Scheduling - The issue will be addressed prior to November 2004, well ahead of time for planning purposes.
1. Training Defined – Allan Boggs
There are generally three main types of training:
Training to enhance skills of an employee for his or her job.
Workshops and conferences for the employee's personal development.
Workshops to attend on the employee's own time.
2. Training and the Strategic Plan – Robert Sweeney
The Strategic Plan calls for training to provide and support professional development opportunities for faculty and staff. Feedback is needed from staff on what kind of training is needed. Also, where should the training take place, at the Kettering Center or on campus?
1. Individual Experiences of Staff:
Need clarification of the relationship between Kettering Center and Human Resources training functions.
Both new computer courses and refresher courses are needed.
There is variation of style and content among CaTS trainers. More consistency would improve the training program.
Some people who should participate in training do not.
Some supervisors reject requests for time out of the office to go to training.
There are budget concerns in departments for training courses--related to paying for courses and loss of staff time on job.
Training is being used in departments if it is linked to a specific goal.
2. Council recommendations:
Release time for training.
Refresher computer courses.
Certification courses (if required in job description).
Two-hour workshops and online courses.
WSU training website with a schedule of courses for a period of time (quarterly or yearly). This could be used for employees planning their goals each year.
Web-based performance management system.
Self-learning, such as books and online tutorials from Human Resources.
Possibly a staff development day during summer and December.
Customer service training and leadership training.
Mentors for new employees and mentor training.
A core level of training for supervisors required. For first and second line supervisors management training should be a priority . This should include training on classifications, fair labor, etc., -- possibly WSU-focused training modules in a repeating cycle of courses.
Process to identify training needs:
A survey for supervisors on training.
A survey for employees on training.
CSAC and USAC could develop questions for the training survey. It should also include faculty.
Human Resources, the Kettering Center , and the Provost can discuss costs, etc.
The survey should come from the University Staff Council.
The expertise of Human Resources and the Kettering Center should be used to develop the training.
OTHER ITEMS DISCUSSED:
1. Changing the name of the University Staff Council -- possibly to WSU Staff Council to avoid confusion with USAC.
2. Emeritus status for retired staff.
Retired staff would like emeritus benefits such as computer privileges, an email address, and the use of the library, etc. Bill Rickert will meet with Paul Hernandez, Director of CATS, and Stephen Foster, U. Librarian, to finalize a mechanism for extending these privileges to retired staff.
The next Meeting will be held on Wednesday, May 12, 2004 , at 2:30-4:00 pm , in Room 267 University Hall.