Classified Council

Agenda April 2nd

8:30 – 10:00 a.m. , 2009

ADM 204 Access Number 1-800-893-8850

Meeting Number 7730925

I. Call to Order

II. Introduction of Members and Guests

Megan Carlson, President * Lara Madden Melodee Monson, Vice President E Kim Heidemann Kathy Smith, Secretary** Kim Stanford * Bette Belanger Kristin Warren

E Brenda Henderson Lisa Sparrell* Craig Mead* Lois Hall* Fannie Slaten** Marilyn Borell

E Harry Need Melanie Hagen Janette Thornton Sandra Barclay** Jennifer DePesa Sarah Hill Jennifer Schultz Thia Falcone Judi Spry* Anchorage Rep (vacant)

Assembly Reps * Alternate Assembly Reps **

III. Approval of Agenda (pgs 1-2) IV. Approval of Summary

A. March Summary (pgs 3-6)

V. Reports A. President – Megan Carlson (pg.7) B. Staff Alliance – Megan Carlson (pg. 7) C. UAA Assembly – Megan Carlson (pg. 7) D. Diversity Action Council- Judi Spry (pg.8) E. Campus Safety Committee- Marilyn Borell F. Sustainability Council- Kathy Smith (meeting later this month) G. Student Success Task Force- Lois Hall H. Staff Health Care Committee- Megan Carlson I. PBAC Strategic Opportunity Fund Subcommittee- Melodee Monson J. Child Care Task Force- Sandi Barclay K. UAA Faculty Staff Association- Kim Stanford

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VI. Old Business

A. Communication Committee Survey Discussion (15 minutes) - Sandi Barclay, Lisa Sparrell, Marilyn Borell

VII. New Business

A. Child Care Task Force member selection B. CC Elections – Vicky Warren (pgs. 9-10) C. UAA Day @ Bean’s Café – Vicky Warren D. Facilities Update – Chris Turletes

VIII. Agenda Items for May meeting

A. Officer and Committee Elections

IX. Information Items A. Compensation Task Force (pgs.11-16) B. Health Care Task Force (pgs. 17-19) C. Accreditation Assembly Friday April 3rd, 11:30-1:00 (PSB 166) RSVP

required for lunch. http://www.uaa.alaska.edu/accreditation/2010.cfm D. UAA Day @ Bean’s Café, Saturday, April 11th

E. AWAIC Drive. March 31, 8:30 – 1:30

st – April 10th

F. UAA Development Day Thursday, May 14

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G. Advocacy Update

http://www.alaska.edu/state/

X. Adjourn

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Classified Council

Summary March 5, 2009

8:30 – 10:00 a.m. ADM 204

Access Number 1-800-893-8850 Meeting Number 7730925

I. Call to Order

II. Introduction of Members and Guests

X Megan Carlson, President * X Lara Madden X Melodee Monson, Vice President E Kim Heidemann X Kathy Smith, Secretary** X Kim Stanford * Bette Belanger Kristin Warren

X Brenda Henderson E Lisa Sparrell* X Craig Mead* X Lois Hall* X Fannie Slaten** E Marilyn Borell X Harry Need X Melanie Hagen Janette Thornton X Sandra Barclay**

X Jennifer DePesa X Sarah Hill E Jennifer Schultz Thia Falcone X Judi Spry* Anchorage Rep (vacant)

Assembly Reps * Alternate Assembly Reps **

III. Approval of Agenda (pgs. 1-2) Approved IV. Approval of Summary

A. February Summary (pgs. 3-6) Approved

V. Reports (copies will be brought to meeting and posted to Governance website)

A. President – Megan Carlson Just returned from Juneau, very successful meeting with legislators Thankful to Chancellor for opportunity to advocate for UAA Accreditation Assembly, Friday, April 3rd

Development Day moved to May 14, 11:30 to 1:00, Location TBA

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B. Staff Alliance – Megan Carlson

Non retention resolution meant to encourage people to follow spirit of policy

C. UAA Assembly – Megan Carlson Legislative season underway, encouraged to continue supporting UAA. USUAA Resolution passed regarding sports teams at UAA Will Jacobs spoke about Cabinet Strategic Guidance Kristen DeSmith presented the PowerPoint for the new logos. UAA Day of Service discussed, hope to hear more soon.

