| 1 |
Need to have health coverage that includes children up to the age of 25, not 23. Many students are going to graduate school these days.
|
| 2 |
The level of stress and the number of hours of work the supervisor is subjected is not compensated enough in the salary and benefits provided. Higher salary and benefits along with increased personal leave accrual will compensate for the other hazards of being a supervisor. Especially since we don't have OT and I find myself working more hours than my schedule to finish the job.
|
| 3 |
Overtime for Supervisors when a ledger code is openned and cost recovery is anticipated from responsible party or the National Pollution Fund
|
| 4 |
The job classifications give you the same pay if you are doing every possible duty or just one. That is just not logical. The geographical differences are not in line. The fact that a town 1 hour away gets 16% and Fairbanks gets 4% doesn't make much sense. Also, most of the people I supervise make more than I do with shift differential and OT.
|
| 5 |
Salary - Below industry standard for Professional Engineers (even considering the recent range increase).
Merit/Service Steps - Longevity steps bog down the incentive to stay in a position for long term.
Position Classification (Job Duties vs. Salary Range) - Salary range is not comparable to industry standards. Needs higher salary rates at the licensed engineer levels.
Position Classification (Procedure) - Online Position Classification review is cumbersome and too time consuming. Acts as a deterent to the hiring process. Needs more flexibility. Decision making processes in OPD is obstructive to a Programs plans for reorganization for positive changes. OPD is not familiar with the Engineering profession or career progression - recent example is they treat engineer career progression to that of the labor trades.
|
| 6 |
No overtime. range 18 supervisor and all other supervisors are range 19's.
No alternative shedule, receive a small rasie only to have health insurance increase. To name a few.
|
| 7 |
I would like to see us compensated hour for hour on any hours worked over 37.5. There are many weeks I work 40-49 hours and get no compensation because one has to work at least 50 hours in a workweek to accrue flextime leave of any kind.
|
| 8 |
Flat dollar salary increases in addition to percentage increases.
|
| 9 |
Eagle Street building Anchorage is a sick building with a contract that has been renewed many times since I have worked there.The State Travel office is a wste of state funds.
|
| 10 |
Obviously, pay is an issue. I travel quite a bit with my job yet there is no means of compesation for travelling on my own time. Flex schedule would be great. Geographical differences in pay makes no sense when Juneau has a higher cost of living than Fairbanks.
|
| 11 |
Our building is very crowded. Moving a department is a necessity and has been for several years. Boxes are currently taking up the majority of leg room under our desks.
|
| 12 |
Non-competitive pay coupled with higher cost of living in Alaska has brought us to a near crisis (it we aren't already there) level of competent staffing within the Analyst/Programmer line of work. It is almost impossible to hire a competent Analyst/Programmer due to current wage levels and the newest tier of retirement. Between those two component I've found it pretty much impossible to meet my staffing needs.
|
| 13 |
Fair pay is very important. In a state where so many jobs and communities depend on viable fisheries, it is inconceivable how the state has allowed biologist salaries to slide compared to the national average. It is very noticable when trying to replace biologists because we often have to extend recruitment periods.
|
| 14 |
I work hard and long. Most of satisfaction comes from getting the work done, helping people, and professional association. Very little recognition from the State or supervisor. My top area is compensation. Would be nice to get the State to add more to Healthcare, but this is an issue in all walks of life. Let's get some makup for the jump in fuel oil form $.98/gal to over $3.00/gal in 3 years, for water/sewer jumping 200% in 2 years, for city services doubling/tripling in 3 years. These are tough for most people to live with, given an average pay increase over the past ten years of less than one percent. Look at what the teachers can leverage.
|
| 15 |
1) I don't feel it is reasonable to require 50 hours before "comp time" can be accrued;
2) Studies show there is a significant differential between private sector accountants and state salary schedules for professional accountants. I believe the entire class should be reviewed;
3) Health insurance continues to be an issue nationwide... no easy solutions - just bargain with strength for highest SOA contribution for best coverage.
|
| 16 |
We need a definite increase in pay each year. As Gov Murkowski put it times are sweet. The last negotiator for the state, Art Chance even stated in the daily news that state worker were underpaid and he put them there. We have lost ground in pay with inflation. I would like to see a 2.5 or 3 percent increase each year or some type of average meeting this in the overall contract. I would like to also see that we have the option to opt out of medical coverage if we can prove we have a different coverate. The employee should receive this amount the state pays for insurance in their pay if they can opt out. Why should we have to duplicate coverage if our spouse is a state worker or we have insurance from a prior job.
|
| 17 |
Need to reinstate the "Me-Too" clause for Troopers. Need to enforce the contract that already exists, e.g. standby pay for Troopers. Yes, I am a Trooper.
|
| 18 |
the state needs to keep up wih other agencies and pau a decent wage.
|
| 19 |
Supervisor of supervisor are the first ones to disregard union contract, rules, or guidance. Some of us don't complaint for fear of retaliation.
|
| 20 |
My biggest concern is the rising cost of health care - an issue for all employers throughout the state.
|
| 21 |
Unsafe driveway and sidewalks, slippery conditions due to winter conditions for public and fellow state employees.
|
| 22 |
The two things I'd like to see in health coverage are a provision for "no net cuts" as a result of increased employee contributions and better claims processing. I recently received a form that said my claim was being denied for lack of information requested, but the form did not state what information is being asked for!
|
| 23 |
I think we really need an option for a health care savings account along with a lower premium higher deductible health plan. Also the current flextime agreement system is bogus and I work many hours more than I am compensated for.
|
| 24 |
I'm a single person paying the same for my health insurance as a family. When I switched from the GG union I took a cut in pay.
|
| 25 |
Restrictions on personal leave associated with state travel was insufficiently explained during my hiring negotiations. I suspect I was deliberately misled. Similarly, I was misled on the duties and workload, though perhaps not intentionally.
|
| 26 |
Salaries --as I believe were addressed in a recent arbitration in corrections are way, way behind the rest of the country. Alaska State Jobs used to be attractive in wages, now there are jobs down south that pay 30-40% better for the same or better job conditions. Service steps - too many steps, too long to top out, we each only have so many years to work. Health insurance - contributions should be a little higher, and the dental plan is frankly a joke --pay almost as much for the premium as you get in benefit. As an overtime ineligible, formal comp time could be improved. Geographic differentials, like the pay system, needs to be seriously reexamined. I live in the S.E. which is listed as non-rural while Fairbanks on a highway system is rural; again I believe this has been decided in a relevant arbitration award against the state where the comments focused upon how out of date the state's system is on geo differential. Position classification appears to be headed towards cost savings instead of appropriately studying classification and placement system to system. Stand by pay needs improvement for those positions where the phone rings for the supervisor almost constantly --an extension to the work day or work week over simply being available.
|
| 27 |
Insurance needs a single person classsification. Currently it is the same amount for a family as for a single person. Does not seem fair that i am paying the same amount as a family when it is just me.
|
| 28 |
I came to Supervisory Unit from GGU. Health Care and coverage was a BIG step DOWN! Why is GGU Insurance coverage so much better? This is abismal!
|
| 29 |
When looking at salary scale based on location, factors such as expenses to live there should be of highest priority, rather than a strict rural issue. For instance Juneau should be much higher scale due to the expensive and limited housing.
|
| 30 |
The salary schedule needs to be improved. As a supervisor, I give a lot of free time to the State. More compensation, of any kind would be greatly appreciated.
|
| 31 |
Competitive salaries based on National averages......not political decisions based on personal opinions by HR.
|
| 32 |
Shouldn't cost a single person the same amount for insurance as it does for a family of 10. Also, my pay has gone down every year for the last 4 years which is ridulous. I have had to cash-in 125 hours of leave this year just to pay added cost of which keep going up.
|
| 33 |
Geographic Differential is a #1 priority for me. Our living costs are at least 25% more than Anchorage and we have 00% diff.
I would like Medco to have a faster turnaround time or get a better mail pharmacy.
I see no reason for keeping employees at a atagnant pay because they have worked for the state for many years. They have more wisdom to share and might feel less disenfranchised if they got raises the same as less long lived employees.
|
| 34 |
maintain the use of excess sick leave.
|
| 35 |
10% COLA in FY2008
|
| 36 |
Help with Student Loan forgiveness for those who stay in Alaska and choose to work for the State. My job requires a Bachelor's Degree, but doesn't pay me enough to support that student loan payment of $400 per month! I could be making more if I were elsewhere, but I decided to stay in Alaska. I believe others like me should be rewarded for returning to Alaska, as others have been in the past.
|
| 37 |
Pay, of course, is the primary problem. At current level of compensation, I have a few short-term, non-work-related goals to meet, and then I am moving on to something that compensates better. In a nutshell, I am only here for the 37.5-hour workweek, and the personal time it affords me. Nothing else keeps me working for the state, and even that is short-term.
|
| 38 |
1) salaries - 5 years ago I could make ends meet, today I cannot. Prices in SE Alaska are higher than what the State basis their salary rates on. SE AK should have a Geographical Differential compared to the Anchorage/Fairbanks areas. Ketchikan is an island community accessible by plane/boat/barge - no roads in or out. Why should say cities like Cordova and Yakutat have a Geographical Differential when Ketchikan does not?
Hazard Pay as it is allocated now is ridiculous. Hazard pay should be based on the work you are performing and not your hire date with the State. There are many times when I am working side by side with Technicians hired after 7/1/06 - doing the same work and I get paid hazard pay for the work we are doing but they do not.
Travel: Get rid of the STO - biggest waste of State dollars (along with contracting out other services) I have seen. There is an Administrative Assistant and/or Program Technician in each Area Office more than capable of making all travel arrangements for the office employees without an additional cost to the State. The STO cannot book our flights any cheaper than I can going directly through Alaska Air Easy Biz.
Healthcare - well we would all like to see our personal contribution rates go down. As it is with my salary and being a single rent and other cost payor, I cannot afford to select any visual or audio benefits.
|
| 39 |
I rated the Health Insurance as Satisfactory for options we have to choose from. It needs improvement in regard to the amount the state pays.
|
| 40 |
Salaries are not keeping up with the cost of living. I have 24.9 years with SOA, about half has been in supervisory unit. I have at times had to work a second and sometimes third job to keep up with increases in health insurance, property taxes, gasoline, heating fuel and electricity costs. We are looking at a 30% increase in natural gas costs here in Anchorage. My salary simply will not allow me to maintain my current standard of living. I will again be forced to find a second source of income.
|
| 41 |
Supervisors should make at least one range higher than those they supervise. Right now we are being held to a one range increase in our position not one range above those we supervise. This is so wrong.
|
| 42 |
I strongly believe we need cash as pay raises. I am tired of donating my time and being in an underfunded department that can't hire more people. The state is not poor and to not adequately fund state workers is to slap us in the face. We need a 20 year retirement for Child Protection workers.
|
| 43 |
Extension of the time allowed for breavement leave. It's unreasonable to expect people to deal with funeral arragements within 5 days (especailly when a lot of extended families [parents] live in the lower 48. Would like to see this extended to 15 days.
Better clarification of the AWW schudules for supervisors and latitude for it to be either a Monday or Friday RDO, not just a Friday with the ability to make-up time any where in the pay period, not just the workweek.
Better clarification on the parking requirements the state must meet for employees.
Extra day of leave for OT ineligible staff since we all put in more time than the extra day off they would give us. This is especailly true in the Administrative job classes.
|
| 44 |
Improve travel time as eligible work time. Improve safety training standards to more appropriately align with SOP.
|
| 45 |
Health insurance: Well Physical should be part of the package at least every 2-3 years. Dental benefit package needs work. In some cases the premium exceeds the benefits. Vision benefits need to be increased. Health benefits seem to be fine.
Merrit steps are still based on the 20-year system. A new merits system is needed to reflect 30-year employees.
Salary is woefully inadequate for the level of responsibilities for many SU employees.
|
| 46 |
COLA.
|
| 47 |
Salary/Classification- Rages for DOC supervisors should relate to other supervisors such as State Troopers
Health insurance- more from employer
|
| 48 |
Get rid of requirement to go through State travel office on travel by SU employees
|
| 49 |
As employee with over 400 hours in a sick leave account from conversion of annual/sick leave to personal leave, I would like to have that converted to personal leave where I can use what I earned and how I want rather than just sick leave and not be penalized because I'm healthy and maintain my heathy state.
I should be able to convert that leave to personal leave or add it to my time in service towards retirement purposes like the federal government employees can. How about rewarding healty employees that do not miss work because of sickness or cost the state monies in health insurance payments due to that sickness.
Our pay really needs to be increased, state employees are lacking behind for sure.
|
| 50 |
I am a DOC lieutenant. I am not at all happy with the 37.5 hour work week as I often have to work through my lunch and stay late to deal with issues. I would like to see a 40 or 42 hour work week, OT eligible, along with a substantial pay increase. I am required to carry a Dept. cell phone to be available 24 hours per day but also receive no standby pay. I love my job and my Dept. I took this job because I wanted to make a difference in my institution in spite of the fact that most of the supervisors I supervise now make more money then I do.
|
| 51 |
Increase the amount of flex time that can be accrued each year from 150 hours to 200 hours.
|
| 52 |
I am a Tier I employee and have seen a continued erosion of our salary and benefits. We once had a strong union with competitive salary and benefits--we now have a weakened union, a salary that hasn't kept up with inflation, and a benefit package that carries a high premium and an unwillingness to pay legitimate claims. I have spoken with APEA negotiators/representatives and I am left with the impression that they identify more with the state's executive management versus state employeees belonging to the Supervisory Bargaining Unit.
|
| 53 |
Allow accrued leave to be counted as salary for the high three upon retirement
|
| 54 |
Geographic differential needs to be reviewed and adjusted accordingly.
|
| 55 |
If a person has only their one state job as their source of income, benifits, and health insurance their life can be a little difficult. There will be very little extra left over to pay for emergencies or unexpected expenses. Their standard of living will be below average.
Second Comment. For most of the past 4 or 5 years I have been living with the worry that my position would be downgraded or out sourced neither has happened to me but that is not true for everyone in procurement positions.
|
| 56 |
The lack of cost of living increase is very disconcerting. Our pay is not keeping up with the cost of living. Erosion to our health benefits and stagnant pay does make it hard to recruit qualified workers. I would be willing to cast a strike vote on the issue of cost of living increases alone. a lousy 2% does not cut it. I would like to see 15-20% increase.
|
| 57 |
Take a good look at the geographic differential pay for Yakutat. How is this fair????
|
| 58 |
Social Workers who are regularly called out get very little compensation to be oncall.
Our salary is very low, and needs to increase.
|
| 59 |
The cost of living has increased more than twice than our salary. How are the families of SOA employees suppose to live when we can no longer afford to purchase gas, food, clothes, etc?
|
| 60 |
I think it is a sorry state of affairs when I have to choose less health care coverage to maintain my salary at a previous level or a small increase in pay. We carry increased responsibilities as supervisors and should be compensated accordingly.
|
| 61 |
Pay is not sufficient. Most individuals are strongly contemplating the private sector based on this factor. Applicant pools are no longer as skilled as they use to be...
|
| 62 |
Salary is not keeping up with the inflation rate here in nome. Rent has increased 65% and salary/geographic differential has not.
Annual Merit increases should continue through out service period not switch to a longevity increase.
Position classification should be based on duties performed not on simular duties that are being performed else where.
Drug system for health insurance needs improvement. To have medications mailed tfrom the mail phgarmacy is like trying to have a stubron tooth puloled. It has take an average of two to three phone calls to have medications sent, even with new prescriptions from the physician.
|
| 63 |
Grievance/complaint process takes to long. State needs to be more responsive and held accountable for being timely. Formal comp time procedures need to be implemented for OT ineligibles and I believe we need a provision to take 90 day sabaticals/breaks every five years so we can use some of the vacation/comp time we use.
|
| 64 |
I supervise CO III's who get an 8% geographical differential. I do not. Some of them make more money hourly than I do even though they have less time in service. If I supervise people who get a geographical differential and live in the same area as they do, I should get the same geographical differential.
|
| 65 |
The health insurance is very expensive to the employee for what we are getting. The state's constributions needs to increase substantially.
Also, the supervisor should be paid at 2 ranges above the highest employee range they are supervising. So if you supervise a range 16 position than the supervisor shouldn't be less than a range 18.
Salary increases shouldn't be less than 5%. Also, how come this union has 1 less step before reaching longevity as compared to the GG union?
2 days added to our annual leave per year would be nice.
|
| 66 |
|
| 67 |
I believe I'm paid fairly in regards to cost of living in my hometown of Petersburg. If I lived in a different community, like Sitka or Juneau, I would definitely have issues with my pay in respect to cost of living.
|
| 68 |
Salary is lagging behind other comparable jobs in the community.
Long term employees don't seem to be compensated in the merit increases/longevity syatem.
Health insurance - I would like to see a broader range of options for people who don't submit a lot of claims.
