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HISTORY
Creation
of The Academic
Support Staff
Council on
June 1989
by Carol
Harter, V.P.
for Administration
and President
Ping
First meeting
held July
19, 1989
Name changed
at first
retreat,
August 1991,
to Classified
Staff Advisory
Council
Name changed,
May 1998,
to Classified
Senate
PURPOSE
To provide a formal mechanism for discussion, information exchange, and
consultation on issues concerning classified staff
CHARGE
To work as a forum for:
gathering and disseminating information
discussion
of issues
developing
advice for
University Human Resources and
Major
Issues:
o policy
o procedure
o benefits
o services
Membership
25 non-bargaining classified employees (nbce)
serving three-year terms on a one-third rotation
1989-1990: First Year
Goals
* Improve job posting procedure
o December 1989, posting sent to all offices across campus
* Allow part-time employees to accumulate vacation
* Improve insurance claim process
* Continue minimum 4% pay raise for all promotions
o became effective July 16, 1989
* Standardize sick leave form to eliminate required doctor's signature
Subcommittees created
* Benefits
o panel discussion on Health Care at medical school, repeated to deans
and directors
* Compensation
* Classification
* Employment
Other
* Attended microwave meeting held with branch
campuses (April 1990)
* Joined State Employee Council of Ohio (SECO); first retreat held, Bowling
Green State Univ.
* Begin discussion of staff professional development; first needs assessment
survey completed
1990-1991: Second Year
New Subcommittees created
* Recognition created to establish a service
award program
o Service award program begun in January 1992
o Council assumes responsibility for "Outstanding Employee Award Program",
1992
* Professional Development Committee
o Committee created, begins work with Juanita Fain to establish educational
and professional development programs, January 1990
Sick Leave
* Policy change: retirement payment of 50% of
unused sick leave balance up to 60 days (previous
policy allowed 30 days) became effective July 1,
1991
o funeral leave vs personal days
Spousal Educational Benefit
* Acquired after three service years
Employee Vacation
* Policy change: use vacation time as accrued
rather than the one-year service completion
* Policy change: vacation permitted to accrue for part-time employees,
effective April 8, 1990
Compensation
* Committee begins discussion with UHR to resolve
issues
o adjust inequities in pay plan created by two-tier system
o discuss creation of open-range plan
o employees invited to attend focus groups on new open-range pay plan
o open-range pay plan approved May 1991
Benefits
* Creation of university-wide health benefits
committee considered
Other
* Name change from Academic Staff Support Council
to Classified Staff Advisory Council (CSAC)
* Membership increased to 24 with three-year rotating terms
1991-1992: Third Year
Council assumes responsibility for administration of Outstanding Employee
Award program
* Budget established to administer service award
program
* Treasurer appointed
Council requests seat on University Planning Advisory
Committee (UPAC) and access to Board of Trustees
meetings
* Representatives appointed to UPAC (Oct. 1991)
and Health Care Advisory Committee (Sept. 1991)
* CSAC
member to serve on Drug & Alcohol Committee
(May 1992)
Council holds first annual retreat
Committee work
* Committee created to improve performance evaluation
o performance evaluation instrument is revised
* Classification Appeals Committee created to provide mechanism for peer
review of job audit appeals (Sept. 1991)
* Committee created to revise current employee handbook
o handbook is revised
o investigates possibility of creating personal days from sick leave
* Benefits
o Employee vacation accrual modified to two weeks after one year of service;
three weeks after five years of service; four weeks after ten years of service;
five weeks after 20 years of service
+ sick leave: discussion of sick leave pool begins (model after Univ.
of Florida)
+ health care program and possible change to PPO program discussed
+ two representatives from CSAC to Child/Elder Care Committee
+ wellness program initiated (May 1992)
o Compensation
+ no raises, .24 base increase for classified staff from insurance cost
containment
o Employment
+ policy change: new policy written by Personnel
o Historian added to CSAC
Other
* By-Laws draft distributed and revised (Sept.