D. Diversity Action Council- Judi Spry Report attached

E. Campus Safety Committee- Marilyn Borell No report

F. Sustainability Council- Kathy Smith No report

G. Student Success Task Force- Lois Hall Committees working hard. Will have end of the year report. Advising going well, report to Provost end of year. Looking to have some exciting changes.

H. Staff Health Care Committee- Megan Carlson Joint Health Care Committee (representatives from the unions, management and one non represented staff) will be meeting later this month to discuss rate setting for the health insurance plan. The plan design (such as prescription costs and deductibles) will remain the same next fiscal year.

I. PBAC Strategic Opportunity Fund Subcommittee- Melodee Monson Report attached PBAC will be reviewing the applications for the Strategic Opportunity Fund soon.

J. Child Care Task Force- Sandi Barclay Committee in early stages. Robert Capuozzo from COE and Troy Bowler from Tanaina will be co chairs Gave presentation about how other universities do this. Place and money still big concerns.

K. UAA Faculty Staff Association- Kim Stanford Encouraged to get post cards from Steve Rollins to send to legislators

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VI. Old Business

A. Communication Committee Survey Discussion (15 minutes) - Sandi Barclay, Lisa Sparrell, Marilyn Borell Discussion about wording and questions continued. First four questions designed to decide if Classified Council needs to start promoting itself again Questions to focus on these main four areas: Who we are, address participation concerns, best way for CC to communicate with classified employees, and what CC should focus on Survey includes area for community campuses to comment about concerns they face Plan to make final edits to survey and launch in the next couple of weeks

B. Events and Service Committee

• Results of Chili Feed • Spring Service Project (March drive for women’s organizations?) Is there time left for another service project this semester? Idea for CC to use time, energy and resources to promote UAA Development Day Could Classified Council present a workshop at UAA Development Day?

C. Vacancies (1 remaining Anchorage seat)

Tabled

VII. New Business A. CC Elections (current membership list attached pg. 7)

Please let Vicky know whether or not you plan to run for another term if your term is 07-09. If a member has a 08 -10 term but is not planning to return for 09-10, let Governance office know. Elections take place in April. May CC Meeting will include introduction of new members, electing officers and filling committee seats.

B. Family Campaign – Julia Martinez Renamed as Faculty and Staff Giving Campaign Asked to make a financial gift to UAA. Focus is on number of participants, not number of dollars. Charitable giving goes through UA Foundation. Emphasizing scholarships, especially need based. The more UAA can help the students the better off the community will be. Outside companies look at how many employees contribute. Campaign runs until June 30th

Classified Council and APT Council will have a challenge for participation among members this year. The Council asked Julia to extend the challenge to Faculty Senate as well.

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C. UAA Logo – Kristin DeSmith

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Trying to “brand” UAA with creation of a logo to be used by all affiliated with UAA. Advancement will be creating logos for departments before the shift goes into effect, and departments will not be expected to purchase new business cards and letterhead until existing stocks are depleted. Power Point presented

D. Compensation Task Force (pgs. 8-9) Discussion about compensation changes Task force brainstorming ideas of ways to fix current compensation issues. Performance evaluations being tied to compensation raises mentioned Concern about how evaluations are currently handled, and whether it can become consistent enough to be tied to compensation Task force open to any questions, comments or concerns. Can contact Megan Carlson

VIII. Agenda Items for April meeting A. Facilities Update B. Elections

Add Compensation

IX. Information Items A. Accreditation Assembly Friday April 3rd, 11:30-1:00 (location TBD)

http://www.uaa.alaska.edu/accreditation/2010.cfm B. UAA Development Day Thursday, May 14th

C. Advocacy Update (NOTE DATE CHANGE!)

http://www.alaska.edu/state/ D. Cabinet Strategic Guidance (pgs. 10-11) E. I’m Going to College.

