Human Resources Updates

Classified Non-Union Staff
Salary Study
We are continuing to work on the salary study and compensation review process. Since the salary survey was completed with last year’s salary figures, we need to update current salary information and meet with leaders for feedback. Then we will work to finalize the salary bands and position placement within those bands. We do not anticipate any mid-year salary adjustments given a review of current compensation in comparison to the draft salary bands in progress.

When we implement this system, we want to ensure that the system is accurate, competitive and sustainable over time. Classified Non-Union (CLNU) staff meetings will be scheduled in December/January so that everyone has the opportunity to provide input, learn about the development of the new system and to ask questions for clarification and understanding.

CLNU Performance Evaluation Kaizen Project
The CLNU Evaluation Kaizen team has been hard at work developing a new performance evaluation system for the CLNU staff. The new system will increase employee involvement and provide performance criteria that are more relevant, objective and measurable for CLNU staff. The new system also provides a conversation framework to foster clear, positive communication and create mutually understood performance expectations. We are currently developing the performance evaluation guidelines that will be used throughout the new system. The Human Resources team will be piloting the new system over the next couple of months. CLNU staff meetings will be scheduled in December/January so that everyone has the opportunity to provide feedback, with a target to implement the new system on July 1, 2012.

Classified Union Staff
Salary Study
We are in the initial stages of completing an “in-house” salary study for all positions within the Classified Union (CLU). You may recall that all job descriptions were reviewed and your suggestions for feedback were requested several months ago. Supervisors then reviewed and approved job descriptions that will be used as the foundation for the salary study and compensation review. We are working closely with the CLU collaboration team through this process.

Support Staff
Transition to Administrative Assistant Positions in 2012-13
We are working on the transition process for changes to support staff roles to be implemented July 1, 2012. Several support staff have provided feedback to their regional directors that will be considered in finalizing the transition process. If you have additional feedback please contact your supervisor. We will provide an update within the next couple of weeks with additional information to assist in planning.

Certified Union Staff
Staff Allocation
In the majority of situations, allocation of FTE to regions will remain status quo for 2012-13. This means, in the majority of situations, assignment of certified staff to regions will also remain status quo. Regional directors will determine assignment of staff within regions through a review of regional needs and according to reassignment and transfer procedures in the AEA/HEA comprehensive agreement. We are continuing to work on processes to determine contract and allocation titles, agency-wide assignments and parameters for flexibility of functions of FTE within regions.

Contract Length and Calendar Length
In the majority of situations, contract and calendar length will remain status quo for 2012-13 for current staff. Currently, certified staff members have a 192-, 201-, 210- or 225-day contract. Within the same job title, some contract lengths vary. Staff members with 192-day contracts either have 10-month (August through May) or 12-month (July through June) calendars. The Agency has an interest in determining appropriate contract and calendar length for all certified staff positions through development of decision criteria to guide the decision making process. While we have not yet determined the transition process for any contract or calendar length changes, we want to minimize the financial impact on staff to the greatest extent possible. At your Regional Planning Council meetings in November, this topic will be included on the agenda for discussion. If you have feedback you would like to share, please contact your regional director or a Regional Planning Council member.