Let's change the culture and automatically include staff on the committees for deans and school director searches. We are always the afterthought or only included in the listening sessions but never involved in drafting the profiles or the initial screening process but staff generally account for 50% of their organizations.
Speak up Be heard: Human Resources
"Significantly Negative" Salaries
In the 2020-2022 Master List of State Programs Publication, page 791 exactly, President Crow submitted the following statements in Issue 3
* Turnover among staff continues to be a significant problem, in part due to salaries that are not competitive with the local market.
With a Solution (Strategy 2) that states:
*: As budgetary constraints allow, continue to implement an ongoing commitment of salary improvement to address the significantly negative market position of staff (non‐academic) salaries by targeting budgetary funds at a level anticipating salary movement of 3 ‐ 4% per year, with allocations tied directly to outcome‐driven performance measures.
I just received my letter of pay increase. It equals just over $40 per paycheck or 3%. This is not enough for a single tank of gas.
The University KNOWS there is a problem, and they have indicated to the State of Arizona that there is a problem. Unfortunately, 3% is barely covering the cost of living increase due to the pandemic and it is not going to resolve a "Significantly Negative market position of staff (non-academic)."
How do we move forward? I do the work of 3 people with no personal benefit. No opportunity for salary negotiation, no opportunity for advancement (Except taking a job in a totally different department or at a different campus) and no way to advocate for myself or others.
The EDGE Conversations are WORTHLESS and mean nothing, just like our annual reviews. Only now we get to try and validate out existence 4 times per year instead on only once.
The University does not live up to its own Charter where it states "Assuming fundamental responsibility for the economic, social, cultural and overall health of the communities it serves." The economic health of the staff at ASU has been ignored for too long. We deserve to earn enough to live, not just merely survive.
Flex schedules to attract and retain staff
Has ASU given any thought to the risk of lagging behind many companies now offering flexible scheduling and long term remote work options as a talent management strategy to retain and attract top talent?
The University is currently reviewing options for flexibility and should provide a more specific response in Fall 2021.
Frozen merit increases
This is regarding the Edson College of nursing staff. I would like to know why merit increases have been frozen for two years if we did not cancel any classes and graduated a record number of students this year. This seems detrimental to morale especially after all the overtime work staff members put in this year to ensure classes continued on through the Covid-19 crises. Thank you.
Will send this to your OHR partner to review the department. Please contact Norma Abbl directly at 602/543-8408 for further assistance.
Increased opportunity to work remotely
The pandemic proved that certain positions could still provide the highest level of quality to our students. Will there be increased opportunities to work remote and/or have alternate work schedules throughout the year?
Pharmacy coverage for vaccines and immunizations
For our Town Hall; Why are Vaccines and immunizations excluded from our Pharmacy coverage? I have emailed ADOA and they have ignored me completely.
Cashing out vacation hours
Why are we not allowed to cash out (or sellback) vacation hours?
Pay date question
Has our payday been changed from Fridays to Mondays? I have found my automatic deposit not appearing on Friday, the last several pay periods. Yesterday it appeared like it was pending on my account but today it does not appear and I overdrafted. It is imperative that I (and many others) know when we will be paid to assure fees are not applied because scheduled payments out are not covered.
Discrimination against Asian community
We are experiencing so much racism in the country, and right now there is an increase in Asian discrimination and hate. How do you make sure sure that the Asian community on all campuses is safe? Also, regarding leadership, will I be able to see a person that looks like me--Asian--in the leadership positions?
We saw the adverse impact of the pandemic, especially for those who are making less. According to one of the news outlets, to live comfortably, an individual must have at least $42, 654 annually in Phoenix and Tempe. I am making $31,500 annually, which is $11000 short of what is said could help people like me to live comfortably. Will our salary will go up to match this or we should expect no matching at all?
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