1991)
o by-Laws finalized and approved (Oct. 1991)
* Twenty-three university-wide (Standing) Committees had 316 seats available;
only eight filled by CSAC members
o requested presidential appointments to Calendar and Space Advisory
Committees; seats not approved although concerns requested
o representative from calendar task force attends CSAC meeting
o all facets of university surveyed with regard to calendar except classified
staff; complaint made to Calendar Committee
* Discretionary account established for donations
* CSAC hosts annual State Employee Council conference at Ohio University
1992-1993: Fourth Year
Insurance
* Provider change from National to John Hancock,
effective October 1, 1992
Sick Leave
* Personal days converted from sick leave after
120 hours of accumulated sick leave accrued became
effective July 1, 1992
* Discussion of creation of a sick leave pool begins
* Discussion begun regarding long term disability insurance for O.U.
Employees
Employment
* Participate in lay-off policy rewrite to bring
language up to state standard (July 1992)
* Flextime, flexplace, and job sharing proposed
* Grievance committee created to provide employees procedural choice
and expedite conflict resolution
* Questioned value of job experience in relation to degree earned
Budget
* Requested UPAC funding to establish operating
budget and stipend for Chair and Secretary
University Committees
* CSAC member appointed to serve on Ecology and
Energy Conservation Committee (Dec. 1992); Human
Relations Committee (Dec. 1993); Cultural Activities
and Intercollegiate Athletic Committee (Sept. 1993);
Library Committee, International Student Affairs,
Kennedy Lecture, and Scholarship and Financial
Aid committees (Feb. 1994)
Other
* Request ruling from State Employment Relations
Board (SERB) to allow election of Classified Staff
Advisory Council membership
* State Employee Council of Ohio by-laws created (June 1993) and approved
by CSAC (June 1993)
* Administrative Senate and CSAC to send representatives to each other's
meetings
* Begin discussion of fund raising project for scholarships (Nov. 1993)
* CSAC not represented on presidential search committee; assured opportunity
for input
1993-1994: Fifth Year
Request submitted to University Planning Advisory Committee (UPAC) for
funding to establish a permanent operating budget and for stipends for Chair
and Secretary June
Discussions begin on inclusion of classified staff
on the University Committee on Committees. Classified
staff feels inclusion on all university committees
will ensure a strong and vital system of shared
governance.
New Projects
* Major participation in flood drive donation
* Discussion on fund-raising project for scholarships begins
Employment
* New administrative pay plan proposed
* Supervisors can change work hours within reasonable constraints
* Proposed 26 week pay plan for part-time employees, spreading pay over
entire year (not approved)
* Peer Review/Grievance Policy developed: designed to assist classified
employees with conflict resolution and to provide procedural choice
* Consideration of flextime, job sharing, and working off site begun
o Flex Time and Flex Place policies implemented on trial basis, October
1994
Benefits
* Step-relationships included in sick leave and
educational fee waivers
* Discussion of resources for child care begin, Task Force appointed
November 5, 1993
* Sick leave pool tabled until long-term disability insurance is explored
1994-1995: Sixth Year
New appointments to University Standing Committees made
* Voiced regret at non-inclusion on parking committee;
all other groups have four representative each
Employment Concerns
* Vacant positions being downgraded, limiting
opportunities for advancement
* Temporary employees filling vacant positions, acquiring job skills,
and obtaining permanent positions without opportunity for classified employees
to compete
* Propose increase in Life Insurance to levels equal to those for faculty
and administrators
* Pre-retirement preparation meeting held
* Insurance savings pay-back; $550 to be returned to each employee from
savings
* Summer hours approved (June 1995)
Compensation
* Open-range pay plan results in 10-12 years
reach mid-point; 20-25 years reach end of scale
Representatives appointed to the State Employee
Council of Ohio (SECO) organization
Coverlet program implemented, April 1994
* 2,300 coverlets sold, 1,500 additional ordered,
July 1994, price increased
* Two $15,000 scholarships endowed with coverlet sales dollars, November
1994
Consideration of a short-term disability program
begun
Professional Development
* Classified Staff Development Program proposed,
modeled after Administrative Development Program
Sick Leave
