Staff Feedback Responses for August and September 2022
The Staff Feedback Committee received 9 questions/concerns prior to our September
meeting. Some questions were similar, so we have grouped and edited accordingly. One
question included an item that was also the subject of a Challenge Card, which we
will be addressing in real time during our October Staff Conference meeting.
There were three questions in this category:
Please be reminded your supervisor and/or HR should be made aware if conditions in your office present a health risk. The question did not provide information on whether or not there had been an attempt to seek permission from a supervisor or HR to work remotely or in another office during the time the A/C was broken.
Facilities is experiencing staff shortages, however, employees are encouraged to contact Facilities Management if bathrooms are not being cleaned. James Grigg will be doing a comprehensive facilities update at our December Staff Conference meeting.
Winthrop made an appeal to the state to ask that Sodexo be allowed to fill the vending machines as a part of their contract. The request was denied, so the RFP process will start soon for a new vendor.
There were three questions in this category:
Any employee at any time can discuss with their manager the possibility of a modified work schedule to be approved.
From Section 19-701.01 of the State HR Regulations:
HOURS OF WORK
The Flexible Work Schedule guidelines provide the option for supervisors to approve flexible work schedules for employees. We suggest that employees speak to their supervisor about the possibility of a flexible schedule if they are interested in work hours that are different than Winthrop’s adopted regular operating hours.
The Compensatory Time, Overtime, and Official Workweek Policy includes Winthrop’s regular operating hours for University offices – 8:30 a.m. to 5:00 p.m. While, it is true that Winthrop has operated with these regular work hours for many, many years, the operating hours are based on the State HR regulations stating these to be the core hours that an agency shall remain open.
As mentioned at the last Staff Conference, HR is continuing to work with the state on a remote work proposal and will provide updates as they are available.
Below is the data requested regarding headcount. This is information that is readily available and updated twice each year. HR stated they are pleased to share it whenever requested.
This data coincides with additional research conducted by members of the Staff Feedback Committee. We offer this info to demonstrate that this is an issue that extends beyond Winthrop:
According to EDSmart data “The Great Resignation”, also known as the Great Reshuffle, Great Attrition, or Big Quit continues strong in 2022.
This pandemic-era labor force trend has created a nearly unprecedented churn in the U.S. labor market.
Almost half of the nation’s employees are “job seekers”.
A total of 48 million people quit their jobs in 2021. In the last half of 2021, 25.6 million people “quit” their jobs–quits are generally voluntary separations initiated by an employee. As of March 2022, 8.6 million people quit their jobs this year.
We have more info that will be shared at a future Staff Conference meeting.
There were two questions in this category:
Both were in reference to the need for a software coordination strategy.
Response: The chair and vice-chair will discuss this with the President at our next meeting with him and respond at the October Staff Conference meeting.