Position Classification procedure seems to get bottled necked. We have some pending from July '06 with no word on status.
|
| 69 |
State run insurance plan has increased incidence of not covering or saying was not pre-certified or comes back with a not covered EOB which is totally unacceptable. Claim processing is beyond 45 days on a resubmission. Even those will need to be disputed.
|
| 70 |
Mandating leave cashout above 37.5 hours upon seasonal leave not fair.
|
| 71 |
wages are ridiculous for the requirements. Lowest pay I've had in 15 years.
|
| 72 |
1. Tier IV has to go. We are not no longer competitive in benefits and retirement. Right now, without paying into the current retirement system and medical system, the existing system will eventually fail.
2. There seems to be a systematic push to reduce benefits in DRB to those that should be eligible. They try to use IRS as the reasons for their policies, however, it is their interpretations and not the IRS system that fails. They have denied benefits without fair and timely warning of actions for returning employees.
3. The cost of housing, fuel, food and other consumer cost for Southeast is way out of line for cost paid by Anchorage or other areas. Juneau in particular is way out of line with the cost of living and pay should be adjusted for those living now in Juneau and other SE Region locations on a city by city or borough by borough cost.
4. Travel should mandated either during normal work hours or compensated. That should also include those weekends and weekend meetings where we have to attend functions or legislative meetings outside our normal employment hours.
|
| 73 |
Salaries need to be inline with the work that state employees are doing and as a matter of morale and dignity.
|
| 74 |
health insurance deductible needs to be lowered to $100 for emergency room and hospitalizations; we need office visit copays of $30 or less that are not subject to a deductible. our retiree coverage is far better than that for active employees. why?
|
| 75 |
Supervisors have not had a significant pay increase in many years, and the pay has not kept up with inflation. Supervisors in my department, OCS, are responsible for ensuring child safety and as such are often responsible for working many many many hours of uncompensated over time to cover vacant case loads, emergencies, etc. The job is critical and can not be ignored, but supervisors are not compensated either by adequate pay, over time or flex time. Supervisors need to be adequately compensated for their time, including their stand-by time. It seems more than a little unfair when my salary is less than that of my staff, when each of my workers is responsible only for their own case load while I am ultimately responsible for all 4 case loads in addition to managing the office in general.
|
| 76 |
The biggest problem with the State is that it doesn't treat it's employees as valuable assets. Government tends to do that. If our State looked at good cooporate examples of employee management, it would be a better place to work.
The State isn't family friendly.
The State isn't flextime friendly.
The State discourages off-site work-place alternatives.
The State isn't employee enriching.
The State doesn't provide employee incentives for making a positive difference in the community and environment.
Its too bad that the APEA is focused mainly on pay, rather than work and life quality. Another issue the Union seems to be focused on is Health Benefit Costs and contributions. Heck with that, how about a health benefit plan the encourages good health?. The current health plan is pathetic, at any price. It doesn't pay for preventative medicine nor does it pay for enhancing one's health (quiting smoking, substance abuse, etc) and completely fails to pay for any health enhancing programs, (screening, club memberships, therapy, stress reduction, etc). All the union seems focused on is Money, money money- there's more to it that.
|
| 77 |
I feel strongly that the Managers of State Programs give vision and direction as well as helping complete work, but we are grossly underpaid for the service we give to the State.
|
| 78 |
Administrative load is more than can reasonably be expected to be completed within the work week. No employee should have to work 'off the clock' in order to accomplish tasks. As an employee, we should not be required to 'donate' our time to our employer. As an admin assistant, I perform all the functions of an admin manager without the pay. I see employees constantly battling burn-out, anxiety, & high stress attempting to accomplish tasks. There are not enough people to get all the work done. When the state pays me to spend 4 hours just filing, faxing, or copying, which an admin clerk could do at a fraction of the cost, I realize how poorly managed our system is. I love my job and the people I work with, but that is not enough to compensate for the physical, emotional, and mental toll trying to get my job done is taking on me. Since I am seeing and hearing this from all across the job spectum, I am concerned that the state leadership does not value the health and welfare of its employees.
|
| 79 |
Too new to know all the issues
|
| 80 |
When both spouses work for the state, we should not be required to pay for double coverage. One spouse should have the option of choosing gap coverage, similar to ASEA/Local 52's plan C.
|
| 81 |
Salary not comeserate with duties. Supervision should be at a higher range. Duties can have an extreme difference between departments and even divisions. Juneau and Anchorage employees don't seem to have as much variety in their positions as those in smaller areas such as Fairbanks. The smaller areas have to be up on all aspects of administration because they do not have the same resources on hand as the larger cities. Health insurance rates too high. Private sector has passed us in wages and benefits. When someone is around for 10 years they shouldn't have to be in longevity - they have been dedicated employees and as such should continue to get raises. Hazard pay is so low you can't even buy a six pack with it.
|
| 82 |
Salaries at a minimum need to keep up with inflation 4% to 6% bump in pay needed to maintain!
|
| 83 |
JUNEAU HAS CONSISTENTLY BEEN SHOWN TO BE MORE EXPENSIVE TO LIVE IN THAN ANCH OR FBKS, BUT NO PAY DIFFERENTIALS HERE DUE TO POLITICAL CONSIDERATIONS. THE POWER OF MY PAYCHECK HAS CONSISTENTLY BEEN DROPPING, EVEN THOUGH I AM AT A SIGNIFICANTLY HIGHER RANGE THAN IN THE EARLY 90'S. I HAVE ALSO BEEN DISPLEASED THAT WE HAD TO BEGIN PAYING ANY PART OF OUR HEALTH CARE BENEFITS. I DO NOT SEE THAT WE HAVE DONE ANYTHING BUT GET SMALL ANNUAL INCREASES WHICH MORE OR LESS COVER THE INCREASES WE HAVE TO PAY FOR HEALTH CARE. DOES LITTLE OR NOTHING TO COVER ANY OTHER ESCALATING LIVING COSTS. AND WHAT DID WE RECEIVE ELSEWHERE IN OUR CONTRACT TO OFFSET THE COST OF PAYING FOR HEALTH CARE. THERE IS A POINT WHERE THE BARGAINING PROCESS NEEDS TO START AT A POSITIVE GAIN FOR THE UNIT, NOT STATUS QUO, AND NOT "WE WILL GIVE IN BECAUSE THIS IS A NEW ADMINISTRATION, ETC. LET SOMEONE ELSE COME UP WITH EXCUSES AT TREATING THE STATE'S NEGOTIATORS WITH NICE-NICE. THAT IS NOT THE RESPONSIBILITY OF A BARGAINING TEAM. BE PROFESSIONAL. STAND TOUGH. KNOW YOUR BOTTOM LINE AND STICK TO IT.
|
| 84 |
Mandatory leave usage is unfair and inconsistent with our unions. I just lost 17.5 hours of leave as I earn a lot of flex time during the summer. Also, the health insurance options are not at all friendly to couples or families with multiple coverage. Dental coverage is particularly unfair. These benefits really favor single earners with multiple dependents. Also consider increasing the age of dependents. Studies have shown that many young people from 19-25 are not covered by insurance.
|
| 85 |
Health insurance. Employee should be able to just insure self and not pay premium for others if no others are insured.
|
| 86 |
Pay and Benifits should be in accord with other institutions performing similar work, and the compensation for extra hours for overtime ineligalbe employees needs improvement
|
| 87 |
Need to adjust my pay with the area I live in, getting this promotion COST me income. I want to be able to work from home more, and I have always thought changing the pay period to encompass an entire pay period was a win win for state and employee (did it in another state). My health insurance went up when I changed unions but I did not get improved service. For the amount I make in this job and the stress associated with it, there is no way I make enough money. My spouse makes double what I earn and he is NOT a supervisor. It is crazy.
|
| 88 |
My salary is not keeping up with those soing similar work in private industry.
|
| 89 |
Pay needs to be increase to meet cost of living. Step increases more often would be nice. Earned more Personal leave would be good.
|
| 90 |
I am very glad to see you have shown us that as a union you have failed to give us the 59% pay raise we deserve since 1986.
|
| 91 |
My health insurance now only covers 30% of my childrens expenses ever since the State changed from Aetna as their administrator to Premera. Even though I pay for full coverage for myself and family, my wife only pays for the supplemental plan (option C with ASEA) - and has since 2003. We were told then that since the children were on my plan before she started working for the State that my plan would remain as the primary for them. Now they say that hers is the primary for them and they won't pay more than 30% for co pay . . . I am very frustrated with this situation and it doesn't make any sense to me.
|
| 92 |
Serious need to evaluate realized costs associated w/ living in different communities w/in the state---strive for a geographic pay scale. Although its been clearly stated that Juneau is more expensive to live in than Anchorage or Fairbanks, we still don't see a change in the pay-scale. I'd also like to see inequities in premium pay w/in departments go away--for example, the 'Sea-Duty' abuse that is prevalent at ADF&G, and only the Tier I/II folks getting hazard pay hour-for-hour, while at the same time/place, Tier III/IV getting nothing.
|
| 93 |
Increase of salary to keep up with inflation/economy.
The Geographic Differentials currently assigned are really not equitable or reflective of the cost of living around the state.
Need to work at getting expanded steps for those at the end in longevity.
|
| 94 |
Supervisors are asked to due more than we should. We are considered professional level and expected to work up to 50 hours a week without being compensated.
|
| 95 |
Pay, pay, pay. I accepted a position as a 20-C. After about 3 weeks I was told that there was a mistake made and I am only a 20-A (5K differance). I appealed and was told by the department of administration that it was denied due to an internal policy not allowing me to be brought in at that level. I appealed and was told, sorry about my luck. I went from a 18 to a 20-A and now make less money than I did before. How is that fair?
|
| 96 |
Salaries and geographic cost of living studies are the two topics I believe are in most need of review and change. I have for years been troubled by abuses to the sea duty allowance and would like to see that program reviewed to ID issues and problems with its use.
|
| 97 |
salary and health insurance inadequate
|
| 98 |
Need to fix procedure for promotions within the SU. If you are 21D being promoted into a position covered by range 22, you should start at 22D. Keep your step when you get promoted.
|
| 99 |
Comparable positions of responsibility in the private sector pay much more. I fear for the future quality of state work, at current salary levels.
|
| 100 |
Job class studies have not been done in years. I am being paid the same as someone that did this job 18 years ago and the duties and expectations have increase trifold.
|
| 101 |
Better health insurance coverage with increased employer contibution.
|
| 102 |
I find it ridiculous that my overtime is based on a 40 hour workweek, when my regular workweek is 37.5 hours. Also, my health deduction went from +/- 50 a month to +/- 140 a month when I moved into this unit. I guess it would be nice if my salary changed that much as well. It doesn't seem right that I should be taking home less money with a promotion.
|
| 103 |
It is very difficult to hire the kind of specialized help you need for our programs on the salary ranges available and job classifications to choose from. To develop new jobs takes an act of god to get through the system.
|
| 104 |
A COLA adjustment for Juneau based staff
|
| 105 |
I do the majority of the work for the psychiatrist on our unit but receive about 1/3 the pay. My doing her work allows her to have a second job elsewhere.
|
| 106 |
We should get the same $ toward health insurance that other bargaining units i.e. ASEA. Insurance benefits should be the same across bargaining units. We have lower coverage at a higher cost.
|
| 107 |
We have to have some uncompensated overtime relief/compensation. We also need to have mental health problems treated as a regular illness instead of at 50%, and the HR integration is a big mess.
|
| 108 |
Our salary is not competitive with our Federal counterparts.
|
| 109 |
should be able to op out of the insurance program when you have other insurance that covers you.
|
| 110 |
Increase flex time limit to 200+h (I worked >210h in 2006); make salary increases retroactive;
|
| 111 |
All nine of my subordinates make more money than I do. I actually lost money when I was promoted. This was due to a decrease in hours worked, a minimal hourly wage increase and because I'm overtime ineligible. I don't believe that a subordinate should make more per hour than a supervisor. My Department has a lack of individuals willing to step up and take promotions due to the lack of incentives that I have mentioned. Why promote if you can make more money than your supervisor?
|
| 112 |
Homeland Security work not covered
|
| 113 |
The pay needs to be based on a 40 hour week since we work at least that every week. Basing the hourly rate of a salaried worker on a 37.5 hour week gives a skewed view to the public to the actual pay we receive.
|
| 114 |
The classifications system makes it impossible for highly qualified scientists to hold positions that are ranged appropriately. State employment is a dead end if Classifications are not revamped to reflect graduate level training and years of experience beyond entry level.
Excellence is not rewarded in the state system -- only length of service. This results in a stagnant workforce.
Performance evaluation is not taken seriously since there is virtually no advantage to having a history of excellent performance.
Time in travel for state business should be compensated, either in comptime or as paid time. Perdiem should include time spent in travel status.
|
| 115 |
2. Salary & Benefits should be separated - salary, as noted in your e-mail is not competetive - benefits are fine for Tier I - impossible to recruit folks for Tier IV.
..Personal Leave - inability to use the sick/leave bank as personal leave (we can finally access it)
..work schedules - flextime/alternate have problems with utilizing them since as supervisors we don't have time/flexibility.
It also makes it difficult for our SU reports to take the time they have earned - many of us lose it
..overtime/comp time - same comment
..perdiem and travel should be separated - GET RID OF STO ! It costs us more time/money/and workload increases throughout the organization - we do the work and then have to send it forward to be redone anyway.
OUT.
..position classification - classification process is bypassed when decisions are made to increase other classes (engineers/nurses) based on "shortages or non-competetive wages" Is it true that engineers are making as much or more than deputies? 23 and up?
..
|
| 116 |
Re: health insurance - would be nice to be able to change all benefit options (e.g. vision) once per year.
Re: Pay. Rules for pay increases for promotions need work. When promoted, the employee doesn't see a full range increase in pay. E.g., if promoted from a Range 16 to 18, the employee is paid at whatever step is slightly more than their pay at Range 16. The employee should see a pay increase commensurate with added responsibilities. This may be a factor in the lack of people applying for promotions.
Re: 40-hr week: I typically work in excess of 40 hrs, so I wouldn't object to a 40-hr week with commensurate pay increase if that's all that could be obtained. Would prefer the 37.5 hr work week with higher salary.
|
| 117 |
There is currently very little to gain by taking promotions. A salary study needs to be conducted accross the board for all job classes.
|
| 118 |
Security for positionbs dealing with angry clients
|
| 119 |
Health insurance premiums: The amount a single person pays should be less than a family. I went from $50/mo GGU to $200+ with SU promotion.
Comp time: When working 7 days per week due to travel/projects, full days off instead of 4 hours at a time should be allowed.
Merit increase: why are loyal, long term workers penalized in a step freeze for several years when they should be rewarded and encouraged to stay.
Per Diem/Travel: Compensation for travel time should be given for any time traveling as most travel is not done during normal working hours. Per Diem should be given for one day trips. The time frame used to pay for meals is not realistic. If you are in travel status for more than 12 hours,any time, the full per diem should be given.
|
| 120 |
The two areas I feel strongest about would be an increase in employer contributions to health coverage and pay increases.
|
| 121 |
Unfair hiring practices--all employees should be notified of all job openings in their job classification series and have at least one week to apply. I have had to take a second job in order to keep up with the high gas/oil prices and the ever increasing Juneau property tax. I believe a geographic differential study should be used to review costs of living throughout the state. Position classifications should be reviewed on a job by job basis and those individuals with a great deal of supervisory authority should be given higher rates of pay. Sea duty should be bargained away. It benefits very few people in the state, but it accounts for a large amount of money that could be spread out to all employees. Hazardous duty pay should be available for all employees working under hazardous conditions, not just those employees that were hired before a certain date.
|
| 122 |
1) Numerous instances exist, myself included, of individuals who supervise employees whose salaries higher than that of the supervisor. In particular, this happens when a supervisor is hired from outside AK state government (from another state, from the federal government, or from private industry). Although the 'new' supervisor may have stronger credentials and more tenure in the industry than existing 'promoted from within' supervisors, he/she earns considerably less than others performing the same duties.
2) The total amount of combined leave (vacation and sick) is inadequate, particularly for those of us who recognize the importance of banking leave in case of emergency. The high number of state employees forced to seek donated leave is strong evidence of the fact that our leave is insufficient.
|
| 123 |
Health Care contributions are ridiculous. GGU has much better health care than SU. Flex Time Plan is beyond ridiculous.
|
| 124 |
Need to increase hearing aid benefits.
|
| 125 |
Need to have Stand By pay available, the chnage of health insurance to Blue Cross is not as good as Aetna as they are not certifiing health benefits as before even though they said they would. The salary pay is not competitive with the rest of the Nursing Field for Nurse IV and above.
|
| 126 |
Salary improvements and/or payment for overtime work. Most SU positions are OT ineligible.
|
| 127 |
GGU health insurance covers more and costs less than the SU coverage. Would be nice to get the same sort of package.
|
| 128 |
I feel that the job I am doing should be a higher classification due to the volume of work.
|
| 129 |
It is increasingly difficult to attract and retain good, qualified state employees for vacant positions as our pay and retirement benefit package is no longer competitive with our federal counter parts or private sector positions. The quality of service that the State provides is directly related to how well the employees are cared for. Salary increases are imperative!