* Discussion of sick leave donation continue,
second proposal submitted
Grievance procedure improved, information disseminated
to supervisors
Classified Staff Advisory Council (CSAC)
* Chair elect, Secretary elect, and Treasurer
elect positions created and approved
o formal procedure for election of officers created
* Full day retreat held, participants share cost
* Logo chosen from employee design competition
* Listening Committee created
* Representative of CSAC invited to participate in graduate and undergraduate
commencements
1995-1996: Seventh Year
Employment Concerns
* Flex Time and Flex Place policies combined
and modified
o policy approved, June 1995
* 2% added to base raise reimbursement from insurance program savings
* Review of positions regularized following retirements or other job
vacancies to ensure that positions are properly rated
* Survey of classified staff indicates support for upward evaluation
of supervisors
* Pay-for-Performance under regular discussion
Coverlet Sales
* A third scholarship has been added resulting
from coverlet sales, endowment reached $45,000
Professional Development
* Classified
staff surveyed regarding professional development & training
needs
o classified
staff training & development proposal created,
July 1996
CSAC
* Receives office space for meetings and storage;
shares meeting space with administrative senate
* UPAC again requested to provide operations budget and stipend for treasurer
1996-1997: Eighth Year
Employment Concerns
* UHR begins
pilot program of a Pay‹for‹Performance
plan
(P4) (January 1997)
o evaluation of the program will be January 1998
o P4 plan causes much discussion among classified staff members and CSAC
* Employees reaching the end of their pay-range begins to be a problem
o bonuses to employees who have reached the end of their pay-range proposed
o difference between raise allocation and end of pay-range will be provided
to employees in a bonus check October 1996
o upward evaluation proposal under consideration
o position information and description forms now on-line
* Job posting, promotion, transfers, and hiring process reviewed
* Employment application forms modified to reflect applicant abilities
* New "return to work" program implemented
Benefits
* Personnel representative gives educational
benefits presentation to all classified employees
* Three new health plan proposals distributed among all employees
o letter from UPAC to university president proposes sliding scale for
new employee contribution to health plans. Suggest premiums be based on salary.
o $300 (one time only) offset added to employee base pay for health care
premium
* University Human Resources (UHR) revises FMLA policy and procedure
Professional Development survey results in new
offerings
Coverlet Sales result in four endowed scholarships,
a fifth is being created to provide educational
opportunities for classified staff
Committees
* Listening Committee schedules open sessions
for employees; issues brought forward to be addressed
appropriately
* Calendar Committee seeks employee responses to quarter vs semester
debate
* CSAC member appointed to Reduction in Paperwork (RIP) university committee
CSAC
* Treasurer's records and coverlet accounts undergo
successful audit
* Appeals Committee: service and training extended to all CSAC members
* Visits to regional campuses by CSAC members approved by Regional Higher
Education
* CSAC brochure created
* First CSAC minutes distributed electronically
* Microwave meeting to regional campuses
* Resolution to remain neutral during unionization effort
* New provost attends CSAC meeting
1997-1998: Ninth Year
Benefits
* Health benefits budget problem noted
o new Medical Benefit Plan being drafted, implement in January 1998
o new FMLA policy and request form being developed
o education Benefit reviewed, supervisors encouraged to promote staff
education
Professional Development
* Chair appointed to meet regularly with University
Professional Development committee
* New professional development policy drafted, November 1997
o 120 programs were conducted this year
o time away from work for professional enrichment addressed
* Classified Staff Development Program (CSPD) being created
* Office Professional Enrichment Program (OPEP) program being developed
Employment
* Concerns regarding Pay-for-Performance addressed
o open Forum created to address questions on P4 program
* Dual Career Network created by president. Program designed to match
spouses of new faculty hires with job opportunities in the university results
in increased competition for classified positions.
* Time away from office for university business discussed with UHR (no
policy)
Compensation
* Salary/Benefit comparison study of all O.U.
