PRINTED ON CEPAC LETTERHEAD

MEMORANDUM

TO Susan Alt, Director, Personnel & Payroll Services

FROM Bonnie White, Chair, CEPAC

CEPAC membership: Eileen Baker, Ray Byerly, Ellen Huber, Robert O’Driscoll, Sharon Pielaet, Matthew Blazicevich, Sara France,

Daniel McGuire, Richard Patera, Clara Sprague

DATE March 10, 2004

RE CEPAC MAP SURVEY OUTCOMES

As you know, CEPAC recently conducted a survey of MAP-covered classified staff, soliciting feedback about the program. The Committee has been delighted with the team spirit evidenced in its interactions with you, members of your department, and with President Gamble in this regard.

We now have pleasure in forwarding to you a list of outcomes which we hope the MAP administrative team might be able to incorporate before the new cycle commences this summer:

• 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.
• Research claims of slow application processing.
• Educate the campus as to why PPS makes the final decisions on flexible pay options.
• Procure a note (even a mass produced one) from President Gamble to be sent to staff on the occasion of a bonus award.

In addition to these, more pressing items, CEPAC would like to respectfully ask that you consider furthering some other issues at the campus level. Please don’t hesitate to inform us if any are unsuitable for incorporation locally, so that we might pass them to the MAP Advisory Committee:

• Increase understanding of title conversion methods, outcomes and relationship to salary
• Investigate discrepancy in reported flexible pay applications (via the survey) and those actually made via PPS
• Pursue supervisor training as related to their responsibilities within MAP
• Pursue supervisor training as related to their general supervisory responsibility
• Improve supervisor attitudes towards MAP
• Revitalize campus interest in training and instruction
• Research viability of survey respondent reports of being “over supervised”, based on the idea that a sure way to achieve progression pay is to supervise. Thus, staff are working under multiple supervisors in order to satisfy the supervisory requirement for their progression. Resolve if necessary.

CEPAC thanks you for your cooperation and enthusiasm in working with us on this project. Please let us know if we can clarify or expound on any of the items listed.