Taking place Thursday, May 7Any help members can give will be much appreciated

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X. Adjourn

10:05 am

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University Assembly March Meeting

We talked a great deal about the status of the budget for FY10, which is currently being decided by the legislature. We also discussed the options we have if we do not receive the necessary operating funds to open the Integrated Science Building. The options on the table are not opening it, opening it late or opening only parts of the building, or making substantial cuts to existing programs to fund the necessary costs of the ISB. It is far preferable for us to receive these funds from the legislature, so it is important to advocate for those funds. The legislative session wraps on April 19

Budget Update

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, so we should know where we stand soon.

We also talked briefly about the implications of the federal stimulus package, but the amount that will be available to UA is very unclear at this point.

The Assembly is working on a revision of its constitution and bylaws. The first reading was at the March meeting, and we’ll have second reading and approval at the April meeting. The areas that included the most attention were related to the process to select a staff representative for UAA to the System Governance Council, when to hold elections for officers, and what authority the Assembly has to send motions back to constituent bodies for reconsideration.

Constitution and Bylaws

An ad hoc committee, led by Vicky Warren, is planning a day of service for UAA employees and students. Since the year is almost over, the committee decided on holding a UAA Day at Bean’s Café on April 11

UAA Day at Bean’s Café 4/11/09

th from 8:30-1:30. There are opportunities for people to volunteer in one of three shifts, either serving or doing the preparations before serving. An announcement should go out soon, but if you’re interested in volunteering, you can email Vicky at aygov@uaa.alaska.edu. Thanks to this committee for pulling together this event so quickly!

Because we met twice in February due to the legislative advocacy trip to Juneau, the Alliance has not met since our last Classified Council meeting.

Staff Alliance

I was able to attend part of a meeting of the Joint Health Care Committee, which is the group of union and management representatives (with one non-represented staff representative) that makes decisions on our health care rates and benefits package. It was interesting to hear such different perspectives on how to use the existing over recovery to control the rate of increases in employee premiums for health care. The committee’s vote determined the rates for FY10, which have been included as an information item. They chose to use $4 million of the remaining over recovery, which amounts to slightly less than half of the total amount. This should allow us to have more available to control the rate increases in FY11 and possibly FY12.

Joint Health Care Committee

Unfortunately, PBAC and the Chancellor’s Cabinet decided to suspend the Strategic Opportunity Fund for the current fiscal year because the budget outlook for FY10 suggests that we won’t have the funds to support additional projects. Applicants for the SOF FY10 funds were notified that the program had been suspended for the current year, but that if the budget outlook improved, some programs might be funded later in the year.

Planning and Budget Advisory Council (PBAC)

PBAC will be holding hearings to review budget proposals from the major units (schools and colleges, and units that report to the Vice Chancellors) on April 16th and 17th

. Also due to the poor budget outlook, the priorities for funding new requests through this process have shifted. First priority will go to projects included in the Regents budget but not funded by the governor and legislature. Second priority will go to projects that were submitted in the UAA request to Statewide that were not included in the final Regents request.

The Governance Leaders are in discussions about the future of governance travel funding, including whether the current level is reasonable, and how it should be allocated. These travel funds were incredibly valuable to Classified Council in allowing our community campus representatives to join our retreat, and allowing Kim, Melodee, and Kathy to advocate for UAA in Juneau. I am a huge advocate of continuing these funds, and encouraging the other governance groups to take advantage of the opportunities they present.

Governance Leaders

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UAA Diversity Action Council Meeting

Friday, March 27, 2009 8:30-10:0a.m.