classified personnel initiated
o compensation/benefit plan under review
o wage comparison study presented to CSAC members
o present wage comparison study to University Human Resources, admits
inequities exist
o CSAC Compensation Committee meets with University Compensation Committee
to discuss wage comparison study; agreed to revisit compensation plan
Unionization campaign begun for classified staff
* "What if" scenario discussed if unionization
effort
is successful
o unionization unsuccessful, new issues to be addressed resulting from
campaign:
+ regular meetings with upper level administration and Senate executive
committee
+ task force created to assess Human Resources goals and objectives
+ more timely job audits, revision of PIQ, job classification system
update
+ compensation system update; consideration to wage comparison survey
+ change name of Council to Senate
+ change in Senate membership to become more representative
+ UHR initiates "What's Next?" meetings to determine how to address
classified staff concerns voiced during the unionization effort; extensive
attention given to this effort
Committees
* Employee of the Month committee formed
o recognition
of "Employee of the Month" held in February
1998
CSAC
* Annual planning retreat held (July 1997)
* Ombudsman attends CSAC meeting to present program to members
* CSAC membership restricted to current university classified employees
* Executive Committee Council change in membership to include past chairs
to provide continuity
* Budget increase by $4068 to bring chair's stipend and benefits in line
with Administrative Senate Chair's stipend ($5,000). Another $6292 made available
by UHR to compensate chair's employing department for time away from office.
Funds to be used to hire a temporary employee or student employee.
* Request for representation to Pew Roundtable made to president
* Projects:
o CSAC WEB page created (August 1997)
+ link to other state university classified staff web sites created (Dec.
1997)
o CSAC pin created; members cost $10
+ proceeds from pin sales to be applied toward scholarship fund
o proposal for university-wide talent showcase by employees; proceeds
of sales of donated arts and crafts to go to scholarship program
o coverlet project featured in Human Resources newsletter "Contact"
o membership agrees to participate in March of Dimes "Walk-a-thon"
1998-1999: Tenth Year
Professional Development
* Continue collaboration with University Professional
Development to promote good programs at Ohio.
* Completed employee survey regarding professional development offerings,
willingness to engage in education opportunities, staff currently taking classes
Sick Leave Task Force named
* Work with UHR to create a revised sick leave
policy
Compensation/Classification
* Task Force and Steering Committees formed to
study creation of new plan. First time Classified
employees have had the opportunity to participate
in this process
Hiring and Promotion
* Changed bidding process for contract positions
by classified personnel to allow experience in
lieu of usual degree requirement
Ad Hoc committee created to serve on College Green
Beautification Project
Classified Senate
members invited to participate in College and University
Personnel Association
(CUPA)
to present "shared governance at Ohio
University"
Ohio University hosts State Employee Council of
Ohio (SECO) conference
Information presented to Senate on
* Insurance enrollment and changes in plan
* Mediation services
* Over-time versus salary rules
* Hiring practices reviewed
* Unicare presentation
1999-2000: Eleventh Year
Compensation/Classification
* Currently involved with creation of a new compensation
and classification plan for classified staff.
o working with Watson Wyatt Consulting Firm
o first time classified staff have served on committee to create own
plan
Policies
* Bereavement, forwarding to Human Resources
* Sick Leave, in process
* Hiring/Promotion, involved with oversight of hiring and promotion procedures
to ensure proper procedures are followed so that all classified staff have
equal opportunity to apply for open positions
Enterprise Project, continue to educate
* New effort to create software interface for
payroll, Human Resources, finance
Committees
* Employee of the Month
o reorganized recognition process and revitalized awards
* Benefits and Compensation
o investigating domestic partner benefits
o investigating sabbatical leave for classified staff
o plan to increase personal days as incentive to improve attendance
o continues to monitor changes in health care benefits
* Coverlet
o continue sales of coverlet
o coverlet sales has created four endowed student scholarships and nearing
completion of a fifth
* Hiring and Promotion
o this "ad-hoc" committee has been active all year investigating
hires and reassignments outside standard practice. This committee will
be reinstated for the 2000-01 year.
* Listening Committee
o activity suspended during the 1999-00 year.
* Policy and Procedures
o completion of a new classified staff handbook
* Professional Development
o continue to work with the University Professional Development
o continue to work toward a possible link between educational and professional
development for classified staff and the classification plan
o continue to develop avenues to promote professional development and
strengthen the relationship between supervision and evaluation of staff members
* Public Relations
o maintains Classified Senate website
o currently working on Classified Senate magnets with web address
o works to promote Classified Senate to the university and the public
* Appeals
o continues to review appeals to reclassification requests denied by
UHR.
* By-Laws
o clarified procedures for bringing information forward to Senate from
committees.