The classification system is so bogged down that it can take a number of years for a reclassification process to be completed. In the meantime, employees are discouraged and some have left state service. This process needs to be made more efficient and responsive.
|
| 130 |
I am very concerned that if something is not done to improve the overall pay for our bargaining unit, we will not be able to fill vacant positions with qualified people.
|
| 131 |
My biggest concern is not being paid fairly for the job I perform. I manage 9 clerical staff, and my classification is a 12! The argument may be that I am "only" managing clerks, but I would counter by stating that these positions are often the most difficult to manage. This should be recognized. In addition, the tasks the clerical staff performs is not simple -- it is very technical and requires a lot of training.
I also take issue with being required to take health insurance, even though I'm already covered by my husband's policy. Health insurance premiums take a big bite out of my salary -- and there's not much to bite! I realize that by forcing employees to enroll helps the State negotiate lower contract prices, but it's hardly fair to those of us who don't want the coverage, is it?
|
| 132 |
Stand by pay for Superintendents/Asst. Superintendents in Corrections. Co contract is so much better than ours in terms of compensation no one willing to promote. Class A sups. need to take contract dispute to arbitration if necessary.
|
| 133 |
Geographical diferential really needs to be looked at and implemented.
Although Per Diem was recently increased it still does not meet up with inflation and needs to be increased more.
Salaries are dismal and don't come close to keeping up with inflation. It is getting hard to live on current salary, especially with such high fuel costs.
|
| 134 |
Our medical should at least be on par with GGU. We are undertrained and underpaid for the Homeland Security duties we have to preform
|
| 135 |
40 hour work week is expected, but not paid for. Salary and benefits need improvement to maintain workers.
|
| 136 |
The fact that our salaries don't match what the teachers union has gotten is a sore point for me. They continually get increases, why can't we do the same? Certainly a strike vote would add some momentum. Imagine if everyone banded together like the teachers union? It's simply pathetic that we can't keep up with the cost of living. Then there is the punishment for working for the state for a long period of time...aka, "Longevity." No merit increase for years. Where is the thank you for working here so long? Where is the reward for dedication? Appreciation for your knowledge?
|
| 137 |
Need to close the gap on the cost of living losses
|
| 138 |
There doesn't seem to be a high priority to pay increases to those other than top managers and engineers.
|
| 139 |
IF I WAS 10 -15 YEARS YOUNGER I WOULD BE AGRESSIVELY LOOKING FOR ANOTHER JOB. THE CURRENT POSITION I HOLD AS SUPERVISOR IN DHSS IS UNDERPAID TO THE POINT OF INSOLENCE. LINE WORKERS ARE SO UNDERPAID, THE TURNOVER RATE HAS CREATED A CRITICAL SHORTAGE OF STAFFING.
A STATE EMPLOYEE WILL LEAVE ONE STATE AGENCY TO GO TO ANOTHER THAT HAS IMPROVED THEIR SALARY SCALE. SO INEQUITY AMONGST AGENCIES EXISTS. IT IS TIME TO UPDATE OUR SALARIES. OUR 25 - 35 YEAR OLDS ARE NOT STAYING AT A JOB WITHIN DPA (DHSS DEPT) LARGELY DUE TO UNDERPAY FOR THE TYPE OF JOB.
GRIEVANCE PROCEDURE WAS INEFFECTIVE WHEN I WAS INVOLVED WITH IT. AS THE EMPLOYEE WHO FILED THE GRIEVANCE, THE LEGAL GUIDANCE AND ADVOCACY I RECEIVED WAS INADEQUATE. IT DID LITTLE TO NO GOOD ON THE OUTCOME, BASICALLY A WASTE OF TIME.
|
| 140 |
Salary and leave should be obvious.
Anyone who has either tried to reclas a position or been promiced a reclass should know how inept the people are that approve those changes. Hopefully the new administration will put a higher priortity on these personnel matters.
|
| 141 |
It has been very difficult to recruit and retain staff for various job classes due to low pay and benefits. We continually have to fight the process with advance step placement which are not easy to have approved.
|
| 142 |
I definitely feel that SU has been bending over backward to be accommodating to past administrations when facing budget shortfalls. It would be nice to get a significant increase and work towards matching inflation for the last 10 - 20 years.
|
| 143 |
My supervisor and I are in the same union and I don't feel I get fair representation since this union is also representing my boss.
|
| 144 |
Salaries should keep pace with CPI. Yes, the state has a budget surplus. We should negotiate hard.
|
| 145 |
Salary - on top of low raises & decreased buying power due to increased living costs, cuts in funding have decreased number of positions to accomplish same outcomes. In order to increase efficiency and effectiveness of those we are able to employ we need to have top quality staff to work with. Salary is key to attracting and keeping those people, especially in this time of diminishing workforce. Improved salaries are essential!
Geographic Differential -- is woefully out of date and there is no excuse for this, data to update is out there. Makes no sense to use information from decades ago that is no longer current to further purchase-power pay inequities between urban and rural employees. It is important that geographic differentials be based on current data, not on history in order to be fair and to attract highly qualified staff needed in rural areas.
Merit/Service Steps -- need to address improved step increases to help keep long-term experienced and knowledgeable staff. Would really like to see more emphasis on Merit part of merit increase and allow just reward for those doing above-the-standard/excellent work instead of paying especially effective and efficient workers at the same rate as those doing the minimum acceptable to keep their seats. This practice hinders our ability to keep our most effective staff
Work Schedules -- need to increase flexibility in work schedules to attract the dwindling workforce and the new generation of workers for whom life quality is a key aspect of job satisfaction.
Overtime/Comp Time -- needs to be better balance of work duties and demands so that fewer extra work hours are demanded. When extra work hours are necessary we need to make sure that there is just compensation. Can't expect people to keep donating their free time to their work, and this is happening all too frequently. Is also important to encourage balance and make sure we aren't enabling workaholics.
Per Diem & Travel -- State travel per diem should be comparable to the Federal per diem rate for AK. It costs us just as much to eat and stay in hotels as it does Fed employees! MUCH personal time is spent in travel status and goes totally unrecompensed. In order to be efficient & cost effective traveling during work hours often is not the best choice, as a result many travel hours are "donated" to the State. The State should at least pay reasonable per diem to allow us to eat healthy meals rather than cheap, greasy spoon fare without going into our own pockets.
Position Classification - would like to see improvement in both duties vs salary range and in procedure. SU salary scale does not reflect increased workload, stress, & responsibility of supervising numbers of staff. For example, 1 range difference between PHN III GGU and PHN IV SU is only ~8%.; because staff recognize the increased workload, responsibilities, and stress of the PHN IV supervisory position vs the expert PHN III position, it is almost impossible to find a nurse willing to take the promotion for the insignificant difference in pay. Also, would appreciate having classification system work WITH us to help get positions classified as we who do the job and supervise those doing the job know it should be classified, instead of working against us or in a vacuum and just classifying on what they see and understand in the PD which is often not accurate and in current system takes much negotiating to get corrected.
|
| 146 |
The level of responsibility expceted for my position is not well compensated in terms of salary.
|
| 147 |
the whole classification system needs to be looked at...our salaries are ridiculous for what we do.
|
| 148 |
I would like to see contract negotiations began as soon as possible and that a contract be finalized earlier rather than later. I see no need in delaying the negotiations just because there is a new administration. I'm fairly happy with the current contract other than our salaries not keeping up with inflation.
|
| 149 |
Significant salary increase necessary; pay not keeping up with private sector.
|
| 150 |
Salary - I would like to see a contract with 3-4% 1st year and 3% year 2 and year 3 (front loaded since we get into legislative approval and related uncertainty on bargained increases in later years). Longevity steps need modification - with low COLA the step increases every 2-3 years really don't pace living costs (e.g., heating fuel and gas prices).
|
| 151 |
Travel is becoming a real pain with very little reward. For example, when a meal is provided at a meeting the coorespondig MIE is reduced, yet MIE stands for "Meals and Incedental Expenses". There is no corresponding allowance for the "incedental expenses" such as laundry expenses when the deduction is made for a meal. It is a small issue, but one that pisses me off. Also, you are correct, our salaries are well behind those in the corporate world and falling behind fast. We used to recruit from the industry we regulate (which provided good knowledgable applicants), but now it is very difficult to get a qualified applicant from industry that is willing to take a pay cut and move north at the same time. When those of us who have been around for some time decide to retire or jump ship to the better paying corporate world, who is going to train the unqualified applicants that are left to fill the void??
|
| 152 |
Cost of living increases over the last three years in Juneau. Salary has not kept up. Increase for SU needs to be the same that the Directors, Commissioners, and Governors staff received. 22% +. And that would be a good start.
|
| 153 |
One area needing improvement is the position description MQ's. I had to leave a Dept where I had worked for 17 years to take a promotion because of MQ factors. Only after applying for the same position and being told I dont meet MQ's and wasnt even looked at for an interview. The other area needing improvement is on a promotion if you are more than half way to your next step, the contract reads that you will get equivalent to two steps but Personnel calculates this on two steps at your current range/step and then takes you to the promotional step. This doesnt make sense to get two steps at your current range because the promotional salary should be more.
|
| 154 |
Need to have a category of health plans similar to GGUs, where we could opt for 20% coverage to meld with spouse's plans, who are also public employees or have health plans. More bang for the buck.
|
| 155 |
Need to take a good look at cost of living in Juneau vs Anchorage
|
| 156 |
The building I work in has no kitchen and barely any break room. Some wash their dishes in the bathroom, which I find highly unsanitary. We are over crowded and there is no elevator for handicapped people to access the lower level.
|
| 157 |
Health Insurance is not that great compared to what I had with GGU. Especially Dental & Vision
|
| 158 |
Bring back two step merit increases. Advanced step placement on promotion should be difficulty in recruitment OR exceptional qualifications. Reclassificaion should be retro to when duties began instead of when DOP gets around to it. Need 34% pay increase plus the CPI on 7/1/07 and an increase annually based on the CPI. Need to base geographical differentials on Anchorage as the base, Juneau is in the top 10 most expensive cities to live in!! Classificaiton needs to create job classes that fit what we do, not fit us into their molds. Recruitment should be mandated to know how outside work experience relates to government job classes.
|
| 159 |
While I am not currently affected. In a previous position I worked 60-70 hours a week on average with no compensation. I was not alone. Comp time is not a solution as there was no time to take it. This issue needs to be addressed.
|
| 160 |
none
|
| 161 |
Need the flexibility to flex hours in a two week periond versus one week. All field PO III need to be OT eligible.
|
| 162 |
Salary comparable to industry staff we regulate; comp time that reflects actual hours worked over standard work week;no reduction of health coverage--including only reasonable coverage increases to employee
|
| 163 |
In the past the Union has done well getting higher pay (Sea Duty) for a select few. I say it is time we work for the rest, the price of fuel has done nothing but go up out here. It goes up and down on the road system towns but out here we're paying 4.59 gallon gas and 3.84 for heating fuel. Anchorage isn't even close. Geographical isn't even keeping up with cost of food. Real Estate Anchorage has gone up 60% or better, here I'm lucky to break even for what I paid for my house. Flex time has helped but were still working 50 hours to get 1 hour of flex time and that's one to one not 1.5 to 1. We need better pay, I'm into my 20th year I started just a few days after the 20year was taken away from Fish and Game and have to work 30-years. this retire rehire has to change, I don't see it being fair they got the 20 and out plus they get to come back and work the same job for two paychecks. Please tell me what your going to do about that. the Legislature keeps saying were filling the positions yes with retire rehire. I know of people that have retired four times in the past few years. That needs to be fixed.............. In the Health insurance we need single employee with the lower deductions.
|
| 164 |
Health Benefits - Cut services eligible rather than raise benefits. 1. Cut coverage of repeat Drug/Alcohol rehab 2. Gastric Bypass, and other expensive "elective" procedures.
Position Classification - I and many that I supervise are significantly under classified for the duties they do. A classification study has been "scheduled" for several years. (Local Government Specialist series)
|
| 165 |
As supervisors for OCS, we put in at least 10-30 hours extra a week with absolutely no compensation. In addition, we are on call after hours , weekends, and holidays 365 days a year. Standby is a pittance and only covers 7.5 hours. We cover the other 16 hours per day with no compensation. We can easily spend the entire on-call time working. For those offices with two or more supervisors for coverage, we used to get the four day workweek but they took it away for no reason. It was the first time in all these years we were actually partially compensated for our extra hours. We haven't had a decent COLA or raise of any kind in a long, long time.
|
| 166 |
I'm seasonal, I work 11 months, and I cannot accrue much leave because I am forced to cash out all but 37.5 hours when going to SLWOP. Last year I was forced to cash out over 400 hours and that really pissed me off. I had saved leave for 12 seasons for a sense of security in case something happens, only to be forced to cash 90% of it in because our contract sucks. I would of rather not got promoted to SU if I knew of this rule. I'm still pissed 12 months later.
|
| 167 |
As a single person, my salary is negatively impacted by the fact that there are no reduced health insurance premium options for me - I must still pay the same premium as my married with children counterparts. This issue must be addressed as it has in the GGU.
|
| 168 |
Currently management rights mena moving staff around without including SU members who oversee staff in the decision process. This creates an atmosphere of mistrust overall and is not conducive to a professional organization of any type. Classification is not clear and needs to be.
|
| 169 |
Allow for the conversion of sick leave bank to personal to clean off the books.
|
| 170 |
In our medical benefits plan revise the usual and customary language that the providers use so that more of the charges are covered as more realistic to our geographic location. Using Seattle charges as a comparison is not a realisitc.
|
| 171 |
After to the insurance switch from Aetna to Blue Cross in July, I feel that we have since lost coverage/had to pay more to providers.
|
| 172 |
We don't get paid enough. We need more leave than is offered a this time. I'd like my duties to be better defined; I do LOTS of unrelated work (that should be handled by other departments) i.e., procurement, contracting. I should be allowed by my division to travel when it is appropriate, instead, I operate under a travel ban.
|
| 173 |
There is no fair comp time system for overtime ineligible.
|
| 174 |
I have never understood how the teachers can get a raise every year and we get nothing substantial, not even keeping up with inflation.
|
| 175 |
Salary has lost much ground since I started with the State. Likewise health benefits v. costs.
|
| 176 |
Salary has not kept up with inflation and private sector wages.
Merit increase every 2 years inadequate. You are rewarded less for sticking around.
Health insurance should offer rebates for not using it. Should REQUIRE a yearly physical at no cost with no deductible (keep us healthy). Should cover laser eye surgery. Should be less expensive.
Position classification procedure is a hoop jumping program and doesn't really change classifications. Classifications are completely outdated. The GGU ones needs revamped badly.
|
| 177 |
Hazard pay for staff performing hazardous must be raised. 7.5% is not adequate compensation and should be changed and I would expect in the administration that once this is described to them that they would also understand the poor compensation for these duties.
|
| 178 |
In my opinion APEA caves into the State and doesn't negotiate a fair contract for the Supervisors. I moved from a Range 16 GGU position where I didn't supervise anyone to a Range 16 SU postions which supervises an Area fire program and 20+ employees. The change in positions brought me a decrease in pay, loss of a 1/2 hour of OT each day and no OT conversion.
OT should be paid by the day - anything over 8 hours a day should be OT. It should not be calculated by the week (anything over 40 hours per week). LTC employees are paid OT on a daily basis. OT by the week is very confusing for the employee and payroll because there are so many rules about taking leave or having a holiday during the same week that we work OT. It would be much easier to have each day be fresh and new and not linked to other days in the week.
As seasonal SU members we should not have to cash in most of our leave when we go on seasonal leave w/o pay. GGU members can carry over as much leave as they wish. SU members should not have a cap on our leave carry over balances.
The State's hazard pay is a slap-in-the-face. First, we should get hazard pay for fighting fires, just like all the federal agencies. Second, the small amount the State pays for hazard pay is almost not worth reporting it - our federal counterparts get a full 25% increase in their pay for hazard pay, and it applies to the whole day rather than just a 4 hour block. Many State employees work in hazardous environments and we should be compensated appropriately.
Forestry "firefighters" (Foresters and Forest Technicians) should be recognized as firefighters. The State doesn't recognize us as firefighters and as such we do not qualify as Class 1 employees nor do we get qualify for the 20-year retirement program.
We also shouldn't be expected to work many extra hours with our compensation. Comp-time should be easier to claim and take.
Please don't cave in when negotiating. WE NEED A FAIR CONTRACT AND APPROPRIATE COMPENSATION FOR OUR WORK.
|
| 179 |
1. It sucks to be in longevity. I am a valued state employee and get ZERO raises. It is as though the state traps you by routine raises when you are a new employee and then they don't give a darn about you once you have all of the skills necessary to do the job and train others. Hence...no raises. It makes me feel not valued.
2. Incidental flex time language needs to be strengthened to specifically note that it can be used within the pay period. Apparantly that was the intent in negotiations however, each department interprets it differently. My department says it is within the week Sun- SUn...well the very week that I work over is due to too much work or timeline crunches...if i am working extra then I can't take it that same week typically so then it becomes a useless tool.
3. On call...there shoudl be more compensation...I get awoken all night long and get minimal money. Albeit, some benefit is better than none...but I can't even flex in that week as my on call lasts half of one week and half of another. So I get screwed financially and then with my time. Plus it leaves me cranky :)
5- maybe a gimme could be an extra holiday such as Columbus day...the Feds get it...and it does not cost the state any more money.
