Salary Resolution 2001-2002
NC State Staff Senate -> Resolutions

Whereas, Support staff in all positions (including, but not limited to, Administrative Support, Clerical Support, Technical Support, and Field Support) are a crucial part of the academic, research and extension activities of North Carolina State University; and

Whereas, Employees leaving the University in fiscal year 1999-2000 have contributed to a 20.28% turnover rate in positions thus lowering morale of those left to fill the needs of vacant positions; and

Whereas, NC State University’s 20.28% turnover rate in fiscal year 1999-2000 was the highest turnover rate in the UNC System; and

Whereas, According to exit interviews, lack of advancement and pay dissatisfaction have been identified as major reasons for leaving the University; and

Whereas, All employees of the University should be treated equally, yet previous market studies have been conducted selectively and have not addressed all employment classifications; and

Whereas, There are 8 % of loyal SPA University employees currently at the maximum of their salary range with no means of advancement other than leaving via promotional transfer; and

Whereas, Financial incentives for superior job effort and achievement are not available to reward valuable employees; and

Whereas, The 2000-2001 SPA Salary Market Analysis for NC State University, commissioned by Human Resources, which included 79 benchmark positions, shows that NC State University is behind many of its peer institutions and other employers in its defined labor market in wages, offering incentive bonuses, performance based salary increases, and employee benefits, therefore be it

Resolved, That SPA Salary Market Analyses be conducted on all job classifications and salaries; and be it further

Resolved, That NC State University and the State of North Carolina should aspire to find the means to increase the base salaries of long-term employees who are at the maximum of their salary range so they can continue serving their areas with equal compensation based upon service; and be it further

Resolved, That NC State University examine ways to improve its benefit package to make it more competitive with its peer institutions and private employers in its local job market; and be it further

Resolved, That the NC State University Staff Senate supports the findings of the 2000-2001 SPA Salary Market Analysis which was commissioned by Human Resources and strongly encourages the University to follow-up on the recommendations made in the report; and be it further

Resolved, That the NC State University Staff Senate strongly recommends that as the first step to realign SPA salaries with market figures, the Comprehensive Compensation System (Senate Bill 688/House Bill 925) of 1994 be fully funded such that merit pay is available to outstanding employees, career growth is paid to employees meeting or exceeding job expectations, and cost-of-living, at least equal to the consumer price index, be paid to all employees.

This was unanimously passed on November 7, 2001.

Staff Senate Homepage: www.ncsu.edu/staff_senate/

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