ࡱ> ceb[ $bjbj /@jj- l*******> 8 !D>Zb!b!x!x!x!x!x!x!QQQQ>QT+VTZ$] `Z*x!x!x!x!x!Z%**x!x!Z%%%x!F*x!*x!Q%x!Q%%-F4LS**sQx!V! Ч> !OTsQ$Z0ZOaL"XasQ%>>****Agenda Board of Regents Human Resources Committee Friday, April 18, 2003; *9:00 a.m. 11:00 a.m. Kenai Peninsula College Campus Kenai, Alaska *Times for board meetings are subject to modification within the April 17-18, 2003 timeframe. Committee Members: Mary K. Hughes, Committee Chair Kevin O. Meyers Elsa Froehlich Demeksa Frances H. Rose James C. Hayes Brian D. Rogers, Board Chair I. Call to Order II. Adoption of Agenda MOTION "The Human Resources Committee adopts the agenda as presented. I. Call to Order II. Adoption of Agenda III. Ongoing Issues A. Review of Faculty and Staff Compensation and Benefits Initiatives B. Review of Labor and Employee Relations Issues and Initiatives IV. Full Board Consent Agenda A. Approval of Revised Student Salary Schedule B. Approval of Temporary Re-Employment for Retirement Incentive Program Participants V. New Business VI. Future Agenda Items VII. Adjourn This motion is effective April 18, 2003." III. Ongoing Issues A. Review of Faculty and Staff Compensation and Benefits Initiatives Vice President Johnsen will report on the following topics: 1. Health Care Plan Review Reference 17 In the face of rapidly increasing health care costs, the university is exploring modifications to the health plan that covers non-union represented staff. Broadly representative committees are working on new plan design, financing options for a new plan, and communicating the need for plan modifications as well has the details of such a plan once it has been developed. With the assistance of the university's benefits consultant, Mercer, a series of focus groups has been completed involving staff from across the system. An excerpt from the draft report is included as Reference 17. The preliminary report from Mercer reveals the following important points: employees think an opt-out option would be a good idea; employees see the offer of a lower-cost plan option as advantageous, though with some concern that lower-paid employees would opt for it out of solely financial reasons; the vision plan needs to be modified substantially; employees need more information about the funding of the plan; employees understand costs are increasing and generally believe the plan is managed well; and communicate, communicate, communicate. Once finalized, the complete report will be shared with the committees noted above and work on new plan design, plan funding, and communication will continue. 2. Staff Classification/Compensation Project Recently, the project reached the 30 percent completion point. An informal assessment of progress has been conducted and several modifications to the project are underway: New position descriptions will be required for all positions. The review of FLSA status will be expedited for all exempt positions. An opportunity for review of the preliminary results of each job group will be provided prior to implementation. Absent compelling justification, routine reclassification actions will be frozen until completion of the project. These modifications will improve the accuracy of the new classifications, the timeliness of project completion, and legitimacy of the results. 3. Faculty Market Salary Surveys The review of faculty salaries in market context is progressing. The study of salaries of faculty represented by United Academics is at the stage of a final quality check prior to statistical analysis. The study of salaries of faculty represented by ACCFT is lagging due to delayed availability of appropriate market data. It is expected the data to be available in mid-April, at which time the analytical phase of the review will be expedited. B. Review of Labor and Employee Relations Issues and Initiatives Vice President Johnsen will report on the following topics. 1. Attitude Surveys Two surveys of employee attitudes (one for staff and the other for faculty) are being conducted this month, with analysis to follow in May and preliminary results available in June. The purpose of the surveys is to assess employee attitudes about workplace issues with the ultimate goal of making the University a better place to work. The university is using the McDowell Group to conduct the surveys, including preparation of the survey instruments, drawing of the random samples, collection and analysis of the response, and preparation of the final reports. Staff and faculty governance groups provided valuable input on the survey instruments. 2. Labor Relations Reference 18 Vice President Johnsen will review the labor relations report included as Reference 18. IV. Full Board Consent Agenda A. Approval of Revisions to Student Employee Salary Schedule Reference 19 Vice President Johnsen will present the presidents recommendation to adjust the student employee salary schedule. Board of Regents Policy 04.05.040 provides that the Board of Regents' must approve changes to the salary schedule covering student employees. That schedule is set forth in University Regulation 09.05.02 (B). Effective January 1, 2003, based on Board of Regents action, the minimum rate of the student employee salary schedule was adjusted to comply with an increase in the State minimum wage. At that time, it was agreed that human resources staff would lead a review of the entire salary schedule for possible revision in FY04. A committee comprised of representatives of the MAU Human Resources Offices, Student Services, and Student Governance completed this review in March. The committee explored various options, ranging in an annual cost increase from a high of $1.5 million to a low of $235,000. The committees considerations included cost to employing units, the benefits to student employees, changes in the cost of living, the legislative funding climate, and the impact on the extent of student employment and turnover. While the proposed salary schedule does not meet all the students expectations, it goes a significant distance in meeting their needs. The president's recommendation is shown as Reference 19. This 3-range, expanded-step grid simplifies the classification of student jobs and acknowledges the reality that more than 85 percent of student jobs fall in only 2 of the present 4-range grid. The expanded number of steps provides a broader range to allow flexibility in addressing local market rates and hiring for specialized/hard-to-fill student jobs. If approved by the Board of the Regents, the classification descriptions accompanying each grade level will be modified to reflect the transition from the current 4-level series to the new 3-level series. The annual cost for this adjustment, estimated at $419,000 (all funds systemwide) or 5.29 percent, will be absorbed internally. The proposed effective date, July 13, 2003, is the beginning of the first full pay period in FY04. The President recommends that: MOTION "The Human Resources Committee recommends that the Board of Regents approve revisions to the student employee salary schedule, effective July 13, 2003, and directs that the grid be reviewed in two years for possible adjustment at that time. This motion is effective April 18, 2003." B. Approval of Temporary Re-Employment for Retirement Incentive Program Participants Alaska statutes governing the University of Alaskas Retirement Incentive Program (RIP) provide that, the University of Alaska may enter into a personal services contract with an individual who was appointed to retirement under sections 22-35 of this act if the Board of Regents for the University of Alaska determines that there is a compelling reason to do so because of the individuals specialized or extensive experience that relates to a particular program or project of the university. The President recommends that: MOTION "The Human Resources Committee recommends that the Board of Regents approve the appointment of Reyne Athanas to a temporary position or project contract, not to exceed 49 percent of her previous base salary. This appointment may not include retirement, health or leave benefits, except social security replacement if required by the IRS. This motion is effective April 18, 2003." V. New Business VI. Future Agenda Items VII. 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