Staff Council
minutes - may 4, 1999
Chavis University Center, Room 251 at 2:30 PM
May 4, 1999
Call to Order: Mr. Ron Bullard called the meeting to order at 2:30 PM
Roll Call: Members Present: Foncell Baker, Sharon Bien, Scott Bigelow, Lois Bullard, Ronald Bullard, Tony Chavis, Jeannie Davis, Abdul Gahaffer, Wanda Hammonds, Brenda Jacobs, Tonya Locklear, Angie Revels, Nancy Starnes and Gary Strickland, Alternates: Fran Oxendine and Gale Sampson
Approval of Minutes: April 6, 1999 minutes approved
Agenda Item IV: Ms. Kate Locklear, Human Resources Director
Ms. Locklear was invited to attend our May 4 meeting to address questions/concerns that have been presented by staff University-wide. Questions/answers are as follows:
Q. Are managers required to furnish work plans for their employees to Human Resources?
A. Management is asked to submit work plans but it is management's decision. If management elects not to submit work plans, HR has no authority over that decision. HR can get Performance Ratings because that is the only way an employee gets a Legislative increase. Everyone should have a work plan, however HR cannot require it.
Ms. Locklear went on to suggest that employees speak directly to their supervisors and ask that a work plan be put in place.
Q. Job Descriptions--are they up-to-date? Can employees get a copy from HR?
A. Job descriptions are not updated unless requested by the supervisor. All employees should have a copy of their job descriptions--providing the description was completed since the employee has been in the position.--HR does have a copy.
Q. When positions are vacated is the position reviewed and updated to reflect actual duties?
A. No--positions are looked at upon request only--request must come from the employee's supervisor. However, if HR had the manpower they could assume a pro-active role and look at positions under UNC P authority without waiting for supervision to request same. HR was given responsibility of partial decentralization three years ago and was promised by UNC P Administration that the HR office would receive the next available position to work with reclassifications; there have been approximately 11 new positions in the interim and HR has not received the promised position to date. Without this position, HR does not have the manpower to assume a pro-active role and cannot, because of under staffing, work on reclassification of positions on campus.
As it stands, positions delegated to UNC Pembroke's responsibility/authority are not being reviewed for upgrade, reclassification, etc. as a result of being understaffed.
Q. Explain hiring procedure and priority given to current employees. Why are part-time given no consideration for permanent full-time positions? What can we do about these folks before bringing in outside help?
A. HR screens applications and presents the best qualified for interviews. HR asks for Affirmative Action on new employees explaining why an outside hire versus part-time current employees. HR talks with supervisors about placing these people and is met with resistance in the form of supervisor "doesn't want this employee because I've heard this or that about them...." Again, it is the supervisor's decision. HR can get part-timers the interview but the part-timer has to sell him/herself. HR cannot help beyond the interview.
Q. What are State Guidelines regarding new employees versus employees already here?
A. OSP advocates hiring from within.
Q. In-Range Salary Adjustments--have employees been informed? Explain the procedure.
A. Employees have been informed via workshops, Aware and the Web. Supervisors must request In-Range Salary Adjustments for their employees; adjustments must also be approved by the employee's Vice Chancellor before any action is taken by HR. Procedure--analyst writes notes and studies the position in question to determine if position, according to State Guidelines is eligible for up-grade, reclassification, etc., meet with employee and supervisor to discuss and to determine changes, if any, in position and job requirement since the position was last analyzed for update. HR has authority over some positions that can be approved on campus. There are those positions that HR does not have authority over and paperwork must be submitted to OSP for approval.
In-Range Salary Adjustments were approved for use on UNC Pembroke's campus in September 1998. To date HR has not received any requests from supervision to use this employee benefit for any UNC P employee.
The Cumulative Over-time Policy was questioned as to the legality of a person working 60 hours or more per week. Ms. Locklear related that it is legal to work past 60 hours per week.
SPA Salaries
SPA employee salaries are determined by the Legislature. Distribution of the increase is determined each year by the Performance Rating the individual receives from his/her supervisor.
Performance Pay Advisory Committee
Ms. Locklear related that Mr. Hawk was the chair of this committee and would be the person that should answer any questions regarding its function and activity.
Unfinished Business
Chair Elect
The council discussed the Chancellor's suggestion to eliminate this seat from the Staff Council Constitution and is in agreement that the continuity of the Staff Council would be compromised without this membership seat. Council will wait for further comment from the Chancellor regarding Chair-Elect.
Dissemination of Staff information
The Staff Council Newsletter and webpage are vehicles for dissemination of information.
The Council discussed and agreed that the Constitution Committee would meet and draft a response to the Chancellor's comments regarding the Staff Constitution.
Executive Council agreed to meet prior to the June meeting to discuss Staff Council Goals.
Adjournment: Meeting Adjourned at 4:20 PM
Respectfully submitted,
Sharon Bien, Secretary/Treasurer
Updated: Thursday, June 2, 2011
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