The Alternative Service Committee is comprised of a group of Emporia State University employees whose charge is to research and recommend enhancement of employment for classified employees by providing an option to move out of the State Civil Service. The committee will prepare white papers, and all classified employees will have an opportunity to review them and vote on whether to stay in the state civil service system as classified employees or to move out of the state civil service system as University Support Staff (USS). The plan for employment administration will contain all affected aspects of employment for USS, including personnel policies and procedures. Although all the committee members have donated their time and energy to this process, only classified employees are able to vote to become USS. Each classified employee will have one vote.
White paper is the term used to describe the proposal that covers the different areas of employment that can be changed under USS: compensation, discipline/protection system, performance review, layoffs, and furloughs.
If the classified employees vote at Emporia State University to leave the state civil service system, they will be referred to as University Support Staff (USS). USS employees will not have contracts like unclassified employees at Emporia State University. All USS employees would be on regular, permanent positions (if that is what your current position is). The only difference will be that the administration of employment will be handled at the university level, not the state level. The confusion between USS and the term unclassified may be associated with several reasons. The first reason is USS employees will be categorized as unclassified for the purpose of the State of Kansas Workforce Report simply because there is no other category to place them. The second reason is the terminology of classified and unclassified. Classified is a term only specific to civil service employment; positions are put into classifications, and employees in these positions are called classified.
It is impossible to say what the future of Emporia State University administration will be, just like it is impossible to know what the 125 House of Representative members and 40 Senate members from around the State of Kansas will be comprised of in the future. Each individual must answer this question for themselves.
The statute 76-715a requires that this statute cannot be implemented by the Kansas Board of Regents at any state institution of higher education unless an election has been held. Classified employees affected by such a proposal must vote at an election. An official announcement, providing at least a 90-day notice of the date, time, and place of the election shall be given. While a date has not been selected at this time for the classified employees to vote, the anticipated date of the vote is likely to be Spring 2014. After a majority vote of approval, Emporia State University shall provide all affected employees with opportunities for input into the development of the plan that is to be presented to the Kansas Board of Regents.
There is no guarantee that a salary increase will be allocated if the vote passes for Emporia State University classified employees to become USS, as those decisions are based on the availability of budgetary funds, which is unpredictable. What USS will offer is flexibility for administration to have the authority to grant salary increases to USS employees, similar to the authority given to increase salaries for faculty and unclassified employees. If classified employees vote to remain with the State Civil Service as currently in place, all salary increases will continue to be decided by the state legislature.
The statute 76-715a states that implementation of USS shall not cause a salary reduction or layoff of any classified employee. Therefore, your pay can not go down and you can not be laid off as a result of moving to USS.
The decision on which pay structure is best for Emporia State University USS will be based upon input from administration and USS employees. Many pay structure options exist: similar to what is currently being used by the state or pay ranges with broad bands that would give departments flexibility to compensate USS employees for additional responsibilities assigned or experience an employee may have.
The Alternative Service Committee (ASC) will recommend continuing the longevity bonus.
Classified employees whose positions are converted from classified to USS status will retain all group health insurance, flexible spending accounts, leave, and retirement benefits provided to them under the state civil service system, as required by statute 76-715a.
The Kansas Statute 76-715a explicitly states, “Nothing in this act shall affect the representation rights of collective bargaining organizations that represent the employees of a state institution of higher education, nor shall the provisions of this act affect any term or condition of any collective bargaining agreement in effect on the effective date of this act.”
The only institution that has completed the transition to USS is the University of Kansas. To learn from KU’s experiences, the ASC recently had a video conference with KU. Results of this discussion will be shared.
Classified employees will have an opportunity to take part in discussion groups in the future to help ASC gather input from classified employees about the white papers being developed. Once these discussion groups have been completed, classified employee recommendations will be considered in a final proposal, known as white papers. At least a 90-day notice will be given to announce the date, time, and place of the election. During that 90-day period, town hall meetings will be conducted to present the final white papers. An election will be held on whether to become University Support Staff (USS). After a vote of approval, Emporia State University administration will present the white papers to the Board of Regents. If the proposed white papers are approved by the Board of Regents, University Support Staff Policies and Procedures will be created.
No, Faculty Senate will not represent University Support Staff. Classified Assembly will be consulted to provide representation for USS.
No. If the legislature abolishes civil service then all classified positions would be the traditional unclassified positions, like the current unclassified positions on campus with contracts, which is not like university support staff.
No. Alternative Service (ASC) is the name of the university committee that has been charged with researching and recommending enhancements of employment for classified employees by providing an option to move out of the State Civil Service, under the provision of statute 76-715a. By statue, the converted classified positions will be referred to as university support staff.
The university has seen the problems created by the lack of properly implementing the state market adjustment/pay plan system. It would be directly detrimental to the university if they did not properly implement a new compensation system.
The members are Gwen Spade (Chair), Kim Massoth (Co-Chair), Candy Johnson, Jackie Lutz, Sheila Markowitz, Sarah McKernan, Amanda Meek, Mike Mercer, Rick Moore, Shelly Ogleby, Laurie Pitman, Karla Rodgers, Shari Scribner, Nancy Standiferd, and Nane Weaver, with non-voting members Judy Anderson, Ray Lauber, and Angela Wolgram.
The statute is very clear that no one may lose their job as a result of the move from Classified Service to USS. Classified positions would convert directly into USS positions of the same classification, and current employees would be retained in the USS version of the position they currently hold. ESU will have a 2 – 4 year window to develop new title management and pay systems, although the systems may be developed and implemented sooner than that. Once a new title management system is developed, USS positions will be reviewed for fit into the system.
Human Resources checked with KU, and all classified KU positions were converted directly into USS positions and the current employee in the position was moved automatically into the USS position. No one was asked or required to reapply for their position for the 2005 transition.
In the interest of open communication, in 2012 (well after the move to USS) two large departments at KU merged. In that merger, some supervisory positions were eliminated and others created, so supervisors had to reapply for the open positions that were available. At the same time, some non-supervisory positions were realigned to different shifts and employees were given the opportunity to bid on shifts. Non-supervisory employees were not required to reapply in order to keep their job. This transition was unrelated to the move to USS.