Suggestions for the Staff Council Website may be sent to staff@gcsu.edu.
Technical questions about this site can be directed to Michele Williams.
This is the place to find the answers to questions, comments and concerns you sent to Staff Council. Any question we receive is sent to the area with a request to provide an answer to the chair of Staff Council.
Before each answer will be the department or area we contact for the answer.
Questions added 7/17/01
Questions: It is a fact that some make
more than others. When raises are given those making more money receive
larger raises. For example at 4% raise a person making, Why not give the same amount raise for everyone
receiving a 4%, 3% and so on.
Human Resources says: Salary increases
at the University System of Georgia are based on merit. A lump sum increase
for all employees would be defined as an across the board or cost of living
increase instead of a merit increase.
If we are understanding the question incorrectly
maybe the person will respond.
Question: Why was so little time allowed
to complete the position questionnaire and job descriptions? Since these are
probably the two most important documents in this study and we are working on
them at a time when many people are on vacation, I think more time should be
allowed for their completion.
Human Resources says: In order to
complete the study in time to implement with the 2002-2003 budget we must have
deadlines.
The forms are not due into Human Resources until
July 20 giving the employee and the supervisor ample time.
Question: I am the only Museum
curator/manager on campus, I have wondered how my position is classified and
with whom it is compared when it comes to pay raises?
Human Resources says: We cannot answer
how it has been done in the past. That is a discussion you would have to have
with your supervisor.
In our new system we will have a process that
will assign point counts to the positions. Everyone in that point count range
will be in the same salary range.
For example: We have the position of Library
Assistant that receives 500 points and the Museum curator receives 506
points. The value of the positions are the same. We can get salary
information on what a Library Assistant would be paid so we would use that
position as our "benchmark" position to establish the salary for both
positions.
It is not unusual in higher education to have
single incumbent jobs and/or jobs that are different than what you would see
in the private sector. That is the reason benchmarking is used.
Questions: I have already been
informed by my supervisor that I will not receive 4-1/2% raise this year.
(Maybe 1-1/2 or 2). Since there are only 2 fulltime people in the
office, will my supervisor get the percentage that I do not get?
If not where will that percentage go? Human Resources says: &nspb;The Pay
Study is beginning in July. Questions on current salary procedures and
questions should be addressed within the division. ou may wish to talk with
your supervisor’s supervisor.
Questions: It's interesting that they
choose a 50 mile radius to do the study - ultimately excluding Macon. Human Resources says: In the sessions
the consultant specifically mentioned one of the surveys being used was the
one prepared by the State of Georgia and we would be using the Macon
Region. A 50 mile radius does include Macon and also Dublin.
Questions: I don't like the idea of only
management being involved in classification studies for non-exempt employees,
afterall the people who do the jobs know the jobs. The explanation to this was
that management would be less bias. I'm not so sure, afterall they control
the budget and pay raises. Would it be possible to have at least one non-
exempt to sit in on the meetings? Human Resources says: I am sorry that you
felt, from attending the session, that the consultant even implied that an
exempt employee would show less bias. The consultant was saying that you
cannot review your peers. Monthly employees are not necessarily management and
many of them do not control budget and pay raises.
Questions: Overall the studies are a
great idea but I hope the evaluation system changes as well. Human Resources says: Changing the
performance appraisal system is part of the study.
Questions: I think the pay study is a
good idea. My concern is that many positions will be evaluated by people who
have little or no knowledge of what is actually done by those of us in
"lower" positions. Does a staff member who is paid on a monthly
basis really know about the duties and responsibilities of a secretary? Also,
when and how will longevity and educational endeavors/advancements be figured
into the raises? Human Resources says: Please do not
consider positions that are paid bi-weekly as lower positions. A position is
paid bi-weekly or monthly based on the federal Wage and Hour Law. A person serving on this committee could well
have been a Secretary at some time in their careers and would understand
those duties, or they may now have a Secretary and would know what that person
does for them.
Questions: It is my understanding that
no one on a bi-weekly pay scale is on the committee for setting up job
descriptions. I think it would be to the best interest of bi-weekly employees
to have someone or possibly more than one person representing that pay group
on the committee. Is this possible? Human Resources says: You cannot review
your peers. Monthly employees are not necessarily management and many of them do not control budget and pay raises.
Questions: Why is our raise held until
October this year. Is this mandated by the Regents or the University and why
do faculty receive their raise before staff. It seems this sends a
discouraging signal. Human Resources says: Governor Barnes
made the change to have USG staff raises effective in October. This was
implemented last year and will continue unless the governor changes the
policy. This was not a decision from the Board of Regents. Only Faculty
members on a 10 month contract receive their raises on August 1, 2001 when
their contracts begin. All other employees (12 month) receive their raises in
October.
$20,000 would get $800
$60,000 would get $2400
At 3% raise
$20,000 would get $600
$60,000 would get $1800
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This page last updated 9/3/03. Suggestions for the Staff Council Website may be sent to staff@gcsu.edu. Technical questions about this site can be directed to Michele Williams. |