11-11-2008

 Present: Franks-Harding, Karen; Gibson, William; Gieber, Kimberly; Hickman, Connie; Kostelec, William; Pagsanjan, Rodolfo; Price, Ann; Tobin, Michael

 Guests: Grigsby, Linda; Dunham, Georgia; Martinez, Anthony P; Axtell, Janelle

Absent:  Bertholf, Marcia; Wilkinson, Jill; Woodard, Timothy       

Meeting opened at 1:36pm.

Minutes Approval:  10/28/08.  Angela requested clarification on who made and seconded motions in order to finalize minutes.   Tim motioned approval, Marcia seconded, motion carried.

Treasurer’s Report: per Jill, no changes since last meeting.

 Compensation Committee
Survey Report – Anthony shared a results summary indicating participant vice presidential areas and the survey categories, as well as an addendum.   Most people feel they are compensated fairly, but that workload has increased significantly lately.   Most people are being evaluated annually.  Health care ranked as the primary benefit, flexible spending ranked the lowest.   Value of Staff Assembly as an organization ranged from appreciation to apathy.   The Compensation Committee met with HR to review the survey outcomes, and they identified certain areas of focus (this is the addendum).   Kim asked a faculty member to review the compensation survey from a statistician point of view, which he compiled and she shared with the group.   Kim reviewed the comments and discovered the request to pro-rate benefits and premiums based on salary levels, and she encouraged this due particularly to the possible pressure for single income people/families.  Gonzaga Prep apparently offers this program.   Georgia shared that many of the comments indicate a lack of understanding of the benefits and how they are structured.  HR is available upon invitation to come to department meetings, but isn’t typically invited by managers.   

Goals – The Compensation Committee was the first group to submit a set of goals to the council.  William read through the goals.   Georgia asked if there are statistics on how well read is the Employee Morning Mail.  Distribution via staff-l was discussed.   Angela requested the council review John Wagner’s analysis to help identify what information has surfaced through the survey that should become goal areas for the Staff Assembly at large, other committees, or the council in particular. 

Shift Differential Pay– William circulated a draft memo from the Compensation Committee to the Council suggesting pursuit of a pay differential for employees who work swing and graveyard.  Georgia clarified some of the data and the information resources.  Many organizations that offer a differential have the benefit of a bargaining unit.  With so many different policies represented in the research, it’s difficult to recommend a particular pay difference for any particular shift.   More work needs to be done to identify what’s befitting of the GU mission and what is affordable.  William asked the committee to add this to the goal list, and promised to recruit council members to help.    

 Community Service Committee  - Open Position
Janelle explained that Sandra Boyd left the university and this has created an open position on the committee.  William recommended the Council appoint a replacement rather than go out to election.  Rodolfo expressed interest in taking up the effort.   Ann moved that the Council appoint Rodolfo to the committee for the remainder of this year.  Kim seconded.  Unanimous approval.

 Cares Initiative Update
Janelle referred to the handouts provided identifying the list of services and a cover memo which have been revised from the previous drafts given insights from Mike and Rodolfo.  William praised the material.  Janelle suggested the subcommittee meet with Debby LaRocco to get support and endorsement from HR.   Initial startup will require work and some logistics organization.  Angela recommended there may need to be a larger committee if this continues as a responsibility of the committee.   Mike wants to utilize the open meeting to promote the initiative and recruit volunteers, so Ann will try to rework the agenda to accommodate an announcement.

 Action Items
Council members will study the analysis on the compensation and benefits survey to look for need areas.
Compensation Committee will add shift differential pay to the committee goals list this year.
William will recruit help from the council for the shift differential pay proposal effort.
Rodolfo will join the Community Service Committee. 
Mike will speak with Debby LaRocco about the Cares Initiative.

The meeting was adjourned at 3:08pm.

 Addendum – A: Compensation Committee Goals Fy08-09

1)      During the fiscal year 2008/09, improve communication and provide education to the staff regarding compensation/benefits issues, concerns, and misunderstandings as identified by the 2008 staff compensation/benefits survey results by the following:

a)      Meet with Human Resource personnel by September 30, 2008. Jointly identify relevant issues, concerns, and misunderstanding that can be addressed by Human Resource specialists.  Work with the appropriate HR specialists to ensure that the specific areas are addressed and communicated to the staff throughout the year.

b)      Meet with the Staff Assembly Executive Board by October 15, 2008.  Jointly identify relevant issues, concerns, and misunderstandings that can be addressed by the Staff Assembly Executive Board.  Work with the Board to ensure that the specific areas are addressed and communicated to the staff throughout the year.

c)       Communication and education of the above will be provided on a quarterly basis by one or more of the following:  meetings, Staff Assembly website, Morning Mail, and the Spirit; and will be coordinated by the Compensation/Benefits Committee.   

2)      By November 30, 2008, examine the feasibility of developing a communication plan to be used during the benefit renewal period by the following:

a)      Discuss with Debby LaRocco the usefulness to her of a communication plan.  Also discuss the affect of maintaining confidentiality of specific information.

b)      Determine the appropriate avenues of communication, i.e. Morning Mail, specific meetings, shared time with staff socials. 

c)       Determine staffing requirement and hours required for communication identified in b.

3)      If goal 2 is determined feasible, then by January 31, 2009, develop communication plan based on the specific criteria identified in goal 2.

 Addendum – B: Cares Initiative Draft Proposal

The Mission Statement of the University opens with the following passage: “Gonzaga University belongs to a long and distinguished tradition of humanistic, Catholic, and Jesuit education. We, the trustees and regents, faculty, administration and staff of Gonzaga, are committed to preserving and developing that tradition and communicating it to our students and alumni.”

 What does it mean to be “humanistic, Catholic, and Jesuit?”  We, the staff assembly, believe that to be all three one must embrace the tenets of our faith and live the vision of Christ.  Two of the most important core beliefs are that of service to others and the seeking of justice in our world.  We chose to demonstrate our commitment to these ideals through the implementation of the CARES Initiative.

 Life is filled with joys as well as sorrows.  At times, for reasons unknown to us, individuals are thrust into circumstances beyond their control.  Many times, these circumstances prove too difficult for the lone individual to endure much less solve themselves.  The Staff Assembly proposes an initiative to provide a series of mechanisms to directly assist these individuals in dire need of support.  Preliminary, we call for the establishing of resources and processes that can assist an employee caught in an extraordinary situation such as an emergency illness or injury.

 The broad scope of the CARES initiative encompasses the following directives:

1.  Hosting an Alert System so that the greater GU community can be made aware of hardships and be invited to assist.
2.  Training Peer Advisors to assist in ensuring steps are completed for Benefits processes such as Family Medical Leave, disability, and insurance needs.
3.  Creating and supporting a network of volunteers to provide assistance as necessary and possible.

 Gonzaga University is more than just an employer and a place of work.  It’s an institution guided by particular beliefs and values.  It is these values that foster not only a sense a community but of family to its members.  The implementation of the CARES initiative is simply the physical manifestation of the desire and investment of GU staff in supporting their fellow members…their extended family.

 The first paragraph of the University Mission Statement goes on to elaborate specifically what it means to be “humanistic, Catholic, and Jesuit.”  It is the definition of what it means to be Jesuit that truly lays down the foundation for what the Staff Assembly hopes to accomplish with the implementation of the CARES initiative: “As Jesuit, we are inspired by the vision of Christ at work in the world, transforming it by His love, and calling men and women to work with Him in loving service of the human community.”