Annual Report 2001-2002
Annual Report from
NC State University's
on the Status of Women
July 11, 2002
its role as advocate for issues of concern to all women on campus, the
Council on the Status of Women is an advisory body to NC State's provost.
This year, Council members welcomed Provost Stuart Cooper to the first
meeting of the academic year (September ), where the Provost expressed his commitment to extending
the reach of the Council. To accomplish that, he agreed to watch for opportunities to convey
relevant messages to the Vice Chancellors for Student Affairs and Finance
& Business, as appropriate. The Council is grateful for Dr. Cooper's
acknowledgment of the fact that-though he receives Council recommendations
that are intended to increase the well-being of women on campus-women's
welfare is affected by policy and practice that fall outside the domain
of the university's chief academic officer.
(25) men and women this year represented all campus constituencies:
students served as members. There were representatives of the Graduate Student
and the (undergraduate) Student Senate. At-large positions-one for an
and one for a graduate student-were filled by Sociology and Computer
SPA staff represented Legal Affairs, Facilities Operations, Public Safety, DH
and the Staff Senate.
EPA staff included representatives of the Colleges of Education
the Provost's staff, and the Office for Equal Opportunity, as well as
Employment and Compensation, Academic Personnel Services and Student Health
members of the general faculty represented CALS, CHASS, COM, CVM, and
and included the immediate past-chair of the Council, chair-elect of the
director of Gender Affairs and coordinator of Women and Gender Studies.
The Council's Focus on Issues
work groups were formed at the outset of 2001-02, with the expectation
that group study would yield reports with further implications. Groups
made a year-long commitment to focus on one issue, accepting the charge
to develop suggestions for improvement of climate and working conditions
for women at NC State.
five issues were Council Operations, Health,
Aging, Employee Benefits and Salary Equity. Outcomes of the study groups
are summarized below:
increase the effectiveness of the Council's work, a work group created
several drafts of comprehensive by-laws for the organization. Just in
time for the final meeting of the academic year, the document was presented
and approved. A copy of the Council's By-Laws is available with a click
on Operations at this URL: http://www.ncsu.edu/csw/reports.
Health and Aging
time, the decision was made to combine study of concerns about Health
and Aging. In
end, discussion of health issues served to enrich planning for the Women's
Conference (see below) and
did not yield a separate report.
work group learned that a number of benefits already available to employees
are not widely utilized. Exploration of little-known options led the
group to conclude that there is already the potential for enhancement
of quality of life in the workplace at NC State. In general, the study
pointed to a need for comprehensive education of employees and supervisors
about job flexibility. The task remains for next year's Council to design
a campaign that will make women at NC State (and their immediate supervisors)
aware of many poorly understood options, e.g., flex-time, job-sharing,
telecommuting and family leave.
goal of the work group was to examine concerns regarding pay equity issues
of both EPA professional employees and SPA employees. There is a salary
equity study conducted for faculty on a consistent basis; therefore, the
committee did not need to explore issues regarding pay equity among EPA
faculty. Committee members learned that there are specific guidelines
for SPA classification and salary increases. Classification and salary
increase guidelines are not as clearly stipulated, however, for EPA professional
positions. Therefore, the group focused its attention on understanding
and advocating for pay equity for EPA professionals.
highlights of the group's findings follow:
Reference to EPA Employees
- There is often a wide salary
range within the existing EPA titles. In addition, there are no taxonomy
specifications existing to enable a comparable review of positions.
It will be difficult to render a taxonomy until a fair and equitable
performance evaluation is strictly required and administered for all
- In compliance with the Board
of Governors' requirements, the Provost mandates annual performance
reviews. There is no consistent format, however, provided for use in
evaluating EPA employees.
- There is a need for the regulation
of hire and promotion dates and job description changes.
Reference to SPA Employees
- The SPA comprehensive compensation
plan does not adequately address the issue of merit. The University
needs to have a compensation plan that is both market driven and based
- The current classification
program for SPA employees was developed in the 1950's. This plan is
very outdated and inflexible.
Equity Work Group Summary
The Council recognizes the need
for improvement in the university's systems for job
classification and salary determination.
Until flaws are addressed, the Council is not satisfied that
increases are fairly distributed
or that there is pay equity for EPA professionals. Study of the pay
equity issue suggests that changes
may best be guided by first establishing a compensation
for the university. In addition, there is reason to believe that the
university needs a
comprehensive market analysis of
SPA and EPA salaries, as well as strategies in place for
promoting retention among both
groups. The absence of university guidelines cripples
supervisors and unit heads when
the time comes to make merit and pay equity decisions.
Deliberation over these and related
issues will be continued by next year's Council.
The Council's Sixth Issue: Sustaining the Community of Women
for a number of years, the Council on the Status of Women has organized
two campus-wide events to celebrate women on campus: the Sisterhood
Dinner and the Women's Professional Development Conference.
Both have in recent years been spring events, and this year the pattern
On February 12, 2002, in the ballroom of the Talley Student
Center, with generous support from the Provost's Office, the Council co-hosted
with the Women's Center a gala dinner, the theme of which was Moving Forward in the Community of Women. The popular event was subscribed to capacity, thanks
to responses from across the campus-including both college deans and heads
of administrative units-who willingly reserved tables for faculty, staff
and students. Fifty-six individual tickets were sold, many of which were
purchased by off-campus friends of the university. With the addition
of complimentary reservations, the guest list numbered more than 150.
entertainment, the Twenty-First Annual Sisterhood Dinner offered
a multi-arts collage which included violin solos, a capella choral
music and slides of visual art by students, followed by a dazzling presentation
of the spoken word by Becky Stone. Ms. Stone is a resident of the Asheville
area and a storyteller whose specialty is traditional Southern folk tales,
including the Uncle Remus series by Joel Chandler Harris.
Women's Professional Development Conference
total of 159 participants were present for the 2002 conference
on April 3 at the university's Jane S. McKimmon Center. The theme
of the conference was Restore and
Rejuvenate. Opening the conference was Caterina Rando of
PowerDynamics in San Francisco. Rando's keynote address, Success
with Ease: How to Find Fulfillment in a Fast-Paced World, was enthusiastically
has become the Council's practice over time to make a presentation at
the conference luncheon. This year, following a brief update on the university's
progress in diversity issues, Rupert Nacoste, Vice Provost for Diversity and African-American
Affairs, presented the Equity for
Women Award to the Council's choice among five nominees from the university
at large. Frances Graham, director
of the Women Center and assistant vice provost for Gender Equity
was the 2002 honoree. Nominees represented Humanities & Social Sciences,
Engineering, the Provost's Staff and Undergraduate Affairs. Both campus-based
and off-campus presenters offered breakout sessions after lunch. The conference
closed with remarks from Charlene Hayes, associate vice chancellor for Human
Council has the privilege of selecting its own chair, chair-elect and
secretary for one-year terms which may be renewed one time. To chair the Council in the year ahead, the membership
elected Deborah Harvey from the university's Office of Legal
Affairs. Samara Fleming, from the Provost's Staff, was
chosen Chair-Elect. David Serxner, from DH Hill Library,
was elected to continue as the Council's secretary.
begun and sustained by the Council this year has enriched ongoing campus
dialogue about the workplace climate and professional growth opportunities
for women on campus. Events sponsored and co-sponsored by the Council
have fostered a sense of community among women and friends of women.
Members are convinced that the Council's existence is an important part
of advocacy for women's concerns and express our gratitude for the opportunity
to continue as an advisory group to the university's provost.