University Lake Building, Room 104

Meeting Agenda

• Introductions/Welcome

• Review/approval February meeting minutes

• Status report for funded project

o OLD: Performance of “Growing Up Native in Alaska” The Nov. 1 2009 performance at the Wendy Williams was attended by approximately 500 people. The production itself was highly professional and quite memorable. A copy of the performance may (or may not) be available on CD, it will be investigated.

o NEW: Alaska Native Youth Proposal Total cost for the event is $30,000. The amount requested from the DAC was for $20,000 and the amount approved was $10,000.

o NEW: Public Forum featuring Guest Lecturer Dr. James Liu. Total cost for the event is $2,000. The amount requested from the DAC was for $1,000 and the amount was approved for the full amount of $1,000.

o NEW: Public Forum featuring Guest Lecturer Dr. Martin Brokenleg. Total cost for the event is $27,500. The amount requested from the DAC was for $2,200 and the amount was approved for the full amount of $1,000.

• Continued discussion on best methods for disseminating disability related information to the university community.

• Other Items o DAC Budget (Currently at $25,127) o DAC Funding Request Guidelines (Revised) o DAC Funding Request Form

• Announcements: Homework for everyone is to review and add their input for the DAC

Funding Guidelines & Request Form before the next meeting. By the end of the next meeting we want to have this finalized and posted on the DAC website.

• Next DAC meeting: April 10, 8:30- 10:00am Student Union Lyla Richards, 103

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Name Location Phone Fax E-mail Term

Megan Carlson, President* Academic Affairs 786-1054 786-1426 anmac3@uaa.alaska.edu 07-09

Melodee Monson, Vice President Human Services Dept 786-6453 786-6436 melodee@uaa.alaska.edu 07-09

Kathy Smith, Secretary ** School of Nursing 786-4802 786-4559 ankhs@uaa.alaska.edu 07-09

Brenda Henderson Communication 786-4397 786-4190 anbsh@uaa.alaska.edu 07-09

Craig Mead* Enrollment Services 786-1545 786-4888 ancim@uaa.alaska.edu 08-10

Fannie Slaten ** Business Administration 786-4133 786-4115 anfs@uaa.alaska.edu 07-09

Harry Need University Advancement 786-1010 786-1957 08-10 harry@uaa.alaska.edu Janette Thornton College of Education 786-1933 786-1931 jthornton@uaa.alaska.edu 07-09

Jennifer DePasa Enrollment Services 786-1561 786-4888 anjlk2@uaa.alaska.edu 07-09

Jennifer Schultz College of Education 786-4481 N/A anjss3@uaa.alaska.edu 08-10

Judi Spry* Residence Life 751-7444 751-7446 anjls5@uaa.alaska.edu 07-09

Kim Heidemann Mathematical Sciences 786-1744 786-6162 anklh3@uaa.alaska.edu 08-10 Kim Stanford* Theatre & Dance 786-1683 786-1799 ankjs@uaa.alaska.edu 07-09

Lara Madden CBPP 786-4100 786-4119 anlnm1@cbpp.uaa.alaska.edu 08-10

Lisa Sparrell* Prince William Sound 834-1660 834-1691 07-09 lsparrell@pwscc.edu

Lois Hall * Learning Resources Center 786-6833 786-6835 anlwh@uaa.alaska.edu 08-10

Marilyn Borell CAS 786-1387 786-4630 anmnb@uaa.alaska.edu 08-10

Melanie Hagen Kenai 262-0307 262-0301 inmah@uaa.alaska.edu 07-09

Sandra Barclay ** Ctr. For Human Development 264-6243 264-6203 ansed@uaa.alaska.edu

07-09

Thia Falcone Kodiak 486-1213 486-1250 tfalcone@kodiak.alaska.edu 07-09

Sarah Hill Office of the Registrar 786-1209 786-1537 anseh@uaa.alaska.edu 08-10

Kristen Warren Athletics 786-1233 786-1142 Kristin@uaa.alaska.edu 08-10

Bette Belanger Mat Su (Workforce Dvlp/Comm Ed)

745-9718 745-9303 bbelanger@matsu.alaska.edu 08-10

Vacant Anchorage Campus 08-10 * University Assembly Representative **University Assembly Alternate

Scheduled Meeting Dates 8:30 – 10:00 a.m.

