MINUTES

December 14, 2011 Executive Committee Saskia Sawyer, President, Saskia.sawyer@du.edu, x12704 Ashley Beaudry, Vice President, ashley.beaudry@du.edu, x16068 Nicky Bruckhart, Past President, nbruckha@du.edu, x14241 Kathy Aliaga, Treasurer, kaliaga@du.edu, x13284 Lisa Cox, Secretary, Lisa.Cox@du.edu, x13170 Jordan Ames, Webmaster, jordan.ames@du.edu, x12781 Members in attendance: Aliaga, Kathy Facilities Ames, Jordan University Communications Beaudry, Ashley Women's College Briggs, Lynne Univ. Advancement Bruckhart, Nicky Athletics & Recreation Chabot- Olsen Registrar Coulouris, Fay Learning Communities & Civic Engagement Cox, Lisa Institutional Compliance & Internal Audits Dixon, Catherine Institutional Research and Analysis Dye, Jodi Morgridge College of Education Gonzalez, Becky Student Financial Services Gross, Anne Undergraduate Admissions Grundstein, Keri Sturm College of Law Harris, Crystal SECS Hower, Don Facilities Koch, Cindy Daniels College of Business Nowakowski, AriannaArts, Humanities & Social Sciences Pinnock, Ken Human Resources Raeburn, Kelly NSM Rossi, David Graduate School of Social Work Sawyer, Saskia University Advancement Shrader, Carrie Arts, Humanities & Social Sciences Volunteers and Guests in Attendance: Brower, Gary University Chaplain Cannan, Christine Internationalization King, Amy Human Resources Ota-Wang, Nick Graduate School of Social Work Woody, Craig Vice Chancellor, Business and Financial Affairs

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The meeting was called to order. 1) Introduction of the Council Members. 2) Guest Speakers Amy King and Craig Woody were introduced. Craig commented that they had spent a lot of time planning for the meeting. Craig indicated that he hopes this is the beginning of great communication between himself and SAC. Craig then gave an update from the administration. a) Update from the administration i) Health Insurance- The University changed its broker of record on July 1, 2011. In the process a request for proposals was completed. This change was made because healthcare costs are becoming unsustainable and the University is looking to bend the cost curve down. One such way is to implement a wellness initiative. (1) Wellness initiative- The University is implementing a wellness initiative across campus with Human Resources at the lead. One meeting has been held so far. Going forward, a representative from SAC and the Faculty Senate will be included in these meetings. Healthcare costs are currently at $18 million for the University and if nothing is done, costs will be at $27.7 million in five years. (2) Healthcare cost increases- A 9% increase is expected for the coming year, although negotiations with Kaiser have not yet been completed so that number could change. ii) Retirement- Instead of having four providers, the University consolidated to one provider (TIAA-CREF). Kathy Aliaga from SAC was on the committee that helped to determine which provider to select. Moving to having only one provider is better in terms of fiduciary responsibility and there is a better array of products. This is also a cost savings for employees. Human Resources will be creating a plan to help staff understand their choices going forward. iii) SAC By-laws- Craig doesnt have any update and has not brought them to the Board for approval. He will not have time to get them included in the packet for the January Board meeting and will therefore do so in the March meeting. iv) Supplier Code of Conduct- Craig indicated that this Code of Conduct reflects the Universitys values. They were developed by the Faculty Senate and have been reviewed by numerous individuals to obtain comments, including SAC members. Craig is taking the Code of Conduct to the to the January 12, 2012 Board meeting to obtain initial approval. Craig indicated that the Code of Conduct cant be policed, but it is an articulation of the Universitys values. Control must be managed locally, but the value of the Code of Conduct should be considered when deciding to use a particular supplier. b) Questions from the Council i) Engagement Survey- Craig noted that there was a delay in the launch of the survey due to the economic and financial environment. Amy then handed out a sheet of paper to each member in attendance that showed where DU stands in terms of vision and commitment of University staff members. There were 700 out of 1,400 respondents. The results showed that 48% of staff members are engaged, but there are also 27% who are not engaged, which threatens the success of the university. With the assistance of University Communications, they are Minutes Page 2

working on developing working groups to focus on the education of staff on compensation, career development, vision, etc. Sharon Gable and Ken Pinnock in Human Resources have been tasked with understanding what they heard at staff meetings and put together a working plan. The goal is to start educating staff in January 2012, with initial specific focus on education relating to compensation. ii) SAC Role- Craig noted that anytime senior staff can get input from a focused group, that it is welcome. Staff members believe that SAC can make big changes and Craig agreed. He noted that he will reinforce that SAC plays a part in the decision making process if/when significant issues arise. iii) Professional Development- Human Resources and Craig see the need for more professional development, especially using the Universitys own resources. A SAC member asked if professional development should be included in the fringe benefit budget. Craig indicated that there is currently nothing in the fringe budget for training development, but maybe it should be. Craig noted that fund should not be a factor in whether or not professional development is given/provided. Basic competencies to do the job should be available to all staff. Amy noted that there is training provided online via Skillsoft and she encourages employees to use it as it is a good cost-free opportunity provided. (1) Supervisor training- Employees are often promoted and do not have the skillset and/or are not the right fit for their new position. Amy noted that Human Resources has made the Trinity Model available for individuals who get promoted and do not have prior supervisory experience. The training occurs in three sessions and so far, Human Resources has received great feedback on it. This training helps with management skills, but it does not help for those who simply do not fit into their role. The only way to really alleviate this issue is to perform sound selection and interview processes. (2) Exit interviews- Human Resources is moving away from exit interviews. Instead, they want to perform retention interviews. This is a long term goal. Currently, they take trend data from exit interviews and share the data with senior staff, but by then the University has already lost good people. The University needs to focus on retaining good employees. We need to find out what we are doing well and find out what needs to be improved while the individuals are still here. This ties back to the engagement survey. iv) 360 reviews- The PEDS system is a lot of overhead for little improvement. Craig is open to evaluating and possibly selecting a new system. If one is selected as a result of some sort of review, Craig indicated that he hopes that the new system will have the 360 review component. In the meantime, if divisions want to implement this, Sharon Gable in Human Resources can work with the division to create this type of review/feedback. v) Childcare- There is currently an existing task force to address/assess this matter. The task force will be restarting in 2012. Craig indicated that the University is landlocked and that the existing childcare facilities currently available have reached the teacher to pupil capacity. The task force will be looking into this further. vi) Picnic- Craig would not support closing the University in the afternoon for staff and faculty to better enjoy the picnic. He indicated that there is simply too much going on in the summer to do so.

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vii) Casual dress- Craig noted that he feels as though employees should dress professionally at all times; however, indicated that attire decisions should be left to the judgment of the department heads of each division. c) Approval of minutes- Ken Pinnock in Human Resources proposed changes to the September and October meeting minutes. Minutes for September, October and November were then approved with the changes proposed. Changes were made in the official minutes available on the SAC website. December minutes will be approved in the next meeting. d) Other news- The SAC holiday party was a huge success. Approximately 110 people attended. The cost of the party was subsidized by Liberty Mutual who was also extremely happy with the attendance as it enabled them to obtain contacts. They also provided a Kindle which was won by an individual in University College. Meeting adjourned. Next meeting: January 11, 2012, 12 1 pm Respectfully submitted, Lisa Cox Secretary

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