6. It is bologna that the Ovetime Exmpt people obtained raises and we did not. We should definately fight for a 5/5/5 year or something to that effect. looka t he cost of electricity, gas , fuel, housing and we are losing our buying power.
7. Keep up the good work fellas! I am glad that you volunteered for this position!
|
| 180 |
Would it be possible to move to a union health trust? I am VERY unhappy with Select Benefits. I just moved from GGU to SU and am paying twice the amount for LESS coverage. Also look into a single only plan like GGU has.
|
| 181 |
Considering the cost of living in Juneau, we should definately have a cost differential.
Regarding Health Insurance, Premera BC/BS is not covering treatments that were covered under Aetna and a review of usual/customary fees is in order.
I'm not sure what is meant by "40 hour workweek, with appropriate adjustments to pay and leave" so I marked it as not very important.
|
| 182 |
Salaries are terrible.
|
| 183 |
Why are some biologists entitled to Comp-time while others only Flex-Time -we are in the same department ?? There should be one plan or the other -not various ones. Why do we have to give the state 5 hours of our pay initially, when going into our first 50 hr week during each Flex-Time agreement? We only get 45 hr for 50 hrs worked! THIS IS UNFAIR and benefits no one. It infuriates employees which in turn creates less loyalty.
|
| 184 |
Everyone I work with wants an alternate work week schedule. Management has vague, unsubstantiated reasons why they don't allow it. We even had it for awhile and it was working well. New management took it away. Job satisfaction would go up in my work unit if we had this option.
|
| 185 |
Type 1 employees, ie PO's should have an additional contract that addresses their needs.
|
| 186 |
Personnel and classification system totally broken. I & my staff are 50-60% below private sector compensation.
|
| 187 |
Adult Probation Officers should all be overtime eligible.
|
| 188 |
The main priority is Wages keeping pace
with the rising cost of living.
Wage loss due to inflation has been detrimental to all state workers, roughly
25% since the mid 1980's. Add to that the loss from increased burden of employee payments for health care. No wonder the state can not recruit or retain people.
We have fallen for the poor oil prices, fiscal crisis, arguements for too long. The state always has some form of this song to sing for the public. It needs to have its spending priorities shifted to pay its workers first, and buy pork second.
Unless you are ready to take a strike vote you are not bargaining hard enough, and the state knows it. We are now in the place we have created for ourselves, by giving it away one contract at a time. Why should the state expect anything less now.
I hope we are not going to piggy-back on the GGU (ASEA) efforts, as they muddle their way to another failure and give away (I know because I was in that outfit until a couple of years ago).
|
| 189 |
1. Enforce terms of office space (e.g. temperature within acceptable range, adequate headbolt heating for cars, adequate parking, good drinking water, etc.)
2. Health care coverage for preventive maintenance items (periodic physical, mammogram, PAP test, PSA test covered)
3. Official "comp time" policy for OT ineligible AND OT eligible employees
|
| 190 |
Salary increases are needed statewide and a Geographical Differential Study needs to be done for Juneau, as reports indicate that is it the most costly of the large cities in Alaska to live in.
|
| 191 |
Would like to see the option of only insuring self and paying a lower premium, instead of having to chose the family option.
|
| 192 |
Cost of living has increased substantially in the past 3 years with little to no increase in cost of living allowances in our saleries. Every year our paychecks have less and less buying power. Each year the "gap" between government and private sector wages increases. Often time jobs in the private sector pay much more for far less responsibility. Many good people are leaving for better paying jobs in the private sector. Recruitment of qualified employees gets harder and harder as pay and benefits continue to errode.
|
| 193 |
Travel to the East coast - Employees should get 1 full day to rest and adjust to the time change so that they are not arriving the night before a conference and then getting up for an 8AM eastern start time. This leaves people tired and more prone to have an accident/ make a serious mistake. All other professions give a 48 hour rest period before a change in shift and this should be considered a change in shift.
|
| 194 |
I believe that we should get the same increase that Commissioners and Directors received. If we do not, then the Governor should resind those raises and proviide everyone with the same increases. Also, the previous administration did not allow me to have a flex schedule even though I put in a lot of extra hours and getting any comp time was difficult, the director made me feel guilty whenever I would ask. Also, the authority that I had was taken away and I was micormanaged, which caused delay of services to the general public. The forty hour workweek sounds appealing but I wonder if the administration would expect me to put in excess of 50 hours to satisfy the change.
|
| 195 |
Salary for us compared to the local market is seriously out of whack. My counterparts for the commercial side are making 25% more than I am for less work.
|
| 196 |
Health insurance costs are higher and it would be helpful to have the state contribute a higher portion of the premium. Also it is important to take into account that various parts of this state are higher to live in other than Barrow and this should also be more reflective of the costs to live in a particular area. Finally per diem and travel should be increased so that more opportunities to attend training, etc.
|
| 197 |
It is sad that a person living in Juneau needs two incomes or two jobs to afford to live here because the wages from their full time job does not pay enough to cover basic living coat.
|
| 198 |
We can't find qualified people to fill positions.
Need adequte compentation for time worked in an overtime inellagable position.
|
| 199 |
Need major pay increase to be competitive or I leave (retire early) and go to work someplave else. Once an employee gets into the higher steps there are no more raises so no incentive to stay. State needs to encourage the experienced (near retirement age) employees to continue working; yes there has been a brain drain and it will get much worse after July without a significant pay raise.
|
| 200 |
The salary, personal leave and merit anniversary steps are not up to par with the private sector or with other like jobs in the lower 48. The geographical differential pay is not consistent or adequate. For instance, we all know it costs more to live in Juneau than Anchorage, yet we have the same pay differential. This is not fair but I realize it's that way due to the political aspect........if it costs more to pay state employee's that reside in Juneau, then moving the capital makes sense. I think we need to look at what's fair for all state employee's and not "punish" those who live in Juneau because of the political aspects. The overtime/comp time for SU employees greatly needs to be looked at. Right now you only get overtime if you enter into an LOA and work over 50hrs. per week. This is ridiculous! If you have a supervisor who makes you work 50 hrs./wk but no more than that, the state employee is NOT fairly compensated. SU employees are often the ones who have to "burn the midnight oil" to get the job done no matter what it takes. The State of Alaska is definitely receiving the cost benefit of having SU employees doing this. Also, I have experienced a supervisor viewing the overtime LOA option as a negative and therefore won't let any of their employees use this option. SU employees are not treated fairly when it comes to overtime compensation. If the pay scale was quite a bit more than it currently is, I could see the 50 hr./wk threshold. But, if you have someone working 50 hrs./wk the state employee is NOT fairly compensated. This creates turnover as employees are looking for other jobs that pay the same but don't require all the "free" overtime.
|
| 201 |
I do not wish to have our insurance premium go up.
Job Classification and duties in a one person office makes for a difficult situations that is not compensated adequately.
|
| 202 |
In Depat of Corrections, paid less than those we supervise!
|
| 203 |
I only recently joined supervisory unit. I am now so far out on the letter scale that the only way I'll get a salary increase before I retire is to get another new job with the State.
|
| 204 |
Health benefits are extremely expensive. GGU staff members often take home more than the supervisor. This is unsatifactory. Where is the incentive?
|
| 205 |
Need worksite health promotion that is statewide and goes beyond club membership discounts and a few isolated events.
|
| 206 |
Salary - Self expanatory
OT - Inconsistant interpretation of FLSA. Complicated process for calculating & recording comp time. True OT for positions with emergency responsibility (Wildland Fire Supervisors, for example)
Geograpic Diff- Doesn't reflect true cost of living differences
Hazard Pay- Doesn't include one of the most hazardous occupations in state service (firefighting)
Standby- degree of compensation not reflective of impacts on personal life
|
| 207 |
A classification study to determine whether State positions other than for Engineers should be done to determine whether the pay is equal to or consistent with the private sector and federal government pay for similar positions (particularly for environmental class series)
|
| 208 |
My position used to receive OT. I am the first person in this position to not receive OT. The other supervisors in the crime lab that have the same responsibilies as myself receive $900 more each month than I do. I have employees that make the same as me AND they receive OT, so they make more than I do. It is NOT fair at all.
|
| 209 |
I am a supervisor and work longer then 40 hours a week, to take time off for comp means more work when I get back. I supervise 30 people and I am range 17b. I have to work two jobs to make enough money when I changed jobs from the private sector. We get less paydays and no overtime.
|
| 210 |
Restore benefits to Tier 2 level; the new Tier 4 is detrimental to hiring, and to retention.
|
| 211 |
I love working here but will have to either find a second job or another job that pays more. My earnings are comensurate to my wage 10 years ago when I did not have a BA degree.
|
| 212 |
I am not compensated for my supervisor duties as other positions in my unit are same range/job class with less duties as they don't supervise but make the same wage. No monetary benefit to me to supervise.
|
| 213 |
Commissioners, attorneys, other higher paid employees (non-union) have been given 5% raises in the last couple years. They also get a raise whenever union employees get one. Those of us on the lower end get further and further behind. A 5% raise for them would be as much as a 15% raise for me or in some case equal to my yearly take home pay. It goes without saying how hard the new tier makes it to recruit.
|
| 214 |
OT Ineligible Time needs to be addressed.
|
| 215 |
Hiring methods should be addressed. The new sysstem of is open to abuse. Within F&G the standard method of hiring is 1. decide who you want; 2. Write a PD and hiring questions tailored to that person.; 3. Fake a legal decision process.
|
| 216 |
I am finding that the change to Premera - Blue Cross resulted in a weak preferred provider network for physicians. It appears to be serving as an excuse for cutting reimbursement rates for long time providers.
|
| 217 |
Speaking for DNR we need competitive salaries to match other State Agencies. We are constantly loosing good employees to agencies such as DOT, DEC, ADF&G, State Courts, etc as their base pay is greater than DNR. An adjudicator at Range 14 in DNR is equivalent to a 17/18 at DEC, DOT and ADF&G for the same job classification and work. A Range 18 is equivalent to a 22 in the Court System. There is not only a discrepancy in the pay scale to the private sector there is a major discrepancy within the State itself. This will be DNR’s downfall.
|
| 218 |
As a Law Office Assistant II (supervising legal secretary), I know that I can make much more money in the private sector and I have debated back and forth weighing the leave accrual and medical benefits offered by the state versus the pay offered by private law firms. It is quickly getting to a point where, with the difference in pay, it would no longer financially worth it for me to stay in my current position. In the past year alone, two private law firms have attempted to recruit me as an employee. It would make staying much more appealing if the state were able to come closer to the current competing salary for a skilled, supervising legal secretary.
|
| 219 |
With the low level of wages for high tech job classes, and the loss of the retirement system, the state needs to implement the market based studies completed. Then implement a large salary increase. It is getting so we can hardly attract employees at all.
I would like to see some form of paid high technical training....and the state implement a "grow your own" program, perhaps by partnering with the University. Training employees needs to be viewed by the state as an investment, not an expense. The generic courses are fine, but we also need high tech training. It is usually quite expensive and held out of state.
|
| 220 |
OT exempt employees tend to work to get the job done. Comp time is not administered the same across the board. Flexibility to use the comp time when needed or accumulate it to take a whole day off after completing an intense project with lots of OT would be greatly appreciated.
|
| 221 |
I am grossly underpaid for the same area of responsibilities of other workers in other states. The level of expertise I am expected to maintain is almost impossible with the workoad I have. I regularly work long weeks without compensation and feel this is very wrong. I also am working in a field that is very dangerouse and the State is not doing all it can to protect me and my workers. It is only a matter of time before some in my workplace is injured or killed in the course of their job and the State is not taking ANY steps to prevent this. This is Commercial Vehicle Enforcement if you are wandering.
|
| 222 |
Health care insurance needs some major overhaul. Even at 80% there seems to be a lot of hidden costs, (eg. out of network, provider fee adjustments, allowable rate for services) by the time it's all said and done you pay a lot more than the 20% that is suppose to be out of pocket. For rural areas and even in the bigger communites, you sometimes have no choice but to use an out of network physician. You shouldn't be penalized for having to make a medical decision that's in the best interest for your family.
|
| 223 |
Need to provide better coverage, esp related to the "cafeteria" options - the limit on orthodontia is prohibitive. The eyecare coverage is ok for adults, but active children usually need frames each year due to growth/wear & tear on frames.
The building I work in curretnly is infested with some form of rodents, the building management blaames employees, however, I have not witnesssed violations of food policies and the conditions persist.
Salaries for losewst pay range (may not be supervisory) are not competitive, and cause more time to be spent hiring an dtrainng due to low retention of employees,. This speaks to a need for living wages to be paid. Since the Tier 4 roll out, applicant pool in Juneau has significantly diminished - we can't compete with industry for entry level staff.
|
| 224 |
the issue is pay, pay, pay. let's join forces with the other unions and stick together! let's not bail like we all did last time. we need a strong negotiating team who will lead the union. I know you can only do what the membership will allow, but we have to start with strong leaders if we expect membership to follow.
|
| 225 |
As nurses working in a job class that doesn't include nurse in the title but use nursing skills and judgement every day, would like to see the same increase that all other nurses received this year.
Health insurance is much more expensive than the GU equivelant.
|
| 226 |
Get the per diem in line with the work hours i.e. travel 10 hr., paid for 7.5 (salary), no per diem because it takes 12 hours to be eligible. Make salaried employees eligible for per diem after 8 hours.
|
| 227 |
Those with other health insurance such as Tricare and VA should be able to opt out of any heath insurance offered by the State. Why am I paying 176.00 p/mo for health insurance that I don't need or want.
|
| 228 |
One of the most important losses as far as DPS is concerned is the lack of the "piggy back or like me" clause that we no longer have. PSEA can negotiate better salary and quickly catch up with Supervisors. They already make more when taking OT into account and as such, no one wants to "promote" out of PSEA due to the pay disparity.
|
| 229 |
I have been very supportive of helping the State adjust to reduced budgets and become more efficient. As your communication stated, we support each and every administration that comes in to power. We have paid our dues and I believe it now time for us to negotiate an appropriate pay increase.
|
| 230 |
It would be interesting for someone to show the media what it means when the average State salary does not keep up with inflation. Everybody in the private sector continues to get increases every year, but we fall further back every year. I would bet that my buying power is less now than when I started with the State in 1984, ie., I have less disposable income available to me now.
|
| 231 |
Carrying current salary levels will continue to result in further "walk aways" of existing staff because Federal and Private Sectors compensates more fairly than State of Alaska service. It is like a wound which isn't given time to heal and re-opens spilling out more blood (in this case the experienced SU members with between 10-15 years of service). We all know we can be compensated more fairly in a different sector (Fed, Private) - We all know we could have better benefits - but we stay because Alaska is home. Most of us are trapped by the state's low paying wages because moving on means lossing quality of life we all cherish in Alaska.
I would like to see more leave accrual - however, the real stickler is - when do we get an opportunity to really USE any of our leave? I find myself cashing in more than I use of days off!
Merit Service Steps once you've hit longevity are a JOKE! the accrual rates of the meager addition to compensation is SO not worth the amount of time one has to devote. Something seriously needs to be done there.
Flexible worktime/overtime/comp time - this whole thing needs to be modernized. The Federal government has done leaps and bounds over Alaska in allowing for flexible / telecommuting / comp days work schedules, its time for Alaska to wake up and smell the future. Without these sorts of beneficial arrangements - we will continue to bleed experienced workers to the other sectors offering such programs.
Job Duties vs. Salary Range will always be a problem because as you are labeled a "go-to" person who can do a good job, you're soon to become the "dump and run" person - the directors dump extra work, projects and whatever and walk out of your office.
HR needs to get it perverbial head out of the sand and see the reality around them. Most of the position classifications are pre-computer age and do nothing but confuse the issue when trying to reclass a position.
Stand by Pay should re worked to reflect the actual value of having someone with the experience and abilities at beck and call 24/7.
|
| 232 |
Regarding travel etc, I just moved from Nome to Fairbanks and I received no travel allowance despite fact that I paid $10,000 to move into a job at 20K less and with 33 years experience as a manager. Some kind of help would have been nice!
|
| 233 |
We need a higher limit on the amount of flex time that can be accumulated and cost of living increases that make up for our inflationary losses
|
| 234 |
Geographical differentials are a big deal to me as I see positions being reclassed to higher ranges in Juneau to compensate for higher cost of living. It costs much more to live in Juneau than Anchorage or Fairbanks. Positions are also moved to Anchorage because people do not want to live in Juneau, partly because the high cost of living. I have no magic solutions, but the contract should address cost differences around the state.
|
| 235 |
Health insurance premium increases should be tied to increases in coverage offered.
|
| 236 |
Need better insurance coverage overall and specifically for vision.
Also, need to change the practice of locking us in to coverage for two years and then if we have a legitimate, and accepted, reason for change being told that you are unable to change your coverage. For example, I previously had coverage under my plan and under my ex-husbands. When we divorced, I wanted to change dental and/or vision coverage, but was told that I was locked in for the remainder of the two year period even though I had a change in status. This is bogus - my kids were still covered under their father, but what if instead of a divorce one of us had died? The other would not be able to provide adequate insurance for our kids for up to two years!