2008 2009

September 4 February 12 October 2 March 5

November 6 April 2 December 4 May 7

Governance Office Phone Fax E-mail Christine Tullius, Governance Coordinator 786-1994 786-6123 ancmt3@uaa.alaska.edu Vicky Warren, Administrative Assistant 786-1945 786-6123 aygov@uaa.alaska.edu

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April 3

2009-2010 Classified Council/APT Elections Timeline

rd

Any member whose term ends in 09 and wants to rerun will need to follow instructions in the nomination email.

: Nomination Email sent out by Governance Office.

April 14th

April 17

: Nomination period ends

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April 28

: Open Ballots

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April 30

: Close Ballots

th – May 1st

May 7

: Letters sent to new members, including an invitation to attend May meeting.

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This meeting will include this year and next year’s members.

: Classified Council/APT Council meetings

Officer and Committee Elections.

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Background In 2008, the University was advised that the legislature would only fund across the board pay adjustments for staff; it would no longer fund the cost of the annual step increases provided for in University Regulation. The Compensation Task Force was formed to review the impact of this change and to recommend appropriate changes to compensation practice and regulation. It was further requested that the Task Force attempt to identify cost saving or cost neutral options to help offset any costs associated with their recommendations. The Task Force convened July 2008. The membership included representation from governance, administrative management and human resources throughout the UA system (see attachment). Initially, the Task Force was briefed on the legislative perspective and background by Pat Pitney, Vice President for Statewide Planning & Budget, and Pete Kelly, Director of UA State Relations. Statewide Human Resources provided information and data on both current UA staff compensation practices and structure, and compensation practices at other higher education and state institutions and agencies. Issues Compression and Internal Alignment: If increases are limited to across the board (ATB) adjustments, over time, pay will be clustered at the bottom of the scale. Recognition and Retention: Employees perceive step increases as a form of recognition for performance. If steps are discontinued this will affect morale. In-grade Adjustments: Current in-grade adjustments are considered exceptional and have been an addition to regular step movement. If in-grade adjustments are continued as exceptional only, it will likely result in a lack of consistent application across all positions. Performance Management: Regulation has allowed withholding of step increases based on performance. While current Regulations require annual performance evaluations, this does not occur in practice. Cost Savings/Cost Neutrality: Current salary savings from vacancies, new hires at lower rates and leave without pay are balanced by the cost of

Formatted: Left: 1", Right: 1"

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reclassifications and in grade adjustments. Therefore a new source of savings would need to be identified. Administrative Impact/Cost

• Internal Equity – Pay parity across MAU/System regardless of funding source.

: Need to minimize impact of changes to compensation process and structure on the ongoing cost and efficiency of payroll and administrative operations. Values The Task Force identified the following primary values which inform their analysis and recommendations:

• Market/External Competitiveness – Commitment to market

competitiveness in order to support recruitment and retention.

• Longevity – Recognition of the value of experience gained through years of service.

• Performance Management – A standardized system that promotes

regular communication between employees and supervisors, supports career development and advancement, and provides a means and format for performance feedback.

• Performance Recognition – Performance based monetary and non-monetary rewards based on consistent and equitable standards and criteria.

• Retention – Commitment to a work environment and performance

recognition practices that promote employee satisfaction, and support the development and retention of quality employees.

Recommendations The following recommendations are founded on three essential building blocks:

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− Continuing annual across the board pay increases. − Mandated performance management system. − Regular market review and adjustment for staff positions.

