Wright State University Staff Council Minutes

Wednesday, September 28, 2005



Present: Council Members: Mendy Beverly, Linda Dunbar, Diane Hamilton, Mary Healea, Joyce Howes, Jennifer Rice, Evelyn Roberts, Marianne Shreck, Tami Smith, and Daisy Stieger


Others: Bill Rickert and Allan Boggs


The WSU Staff Council met on Wednesday, September 28, 2005 , at 2:30 p.m. , in Room 267 University Hall.



1.    Introduction


Bill Rickert welcomed the new members to the Council for 2005-06; then the members introduced themselves. Allan Boggs, Assistant Vice President for Human Resources, also attended the meeting.


2.    Updates

A.   WSU Staff Council Schedule


Next Meeting - Banner


Bill Rickert asked who the Council would like to attend the November 9 meeting about Banner. It was suggested that the following attend: Jeff Ulliman or Lisa May from the Controller's Office, Amanda Steele or Tammy Bash from the Registrar's Office, Linda Sykes from Payroll, and a person from Human Resources.


Al Boggs said that since the Human Resources Information System component of Banner will go live in January, it will be one of the topics at the Staff Development Day in December.


Topics for January and March 2006 Staff Council Meetings


A possible topic for January meeting is ”time off”. Bill said the university is working with the AAUP to develop a Parental Leave Policy in addition to the existing Maternity Leave and Family Leave. At some point, this will be a topic for the Staff Council to discuss.


The possible use of sick leave for funerals of extended family members and the “Four-Hour Rule” can be part of the discussion.


Also, the perception that many employees abuse vacation and sick leave can be included. Al Boggs said that these issues are part of compensation and are significant for employee relations matters.


Topics for the March meeting are still open for suggestion.


B.    Holiday Schedule


Bill Rickert presented to Cabinet the suggestion of rearranging and adding to the days off for Christmas, Christmas Eve, and New Year's Day to make a five-day weekend. Cabinet members did not like the idea of stopping service to students the week before Winter Quarter. No change will be made in 2005.


3.    Compensation


 Allan Boggs distributed a handout showing feedback from the Buck Consultants Survey that was done in 2002. The main points from the survey feedback were that most employees preferred more performance-based pay increases, and that most employees felt their pay progression (movement through the salary grade from minimum to maximum) had been slower than it should be given their years of service.


The current pay grades were expanded to allow longer service employees greater pay potential within their range without hitting the maximum of their pay grade.


The handout included a scatter gram showing that salaries of junior employees with less than 15 years of service fall below the midpoints, and salaries of those with greater than 15 years of service fall above the midpoints.


Allan Boggs said that compensation pools are likely to be in the range of 3% for staff for the next few years. Prior to 2004, 50% of the increase was across-the-board and 50% was for merit. In 2004 and 2005, 40% of the pool was across-the-board and 60% was merit.


It was said that some of the long term classified employees did not receive a full 3% pay increase in 2005, because of the way the increases were calculated. Bill Rickert said that they did receive a larger dollar amount, even though it was a smaller percentage. He also said that the method used to calculate classified staff pay raises in 2004 and 2005 is not set in stone to be used in 2006.


It was asked how many classified employees are in each pay grade, and how many are at the top of their salary range. Also 48% of classified employees were below the midpoint of their range before the Buck Consultants Study. How has that changed? Allan Boggs is to report back on these numbers.


Allan Boggs said that when employees move up because of an audit or a promotion, the current 5% increase practice could be too low and will be reviewed.


Pay ranges must be adjusted each year. The midpoint of each range is the market value. Bill Rickert said that all supervisors are not equal in the evaluations of their employees, which leads to different merit increases. We now have a good classification system for classified employees, but need a good performance appraisal system.


Bill said that people hired in January are not eligible for a pay increase for 18 months. Al Boggs said that this needs to be addressed, and they are looking for ways to address many pay issues.


It was asked when the PMI or other performance management system would start, and Bill said this would be the likely next step after implementing an applicant tracking system this coming spring.


He said it would be a major change in culture with real performance management.




The meeting was adjourned at 4.10 p.m.


The next meeting of the WSU Staff Council will be held on Wednesday, November 9, 2005 , at 2:00-3:30 pm , in Room 267 University Hall.