Work in a building where there are frequent fumes from the print shop which causes some individuals to have headaches. The overall heating and ventilation system for the building needs to be improved.
|
| 237 |
Just started so I am not sure on a lot of issues
|
| 238 |
SALARY: Salaries have not kept up with Cost of Living for decades. It is so out of balance at this time that I am seeking employment outside of Alaska.
INSURANCE: The GGU appears to have a less expensive, greater benefit package.
MERIT: The idea of "Merit" pay makes no sense in the state system. If it is going to be "Merit pay increase" base it on Merit, so I am compensated for my improving performance, not just time-served. What we really need is a COST-OF-LIVING adjustment.
POSITION CLASSIFICATION: I am an Analyst/Programmer, in my job class there are not enough levels to allow for compensation for experience (in the IT world salary increases are often based on each 6 months of experience, not yearly). There is also not enough flexibility in the current job classes to truly reflect responsibilities and knowledge/skill acquisition in terms of position and thus salary.
|
| 239 |
The Blue Cross contract needs to be reviewed. They are very difficult to get to pay on behalf of the state. My medical costs have risen dramatically, even though I purchase the 90% coverage.
|
| 240 |
The issue of geo differential should be approached with caution. All factors should be considered, i.e. EX/PX salary schedules for same area (like Fairbanks) and how a geo diff for Juneau could affect the capital creep. Going to a 40 hour workweek for a slight pay increase will not reduce the extra (free overtime) hours we work as supervisors.
|
| 241 |
More added merit steps are needed for long term employees.
Since most supervisors work a 40 work hour week, we should be compensated for the extra time with equivalent pay and benefits.
|
| 242 |
My primary concerns are that pay has not kept pace with inflation; the high cost of living in Juneau compared to the rest of the state; and increasing burden on employees for cost of health coverage.
|
| 243 |
Better health care coverage without increased (and preferably lessened) employee contribution to premium costs should be the singlemost important goal for APEA during the upcoming contract negotiations, followed by performance-based increased salary ranges.
|
| 244 |
1. Unsatifactory office--too small, too noisy. Building is overcrowded so nothing anyone can do.
2. Pay scale does not come close to matching requirements for performing job. I am being paid as if I have a 4 year degree and one year experience, but the job requires a minimum of a M.S. degree and ideally a Ph.D. (which I have). The job description inaccurately defines the minimum education and skills required to perform the job.
3. Health insurance premiums are too high for what I get in return. I had a better health insurance package at my last job, which was non-union.
|
| 245 |
Need to get rid of the 40 hours to work before overtime paid and time spent on airplane must be on duty time!
|
| 246 |
Salary schedules are lower than GGU, It is impossible to hire professionals into state service with what is available. insurance premiums could be lower. Overtime compensation should be looked at if we are being asked to do more work, a lot of the geographic differential is unneccessary, especially Fairbanks & Juneau - no different than COL in Anchorage
|
| 247 |
Being a Supervisory Union Range 16 is a JOKE when compared to a GGU Range 16.
|
| 248 |
Would like to see service steps continue annually even after an employee gets into longevity.
With contracting out and positions being eliminated, I would like see language added affording better protection to employees, jobs, and pay. One idea is to require severance pay of one and a half months pay for each year of service when an employee is laid off.
For employees that work non traditional work weeks, i.e. Tuesday - Saturday, I would like to see them get paid a premium pay for working on Saturday.
I would like to see the leave accrual increase above current accrual rates by an additional 7.5 hours per month after 20 years and another additional 7.5 hours per month after 30 years. Since a labor shortage is anticipated within the next 5 years, this may help people decide to keep working after they are eligible for retirement.
I would like to see language added to the contract requiring that employees be entitled to, and compensated for all holidays in the existing contract and all federally recognized holidays. Expanded contract language to require employees to also be given the day before and day after Christmas and Thanksgiving as holidays.
|
| 249 |
Health insurance costs are too high, and benefits seem way below what the state pays for insurance. It seems like only under extreme circumstances would a family get enough benefits to warrant what the state pays per employee. Pay is not rising with inflation. State employees like to stay in the state system but there are a lot of opportunities to make more money in the private sector. Tough choices like these cost the state valuable workers.
|
| 250 |
We need to catch up with the cost of living. We loss ground every year.
|
| 251 |
Add Step G as 1 year increase instead of 2.
|
| 252 |
I work in Wasilla. It takes me longer to get to meetings in Anchorage than someone from Fairbanks or Kenai, yet because of the differential, we are not provided per diem for even lunch. This is very unfair as it sometimes takes 3 hours of travel time getting to Anchorage and back home. I am fortunate to drive a state vehicle, but I have to leave my home a half hour earlier to get the vehicle, clean off the vehicle of any snow and ice before I can leave. This add another hour to my travel time. By the time I attend a 3 day meeting or training, I have accumulated 9 to 11 hours on top of my work days just for travel time. I think those of us in the Valley are entitled to at least a lunch.
|
| 253 |
Remove mandatory use of 37.5 hrs personal leave for those also accumulating flextime. Allow use of flextime to count towards 37.5 minimum, even if it's at a 2:1 rate.
|
| 254 |
Select Benefits costs continue to rise at a higher rate than GGU. It's time to think about a health trust as the State is not managing our health care in a way that keeps costs down. Also, single folks cannot elect lower cost options like GGU can, they pay the same as married folks.
|
| 255 |
Pay is not keeping pace with the other employers. We can't keep workers and our in a perpetual training mode.
Tier IV does not provide employees a reason to stay.
Rural pay defferential is adequate but moving to the urban areas and loosing the differential results in a significant pay cut even though you are getting a promotion. As an incentive to go to the rural areas, allow the emplyee to keep the differential when they promote to the urban areas.
|
| 256 |
1. Salary increase are needed to retain current suppervisors, lure new employees, and compensate appropriately compared to other departments and the private sector.
2. SU state health contributions is seriously low. More options should be available for "single" employees.
3. The cost of living is NOT more expensive in Fairbanks, yet the same positions are paid higher.
4. State Travel Office is a serious duplication of effort and a waste of resources. The office should be closed.
|
| 257 |
Our wages haven't kept up with the cost of living since the 80s.
Health insurance is a joke. The health care provider is in it to make money and I don't think they really put individual care first. Either find a new company or allow employees to find their own health care company.
If a person is forced to work overtime, then pay them OT. Flex time doesn't pay the bills or buy groceries.
What constitutes hazard pay is ridiculous for those working near urban areas. We work on and around fish wheels alot, often at night and in nasty weather. We do lake surveys on large,coldwater lakes. A dip in the water is extremely hazardous yet we don't get hazard duty pay?? We do not qualify for hazard duty because we work in an urban area presumably near medical care. We can get just as hurt as anyone working in the bush.
|
| 258 |
Salary & Health Insurance - I am a new supervisor & even though I received a raise my paycheck does not show it w/ increased union dues & health insurance payments not to mention the O/T ineligibility. I use to have take home paycheck that was 4 digits & now they are 3 digits (not counting cents). I am a single mother & I am regretting taking the promotion due to the financial burden it has caused on myself & child.
|
| 259 |
People should be able to have own attorney present in grievance procedures. State should increase contribution for health insurance. I had to elect the economy plan because I could not afford to pay differential between economy plan premiums and standard plan premiums.
|
| 260 |
Prioritize improving salaries so they're commensurate with our federal/private colleagues; also improve health care contributions and study/implement geographic differntial
|
| 261 |
I didn't think that as a professional biologist, I would have to work 2 jobs to make ends meet. But I am there. I am working toward alternate employment in my spare time.
|
| 262 |
- Benefits - vision benefit package for a single professional costs more than one can claim per year. Total joke. Wages - I know unskilled secretaries in the private sector that make 15% more than I do as a person responsible for hundreds of millions of dollars in resources. Merit increases - What will happen when many professionals hit the very end step of the pay schedule with more than say 7 years left until retirement? Taking pay cuts (no union contracts, 1% raises every decade which do not keep up with inflations etc.)every year until one retires is not a way to reward the wise amongst an organization. Pay vs. duty, - Underpaid period. Position classification - big admin runs at a glacial pace, many retire awaiting the return of their submitted reclass forms. Over time - comp time - Never could use all of the time accrued via comp/flex per year- have maxed out such for years but held position which would not allow for full usage. Have worked a good 5,000 uncompensated hours in career.
|
| 263 |
Positions previously classified at an equitable range, then downgraded and frozen during re-class study but responsibilities and duties did not deminish with pay.
|
| 264 |
Should offer medical plan for single people that is at a reduced cost versus married or with dependents. Need additional merit steps, are not enough. Too much time between longevity steps.
|
| 265 |
State Travel Office is inefficient and should be discontinued. In my experience, the employee needs to research flight and accomidation details just as in the past, pluse we then have to go throught the STO for approval - and then they charge an extra fee. Commonly staff are able to get lower prices if they circumvent the STO procecures.
|
| 266 |
Health insurance should cover annual exams.
|
| 267 |
I think there needs to be development of a seperate bargaining unit for Class 1 employees.
Overtime eligibility for Class 1 employees (Probation Officer III) that meets federal requirements.
|
| 268 |
Re: Grievance/Complaint Procedure:
Bridge between bargaining units needs to be strengthened and communications enhanced for supervisor (SU) to effectively address issues pertaining to someone who belongs to another bargaining unit (e.g. GGU).
|
| 269 |
The State wants to take away title protection of social workers and lump all supervisors together and not require a license or degree. This will equate to those of us that put in the time, effort and money to get a MSW and license will get the same pay as someone that did not incur the student loan expenses. What happened to the 20 year social work retirement?
|
| 270 |
We need to be paid more. Our salaries have not kept pace with the cost of living.
|
| 271 |
I would like to see a statewide salary survey comparing state positions to private sector. A thorough survey would identify inconsistencies in salary and hopefully the merit increase process. Health insurance is too expensive and would like to see more options for preventative care.
|
| 272 |
Change in the incidental flex to be used during the pay period vs work week.
Other parity items with Confidential Bargaining Unit clauses. "Me too" options.
FLSA options not taken by management, can legally move in and out of FLSA eligibility, but HR won't allow it.
Almost all admin classifications are too low, from clerical to admin assistants to admin managers, for the amount of work and responsibility required and expected. Many AM's perform similar to Assistant Director's, but are paid far less.
|
| 273 |
I'm only familiar with areas that directly affect me. There is no doubt we are working harder than ever and that the burden of supervising is less desirable than ever.
|
| 274 |
Our salary schedule falls short of reflecting the level of responsibility that we are tasked with in our positions daily. We need a cost of living allowance increase that will shorten the gap between the actual level of inflation and our increases in the past. Additionally I would like to see either a 40 hour workweek (with a 40 hour compensation) or a more realistic flex schedule, where the hours accrued can be used within the month they were accrued, vs the same workweek or a more generous flex time agreement. Health insurance coverage is very important and I would very much like to see better coverage for the premiums we pay.
GGU has a step G (between F and J) that we do not. When a position gets reclassified from GGU to SU the employee can actually earn less money at the same step because of this "missing" step in the SU contract.
I believe that there are some positions in 24 hour facilities that are expected to be "on call" or "standby" 24 hours a day, yet do not get compensated. If the contract was more specific about this benefit the possibility of employees not receiving this pay would not be there.
|
| 275 |
One important thing to keep in mind is that the public tends to see state employees as lazy, clock-watching, bureacrats who suck at the public trough. They fail to see our value and see how we add value to their lives. Teachers are even having a tough time drumming up support for decent wages.
On the issue of health insurance - my experience going from GGU to SU and having to change insurance was a nightmare! I actually have worse benefits now - I have no vision and only preventive dental - and can't change my benefits for 2 years. The R&B staff were incredibly unhelpful. I'm not sure that bargaining could change this, but if there is any possibility that it could, I'd like to see better benefits for a better price. It would have cost more for the premium for vision benefits than for the benefit itself.
|
| 276 |
Let's not settle for less than a 6% pay increase for the first year. 7.5% would be better. Vote YES on strike authorization. Let's send a clear message.
|
| 277 |
for each of the past 10 years, the pre negotiation language begins the same...'salary adjustments have not kept pace with inflation, etc, etc. Yet, contract settlements have not successfully addressed this 'pay drain', leaving state employees lagging FAR behind non state positions. And yet, Gov Murkowski gave the judiciary and department commisioners appx 40% pay increases near the end of his term! In short, I 'moonlight' in the private sector appx 15 hours per week. The benefit package at my 'private job' is every bit as good, (and in some areas better) than my state benefit package....and my salary for 15 hours per week is greater than my full time State pay!!!!( I have offered to share my pay stubs to support that fact)
|
| 278 |
Our building is very "sick": black greasy lint blows from every heating vent. The manager will not approve an AED (life saving device). Our department has the lowest percentage of females and minorities (thinly-veiled but administration-approved discrimination).
|
| 279 |
Health insurance - need category that allows one to supplement a spouses primary coverage not duplicate it (ie spouse 80%, me 20% NOT spouse 80%, me 80%).
Definitively fix the problem where supervisor's are paid at a lower range than those they supervise!!! This is a problem at DOT where certain classes that I supervise keep getting range increases, but I do not.
|
| 280 |
Need more $. Need to get rid of roster requirement for standby. Need to have hour for hour cmp time for OT ineligibles. Need state to make larger contribution to health care and index it to inflation throughout life of contract. Hold state to statutory obligation to conduct valid geodiff study and adjust pay accordingly.
|
| 281 |
Wew should except no less in the way of health benefits than we currently have. WE should resist any increase in our share of the premium costs. Regarding pay, at the very least we should get a catchup pay raise to recoup what we have lost due to the increase in the cost of living and a clause in future contracts ensuring that each year we get a raise equal to the increase in the cost of living to ensure we do not fall behind again.
|
| 282 |
would like to see more choice on the health insurance.
with advent of tier 4 and the public/private sector disparity in salary, i expect increased pressure to outsource.
|
| 283 |
I belive that we need additional step increases. As employee get older retire looks better since you realize that you would not receive any pay increase unless their is a cost of living increase. This make you want to retire and seek employement else where, instead of working for the State of Alaska. With the work force getting older this could become a concern.
|
| 284 |
Health insurance needs to change so individuals are not subsidizing families. It should be priced toward the individual employee with additional insured family members paying an appropriate extra amount.
|
| 285 |
The overall compensation package for supervisors needs improvement. Salary, health contribution, leave accrual, all need to be increased. It would be beneficial to increase benefits for overtime ineligible employees. A salary increase of at least 10 to 15% would be equitable to keep pace with the cost of living. It is terrible that a person should have to cash in leave to pay bills. Compensatory time should also be increased. The quality of life needs to be improved. Health benefits should be adjusted to reflect the size of families so that a single person should be able to pay less that a person with a number of dependents.
|
| 286 |
Environmental Program Specialists salaries need to be raised. I'm in the engineering class, so personally don't feel I'm as underpaid as my fellow workers in the EPS series. I also see the need to offer flex time and comp time in a less burdensome way. This may be beyond the contract; our division seems to have trouble living up to the contract.
|
| 287 |
Juneau needs to be added as a area that qualifies for a pay differential. Cost of living here is higher than many places such as Fairbanks.
|
| 288 |
Wages are not competetive with private sector or other government agencies. Equivelant positions in the lower 48 pay much better despite the higher cost of living, geographic isolation, and frigid temperatures in Alaska.
Nearly everybody works above and beyond their position description with no opportunity for reward.
|
| 289 |
Employers should not be able to discriminate in extending benefits to all members, even with same sex partners, based on a popularity vote. Even if discrimination is popular, it does not make it right.
|
| 290 |
for suporvisers our contract should include a company provided vehicle for commute to/from home. This is the standard and considered a "given" perc for the private sector.
Health/Dental benifits for family is greatly lacking.
As supervisors our employees can work a four day work week but we cannot? Just what exactly are we suposed to be supervising on the fifth day.
In my short time here (5 months) it seems that Supervisors are not treated comparetivly with thier counterparts in the private sector. As State employees we are held to a higher standard but are not compensated for it.
|
| 291 |
Other bargaining unions have gotten geographical differentails for their members who work in Ketchikan. I would hope that SU would follow their lead.
|
| 292 |
pay hasn't kept pace with inflation. why work for the state when you can make more with the feds? my dept staff has decreased while workload has increased - staff are carrying too big of a workload - especially supervisors. try and increase pay so it reflects what we do and it's comparable to the feds.
|
| 293 |
I would like to see ergonomics factored into a healthy/safe work environment. As time goes on, use of computers reveals the negative impacts on wrist, shoulder, neck and back for many staff.
|
| 294 |
I just switched from ASEA to SU, I never hear from our union except when I owed them money and received rude letters. I would like more one on one with the union we pay sooooo much into! Thank You!
|
| 295 |
It would be nice if supervisors could receive time and a half on comp time or somehow be compensated for work 50 or more hours a week. Some state jobs are very demanding and require individuals to work long hours.
|
| 296 |
1.Medical Coverage becoming secondary to Medicare upon retirement.
2.Earned Social Security benefits being cut due to state pension.
|
| 297 |
Retire/rehire hiring needs to be carefully monitored to assure that advertising of positions occurs. There have been a number of these in our department where the position was on workplace, but not announced by Katheryn Hughes, like many/most jobs. The new legislation allowing this to occur demands more transparent and fair practices than what occurred.
|
| 298 |
Would like the alternate work week in the contract if employee can make it work. Allowance for telecommuting if employee can make it work.