These critical elements are necessary to the successful implementation and application of the following recommendations:

• Provide annual ATB adjustments, as funded by the legislature, and based on cost of living and other appropriate factors.

• Establish a regular process of market review and adjustment for staff positions.

• Establish a mandated performance management system to promote communication, career development, and to support performance based adjustments.

• Implement a performance based salary adjustment process, based on the above performance management system.

• With each ATB increase of 2% or greater, add a new starting rate 2% below the beginning of the new salary range. This provides two benefits:

− Helps address compression by providing a lower first step for new hires.

− Creates cost avoidance to support other recommendations.

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Note: The starting step would not decrease. It would increase by 2%, which would be a lower percentage than the ATB adjustment employees receive.

• Incorporate the current Transition Steps (T3 and T4) into the regular salary range. While originally created as transition steps for the job family, they have become incorporated into regular use, with 25% of hires (12% of total staff) on these steps.

− Establish a generic 1% salary grid in Banner. This provides:In modifying the salary structure (grid) to implement these recommendations, provide for a consistent and flexible structure to accommodate performance adjustments and future salary modifications efficiently and economically.

−

− Consistent and equitable base for implementing the recommended salary range changes.

Consistent and flexible structure for recommended performance adjustment process.

Cost savings from consistent alignment of ranges and ability to fine tune adjustments within 1%.

Flexibility to accommodate future grid modifications more efficiently and economically.

Compensation Task Force Membership

Megan Carlson, UAA, Academic Project Specialist, UAA Classified Council Janet Daley, UAF/GI, Business Manager Jason Davis, Statewide, Lead Desktop Sys Admin, Statewide Assembly Julie Larweth, Statewide, OIT Executive Officer Linda Lasota, UAF, Fiscal Technician, Seward Marine Center Kirk McAllister, UAS, Human Resources Specialist

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Yvonne McHenry, UAF, Senior Human Resources Advisor Kris Racina, UAF, Director of Human Resources Gwenna Richardson, UAS, Human Resources Technician, UAS Staff Council Juella Sparks, UAF, Communications Manager, UAF Staff Council James Yauney, UAA, Human Resources Consultant HR Support to Task Force: Jeannine Senechal, SW Human Resources, Director of Compensation Will Daniels, SW Human Resources, Compensation Analyst Tara Ferguson, SW Human Resources, HR Analyst

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The education funding is going to individual schools as well as to special programs administered bythe Commissioner. I understand that much of the funding will require a special exemption fromthe Secretary of Education for criteria that Alaska cannot currently meet. As chair of our EducationPlanning Group, John Pugh will take the lead for UA in working with the Commissioner onprograms that may include UA participation.

The Legislature is preparing a bill to be introduced early next week that will include all the statefunding and receipt authority for all agencies for any additional ARRA funds they anticipatereceiving. The Legislature is only allowing $1m for each agency in anticipated receipt authority atthis time, but will make adjustments through Legislative Budget and Audit as necessary during theinterim.

Please call or email if you have any questions.

Compensation Task Force reviews pay adjustments

Last year, members of the Legislature expressed concern about the way the university addressesstaff salary increases. This caused the university to alter its long-standing practice of seekingfunding for annual step increases for UA staff. The Legislature’s objection in large part was basedon the fact that step increases for State of Alaska employees are funded internally, rather thanbeing included in the state’s annual budget request. University Regulations had provided that stepincreases would occur on the anniversary of an employee’s date of hire, so the regulation itselfwas modified in keeping with the new, across-the-board approach.

University officials then created the Compensation Task Force to review and recommendappropriate changes to compensation practice and regulations for future years. The group first metin July 2008 and included representatives from governance, administrative management andhuman resources throughout the UA system. The group was tasked to review the current grid andstep structure and to make recommendations for a possible new salary structure or salaryadjustment mechanism. The group was asked to consider a solution that would not only meet theinterests of UA employees and administration, but also be palatable to the Legislature during thebudget process. The task force established criteria including employee salary progression thatwould avoid what’s known as “pay compression,” where new hires come in at the same rate aslonger-term employees, resulting in a clustering of salaries at the bottom range.