* Endowment
o no particular activity this year.
* Grievance and Task Force
o worked as an "ad-hoc" to address hiring/promotion issues. No grievance
filed.
* Nominating
o created new slate of members running for office for 2000-01
Representatives of the Classified Senate will
continue to educate classified staff members by
keeping abreast of new university projects and
initiatives. We provide information on issues of
concern to staff members, such as changes in health
care benefits or policies. We maintain representation
on many university standing committees to keep
informed on university activities, policies, and
procedures.
2000-2001: Twelfth Year
Compensation/Classification
* The Classification and Compensation Plan has
moved into final stages
o training of Plan Sponsors and supervisors begun
o focus groups identified and informed
o heavy involvement of classified staff in creation of new management
and pay delivery plan
Policies
* University Policy and Procedure Task Force
created to overhaul procedure manual
o Classified Senate Policy and Procedure Committee chair assigned to
task force
Enterprise Project, continue to educate
* Enterprise Project ready to roll-out Spring
2001, Human Resources and Payroll are first to
change over with V.P. for Finance area next
Committees
* Employee of the Month
o reorganized recognition process and revitalized awards
o continued to offer high quality recognition programs throughout the
year
o award winners recognized monthly in the Outlook publication
* Benefits and Compensation
o bereavement and holiday as a birthday policy recommendations not yet
approved
o continues to monitor changes in health care benefits
o representation continues on University Committee by classified staff
o health care provider changes to Medical Mutual
* Coverlet
o continue sales of coverlet
o coverlet sales has endowed the fifth scholarship for Professional Development
of Classified Staff
* Hiring and Promotion
o committee inactive in spite of a number of hiring problems
* Policy and Procedures
o completion of a new classified staff handbook published and distributed
* Professional Development
o identified high achieving classified staff and had radio interviews
of three of them
o continue to promote professional development to all classified staff
o worked to link professional development with new compensation/classification
plan
+ professional development is one of seven competencies on new performance
management segment of compensation/classification plan now known as ohiouniversity@work
* Public Relations
o maintains Classified Senate website
o ListServe created for all classified staff members
o magnets with website address created and distributed to all classified
staff
o worked closely with Professional Development to promote classified
staff
o worked with New Services to get recognition in OU publications
Ad Hoc Committee Work
* Treasurer Committee
o committee charged with creation of a working manual for the Treasurer
Office
+ problems identified with current procedures by University Audit
+ recommendations of audit followed and procedures restructured and documented
+ treasurer manual will become a part of the By-Laws
* By-Laws
o clarified procedures for Treasurer Office per recommendations of University
Audit
* Diversity Committee
o committee named to create a Diversity Statement with regard to support
of the current university effort to create a new awareness of diversity on
campus
o respect for persons will be one of the seven new competencies in the
new ohiouniversity@work plan
o diversity statement resolution passed May 17, 2001 and sent forward
to Human Resources for approval
* Nominating
o identified new slate of members running for office for 2001-02; membership
elected on April 19, 2001
During the 2000-01 academic year, Classified Senators
focused attention on:
1. New ohiouniversity@work plan
2. Changes to benefits including pharmaceutical formulary plans
3. Diversity issues including Synergy, Institutional Equity, and Recruitment
and Retention
4. The Enterprise Project
5. How our endowed scholarships work
6. Public Employee Retirement System
In addition to standard university committee assignments,
Classified Senate has been represented at the President's
Retreat, the Pew Roundtable, ohiouniversity@work,
the Diversity Committee, and the Provost Search
Committee.
2001-02, Thirteenth Year
During its thirteenth
year, Classified Senate was issued a special invitation
by President Glidden
to be
part of the core audience for his State of the University
address early in fall quarter. Also,
senate
was represented on the Provost search. President
Glidden and Acting Provost Schumacher presented
a budget
information session, at which senate’s
executive
officers were present. It was emphasized that layoffs
were not planned.
Classified
staff were interested in the formulation
of a PERS retiring/returning procedure. Such
requests
were
to be reviewed by a three-person panel, made
up by
one representative from each of the following
areas:
Provost’s Office, VP for Administration,
and Institutional
Equity.
Senate was represented on the Policy Development
Task Force. The task of this group was to review
and update the over-200 university policies and
procedures.