Travel - too many 1-day trips that take 8-10 hours with no reimbursement (per diem only kicks in after 12? hours). Need to be reimbursed for travel for shorter periods.
Travel - STO isn't working as well as when we made our own arrangements - and it costs us money! We should be trusted to handle travel - it's our budget and our staff resources that our being spent - we don't need someone else looking over our shoulder.
Need official comp time agreement for OT ineligible employees. We need more staff or payment for overtime worked - which isn't tracked because we aren't compensated for the overtime!
Position classifications or re-classifications take too long.
We need some kind of security at the DEC building in Anchorage - 555 Cordova Street. It is too easy for anyone to walk into the building - they can go anywhere in the building and could probably hide out somewhere without too much effort. It is creepy to be there after 530 pm and on the weekends. We really need a security system in the building.
|
| 299 |
The Alaska Defense Force needs to be allowed to use Military Leave when activated.
|
| 300 |
Although it would be nice to have better pay, not sure how likely that is; so go hard for other "perks" such as flexible schedules (like getting every-other-friday off), better comp time (hour-for-hour; that 50 hour thing is a killer), more leave
|
| 301 |
contract does not adequately protect the worker .... both entities share responsibility for the short comings
|
| 302 |
Social workers in child protection need to have 20 year retirement just like police and probation. Job as stressful and can be as dangerous if not more. I have been a police office in past life, and being a social worker is much more stressful. The bill to have this happen has sat in committee for years with no support from the unions. Unions need to get behind this bill Senators Guess and Davis have been supporting the bill. This would be a great recruitment and retention tool.
|
| 303 |
The salary and health benefits have not kept up with the private sector over the years - we continually lose whatever small amount of a pay raise we are lucky enough to get to cover health insurance' rising costs. Additionally, we are limited on purchasing new furniture or a much needed more efficient filing cabinet system. Supervisors have no way to reward or encourage our employees other than a verbal good job. There should be some way we could give someone some type of incentive for their hard work and dedication.
|
| 304 |
Comparable positions in one division may be a range 18, while in another division they are range 20.
Salaries need to be adjusted with an up-front COLA increase in addition to any annual increases negotiated.
Currently in my position I have not seen an actual increase in my wage because the health insurance premium "eats" any gain I may have seen.
|
| 305 |
We have fallen to far behind the payscale of other similar agencies and firms, a 2 step increase is required to remain competitive. The current flex time system for compensating extra hours worked is unfair in that we must work a certain number of hours for free before quaifying for and earning comp time. Geographic differential needs to be reassed, the cost of living in my community (Dillingham) is higher than other communities (Bethel) yet there is a higher differential for those communities.
|
| 306 |
OCS is attempting to delete SWIV classification in favor of generic "supervisor" classification to allow persons with social work degrees to become CPS supervisors. This will give authority to individuals without proper college education to supervise child protection, does not reflect a regard for the social work licensing statutes passed by the legislature within the last few years, and violates the intent of the licensing law. THIS NEEDS TO BE STOPPED to ensure quality supervision for CPS workers in the future. Child protection supervision requires skills, values, and knowledge that is taught by the social work field and that is reinforced by the social work code of ethics. Without licensed supervisors, that is one less place a client can turn to for grievance, if the supervisor acts in an unprofessional or unethical manner ... and I have not found the State administration to be responsible in responding to ethics complaints regarding unlicensed supervisors and managers in the past.
|
| 307 |
As nurses for DSDS we were totally shut out of the 15% increase enacted this year. Our jobs are based on our extensive nursing background. This felt like robbery.
|
| 308 |
I want to make sure our leave stays the same of improves-leave is the last best thing about working for the state and we need to make sure it doesn't get erroded. I still think we need the day off after Thanksgiving. It is very difficult to recruit, so our salaries and/or retirement are not competitive.
|
| 309 |
gaining credit at retirement for NOT using all leave (sick and catastrophic) banks.
|
| 310 |
Pay is my number one issue.
|
| 311 |
Aetna was better at management of our health plan than blue cross. We are supposed to have the "same" coverage. Doesn't seem so..
|
| 312 |
It is time for pay increases that are larger than inflation to make up for our concessions when there were budget problems.
Also, the step intervals should be correected. Between F and N the intervals are: 2,2,3,2,4 years. Without making any real change: 2,2,2,3,4 seams more logical. The steps progress in a more standard and logical sequence. A standard 2 years between steps until the most senior where they are stretched out a bit. What logic is there in the current progression?
|
| 313 |
The real problem here is that state wages have fallen far behind industry. As a new State Employee I am considering going back to private industry for this very reason. The only real bargaining tool is to simply leave.
|
| 314 |
I fall into the group of SU members that are in the information technology field. I think consideration should be given for "on-call" type status. I don't receive any standby pay or anything but due to the nature of my position it is understood that I carry my SOA cell phone and be available off shift if needed.
|
| 315 |
State employees gave up pay increases in the 80's and 90's when the state had income shortfalls and low oil prices. With oil above $50 and surpluses each year the state now needs to make state employees whole with at least a 25-30 % pay increase and annual cost of living increases going forward.
|
| 316 |
I moved from ASEA to APEA and found the Health Trust Benefits had better coverage than Premera for less money
|
| 317 |
We need to get health insurance costs and use under control, not just request greater coverage.
The current Flextime agreement process is seriously flawed for those who work extra hours all year in order to accomplish their jobs. Finding time to take an accrued 100+ hours of flex leave above and beyond the required 37.5 is difficult and often just disappears on July 1.
|
| 318 |
We are the richest state in the union. The state benefits system must be improved.
|
| 319 |
Changes in health insurance coverage: implement and maintain same sex benefits. A little support from the union would be nice.
|
| 320 |
The classifications are antiquated and need review and updating.
|
| 321 |
40 hour work week with adjustments in pay and leave: 1)Supervisors I know consistently work over 40 hrs/week and are not OT eligible. 2)Service delivery to the public and operations in general would be improved if all workers worked a (40) hour week and most would appreciate the additional compensation. 3) Only requiring a 37.5 hour week gives a false impression of State workers to the public, i.e., that we have cushy jobs and don't have to work as long and hard as private sector workers.
|
| 322 |
This topics are not a part of my job duties
|
| 323 |
2 main issues
HEALTH INSURANCE
I find it insane that I supervise folks who have BETTER health benefits than I do for less money. A single GGU pays ~50 per pay period and gets vision and full (sort of) dental, as well as a $50 per /500 total year cap on prescription drugs. I pay $65 per pay period and have no vision, 2 dental cleanings per year and a $100 per / $1000 total year cap on medications. This STINKS
As a biologist my salary is far below that of the Federal Gov in Alaska. If I switched, I would make ~30% more!
Not interested in a 40 hour work week. Why, we do this anyway, so with 40, I would end up at 45 or 50. NO!!!!!!!!!!!!
|
| 324 |
Our salaries are grim in comparison to whats happened to the CPI. We must get a descent hike or let the contract expire and get a new union.
|
| 325 |
All negotiation team members need to divulge any and all employment opportunties offered to self or family members after contract has been ratified.
Pay and geographic differential need attention NOW.
|
| 326 |
Leave accrual needs a bump with longevity.
We all work over 40 hours, I'm a 37.5 paid. Pay for 40 and work 40 sounds great.
I have to work holidays- would be nice for compensations other than day off in future - 1.5 comp time even.
|
| 327 |
I believe that the Kenai Peninsula should have a 4% geographic differential like I had in Fairbanks as all gas, food, etc prices are higher here than they were there! I believe that PO III's with the State of Alaska should be able to work a 40 hour work-week like other correctional officers since we end up working those hours anyway. The pay scale needs to increase to make supervisory duties worth having as well as a possible increase in leave accrual for those in supervisory roles vs GGU and longevity. PO III's need to be paid overtime and be recognized for their role in serving the public as law enforcement officers.
|
| 328 |
Across the Board salary increase, 40 hours with 6.6%, and allowing departments to have a say in the classification process not DOA/DOP.
|
| 329 |
10 to 15% more
Health insurance should be better especially for single employee
The rate should be less than a couple
|
| 330 |
The cost of health care coverage has sky rocketed. I would prefer to see an alternative at a lesser price for employee and spouse versus employee and family. Basically two person households are carrying the load for everyone that doesn't know when enough kids is enough.
|
| 331 |
Health insurance-more options (i.e., dental, vision, perscription co-pays).
|
| 332 |
The biggest issues are the low salaries and expensive health care, including deductible amounts. I currently pay $219.00 per month out of pocket for insurance for myself and my 2 sons. I am a single parent. Without child support I cannot continue to live in Alaska on these wages. The wages we earn do not even come close in keeping up with the cost of living. (For example, the outrageous gas bill increase.) And, since I went into longetivity in October, I likely won't even see that small raise for at least another year. I feel penalized for being a good employee and doing my job. Once a person goes into longetivity, it is absolutely ridiculous that we are not eligible to receive a merit increase for several years intervals even though the cost of living goes up for us too. That needs to be changed now. I know there are many people like myself that I have heard complain about it. Also, for reasons I decline to disclose here, I feel the flexible work schedule should be eliminated.
|
| 333 |
Our work stations are not ergonomic and many people share offices in small work spaces. It is very difficult to attract qualified employees interested in making state employment a career at our pathetic wages. I feel people in our position are underpaid for the level of responsibility and the duties that have increased incrementally over the last few years. I am really tired of state employees being the convenient "whipping boys" for the state legislature and the governor.
|
| 334 |
We have been falling behind for the last 20 years letting the state have it's way when oil prices were low and the state claimned to be broke. The public rode our backs for years bailing them out while all private industry was flourishing. We will not be able to recruit or keep good people anymore especially being the benefits and retirement are in the tiolet. Other states have realized this issue and have fixed. We have not. I am at the end of my career but folks that aren't are going to be begging for their job in the future and the state will be without a viable work force to lead the state into the future. Our wages compared to the wages outside are pathetic. I know this sounds like a gloom and doom answer but it is the truth if you analize the facts.
|
| 335 |
Some changes I experienced in a transfer from ASEA to SU this past year were very detrimental. My health care deductible doubled from $250 to $500 and my vision benefits decreased. The one that concerns we the most is being forced to participate in a dental plan that costs a lot of money and provides no benefit. It is actually worse than no plan. I pay $540/year in premiums plus a $25 deductible and since I am single, the maximum I'm allowed to get in benefits is $500. There is no possible way to break even as at best I recover $500 after paying $565. In actuality, since it pays only for exams and cleaning, which I do twice a year for a cost of about $360, I lose $200 each year. I strongly encourage you to request that this be changed as it is clearly discriminatory toward single employees. I would prefer no plan and be allowed to pay the actual costs from my Health Care Reimbursement Account. This small change would give me over $200/year and it seems at no cost to the state.
|
| 336 |
Equitable pay compared to engineering class - no compensation for extended education. 4-year BS degrees in engineering can get paid more than either MS or PhD staff...not fair.
|
| 337 |
Policy for OT eligible staff is horrible and unfair. Needs to be revised.
Salary for OT ineligible staff needs to be increased to reflect the reality of working 8.5 - 10 hours days with no compensation.
|
| 338 |
Being exempt from overtime and showing my work week as 37.5 hours on my payroll warrant is a HUGE joke. Not having comp time and working 50-70 hours per week for the same pay as if I was only here 37.5 hours per week is very discouraging and does not provide appropriate compensation. I've been doing this for 2 years now, so I am making "only 37.5 hrs per week" my New Year's resolution. Business being completed be darned. Not a good way to run any operation.
|
| 339 |
As part of looking at personal leave, the union should address the issue of unused sick leave as it pertains to those who will retire and have a large number of hours in the sick leave bank created after the conversion to personal leave.
Those who did not use excessive sick leave throughout their careers are effectively punished for coming to work. When they retire, they lose the sick leave that they accrued. Meanwhile, those that regularly used sick leave for Mondays & Fridays off, don't lose anything.
I believe the union needs to address this. It should be a policy, as it is in some other states such as Washington & New York, that employees who retire are reimbursed for all or a significant portion of the sick leave hours that are in their banks.
|
| 340 |
Salary needs vast improvement. Why not acknowledge a 40 hour work week given I work 50+ most weeks anyway. We need some realistic comp time policy that is easy to use and treats professionals as professionals. Timesheets are stupid. Medical benefits needs to not be discriminatory against single individuals. Families need to pay based on number of dependents.
|
| 341 |
My "needs improvement" categories all revolve around the comparatively low compensation that department employees receive relative to federal or private sector workers. I think salaries are too low, especially for the mid and upper level management staff, because these people deal with a great deal of stress but don't get paid much for it. When very stressful situations arise for supervisors or upper level managers, I commonly hear the phrase "well, that's what s/he gets paid the big bucks for". The statement is false. There are no "big bucks". These people get a linear increase in salary as they move up the ladder, but the stress load is exponential. In other words, the pay just doesn't make up for the stress. I believe that is the root of the problem that exists for not finding people who want to step up into higher level positions - it's just not worth it.
|
| 342 |
I don't think the State is doing well at all keeping track of cost of living changes and adjusting those to areas that cost of living is high. It seems like it just stays the same even though cost of living may have gone up in some areas.
I also think the State should do away with the Alternative work week schedule for OCS. I have not seen this benefit clients. It has become what employees sees as a benefit for them. It was not created for that purpose.
|
| 343 |
ADMINISTRATIVE STAFF CLASSIFICATION/JOB DUTIES NEED SERIOUS REVEIW/REVISION. COLA IN LINE WITH GEOGRAPHIC AREAS NEED TO BE UPDATED. NO SYSTEM APPARENT TO EFFECTIVELY PROCESS COMPLAINTS. HEALTH INUSRANCE DEDUCTABLES/OUT OF POCKET EXPENSE TOO HIGH. LIMITED COVERAGE FOR DENTAL EVEN AT PREMIUM COVERAGE. PREMIUMS FOR SINGLE TOO COSTLY.
|
| 344 |
Salary and health benefits and retirement must keep up pace with the private sector. Supervisors should have the option of promoting people to a higher step increase based on good performance, not just move to the next step. Advanced step placement for employees with exceptional skills should be allowed beyond step D without proving you had difficulty recruiting. Classification system needs to allow for growth within a position without competing, to allow people to move up and remain in their job, which encourages development and retention of institutional knowledge. For example, a person should be able to flex from NRT I to NRT II, to NRS I, to NRS II provided the section has the work available. The rate as which people go job hopping to gain better pay leaves the state in a bad position. The DNR pay scale should match the DEC pay scale. I.e. an NRM I is a range 18, but an EPM I is a range 21. It's an equal pay for equal work issue. All ranges across the board should have salary increases to keep up with the private sector. It would be good to see a provision to allow for hiring people part-time permanent, with an option for health benefits as they choose. It would be beneficial to capture the increasing number of retirees this way, who may not want to work full time, but have good skills and knowledge. This should be allowed to be 2 week on, 2 week off; 6 months on, 6 months off; morning/after nooon shared or other arrangement at the needs of the supervisor. Telecommuting should be allowed at the discretion of the supervisor.
|
| 345 |
As a supervisor, I need access to Personnel professionals for guidance when navigating employee relations and issues. But this access has been greatly compromised by the Dept. of Admin. centralizing all Personnel employees, making it difficult to access advice and information.
The centralization of all hiring processes under the Dept. of Admin. has impeded my ability to recruit and hire individuals I find qualified to fill professional positions. The ultimate decision lies with a person in Juneau who has no familiarity with the work we do or the kind of person we need to fill positions.
I'm Not sure if these are issues that could be addressed by the union, but they definitely compromise my ability to do my job effectively.
As a supervisor, I would also like to voice my support for efforts by the GGU to improve the salaries and benefits for existing and new employees. Current salaries and the new benefits package makes it extremely difficult to recruit and retain qualified employees.
|
| 346 |
The health plan should promote health rather than just pay for sick care. The school district gives an incentive for staff to be following more healthful habits. It has really made people more aware of their role in lowering health costs. I see abuse of our health plan by coworkers who seem to love the most expensive care they can muster. Any one of us could face some major health challenges, but we shouldn't be soaking the system, and should all do what we can to stay as healthy as possible.
|
| 347 |
I would like to see a higher salary increase for annual evals plus a higher increase for Geographic Differential. A definate increase in PL accrual.
|
| 348 |
Salaries for professionals are 50% of those in private industry.
|
| 349 |
The value of health care coverage has been eroding. If the state would become self insured, as some private companies do, the the State could offer a benefit to their employees. I would like the SU to be negotiating for better health benefits to get them back to a real incentive to obtain and retain employees.
|
| 350 |
The State needs to become more competitive with the private sector employers to obtain and keep employees.
|
| 351 |
too little pay for so much responsibility.
|
| 352 |
I couldn't agree more that the state is losing a large quantity of highly trained/skilled employees because they are not keeping the salary/benefits up to date with inflation. Also, the State is having a very difficult time finding well qualified supervisors because they do not pay enough in comparision to the private sector. I am thrilled that the union is going to re-negotiate our contract and am very supportive of seeing an increase in pay and benefits for the supervisors. Many great employees of the state are having to move out of state because the State is not keeping up with the rate of inflation. The State also needs to up THEIR contribution level for Health Benefits (i.e. Tier I vs. Tier III).
|
| 353 |
We need a significant salary increase...10 to 15 percent.
|
| 354 |
would like health benefits similiar to GGU or State increased contributions to reflect similar cost package to SU
|
| 355 |
Hazard pay for those working in a correctional environment. 40hr work week is a more clear picture of the hrs actually worked.
|
| 356 |
It's been a long time since we have seen any incoming funds that have not been taken away by inflation. Please work strongly to get a pay increase that is above satisfactory.
|
| 357 |
Health Insurance - needs to be a better way when you have two married State employees working under SU, for spouse one to carry the bulk of the coverage and for spouse two to be able to select an option where say the remaining 20% is picked up.
|
| 358 |
It is unfair that it is required that every member must take and pay for the health insurance, what if both husband and wife are members of the union? (like my husband and I) That is a waist of the second health insurance premium fee which otherwise would be income. If we worked anywhere else we would be able to "elect" if we wanted health insurance or not.
|
| 359 |
When delegated to act in a higher capacity, compensation should be awarded sooner than waiting for 15 days - especially if delegation occurs frequently but lasts usually for 14 days each time.
|
| 360 |
Salary needs to be substantially increased and back in line with inflation rates.
