Open discussion about UI Human Resources, questions and suggestions
Members of the University of Idaho Faculty Senate had an open discussion with Greg Walters, executive director of Human Resources, about the issues, difficulties and concerns with the Human Resources department.
Most of the discussion surrounded ideas to streamline the hiring process, suggestions to reorganize staff pay grades and the staff’s reaction to the new classification and compensation system that went into effect last year.
James Foster, representative from the College of Science, said HR practices are one of the main concerns among faculty in his department — in particular, staff hiring policies and staff turnover. He said his department is understaffed in many different capacities, and hopes to see the HR process streamlined to fill those positions.
Foster said the current hiring guidelines make it almost impossible to hire an experienced and talented staff member. He said his colleagues have lost experienced staff members and have had trouble offering a competitive salary to fill positions.
“There are millions of dollars at stake if you don’t get key, experienced personnel,” he said. “And to get more experienced personnel, you have to pay competitive salaries.”
Walters said upper UI administration is aware staff compensation is a large problem and has heard people are working to address it.
“They have heard that many, many times, you can add one to the list right there,” Walters said.
Walter said the staff turnover rate has stayed steady at 14 to 15.5 percent, which continues to be higher than UI’s peer institutions. He said the high staff turnover rate is most likely due to low compensation levels for staff members.
The classification and compensation system rollout last year was also still on the minds of many Faculty Senate members at last week’s meeting.
Alan Caplan, representative from the College of Agricultural and Life Sciences, said many staff members felt discouraged by the new system and its rollout by HR. He said he knows of staff members who did not feel valued by the university after the classification and compensation system took effect and began to look for jobs elsewhere.
“I think, had they felt welcomed, rewarded and respected, they might not have been looking very hard, if at all, for other positions,” Caplan said.
Caplan suggested HR should spend more time conducting interviews with the employees who choose to leave UI for other positions, instead of just interviewing the supervisor.
Walters said the HR department issues an exit questionnaire and invites outgoing employees to visit HR and talk about their experience at UI. He said the department also requires supervisors to list the employee’s reason for departure.
Many other faculty members at the meeting showed support for removing the level-one pay grade for staff members, which has a minimum hourly rate of $8.34.
Faculty Senate Member Michael Murphy said he did not understand the need for a level-one pay grade when no employees are in level-one and the university has said it’s committed to not hiring employees under an hourly wage of $10.75.
Walters said there is no immediate reason to continue with the level-one pay grade. He also pointed out the minimum hourly rate for the level-two pay grade, $9.41, still below the target hourly wage for all UI employees.
Brian Mahoney, associate director of Campus Recreation, agreed with Murphy and said it made sense to get rid of a pay grade no employees are classified under. He said the level-two pay grade should also be adjusted to not allow any employees to be paid under $10.75, to align with the university’s goal.
Ryan Tarinelli can be reached at [email protected]