The UA Business Council advised that any proposed structure or methodology for making wageadjustments should be cost-neutral when compared with the previous format involving gridadjustment plus annual steps.

The task force has held regular meetings since it was formed. Members now have prepared a setof draft recommendations for review and additional input. A list of task force members and thedraft recommendations will be posted on the Classification/Compensation section of the StatewideOffice of Human Resources webpage next week. Once finalized, the recommendations will besubmitted to Statewide Human Resources. After that, the Human Resources Council, BusinessCouncil and others in the UA administration will review the proposal. If the university develops aproposal for changes to Board of Regents’ Policies regarding staff compensation, draft languagewill be submitted for discussion as a part of the board’s agenda at a future Board of Regents’meeting.

Questions about the task force and the draft recommendations may be directed to JeannineSenechal (j9@alaska.edu; 450-8210) or Will Daniels (will.daniels@alaska.edu; 450-8220) inthe Compensation Office at Statewide Human Resources.

Board of Regents News

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HR News

New from the UA Joint Health Care Committee...

UA staff and faculty will receive $50 for entering their biometric numbers through April 30, 2009 inthe Get the Point (GTP) Tracking System.

"It’s important for you to keep track of your health, and there’s an easy way to get started: KnowYour Numbers. That's blood pressure, cholesterol, glucose and BMI (body mass index).

By knowing your numbers, you can gauge your risk for serious health problems like cardiovasculardisease, diabetes and stroke.

Maintaining good health doesn't have to be complicated. Eat well, be physically active, avoidunhealthy habits like smoking and excessive drinking— and know your numbers."

Mike Humphrey Director of Benefits University of Alaska

Know Your Numbers at one of the WIN for Alaska biometric events. Sign up for your appointmentat www.uahealthinaction.com You can also use your biometric numbers from your IHPsessions or most recent doctor visit. You must enter weight, height, blood pressure, waistmeasurement and total cholesterol in Get the Point by April 30, 2009 to qualify for the $50.

Your incentive is not tied to your results, only your participation. This information will be keptconfidential. Only non-identifiable information and total qualified participant numbers will beshared with the university. This $50 is compliments of the UA Joint Health Care Committee.

But Wait, There’s More...UA staff and faculty who also reach Tier I (180 points after two consecutive months of activity) inthe GTP Incentive Campaign will get another $50! If you’re not registered in GTP, do it today!http://gtp.winforalaska.com Checks will be issued in one payment and mailed to youruniversity work address in June.

Open Enrollment begins April 15

Benefits are one of the main reasons people choose an employer. The University of Alaska has avariety of valuable benefits available to employees. This year like last, the university will besending to your home an interactive CD with open enrollment information on it. It is simple to useand is available for your reference throughout the year. All the information about open enrollmentwill also posted on the benefits website www.alaska.edu/benefits/ and copies will be availablefrom the regional human resources offices.

Open enrollment dates are April 15 – May 15, 2009. If you do not make any changes to yourbenefit elections, your benefits will automatically continue to the next plan year, except for flexiblespending accounts. You must make an annual election if you want to participate in theflexible spending account programs. The choices you make during open enrollment will beeffective July 1, 2009 through June 30, 2010.

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The University benefit plans emphasize wellness and encourage employees to take an active rolein managing their health. Our benefits package is designed to meet your individual needs andpreferences, as well as provide you with choice, flexibility, and easy access to your benefits.

Federal Data Collection

The U.S. Department of Education requires the University of Alaska to report information on theethnicity and race of its employees on an annual basis. All institutions that receive any federaldollars, must report statistics on race and ethnicity according to the categories established in the2000 census. The University of Alaska additionally asks those of Alaska Native ancestry to identifythemselves in more detail. We do this in order to complete statistical reporting for state grants, aswell as for funding from native corporations in the state that help their students afford a collegeeducation.