Merit increase is based on 20 year retirement, need to get that back or revamp the schedule to reflect 30 year retirement. Look at the jobs and the pay rate, an area management biologist should be stepped up to reflect the amount of time they work, the stress they endure, the loss of time with family due to the enormous amount of hours they work. They shouldn't be running multimillion dollar industries and be worried about paying for heating fuel. Hazard pay performing aerial surveys is one of the most dangerous state functions there is, people that fly them should be compensated to reflect that risk, or get the 20 year retirement back.
|
| 361 |
the health insurance is a mess...why does a single person pay the same as a married person with children? Why are married couples REQUIRED to both sign up for insurance? LEt require those that have large families to pay their share and not require those who don't need the insurance to pay for it. HOw about health improvement programs or incentives? Discounts at the AK Club or other health club.
|
| 362 |
Per diem should better take in to account geographical differences. $42 a day doesn't go too far in Bethel. Gas has risen, but per mile pay has not kept up.
|
| 363 |
If I were working down south in the position I am in now, I would be making atleast $20,000 more a year and living for less. The state wages are not equal with private employment at all. Not even close.
|
| 364 |
Better health coverage is worth more to me than increased wages, and it is not taxable. I currently do not purchase dental or vision as they are of zero benefit to me. I only get back, in coverage, the exact amount I contributed. I'm better off to put money into HCRA. Please work to ease our health care costs! Thanks. Nancy
|
| 365 |
Salary is low for the level of responsibility and the need to retain a person in that position to ensure knowledge of the area one is responsible for. ie: I manage a physical area the size of some states. It takes several years just to get to know the needs and uses and changes that occur in that region. If turnover n that position occurs every few years, no manager will ever gain that longterm knowledge needed to effectively manage the fish and wildlife for that area. I don't require a huge salary, but a livable and competitive salary is needed.
|
| 366 |
The merit/service steps were designed for 20 year retirement. Now that most people are in Tier 2 (30 yr) this system needs to be updated to reflect the 30 year retirement plan.
|
| 367 |
It is sad that working for the SOA means promotions equal less money in your pockets. I was promoted in August of this year and actually saw a decrease in my take home pay, not because of a salary differential, but because my health insurance costs (for me alone) and union dues increased. This needs to be corrected ASAP! Otherwise I cannot afford to keep this position.
|
| 368 |
Health insuruance: Provide a VERY high deductable option and place the differential in a HCRA - I hate putting in for all the nickel and dime costs just to be rejected anyway.
|
| 369 |
Salary and retirement are 50% of camparable firefighters at the Fed. level. Forestry's wildland fire program is is moving toward a collapse.
|
| 370 |
The standby pay is ridiculously under the national average. Expecting staff to be on call 24/7 and needing to come in whenever necessary but paying them just $40 per day to do so is insulting.
|
| 371 |
Health benefits bigger proportion paid by State. Classification office needs to look more closely at upgrades, reclassifications and give equal consideration to all bargaining units especially when crossing BU's.
|
| 372 |
Federal jobs pay more with more holidays, but the health insurance is better with the state. I received locality pay with the feds. I bought a house two years ago in Juneau, the same house would have been much cheaper in Anchorage. I like the 37.5 hour work week. I would like to see a locality study for wages based on buying a home today, oil costs to heat the home and gas increases for keeping a car to go to work,property taxes, city sales taxes and food price increases. Look at increases from a base salary from a previous year, then comparing it to the same job with the federal and city governments and private sources. A comparasin needs to be made to see if state workers are as well off as they were previously. It seems to me that with the increase in oil prices everthing is a little more expensive and my buying power is less then it was even a year and a half ago. Ten years ago a small house in Juneau was $130,000, now a small attached home is $230,000. New families starting out in Juneau start out in a trailer, rather then an unappealing starter home. Really within my wage I can cover the increase in food and gas costs, but a $200,000 house in Oregon sure is a lot nicer and bigger then they are here in Juneau. Are the wages less in anther state, yes, but it seems that the standard of living is higher in other states, like Washington and Oregon.
Bottomline, I am interested in seeing a locality study, I feel that living in Juneau is more expensive then other places.
|
| 373 |
Pay raises need to keep up with inflation and cost of living. Retirement benefits should be guaranteed and mproved to be competitive with private sector.
|
| 374 |
Salary is key mainly due to the fact that state wages have not kept up with the cost of living increases (inflation, fuel costs, housing costs, etc.). The state has lost it's competitiveness in recruiting new positions, speically with the onset of Tier IV retirement.
|
| 375 |
Being an ESSIII I have nobody to bump as I am in the Supervisor Unit and ESS II's are in the GGU.
An ES Manager, range 19 was recently added to my unit. I performed the duties of the manager for over a year and felt the situation was unfair.
|
| 376 |
The expectation on travel is too hard - fly early morning/late at night so can work all day and then be at work at 8am next day. We HAVE to do something about salaries - not just all SU but ALL state workers. I am really having a hard time recruiting new employees.
|
| 377 |
allow for double merit increases in SU / GGU contracts.
Salaries are not competitive vs industry.
Fairbanks cost of living is greater than 4% above Anchorage.
Position classification proceedure requires major overhaul, it is obtuse and in the hands of those who don't know what the positions do, and who have a vested interest in not rating them at a high-enough range.
|
| 378 |
Salary has not kept up with cost of living or private sector.
|
| 379 |
The wage the state pays supervisors is so far under what the private sector pays.
|
| 380 |
We need to offer flex positions so that we can retain emplouyees in the same job after we have trained them. Allow supervisors to start postiions at a I level and then progress through the II, III, etc, series as their level of expertise increases in accordance with the requirements of the josb needing to be done, without going through a classification process. Also, when a person in a III position retires, for example, who had the expertise but it is lot likely anyone from the private sector has it, we need to be able to offer the position at a I level and train them to acquire the expertise, allowing them to progress without having to apply for another higher level position.
|
| 381 |
We need to have an increase in salary to correct the losses we've suffered over the past 20 years.
|
| 382 |
I am constantly required to cover the workload (caseload) of vacant positions, but never get any reimbursement for overtime accrued in providing this coverage. I have lost two supervisory employees because they could not keep up the 50-60 hour weeks required by this ongoing problem.
|
| 383 |
Flex time/Comp time: First, I would rather get paid, but if that is not possible, remove the "travel time is not compenstated", remove the 150 hour maximum for one year, and remove the 5 hours I have to give the State every week I qualify for the "flex time plan".
|
| 384 |
Flex time should be available within a pay period, rather than just within the "work week."
|
| 385 |
Not interested in supporting a collective bargaining strike. All salary / promotions / benefits should be based on the merit of the individual employees.
|
| 386 |
With the new Tier IV, this negotiation should be all about wages first and time off second. We need to offer competetive wages and time off now that our retirement benefits have been reduced for new employees.
|
| 387 |
Overall salary & benefits package is not competitive with both the private sector and other government agencies.
|
| 388 |
Longevity steps are useless. Fewer, bigger steps preferred. The employers contribution should at least cover the cost of health, dental and vision insurance without additional contributions.
|
| 389 |
The one step increase with a promotion is mimimal at best. It certainly does not reflect the increase in work load that is required.
|
| 390 |
Kodiak is the only place in the State that the State Troopers have more geographical steps than the rest of the State employees.
The high endurance vessels of which there are two, I think the crews should be entitiled to 20 year retirerment since we work side by side with the Troopers. Also the weather and seas at times are really bad, causing alot of stress on the vessel and at home.
Per diem does not cover the costs when the vessels are in a Alaska Shipyard. there are also times when we stay over 30 days.
Things need to be changed to include Civilian employees that work for Public Safety as far as hazard duty pay. Fish and Game receives it put Public Safety employees don't.
|
| 391 |
Supervisory differential needs fixed. All supervisors need to be at least the same range as those supervised and those requiring profesional license a range higher.
|
| 392 |
Salary and health benefits need to improve/increase significantly. They have eroded to the point of not being able to fill positions and retirement benefits no longer exist for the newer employees.
|
| 393 |
I see hazard pay a somewhat of a joke. I fly numeral aerial surveys at low levels in steep terrain. This is very dangerous and often unpredictable. I find getting compensated approx. $1 per hour of flying ridiculous.
|
| 394 |
I am overtime ineligible. I travel on state business extensively. I do not feel I am compensated adequately for this. Comp time should be recognized or pay offered. The other issue most important is the Position Classification. The State is clearly trying to down grade positions so they can offer less pay. I've worked for the state nearly 30 years. It has gotten to the point that I can not get qualified people to work for the wages and benefits the state offers. It used to be considered among the best--not I have to beg people to come to work here. And I spend way more time trying to bring unskilled/untrained people up to speed so they can do the job. People have an "I don't care attitude" because they are treated poorly and offered no respect by our government officials. We all do 3 or 4 people's jobs these days. The process for reclassifying positions is a joke. If the state doesn't want a position to be upgraded so the person is paid for work done, they deny the upgrade and tell the supervisor not to assign whatever work to the person. It's a joke. The complaint/grievance procedures should be strengthened. As a supervisor, if an employee has a problem with me, it's OK. Give them a fair chance to grieve and if I've done something wrong, I will correct it. But I know there are employees in this Department (supervisors) who treat their employees disrespectfully and without professionalism. Those employees are afraid to report this because they know the system favors supervisors.
|
| 395 |
1. Salary is lacking with a serious problem in the misclassification departments - you have ppl working well outside their scope....
3. Merit increase need to be based on performance rather than time in. Higher increases for better evals?
6. I would like to see more options for flex time and alternative arrangements such as telecommuting.
7. My Div does not allow OT (I am eligible) or Comp - yet I cannot get my work done in 37.5. I'm growing weary donating my time to the state....
12. As said above you have ppl working outside the scope of their position but not receiving compensation or recognition.
18. I have seen things I would like to report or address and the state complaint procedures are vague and obscure.
|
| 396 |
Geographic pay differential is a significant issue outside of Anchorage and Fairbanks. It adversely affects my ability to hire and maintain qualified personnel.
Health care costs need to be addressed by the legislature. Increases in health care costs have effectively negated all merit and step increases I have received. With pay increasing at ~1.5% annually, health care contributions increasin ~14% annually, and inflation running ~3% annually, I am losing real income every year I work for the state.
|
| 397 |
DOL's building leaks, windows have fallen out, and in general it gives the impression of being a accident waiting to happen.
|
| 398 |
Salaries for JPO's are low in Alaska. Cannot recruit qualified applicants for vacant positions as private like positions pay close to the wage offered by the state with less responsibility and work.
Health insurance should be better with less co-pay and deductible.
I average 50-55 hours of work per week and not able to take comp time due to nature of job.
Geographical Differential is one reason I cannot get qualified folks to accept positions in SE. I am puzzled that FBKS receives 4% and southeast communities receive 0%. I am also puzzled that some positions such as AST and correctional officers receive a geo differential but not all state employees in SE.
Due to my location I often travel on Saturday and Sunday and am not compensated for the travel.
My job duties and responsibilities far outweigh my Salary Range.
On Call pay could be better due to the responsiblity and disruptions that on call creates.
|
| 399 |
insufficient office space
job duties not comparable among staff at same range
|
| 400 |
My wife and I are in the same union. Our contribution is roughly $2000 /mo. A coworker with 4 kids contributes roughly $1000 /mo for same coverage. This system is too highly weighted for dependent coverage with no exceptions or flexibility. Cafeteria plans allow more flexibility for example.
|
| 401 |
Hazard pay, I work with offenders every day...
|
| 402 |
Many of us not only are not receiving adequate compensation compared to other states, but tend to have BS and MS degrees.
|
| 403 |
In the Department of Corrections, Supervisory salaries have not kept up with the substantial increased compensation gained by our subordinate staff in the Correctional Officer job class.
DOC supervisors are constantly expected to work long uncompensated hours; taking calls after hours, responding to emergencies after hours, and working hiring/recruitment boooths after hours and on weekends. We routinely work more than 37.5 hours per week without compensation.
We need to be compensated at a rate that supports our responsibilities and appropriately seperates us from our subordinates.
The excess sick leave bank was never adequately converted. Please try to get the remaining balances converted to the perosnal leave accounts of the employee that initially accrued the leave.
|
| 404 |
1. Just promoted to COIV last April. With the new Correctional Officers contract, most COIII's are doing better than I.
2. Often end up working more than the 37.5 hrs during the week. Would be nice to be OT eligible.
3. I feel we should get the same 5 percent differential that ACOA received this year.
4. Standby pay should be available to the Superintendent and the Lieutenant when on standby status.
|
| 405 |
I do not understand why long-term employees with many years of dedicated service end up on the "longevity" list and not entitled to any merit increase for consecutive years. The cost of living continues to rise in our State and the compensation afforded to the State Employees do not match in comparison to the high rises we deal with daily. I have been employeed for 11 years and the struggle continues salary vs. day-to-day living. We are overworked and underpaid.
|
| 406 |
In general, low salary is incrediably unsatisfactory. Enhanced by the fact that Juneau is incredibly expensive yet we receive no differential pay. I can't even get close to affording a house here.
|
| 407 |
Comparatively low wages affect general moral and recruiting ability. For me personally, I must evaluate relatively higher earning possibilities in light of family responsibilities.
|
| 408 |
Employees in the Emergency Managemt job class should receive OT due to the type of duties and the extensive amount of time spent working for the benefit of all Alaskans during disaster operations. It is unthinkable that we do not qualify for OT when we work 18 hr days to save the State's infrastructure.
|
| 409 |
Blue Cross and Blue Sheild have not been an effective choice of insurance coverage. For the amount of money that we pay, we should not be held to "preferred" doctors. When an employee has had major medical issues, they shouldn't have to change from a trusted doctor with knowledge of the employee's history because of the insurance company has dictacted.
|
| 410 |
Number one problem is the health benefits and the cost. My husband and I both work for the State of Alaska and each of us pay over $200.00 a month for health benefits. This is over $400.00 a month out of our home’s budget. We should only be required to pay half. Another problem with the health benefits is if a husband and wife are in different bargaining units they have to pay two deductibles each year. Something is wrong with the picture of both spouses working for the State of Alaska.
Over the years of paying health benefits cost we are now making less than when we started with the State of Alaska 20 years ago. Every salary increase has been taken back with having to pay for health benefits…..we are at a loss!
|
| 411 |
Need improved pay and benefits to attract qualified applicants. Currently, we have many unfilled positions and typically are not able to hire from the applicant pool.
|
| 412 |
Need to reinstate the "me to clause", which was taken out during the last negotiations. This applies to DPS SU members.
|
| 413 |
Obviously the money issues are huge since we have lagged behind the Cost of Living Increases for the past several years. After 22 years I have less buying power now that I had starting out. This is quite depressing.
|
| 414 |
We need stronger union support for grievances. People give in to STATE's position too easily.
|
| 415 |
I think there are other ways state employees may be compensated other than just salary. Some of my ideas are: AK student loan forgiveness, state contributions towards child care, tuition waivers for state employees (or dependants)at the University of ALaska and/or bringing back 20-year retirement.
|
| 416 |
Possibly consider giving employees access to their excess sick leave bank instead of pursuing other gains.
|
| 417 |
The layoff/bumping rules are not right. Especially when in our department (Labor) another supervisor was about to be bumped by a Fairbanks supervisor and Juneau was exempt from this because they are in a different region of some sort. They also had just hired two supervisors within the prior two weeks. the bumping rules should apply statewide. I'm tired of Juneau getting special privileges in everything, especially hiring.
|
| 418 |
Wages ARE NOT keeping up with private sector!!!!
|
| 419 |
Too many unfilled positions with no crossover information from the last employee. This has a negative effect on moral, productivity ane may violate the contract.
|
| 420 |
The state travel agent needs to be dumped. It is costly and inefficient use of superviors and employees time.
