PRINTED ON CEPAC LETTERHEAD

Bonnie White, Chair

Student Health Service

Montana State University-Bozeman

Bozeman, MT 59717

406 994 5573

March 25, 2004

Dear Dr. Gamble,

SALARY DATA – Classified Employees Working More Than One Job

On February 5, 2004, CEPAC posed three questions of the MSU-Bozeman classified employees, via the Classified Listserv. Hard copy flyers were also posted in Facilities Services and Residence Life areas. Later, on February 11, a hard copy mailing was sent to employees in these areas, as identified via Tom Stump and John Ford:

Are you currently employed in more than one salary-paying job?

Is one of your jobs that of a classified employee at MSU-Bozeman?

Is it essential for you to maintain employment in addition to your MSU job in order to meet your family’s basic financial needs?

CEPAC regrets its inappropriate use of the term “salary-paying”. However, respondents replied regarding hourly and casually paying employment, and the Committee is not of the opinion that useful input was lost as a result of the error.

Personnel & Payroll Services report 998 total fulltime classified staff on the Bozeman payroll (although some are placed in remote offices). Using this figure, CEPAC can determine a 21% response to the questions. One hundred and twenty six employees (13% of the 998 fulltime workforce*) confirmed that it is essential for them to maintain two or more jobs in order to meet the basic financial needs of their families.

A further 83 classified employees (8% of the 998 fulltime workforce), who do not currently work more than one job, also submitted comment. The input offered urges CEPAC to stem any implication that may arise to the effect that employees working only one job are satisfactorily paid. While, of course, CEPAC’s questioning in no way meant this to be assumed, the Committee acknowledges that this misconception is possible. In fact, we are aware that our questioning – focused on working multiple jobs, as it did – merely scratches the surface of a far deeper issue. We should have asked, not “is it essential that you work a second job to meet your family’s basic financial needs”; rather, “is it essential that you supplement your income from your fulltime employment at MSU to meet your family’s basic financial needs”. Further, we have been made aware of union issues, and workplace politics, which hindered staff input. This borne in mind, then, it may perhaps be more appropriate to report that 60% of respondents are working more than one job to make ends meet. From the written input submitted by everyone, CEPAC is aware that, had we asked, “is it essential that you supplement your income…” the number of responses would have escalated and the percentage of “yes” responses would likely have been extremely high.

Be that as it may, respondents freely volunteered information about their circumstances. Those working one job describe ways by which they supplement their income, and confirm that such enhancement is essential to meeting the basic financial needs of their families. Common methods of doing this include: working overtime; spouse working fulltime; spouse working multiple jobs; financial support from relatives/friends or social services; tapping savings accounts; taking out loans; choosing between overtime and childcare, and/or leaving children without paid childcare; sacrificing vacations, visiting family, entertainments, etc; commuting from long distances (Clyde Park – Three Forks); driving old and unreliable vehicles; living in modest, low cost housing; choosing between utilities and food; renting rooms at home; living with parents; keeping thermostats low, and lights off; and by deferring retirement.

It should be noted that many respondents working multiple jobs practice a variety of the cost-saving initiatives above in addition to working another job(s).

Feedback from across the board reveals reports of poor morale; dismay at how the University can tolerate the inefficiency and/or reputation as a bad employer which they perceive results from high turnover; concern that pay is disproportional to job duties; perceptions of the existence of similar jobs, one professional, one classified, requiring similar duties and qualifications but carrying significant pay differentials; dissatisfaction at the years of service required to reach a reasonable hourly rate (eg one respondent cited receiving $12/hr after 13 years’ employment); anger over the injustice of responsible, esteemed positions paying less than casual labor in the community (one respondent reported having made more money waitressing than as an MSU office manager); worry over departmental cutbacks on overtime and/or unfair distribution of overtime opportunities; disgruntlement over the disproportionate cost of living in Bozeman, as compared to the rest of the State, and the fact that pay scales do not account for this; distress over the rising cost of utilities when MSU wages are frozen; concern over increased cost of benefits, parking, union dues, etc; and depression at the poor prospects of buying a home and/or of retiring soon.

Many respondents volunteer detailed explanations of their personal financial situations. Experiences described include the inability to work overtime because of the high cost of childcare; the need to give up additional employment due to bad health, stress, the pressure of a family’s emotional needs (eg being torn between increasing the family income but needing to attend children’s school activities); and the worry of having no “nest egg” in case of emergencies.

Throughout all of this feedback, some respondents still express job satisfaction, and being grateful to work at MSU. However, input is resounding in its unanimity: these classified employees are severely underpaid and need, rather than want, their salaries brought in line with the cost of living.

We enclose a copy of the full text comments. As we intimated, as the input was being received, we wonder whether the information might be of use in your salary “book” compilation.

Sincerely,

Bonnie White

CEPAC Chair

Signed by Bonnie White, CEPAC Chair, on behalf of the Committee:

Eileen Baker Matthew Blazicevich

Ray Byerly Sara France, Secretary

Ellen Huber Daniel McGuire

Robert O’Driscoll, Vice Chair Richard Patera

Sharon Pielaet Clara Sprague

*explanatory note added to online version of document 5-21-04: this figure is reported at the basic level (13% of the full time classified workforce) because feedback was solicited through a survey in which every member of the workforce was invited to participate. Had we conducted a poll of a portion of the classified staff, picked at random, the results could have been reported as a multiple - respondents : the total possible population. We have limited our reporting to that which we can categorically state: that the percentage of full time classified staff working more than one job is at least 13% (but could be more).

Enc: Comments documentation.