2006 Annual Presentation Higher Education Policy Commission

1. 2006 Annual PresentationHigher Education Policy Commission

2. THE VALUE OF YOUR CLASSIFIED EMPLOYEES

3. 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

4. Value of Classified Employees • Provide administrative and operational services • Book store • Postal • Alumni Relations • Security • Information Technology • Business Office • Physical Plant

5. Value of Classified Employees • Provide academic support • Library • Tutoring • Instruction (on and off campus) • Professional Development • Disability Services • Federal Benefits • Research • Workforce Development

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

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

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

9. Poverty Level Comparison • 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. Sources: Federal Register and2005 Fall Salary Report, HEPC

10. 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

11. 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

12. Issues and Concerns • Accountability • Legislation • HEPC Policies • Institutional Rules • Grievance procedures • Preserving right to grieve • Right to adjudication

13. 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

14. 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

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

16. 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

17. 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

18. 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

19. 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

20. 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

21. 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?

22. 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.