2006 Annual Presentation Council for Community and Technical College Education

1. 2006 Annual PresentationCouncil for Community and Technical College Education

2. THE VALUE OF YOUR CLASSIFIED EMPLOYEES

3. THE VALUE OF YOUR CLASSIFIED EMPLOYEES • Initiates first contact with perspective students • Performs on- and off-campus recruiting • Coordinates campus visits • Counsels students Admissions Counselor

4. THE VALUE OF YOUR CLASSIFIED EMPLOYEES • Helps with FASFA forms • Assists with scholarship searches • Conducts workshops and seminars • Determines eligibility • Awards financial aid Financial Aid Counselor

5. THE VALUE OF YOUR CLASSIFIED EMPLOYEES • Selects, trains, supervises, evaluates, and disciplines student resident assistants • Provides judicial, mediation, and crisis management • Provides on-call duty • Plans and schedules various activities for the students Resident Life Associate

6. THE VALUE OF YOUR CLASSIFIED EMPLOYEES • Prepares, records, and maintains fiscal records • Manages faculty searches • Directly supervises office staff • Arranges special events • Schedules academic courses Administrative Associate

7. Education Levels of Classified Employees* *Represents 31% of All Classified Employees Source: HEPC

8. Enrollment Trend +8% Source: 2005 Fall Enrollment Report, HEPC

9. FT Classified Employees -3.3% Source: Fall 2005 Faculty & Staff Characteristics Report, HEPC

10. 2005 Federal Poverty Level for a family of four was $19,350 703 (13.8%) Classified Employees were paid at or below $19,350. In January 2006, it was announced that the poverty level moved to $20,000. Sources: Federal Register Vol. 70 No. 33, Feb 18, 2005 2005 Fall Salary Report, HEPC

11. 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 and 2001 Classified Staff Salary Schedule

12. Linda (continued) • Single provider for two grandchildren • Children have a medical card. • Receives public assistance for the children • Children receive yearly WV clothing voucher • Employee qualified and received a Habitat for Humanities house in 2001 Source: Employee Interview

13. 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

14. ISSUES AND CONCERNS • Institutional rule development • Adherence to Series 4 • Accountability • Grievance procedures • Preserving right to grieve • Right to adjudication

15. Compensation Concerns • Fully fund and periodically adjust the salary schedule • Defer implementation of a merit pay system • Address those staff who are red-lined ( 16+ years of service when the schedule caps at 15) • Differing institutional interpretations of legislative salary mandates

16. INCONSISTENCY ACROSS CTCs • CONCERNS: • BOA versus BOG • Linkages • CTC re-merging with admin-linked 4yr • Tight linkages are counter to the different mission of the community college.

18. Other Concerns • Continued progress on review of Series 8 • Cyclical job family reviews • Staffing levels • Benefits • PEIA issues: privatization, back door assault on sick leave re move to Medicaid at age 65 • Advancement Opportunities

19. What can you as members of theCCTCEdo to help attract and keepa well trained and dedicated work force?

20. 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

21. 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

22. VALUE YOUR CLASSIFIED EMPLOYEES WITH Staff Development & Advancement Opportunities • 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

23. VALUE YOUR CLASSIFIED EMPLOYEES WITH Highly Qualified Supervision and Management • 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

24. Why does CCTCE need Classified Staff? • First contact with students, faculty, administration and public • Last contact with students after graduation • Crucial to the retention of students • Vital link between the student and the workplace • Critical to the efficient operation of the institutions

25. 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?

26. WITH YOUR HELPClassified employees, who are a productive and dedicated workforce, will continue to provide essential services that contribute to a quality education for our students.