ACCOMPLISHMENTS
Employee Councils are endorsed and sanctioned by University senior- level administration. The provost’s council is pleased to report the following accomplishments within the past five years:
* Executive council: Establishment of an executive council which meets six times a year with the University’s executive vice president and chief financial officer. Any concerns/or problems are discussed at these meetings.
* Annual meeting: all council members from all five councils and their constituents meet annually with the provost and vice presidents.
* Ombudsman position. This full-time position was established as a direct result of the executive council suggesting and demonstrating its need. Since the creation of this position the ombudsman has been called in on many occasions to help bring resolution to difficult situations or disputes on both the academic and medical sides of the University.
* Confidentiality: The administration and employee council both agreed that no names would be attached to questions put forward by the employee council to the administration. Confidentiality has been maintained.
* Lag Pay: Following concerns about lag pay (paychecks twice a month) the pay schedule of classified employees remains unchanged while the rest of the state work force is paid twice a month.
* Representation. Unlike previous years, classified staff are now represented or invited to participate on virtually every university committee or focus group.
* Supervisor Training Program: Collaboration with the executive vice president, the Office of Organization Development and Training, and senior council leadership resulted in establishment of a supervisor training program that has been very well attended and very well received.
* Communications. Raised awareness of lack of information reaching employees. Changes were made to the communication format, which resulted in a better-informed faculty and staff.
* Parking issues. Addressed the administration, on numerous occasions, of the necessity to resolve parking issues. This resulted in dialog and a better understanding of the needs of both the university and employees. In 2002, the parking rate increase was deferred due to the economic crisis in the state and will not be reinstated until classified staff has received a pay increase.
* Thursday evening parking: As a result of executive council intervention, the issue of Thursday evening football parking needs and early departure of employees, resulting in the loss of employee annual leave, was cut from two hours to one.
* Compensation Plan. As a result of discussion, education, and dissemination of information by the administration and council, the new compensation plan was better understood.
* Web site. Establishment of first Employee Council Web site. Included in this Web site is an orientation piece for new members, posted minutes, bylaws, mission statement, contact lists, etc.
* Majordomo List: Establishment of a majordomo email list to inform representatives and constituents more easily.