A parking committee, on which senate had representation,
was formed by the Provost.
Rumblings were heard about the unionization of
clerical and technical staff. The university is
always an attractive target for such an attempt.
It was stated that, as always, the university would
be proactive and would take a high-road approach
to its activities pertaining to any unionization
attempt.
One of the hot topics of the year was the attendance/sick
leave policy that was adopted by Auxiliaries/Facilities
Management. UHR repeatedly stated that there was
no intention to make this a university-wide policy.
During
this year, one of the primary goals of the
Professional Development committee was to
assist
University
Professional Development with new initiatives
at the
university level, including training for
the new performance plan. Brown bags were
planned
to help
classified employees increase skills that
might
be needed as the performance management plan
unfolds.
The evaluative documents for the Plan were
approved and posted to the university’s
website.
Another initiative of the Professional Development
committee was the creation of a Leadership
Training
Seminar to educate classified staff about
senate
membership and to provide training for committee
work,
chairing committees, and officer preparation.
This
seminar was being planned for December 2002.
The Benefits
committee continued in its efforts to have
employees’ birthdays granted as a
holiday. Because this particular proposal actually
involves “costs,” coupled with the
university’s economic climate, this request
was tabled.
The Benefits committee was successful in gaining
more time off for bereavement leave,
thanks
to a change in coding policy. This enables us to
receive five days bereavement leave by using
two days
sick leave and three days coded as bereavement.
The Coverlet
committee again participated in the homecoming
parade in an effort not only to keep
senate
in the spotlight but also to promote the
coverlet. The coverlet was also sold during
a conference
in May
at Grover Center. The fifth senate coverlet
scholarship
was endowed. $8000 from coverlet sales was
moved to an interest bearing account in preparation
for endowing
senate’s sixth scholarship.
The Public
Relations committee began posting a monthly “Did You Know” series to the
ListServe. This series was designed to keep people
informed about senate, its works and its history.
The senate brochure was updated and will be given
to new hires. Efforts continued to increase the
level of ListServe participation and to increase
the visibility of, and access to, the senate website.
Work on getting a senate “hot button” on
the OU
homepage was also undertaken.
The Employee of the Month committee was successful
in greatly increasing the number of sponsors for
its awards. Additionally, the nomination form was
sent by university-wide e-mail, effecting a cost
saving by not printing and mailing the forms.
A Mentoring committee was formed to assist in
acclimating new hires as well as those who change
positions within the university.
A committee was formed to work on a grievance
procedure similar to one followed by administrators.
Another committee formed to establish a mentoring
program for new employees or intra-university transfers.
Senate
began setting time aside, as available, at
the end of its meetings for “Good of the
Order” discussions. These discussions were
not for
inclusion in the monthly summaries, but were intended
to allow people to address senate
in confidence
or to address things of a personal nature, without
administration present.
Senate
was notified that it would need to conform
to the
university’s new logo when it is adopted.
Members of senate attended the June OSCHE meeting
in Columbus.
2002-2003: Fourteenth Year
Compensation/Classification
* The Classification and Compensation Plan has
moved into final stages
o Surveyed
employees on compensation plan for feedback – October
2002
o Classified Senate invited to presentation on Merit-based performance
management on November 1
o Preliminary trial of merit based evaluation process begins July 2003
o UHR continued with presentations on Merit-based performance management
throughout the year
Enterprise Project, continue to educate
* Enterprise Project rolled-out, Payroll went
live July 2002.
* ReLax
(Reporting and Label Expediter), a reporting tool
developed in house. Used by Budget Unit Managers
for reappointment process, expected roll-out
to others March 2003. All yearly reappointments are on-line – paperless.
First time appointments are only paper forms.
* Time and Attendance project is in the design phase – focusing on February
1, 2003 for the test areas (Web-based, paperless) in Student Financial
Aid, Facilities Management, and Library. Training sessions will be provided
unit
by unit.
