In early September, Associate Vice Chancellor of Human Resources Laurie Charest presented to the Employee Forum a compiled report from the Chancellor's Task Force for a Better Workplace. Over the past year, task force members worked with the University community to provide tangible benefits to employees and their families.

The new comprehensive report, distributed to task force members, detailed numerous achievements, including: the successful opening of the ombuds office -- the report's number one recommendation; computer loans and hands-on training for employees; a parking fee tier program; part-time degree enrollment for employees and other assistance to employees and families. Focus groups conducted in May and June assessed the campus climate to find additional measures for consideration in the future.

In January 2004, the task force issued 34 recommendations, which spanned a number of different areas and required a wide range of resources and authorities to achieve success. While some recommendations go beyond the scope and control of the University, employees are already benefiting from the numerous task force recommendations implemented over the last two years.                 

Fairness and Consistency
The first and strongest recommendation of the task force was to create a University Ombuds Office to offer a confidential, comfortable place to discuss workplace concerns. In December 2004, Chancellor James Moeser announced the appointment of Wayne Blair and Laurie Mesibov (on a part-time basis), who report directly to him. The ombuds office opened in early May and can be reached at ombuds@email.unc.edu or at 843-8204.

Vice Chancellor for Finance and Administration Nancy Suttenfield appointed a committee charged with reviewing the Dispute Resolution and Staff Grievance Procedure and recommending changes.  In fall 2004, the committee proposed a revised grievance procedure.  The modified procedure removed a step from the internal process in an attempt to expedite the proceedings. The proposal also included a new position, SPA Grievance Coordinator, to manage the administrative aspects of grievances. The revised policy became effective Feb. 1.

The Office of Human Resources completed a redesign of its web site, to simplify access to specific policies.

The redesign includes an employee path that provides direct access to items of most interest to University faculty and staff.

Human Resources also completed a report comparing the salaries of employees subject to the State Personnel Act (SPA) as a percent of the maximum salary for which employees qualified by University divisions.

The report demonstrated widespread use of in-range salary adjustments to enhance salaries.

Education and  Training
In December 2004, Moeser announced the University's new Learning and Development Policy, expressing its commitment to foster a culture of learning for all members of our campus community.

The University also approved a pilot part-time undergraduate degree program for University employees. This fall, 11 employees enrolled in the University as part-time students. This is a degree completion program for junior transfer students who have demonstrated their academic capabilities through previous enrollment.

The University currently allocates funds for its Educational Assistance program to support employees attending community college or college classes. The Employee Forum voted to increase the individual annual limit from $250 to $350 as of Sept. 1, 2004.

The Basic Clerical Skills program was restored in May 2005 as a collaborative effort between the University, local community colleges and various campus and community resources.   

Computer Literacy
To date, 27 employees have benefited from the computer loan program. Through the program, an employee in salary grades 50 to 61 can apply to receive a loaned computer for up to six months.

With additional University funding, the program now has 30 laptops available for loan.

University employees can also use any of the numerous Information Technology Services computer labs around campus, and many departmental labs are also available for use. A computer lab in the Cheek-Clark Building is reserved specifically for employee use.

The Campus Y coordinates a program of individual tutoring for employees using students as volunteer tutors. Over the 18 months of the program, 52 employees have taken advantage of the tutoring.  

Parking, Transportation and Flex Time
The Advisory Committee on Transportation recommended an additional "tier" in the parking fee structure for employees making less than $25,000 annually. The Board of Trustees endorsed this effort at its March 2004 meeting, which has benefited 957 lower-paid permit holders.

The Department of Public Safety negotiated an agreement with Triangle Transit Authority for reduced costs for bus passes as well as a subsidy for vanpool riders. This agreement was implemented in August 2004, on a three-year pilot basis.

A memo encouraging departments to allow flexible schedules where possible was sent by Executive Vice Chancellor and Provost Robert Shelton and Vice Chancellor for Finance and Administration Nancy Suttenfield.

Health and Safety
A number of significant steps have been taken in an effort to accomplish positive change in the health care area. In fall 2004, the Office of the President created a task force to explore creating a pilot health insurance program for University system employees and their dependents. Laurie Charest, Katherine Graves (representing all staff forums of the University system), Laura Linnan, Lewis Margolis and Pam Silberman represented the University. Draft legislation was prepared and bills were introduced into the House and Senate, but were not considered for inclusion in the latest budget.  

Child Care
An additional allocation of $35,000 per year was made by the University for child-care subsidies for employees, which increased the annual money available for faculty and staff subsidies to $98,862. This allowed the University to raise the income level of employees served from $35,000 to $38,000. 

In conjunction with Child Care Services Association, a community resource specialist available in the Administrative Office Building on Tuesdays from 8 a.m. to noon and Thursdays from 1 p.m. to 5 p.m.; however, efforts are being made to find more accessible locations.

Promotion and Recognition
For 25 years, the University has presented the C. Knox Massey Distinguished Service Awards to four employees per year. In January 2004, Chancellor Moeser announced that the number of annual awards would increase from four to six, and that the award amount would increase from $5,000 to $6,000 for each individual. The increases were made possible by growth of the $2 million endowment funding the awards.

An Employee Appreciation event was held in November 2004. This year, the event is scheduled for Oct. 10-14.  

Financial Safety Net
In its first six months of operation, the emergency loan program, established with private funds, granted 115 loans to employees. The program provides funds in cases of a severe financial hardship when the employee has an immediate need. Examples include a family medical emergency, threatened foreclosure or eviction from a primary residence, or termination of utilities. The program provides a maximum loan of $500, available at no interest and paid back through payroll deduction over no more than 10 biweekly or five monthly pay periods.

For more information, refer to hr.unc.edu/specialprograms/betterworkplace.