100-Day Report - University of Nebraska Omaha

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‣ It seems that some of our peers both public and private make more money, but we do have relatively good benefits with two levels of pay into our 401k and the NU credits. ‣ The stats demonstrate where things are. ‣ Poor. A colleague in my dept. just took a lateral job (same position & rank) at SDSU for 10K more than UNO was paying them. How does Brookings, SD, come up with more salary than UNO? Brookings is a small town of 20K people and SD has more state institutions than NE; I just don’t understand why. Especially since this person replaced a long‐time full professor here at UNO, which means that UNO saved about 40K per year in hiring this newer faculty. I have researched my similar positions within the region and consistently I am at the bottom of my peers. Our cohort of young faculty in my dept. all talk about this fact that UNO is well below what our peers are making; it is regular conversation among us, and most of us are looking at other opportunities or are open to other opportunities even though we like the Omaha area & UNO. UNO should not be a stepping stone for new faculty, but with the current salaries that is what it has become. It has become a first job for new faculty for peanuts. Work a couple years to get experience then move on to better paying colleges and universities. ‣ We are limited with regard to monetary resources and it’s difficult to stay competitive but the university does offer many benefits that outside businesses and companies do not have with regard to education. ‣ Because of NU Values, I think we are closer to our peers, and the benefits package is above average. ‣ Pay is below our peers. In the Security Department, the pay is at the lowest end of the peers and they have high responsibilities for the security and safety of the whole campus community. Benefits are above average to our peers. 22
5. If you worked with HR on an employee/staff/faculty employment issue, how satisfied were you with the resolution of the matter? ‣ Historically, I’ve been very pleased when working with HR on employment issues. ‣ I have only re‐classified a position and established a new position – both processes worked well and there were no problems. ‣ It seems that the job descriptions of department and college secretaries are created and then forgotten. At my previous institution, these descriptions had to be reviewed and updated as needed every three years. I found this exercise useful since job duties for secretaries can change over time. ‣ I have always received prompt responses from HR. I have had issues with end dates in the past, but that is it. ‣ We had an employee who was not able to succeed in his job. We worked with Mary Sweaney and Sharon Ulmar who were wonderful assistance to us. ‣ I have not had this opportunity. ‣ Very Satisfied with H.R. on staff issues. ‣ I have found HR to be very helpful and supportive when employment issues have arisen. They have always been willing to provide good advice and verify that we were doing things properly. No complaints. ‣ It depends on who you are working with in HR; Mary Sweaney and Sharon Ulmar have been wonderful! ‣ Many times I have been disappointed because I had to follow up and ask a lot of questions to get the information I need; sometimes I get referred to someone else in the dept. or they use HR language that I’m not familiar with. I really have to push to get any suggestions/solutions from HR. ‣ It’s very confusing to fill out PAFs. ‣ Very satisfied ‣ The minor challenges have always been very satisfactorily resolved. ‣ I have only worked with Benefits, and they did a great job. ‣ In my opinion, this has been a strong suit for HR and while employment issues for us have been rare, we have always been advised well with regard to procedures and what we need to do regarding documentation. ‣ I have worked with HR in the past few months on a personnel issue and I am very satisfied with the help I received from HR. ‣ Very satisfied 23
Page 3 and 4: TABLE OF CONTENTS I. Introduction/E
Page 5 and 6: Introduction/Executive Summary Plea
Page 7 and 8: E. Employee Recognition 10. To achi
Page 9 and 10: Strategies to Address Findings Stra
Page 11 and 12: HR Develop an online library of re
Page 13 and 14: 4 FOCUS GROUP COMMENTS 11
Page 15 and 16: ‣ Data on the impact of training
Page 17 and 18: ‣ The best way to improve product
Page 19 and 20: ‣ A five‐year stretch for recog
Page 21 and 22: ‣ Sufficient. I use this a lot; i
Page 23: 4. From your experience, how compet
Page 27 and 28: ‣ At times it seemed to take a wh
Page 29 and 30: 8. How well do we keep you informed
Page 31 and 32: 10. In your previous work experienc
Page 33 and 34: 12. What emerging workforce issues
Page 35 and 36: ‣ My concern is that the universi
Page 37 and 38: ONLINE SURVEY RESULTS An online sur
Page 39 and 40: How well informed does HR keep you
Page 41 and 42: How effective are the employee reco
Page 43 and 44: The forms and tools provided for pe
Page 45 and 46: How often do you use Employee Self-
Page 47 and 48: How do you get your news about what
Page 49: 6 100-DAY REPORT BRIEFING 47
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IV. Next Steps ‣ Put final revisi
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Survey Questions for HR 100-Day Rep
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Other Data Focus Groups Types and I
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Vida Hill Robert Hoffman Allison Ju
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UNO Faculty Senate ~ Full Membershi
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Blaine James Dorothy Bruce Robert W
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$5000. Stipends for the Urban Studi
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100-Day Report - University of Nebraska Omaha

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