2006 Annual Presentation Higher Education Policy Commission

THE VALUE OF YOUR CLASSIFIED EMPLOYEES

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

Value of Classified Employees

• Provide administrative and operational services– Book store– Postal – Alumni Relations– Security– Information Technology– Business Office– Physical Plant

Value of Classified Employees

• Provide academic support– Library– Tutoring– Instruction (on and off campus)– Professional Development– Disability Services– Federal Benefits– Research– Workforce Development

Education Levels of Classified Employees*

303

858

32

375

0 200 400 600 800 1000

AssociateDegree

Bachelor'sDegree

Master'sDegree

BeyondMaster's

Number of Employees

Source: HEPC *Represents 31% of All Classified Employees

Enrollment Trend

84,71382,845

80,837

78,97678,315

74,000

76,000

78,000

80,000

82,000

84,000

86,000

2001 2002 2003 2004 2005

Source: 2005 Fall Enrollment Report, HEPC

+8%

FT Classified Employees

4,716

4,616

4,673

4,8504,875

4,450

4,500

4,550

4,600

4,650

4,700

4,750

4,800

4,850

4,900

2001 2002 2003 2004 2005

Source: Fall 2005 Faculty & Staff Characteristics Report, HEPC

-3.3%

• 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.

Poverty Level Comparison

Sources: Federal Register and 2005 Fall Salary Report, HEPC

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 and2001 Classified Staff Salary Schedule

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

Issues and Concerns

• Accountability – Legislation

– HEPC Policies

– Institutional Rules

• Grievance procedures– Preserving right to grieve

– Right to adjudication

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

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

What can you as members of the

HEPCdo to help attract and

keepa well trained and

dedicated work force?

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

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

VALUE YOUR CLASSIFIED EMPLOYEES WITH

• 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

Staff Development & Advancement Opportunities

VALUE YOUR CLASSIFIED EMPLOYEES WITH

• 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

Highly Qualified Supervision and Management

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

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?

WITH YOUR HELP Classified employees, who are a

productive and dedicated workforce, will continue to provide essential services that contribute to a quality education for our

students.