Due to these changes in federal data collection and reporting requirements, employers beganusing new reporting categories effective January 1, 2009. These new requirements modify some ofthe ethnicity and race categories used in the past for federal reporting. The prior system,designated by the federal government, allowed only one option by which to categorize yourself.One of the benefits of this new schema is that it allows people to choose an ethnicity as defined bythe U.S. government and then to choose one or many races. A person can choose as many racesas they want from the list, as there are many people who fall into more than one category.

To ensure that current employee data is reported accurately, we are asking all current employeesto review the ethnicity and race information presently on file. This information came from formsyou completed at the time of hire. You can review this information online by going tohttp://uaonline.alaska.edu and also make any updates, if necessary. For detailed informationand instructions, please refer to the following URL: http://www.alaska.edu/hr/docs/eeo_instructions.pdf

***Please note that the information you provide will be used only for federal reporting purposes.

Monique Musick – 25 March 2009, Wednesday 16:05

This site was created by the System Web Coordinator. The University of Alaska StatewideSystem is an affirmative action/equal opportunity employer and educational institution.

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UA CHOICE FY10 RATES

26 Payrolls

Deluxe Plan (26 pay)

Employee Bi-

Weekly Charge

Dependent Bi-

Weekly Charge

Total Bi-Weekly

Charge Annual Charge

Employee $59.97 N/A $ 59.97 $1,559

Employee + Spouse $59.97 $ 59.97 $119.94 $3,118

Employee + Child(ren) $59.97 $ 47.97 $107.94 $2,806

Employee + Family $59.97 $107.93 $167.90 $4,365

Standard Plan

Employee Bi-

Weekly Charge

Dependent Bi-

Weekly Charge

Total Bi-Weekly

Charge Annual Charge

Employee $29.54 N/A $29.54 $ 768

Employee + Spouse $29.54 $29.54 $59.08 $1,536

Employee + Child(ren) $29.54 $23.62 $53.16 $1,382

Employee + Family $29.54 $53.16 $82.70 $2,150

Economy Plan

Employee Bi-

Weekly Charge

Dependent Bi-

Weekly Charge

Total Bi-Weekly

Charge Annual Charge

Employee $6.58 N/A $ 6.58 $171

Employee + Spouse $6.58 $ 6.54 $13.12 $341

Employee + Child(ren) $6.58 $ 5.24 $11.82 $307

Employee + Family $6.58 $11.81 $18.39 $478

19 Payrolls

Deluxe Plan

Employee Bi-

Weekly Charge

Dependent Bi-

Weekly Charge

Total Bi-Weekly

Charge Annual Charge

Employee $82.06 N/A $ 82.06 $1,559

Employee + Spouse $82.06 $ 82.06 $164.12 $3,118

Employee + Child(ren) $82.06 $ 65.64 $147.70 $2,806

Employee + Family $82.06 $147.69 $229.75 $4,365

Standard Plan

Employee Bi-

Weekly Charge

Dependent Bi-

Weekly Charge

Total Bi-Weekly

Charge Annual Charge

Employee $40.43 N/A $ 40.43 $ 768

Employee + Spouse $40.43 $40.43 $ 80.86 $1,536

Employee + Child(ren) $40.43 $32.32 $ 72.75 $1,382

Employee + Family $40.43 $72.74 $113.17 $2,150

Economy Plan

Employee Bi-

Weekly Charge

Dependent Bi-

Weekly Charge

Total Bi-Weekly

Charge Annual Charge

Employee $ 9.00 N/A $ 9.00 $171

Employee + Spouse $ 9.00 $ 8.95 $17.95 $341

Employee + Child(ren) $ 9.00 $ 7.16 $16.16 $307

Employee + Family $ 9.00 $16.16 $25.16 $478

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