* Oracle Calendaring offered campus wide – October, 2002
o Training offered by CNS
o Oracle goes live April 1, 2003
* New Oracle system replaces CUFS reporting system beginning April 1,
2003
Committees
* Employee of the Month
o Recognized 12 Classified Employees
o Award winners continued to be recognized monthly in the Outlook publication
o Nomination form revised to be more user friendly in 2003
o Ohio University Inn recognized for its donation of Lunch for two for
year
* Benefits and Compensation
o PERS added a deferred contribution plan beginning in 2003. New hires
will choose which PERS plan(s) they want.
o continues to monitor changes in health care benefits
+ Disease Management, how to impact chronic conditions
+ Well Child Care and orthodontia
o health care provider continues to be Medical Mutual
o new health care meetings/forums held on ways to reduce cost April 2003
* Coverlet
o continue sales of coverlet (including a table at homecoming on October
12, 2002)
o coverlet sales has deposited funds towards the endowment of a sixth
scholarship for Underrepresented/Minority Students
o Bicentenial Pillow to complement coverlet is designed and will go on
sale Summer 2003
* Hiring and Promotion
o due to the possible privatization of MCI/OU-COM, committee became active
in the rights of displaced employees due to abolishment of jobs.
+ Letter October 12, 2002 to Dr. Glidden with recommendations for proactive
solutions to displacement
+ OU-COM Medical Clinic Board votes to privatize clinic effective July
1, 2003
+ Plans established December/January for phasing of employees who are
displaced.
+ Hiring freeze instituted February 17, 2003
+ Presidential forums to address budget concerns held April 14-15, 2003
# 2 year buy-out offered OU employees beginning May 1, 2003
+ WARN letter sent on May 1 to employees whose jobs will be abolished
+ Investigated the Ohio Revised Code and Ohio Administrative Code in
its relationship to job abolishment, etc.
o Participated in the development of a new appeals process for JIQs – more
collaborative, less adversarial.
* Policy and Procedures
o Updated/Revised Classified Grievance Procedure (40.043) was signed
in November 2002
o Investigated Attendance Policy for Facilities and Auxiliaries and Snow
Emergency Policy for classified staff after Level III emergency
* Professional Development
o continue to promote professional development to all classified staff
+ held an all-day seminar on Leadership Training on December 3, 2002
with approximately 130 classified staff attending. This included staff from
regional campuses. Topics were:
# What Do Leaders Do?
# Where the Action Is
# Opportunities Abound
o continued work to link professional development with new compensation/classification
plan
+ professional development is one of seven competencies on new performance
management segment of compensation/classification plan now known as ohiouniversity@work
o Lunch & Learn sessions held during year 2002-2003
+ Focus on various issues including UOMC
+ Classified Senate partnership developed with University Professional
Development from Human Resources
* Public Relations
o Continued to maintain Classified Senate website with a redesign for
a more user-friendly approach
o ListServe publicized for all classified staff members as means of communication
on issues
o Bicentennial Project
+ Activities planned for the University’s Bicentennial Celebration (July
2003 – June 2004). Website established: www.ohiomemory.org
o New Senate Brochure was created.
* Mentoring
o Official Training of mentors takes place in December 2002
o Trial Mentoring begins with three intra-university transfers
o Pilot program begins January 2003 (Pilot Program put on hold due to
hiring freeze)
o Mentoring program designed
Ad Hoc Committee Work
* By-Laws
o By-Laws revised and accepted March 2003
* Nominating
o identified new slate of members running for office for 2002-03; membership
elected on April 17, 2003
* Parking Services Committee
o Participated in suggesting ways to develop a parking program
During the 2002-2003 academic year, Classified
Senators focused attention on:
1. Privatization of MCI/OU-COM effective July
1, 2003
2. Job abolishment, bumping rights
3. Healthcare plans
4. Budget Reductions
5. Early Retirement Program
6. Conducted Grievance Review Training
7. Participated in ILGARD focus groups for healthcare for the region
8. Attended Ohio Staff Councils on Higher Education (OSCHE)
9. University Diversity Conference
10. OPERS Healthcare Workgroup
In addition to
standard university committee assignments, Classified
Senate has been represented at the President's
Retreat,
the Pew Roundtable, ohiouniversity@work, the Diversity
Committee, Policy & Procedure
Committee,
Administrative Pay Plan Review Committee, Enterprise
Financials (Oracle), and the Provost
Search Committee.
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