PRINTED ON CEPAC LETTERHEAD

 

 

 

 

 

 

MEMORANDUM

 

TO                   Jim Rimpau, Chair, MAP Advisory Committee

FROM             Bonnie White, Chair, CEPAC

                        CEPAC members: Eileen Baker, Ray Byerly, Ellen Huber, Bob O’Driscoll, Sharon

                        Pielaet, Matt Blazicevich, Sara France, Dan McGuire, Clara Sprague

DATE              April 15, 2004

RE                   CEPAC MAP SURVEY OUTCOMES

 

CEPAC has been delighted to participate in President Gamble’s vision of shared governance, and our survey of MAP-covered classified employees is a prime example of this philosophy in action.   CEPAC is encouraged by the formation of the MAP Advisory Committee and its charge to enhance each component of MAP, maximizing the opportunities the program has to offer.

 

CEPAC originally divided the outcomes of the survey into issues we thought might be dealt with by Personnel & Payroll Services, and those we identified as appropriate to the MAP Advisory Committee.  We enclose a copy of our memo to Susan Alt (dated March 10, 2004) as well as a copy of her response (dated April 14, 2004).  CEPAC has incorporated the items Susan recommends be referred to the MAP Advisory Committee with those already earmarked for your consideration.  CEPAC recognizes that MAP is an evolving program and that some of these issues will take time to implement and refine.  We have, therefore, identified those of priority:

  • Ensuring that the maximum percentage of critical elements of the job description are covered by goals; and improve the quality and meaningfulness of goal setting in general.
  • Further consolidation of paperwork for all aspects of MAP, but especially in the area of performance evaluation.
  • Pursuing supervisor training as related to their responsibilities within MAP
  • Revitalizing campus interest in training, instruction and encouraging an open-minded view of MAP
    • assisting Personnel & Payroll Services in making instruction more user friendly
  • Incorporating the outcomes of the Professional Council survey of MAP supervisors
  • Developing supervisor participation, particularly in the following areas:
    • attitude/commitment to MAP
    • training in MAP
    • eliminating discriminatory treatment of employees as related to MAP processes (eg. favorable reviews, enthusiasm for flexible pay option utilization for some, but not for others)
    • consistency of goal setting requirements to reduce loss of employee motivation (eg. some employees’ goals are more demanding than others.  Since achievement pay is paid equally to everyone successfully completing their goals, dissatisfaction has arisen over discrepancies in the effort required of each person compared to the reward received).
  • Incorporating a supervisee evaluation of the supervisor
  • Promoting better understanding of MAP processes across all levels of the university administration
  • Reviewing the FY04 procedure for centrally funding non base-building one-time MAP bonuses

 

 

In addition to these more pressing issues, CEPAC would recommend the MAP Advisory Committee also consider:

  • Establishing and publicizing the permanency of the MAP program (dispelling rumor of the possibility that MAP may, or may not, be replaced by another system - whichever is the case)
  • Researching the low number (16%) of flexible pay option applications made (as reported by respondents) as compared to the high percentage (78%) of respondents who understood and were aware of these options.  (CEPAC takes these contrasting figures as an indication that flexible pay options are not being fully utilized)
  • Recommending an increase in achievement pay rates
  • Researching the feasibility/popularity of formally linking a proportion of salary to performance
  • Researching the inability of departments to participate in flexible pay opportunities based on lack of departmental funding
    • pursuing central funding of base building raises
  • Researching ways to diminish the feeling of being “insulted” through the MAP program, as reported by the staff
  • Recommending funding for training/education for supervisors as supervisors (separate from their MAP duties)

 

In passing these matters to the MAP Advisory Committee, CEPAC’s role of gathering and disseminating information is at an end.  We thank you for the enthusiasm with which your committee will continue this project, and we remain committed to the continued growth of the program.  CEPAC will follow, with interest, the progression of these issues and, of course, our members are available to provide any clarification or expansion of any listed item, as you require.