AP REPRESENTATIVES from Chicago, Springfield, and Urbana Champaign will be meeting with President Easter on Tuesday, June 11th. This post is an opportunity for AP readers to provide feedback and suggestions on what we should discuss.
THE FOLLOWING items are already on the agenda:
- Pension Reform Legislation
- FY14 Salary Plan
- Health Insurance Premium Costs
Is there anything missing from this agenda that you would like us to discuss? Please let us know. If you chose, your response can be anonymous.
Click the word "comment" below to add your feedback or suggestions.
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How about salary equity for employees who have the same tile, role & responsibilities? There seems to be no consistency between departments and some employees make far more than other employees doing the same thing.
ReplyDeleteHow about the ridiculous civil service audit and the understaffed and unhelpful HR Office that is now, apparently, only in the service of changing all AP jobs to civil service jobs? This is harming our ability to hire staff--especially to promote. The audit is taking too long, and our hands are tied with folks in AP positions who are waiting to be promoted as new AP titles will not be approved and even if you are willing to convert to civil service, if you do so before the audit comes through and change titles, you will lose your "seniority" I never signed up for civil service and I resent having this shoved down my throat.
ReplyDeleteIt would be much appreciated if we could get an update on the AP/Civil Service conversion. Many of us have been waiting to hear additional details regarding the process, but there hasn't been any updates in a while.
ReplyDeleteI am concerned about the STILL pending conversions I agree with the previous comment, I applied for a AP position not civil service position and I do not like how the University has handled it thus far! It has become a lot of US vs. THEM and very divisive. Also Layoffs and or Furloughs or any kind of upcoming staff reductions. My Dean called us all in a meeting to tell us "things were changing" but I still don't know what that means I felt the responses to our questions were very evasive!
ReplyDelete1. Fringe benefit rates have increased exponentially in recent years. This makes our grants and contracts less competitive given fixed costs. Can these costs be controlled and can faculty get relief on grants and contracts especially for those of us with personnel-intense budgets.
ReplyDelete2. Our hospital is making a large profit but faculty have little or no input as to how these funds are spent. There seems to be an excessive number of new administrators hired. Is there any external review of hospital spending.
It is important for us to have a second tier leadership in AP. Currently, we are doing reverse discremination on AP by not letting hire anyone on AP position. It creates vacumm at the top. We should discuss a strong need for having a second tier AP leadership in every unit. Days are gone when we used to have Human "resources", it is time to have Human "capital" in UI system.
ReplyDeleteI think it should be stressed that there needs to be equality in pay for employees under the same title. It seems some employees are making triple what others are making and have essentially the same job responsibilities. It is very unfair and leads to a poor working environment for those who are being paid less.
ReplyDeleteIn addition, with our health insurance premiumns increasing by nearly triple what we paid last year and the potential for our SURS contribution to increase as well, the President should consider offering a more adequate salary increase of more than just 2% so we can cover the expense increases.
The hospital is hiring many administrators and paying them generously while current staff is being told that their is no money for supplies, raises or to hire staff, how is it that this can be done? Their have been substantial raises given to one specific group of staff at the hospital, how is this justified? Somehow upper management can do whatever, without checks and balances. If there are checks and balances are they just turning the other way and what can be done?
ReplyDeletePreserve, sustain and enhance capital and federal investments for cutting edge research instrumentation to maximize productivity and quality of teaching, training as well as basic and translational research.
ReplyDeleteThere is gross inequity in salaries in my college that is race-based. Non-Black civil service employees, doing the same job as Black APs (who are still waiting to be converted to CS) are being paid more when hired, than Blacks in similar positions. This happens vis-a-vis all other ethnic groups. Even award-winning employees haven't received a decent raise, if they are Black. It is unfair. HR knows this and is complicit in the blatant wage discrimination. We complain, but no action is taken. There are no explanations. We are in limbo. And what recourse exists?
ReplyDelete*Emphasize the unique value of APs on campus and erosion of the role as a result of the conversion process
ReplyDelete*Request live statistics on the job analysis and conversion process at UIC
*Describe complexities of introducing CS personnel to grant funded positions
Could the President provide an update on the reports he commissioned to review the various components of UA? Does he envision any significant changes or savings coming out of this process?
ReplyDeleteThe Univsersity seems to suffer from the same issues facing the State. Is there a dedicated Chicago strategy for increased philanthropy and engagement of our Alums; a capital bill that will fix our dilapidated classroom and labs. How is it that if the univerity needs a new basketball stadium or football renovation - its done..Or how is it that DePaul can get a new basketball arena -in our back yard - when we need a new hospital or advacned surgical center to support our healthcare delivery and health sciences enterprise..Is there a strategy for moving these competing ideas forward to build a sound financial future for the University.
ReplyDeleteHealthcare premiums increased dramatically for many employees, but increased most dramatically for employees who earn the most (over a 300% increase in monthly premiums). As a person who has not used a single dollar of healthcare resources in the past 3 years, the dramatic premium increase seems highly unfair. I have two suggestions to consider:
ReplyDelete1.) Costs should be increased for those who utilize healthcare services, not those who simply earn a higher income.
2.) There should be a healthcare plan with high deductibles, promotes preventative care, and insures the employee against catastrophic financial loss secondary to health concerns.
Thank you for your consideration
The current crisis in the State's Pension reform appears to be a missed opportunity by legislators to repair the financial condition of the State of Illinois per the media. I hope the plans to reform the pension is more constructive than a "plan to cut benefits" for the U of I system employees. I hope the reform includes possible changes in loop-holes that allow lobbyists and non-educators the benefits of our pension benefit plans. And I hope the possible changes in the pension benefits would be deployed on a slow scale to lessen the impact of these changes on the employees and retirees of the U of I system. Yours thoughts on my statements.
ReplyDelete