Salary range is inequal to private sector wages. We cannot recruit experienced people at these rates.
|
| 421 |
Relative to federal biologist positions, State biologist are grossly under paid, given their job responsibilities and duties.
|
| 422 |
Would like stand by pay/salary increase to be one day or more instead of having it be "more than 10 work days' I have covered may times for my baoss the past 3 years and the boss always makes sure they are gone 10days or less(I have worked over 100 days in there postion and not been compensated) Other unions start standby pay with the first day the supervisor is gone. Would like to go back to Aetna. Have had to wait 5 months to have any feed back from Blue Cross on 1 bill.
Make less now then I did as a nurse in the GGU. As a supervisor I have more responsibility and make less. GEO diff- living on as island is extremely expensive. I can't afford housing.
|
| 423 |
Pay grades and steps are higher for GGU than for SU in equivalent grades and steps. The health insurance is not good. I made more money in Rochester NY 12 years ago than I do here, now.
|
| 424 |
None
|
| 425 |
1. We are still falling behing inflation in our pay increases.
2. It is important to keep state jobs from being outsourced.
3. It is increasingly difficult to hire people without PERS and more competetive salaries.
|
| 426 |
Pay has been adjusted for engineers and is ok. But Admin, other staff lags behind. Staffing levels, contracting out have decreased to the point there is less staff to delegate/supervise. So pay is not the issue for top engineering managers. It is the lack of staff to do work and paying the nontechnical staff a living wage, thus forcing us to take on more of the burden in management of doing more of the detail work also while still being OT ineligible. Forces alot of OT - cutting into nonwork time a great deal as you stated. Delegating too much work to OT ineligible staff becomes a problem when they are not supervisory, but professional enough to be OT ineligible. Most of my staff is OT eligible and works 130 to 150% workweeks regularly.
|
| 427 |
need Health Insurance to cover what we use, not what will make the contibuted premiums work, IE don't give me mental health at the expense/instead of dependant coverage or physicals, eye care, etc.
|
| 428 |
Geographic Differential: Juneau is far more expensive than the base COL in Anchorage. A COLA should be implemented for the capital city.
Merit/Service Steps: Folks who have been on the job longest and know their jobs best should not be penalized for their longevity. We need to do away with the 2-year service steps to eliminate this discriminatory process.
|
| 429 |
Please get Rid of The STO
|
| 430 |
OT/CT is unreasonable.Should be able to accrue either after RT is satisfied.Have health ins. already and being forced to pay for state ins. is needless expense for state & me.
|
| 431 |
With my current level of pay compared to my high level of responsibilities and the excessive amount of uncompensated hours that I work to get the job done well, there is no financial incentive for me to remain in this position relative to how I will fare upon retirement. With what I can expect to receive when I retire and the cost of living in AK, I cannot afford to retire here and probably cannot afford to (should not) continue to work for the state although I enjoy what I do.
|
| 432 |
Salaries for Biologist have fallen well behind to comparable positions with the Federal Government and private sector.
The review process involved to upgrade a position job class to better reflect job responsibilties is very slow and cumbersome. I understand that Division of Personnel in Juneau has thier problems retaining qualified staff. I am disatisfied with the "big admin" where everything needs to go through Juneau. Big Admin has created more administrative paperwork for managers that requires more time spent on non-natural resources related work that we were hired to do.
|
| 433 |
Ability to cash in leave that is in the permanent sick leave bank.
|
| 434 |
We work in a Geographical location being in Juneau, like the Correctional Officers (CO's) we should be compensated the geographic differential, like the CO's are. And also be cause we are supervisors workimg at an insitution we should be entitled to hazardous pay.
|
| 435 |
Salary, leave, health benefit and comp time have not remained competitive but the primary issues lie in classification and recruiting. I sit next to two others in the SU who have had supervision taken off of them (lack of skills) yet they still reap the benefits of the unit. I think this is directly tied to classification procedure and duties assigned. It is what the person does not what the job description says they do.
|
| 436 |
I work in the JPO and have had Federal employees as supervisors.I was also hired a supervisor for federal employees. The employees I supervise (and I say that with a wink) are GS12 and 13 - look up the pay grade (w/ cola). In this environment both State GGU employees and SU supervisors are paid far less. Same work - less pay - how does this work? This office has been operating like this since 1990; where are the unions?
|
| 437 |
Our current salary and benefits does not get up with the cost of living.
|
| 438 |
the 'belt tightening' of the last few years may have 'saved' money but state workers (at least in my dept)are doing twice as much work (inefficiently and ineffectively) because they are trying to get the job done. Our workload has increased significantly but still not pay raise.
Also, I don't want to give up the 37.5 work week. I often work past 5:00 anyway but don't want the union to give this away.
|
| 439 |
Decrease the time it takes for position classifications to be completed. (This may not be a contract issue.)
|
| 440 |
I would like to see the State do more to encourage professionalism in the work force by offering reimbursement for professional registrations/certfications that are required or related to job duties. Also I would like to see the State offer to reimbuse employees for dues in at least one professional organization.
|
| 441 |
For me personally, I would like to see my salary increase more often. In general, I am OK with my salary, but that is probably because I have been with the State since 1989, so I have lots of merit increases behind me. What bugs me is the long time between merit increases when you get stepped out this far on the pay table. Five years just seems like a long time to go without any pay increase, especially when you have become such a valuable employee to the State and know all the ways in which you can get your work done smoothly and efficiently. I know that my salary, even with increases, is not keeping up with what I am paying out, in terms of heating my house, gas for the car, food, and certainly, what we pay for health insurance. It is a disincentive to not get more frequest increases when you get to this stage. Perhaps a two year cycle of step increases, maybe three years? Also, I do get angry when I get a pay increase, which is immediately negated by increases in the cost of health care. I pay a lot for health care and I am the only one in my family to get this benefit (son is too old to get it), so I know that I am supporting other employees who have large families. Another issue: is there any way we could add Lasik surgery to the list of covered health procedures? Or at least a portion of it - a lot of us are getting older and Lasik sure looks good to me. (If I could just see it...;-)
|
| 442 |
Insufficient, unsage parking at 555 Cordova Building.
Salaries and benefits no longer make AK attractive for recruitment and retention of staff.
Flex schedules at my agency seem arbitrary. Upper management does not support. Lose good candidates who want more flexible schedules. Supervisors NOT allowed to flex at all.
|
| 443 |
Salary adjustment for cost of living is woefully deficient.
|
| 444 |
Increasing difficulty retaining and recruiting quality personnel.
|
| 445 |
Salary is too low for level of responsibility and workload and has not kept up with increases in daily cost of living due to rising energy costs. I have lost significant ground in my ability to save money "for a rainy day."
|
| 446 |
More complete drug coverage under health ins.
Some personnel with large responsibilities are not adequately compensated.
|
| 447 |
The geographic differential seems to be a problem in Juneau.
|
| 448 |
In the last 25 years I have watched the value of my salary drop against similar jobs in the community.
|
| 449 |
increase employer contribution to health insurance and less employee contribution
|
| 450 |
Need to secure retirement benefits
|
| 451 |
SU pay has been stuck without a cost of living increase for years, and I feel this along with our poor health care contribution should be priority during the discussions.
|
| 452 |
Conditions at SCCC are satisfactory regarding facility. Seward needs a Cola review. When compared with Fairbanks I believe it will show that it is cheaper to live in Fairbanks than the Kenai Penisula, specifically Seward, Alaska.
|
| 453 |
Salaries/merit pay are not keeping up with inflation - should be bumped up at least 2 ranges. Health insurance contribution by the State should also keep up with inflation. Georgraphic differentials are not equitable (e.g., Kodiak's 9% doesn't correspond with the additional cost of living compared to Anchorage, etc. PC are also not commisserate with duties in some cases, particularly for position within the Dept of Fish and Game, Commercial Fish Division. Hazard Pay is paltery and needs to be increased for such duties as aerial surveying and other small plane transport.
|
| 454 |
When position descriptions require an RN degree, employees should be included in pay adjustmemts for nursing regardless of what the the name of their position description is. As an example, I am a Health Program Manager IV of WCFH, with a requirement of an RN for my position, but I was not included in the pay adjustments for nursing. Whereas my counter part in Public health, who is the section chief of nursing has the same job responsibilities and expectations, but because her position title is Chief of the Section of Nursing, she is paid three pay grades above me. Contract language needs to included that reflects this inclusion. This has also affected other positions including those in licensing
|
| 455 |
My husband takes some expensive drugs. We get his prescriptions written for the largest amount we can so we can cut down on the deductibles. With this insurance they ding you $50 more for the deductibles than on the ASEA. That extra money is tough on us.
We need to have better pay too, everything has gone up but not what we make. It is harder and harder to make ends meet. We need some help.
|
| 456 |
It is difficult to find and keep employees, current salary rates are not competitive. Re-classification procedures need streamlining.
|
| 457 |
salaries have lagged well behind the private sector. for long term employees, run out of merit steps so no chance for salary improvement. Work lots of extra hours without compensation, current systems for comp time within contract are somewhat difficult to understand and implement. Cost of living in Juneau is a detractor and there is no geographic differential. Concerned about contracting out to private sector as it is not usually cost effective or efficient - procurement, travel, etc.. Per diem costs should be tied to federal rates so they are not fixed and then too low due to inflation. Pay ranges for positions don't always seem to reflect responsibility, rather bodies supervised. The position classification process seems to take a long time to complete under the current online PD system and DOP review.
|
| 458 |
Step increases aren't enough to compensate for cost of living. Health insurance is getting too expensive.
|
| 459 |
Salary: Bio Sal 25-40% below Federal per 2006 McDowell Report, despite far greater responsibilities. Difficulty recruiting key bio positions, few applicants. Salary is approaching a crisis level, yet fewer are working excessive overtime. 2 range increase might address.
Haz Pay too low; sea pay too high.
Classification: now addressed by justifying each position. Wrong appraoch, look outside of the department and comp to what private sector does. F&G Bios managing huge portfolio of sustainable natural resources, great social benefits provided, requiring good education, high committment of experience in years, huge sacrafice of personal family life, overtime hours, dedication, risk of injury or death.
Should be living differential for Sitka--no big box discount stores, increasing isolation, increasing transportation,travel costs.
|
| 460 |
I had to change unions from GGU to SU upon receiving a promotion. To my dismay, even though the salary schedule for SU is a tiny bit higher than GGU, the state's health benefit contribution is so much lower that my net pay actually turned out to be lower.
Health coverage should be considered for annual physicals for all members of the family. Currently, only a woman's annual exam is covered. A male physical, a well-baby exam, and a child physical is not covered. This seems ridiculous to me. I believe that preventive care can save a whole lot of money over time.
I believe orthodontics should be covered to some degree. My child had to get them, but not for esthetic reasons. Her overbite was so bad that her bottom teeth were banging up against the roof of her mouth causing painful bruising and cuts. Getting orthodontics was required for her dental health, not so she has a pretty smile.
Also, vision benefits need to be improved. The current coverage does not pay for an exam, glasses, or contacts. I always have to pay a few hundred dollars a year out of my pocket. I also think lasik eye surgery should be covered. The long term savings of no glasses or contacts is worth the cost.
|
| 461 |
Considering the > 30percent increase in PX pay and loss in real pay do to COL, we should be asking for a 15 - 25% pay incrase. Period.
|
| 462 |
Inadequate salary and benefits. AST no longer pays a competivie wage for Troopers, as compared to the offerings of several Alaska municipalities. Troopers are leaving AST to join APD etc because of the pay/benefits.
|
| 463 |
With overtime some of our subordinates make more than we do.
|
| 464 |
It doesn't make sense that Fairbanks has a 4% geographical differential when by all accounts it is more expense to live in Juneau.
|
| 465 |
Need more flexible schedule because my schedule changes with staffing changes.
|
| 466 |
I believe for the rest of the area I work in, the non-profits are getting paid more and do not work as hard as we do. I believe that we work very hard and are under paid. The health insurance coverage has gone down, with changing with different insurance co. When we are on call/stand by we are only getting paid for 7.5 hours and not compensated for our time for being oncall.
|
| 467 |
It seems to me we in the SU don't have as good insurance coverage as I had in the GGU. Also I don't thgink this teir four is going to work. You get what you pay for!
|
| 468 |
Tier 4 is extremely detrimental to attracting and maintaining state government workers in Alaska. Nebraska and WVA have both experimented with and rejected such "benefits". Pay in Alaska no longer keeps up with other states and and we have resorted to serious job class creep to try to remain competitive. As a result, jobs requiring significant skills and training are being paid the same as jobs with little skill or training.
|
| 469 |
I don't travel often, but when I do per diem doesn't seem adequate to cover cost.
|
| 470 |
The poor pay problem overwhelms everything else. It makes it very difficult, and often impossible, to hire and retain qualified staff. As a result, supervisors often have to do several jobs while vacancies exist. It creates more turnover, so that vacancies occur more often, and supervisors are in a constant training mode. We can't hire the most qualified staff due to pay problems, so supervisors often have to do the more complex work as the less qualified staff are unable to do so. This is aggravated because work is becoming more complex, and supervisors increasingly must develop expertise in areas of personnel management, budgeting, with less admin support.
|
| 471 |
Our current health carrier definitely isn't as good as Aetna was. We are not receiving the same benefits across the board. My current health claims that are being processed are not being processed at the same rates as Aetna and I'm being penalized for not using the preferred providers, which never happened with Aetna. I am extremely dissatisfied with Premara at this point in time.
|
| 472 |
The biggest issue is salary.
|
| 473 |
Geographic differential for Homer is vital. Our cost of living matches that of bush communities, and our property taxes keep going up as the Borough takes advantage of a booming real estate market. I can barely afford to live in my home anymore and am seriously considering going over to the Feds.
|
| 474 |
I got a small pay raise and promotion this year, however my take home pay remained the same (it was less for one month) because of higher deductions for insurance and union dues. The way the current system is, I should not have taken the promotion!! Also, the state needs to reimburse people sooner. I moved in Sept. and still have not recieved reimbursement.
|
| 475 |
Pay rate is not consistent with responsibility or with Lower 48 standards. 40 hour work week would help as we work 40 to 50 hours per week consistently. Comp time should be hour for hour. No one should be expected to work for free. Those of us expected to be "On Call" should be paid to be on call as we carry a cell phone with us 24/7 and receive calls during the middle of the night, weekends, and holidays which disrupt our families and home life.
|
| 476 |
I was recently promoted within my job class into the SU. When everything is added up - pay, benefits, etc. I actually lost ground. There were numerous other people who didn't apply for the job for that exact reason. The pay and benefit structure should be such that employees WANT to go for a promotion. It shouldn't be something that discourages them. This creates a more favorable condition for somebody with no previous experience with the State to come in and take the position.
|
| 477 |
The state worker has continued to lose buying power every year. In my line of work we have group homes (non-profits) that pay there employees more then a state worker. We settle for 1 and 1.5 percent increases inflation goes up 2-4 percent a year. This is the biggest complaint I have.
|
| 478 |
Tuition reimbursement for college courses. Of course that would only be if we want good people to improve.
|
| 479 |
Salaries are definitely lagging behind...equivalent positions at fedreal agencies in town here make ~25-30% more for similar work, although our leave accrual is better. Hazard Pay (~1 buck/hour) is a joke. Health Insurance co-pays have doubled since I started. Geographic differential doesn't seem to truly take into account of costs-of-living in different areas (Juneau less than Delta Junction???) No one I know thinks the STO makes any sense or saves any money...
|
| 480 |
I am administrative Supervisor with DPA. I'm only a grade 12, but expected to do 9 evals, train and make diecisons that effet the department. Other leadership staff at DPA are a range 16 and abve. The administrative classifcation study is a joke, please look at responsiability vs pay.
Thanks,
|
| 481 |
review what constitues a sick building
|
| 482 |
Medical insurance coverage needs to be changed so single people do not pay the same premium as people who have families.
Overtime pay for those who are presently inelegible for overtime. People need to be compensated for the extra time they work.
|
| 483 |
On my health insurance I wish I could pay lower rates because it only covers my husband and me. Not a family full of kids.
|
| 484 |
At Varioius times the needs to focus on duties to maintain office upkeep takes excessive time.
|
| 485 |
Don't like Longevity periods for Merit Increases.
|
| 486 |
We have to address salary and benefit packages (especially Tier IV) not only for current employees, but also for recruitment. We are going to lose over half our leadership in the next five years, and it will be impossible to fill those positions without more competitive packages to offer. We are now behind our competition in both the federal government and private sector.
|
| 487 |
Better orthodontics coverage
I like the HCRA account, but it could be administered much better.
I find that an awful lot of the written material from the state and the union is poorly written and / or confusing, and it is very frustrating when one actually has to wade through it to try to make some sense of it.
|
| 488 |
I am most concerned with whether or not the State will fund retirement and benefits for state employees. I'm Tier 1 and feel fortunate, compared to others, but can I count on the retirement and benefits I have eanred?
Juneau needs a cost differential and Supervisors who are OT ineligible need good comp time or alternatives to acknowledge their work, time, and commitment. I feel health insurance is still a pretty good deal with the State. I am thrilled travel per diem finally increased. I would like to see the State offer employee training that a supervisor can utilize and refer to. There are few opportunities to help employees get affordable training or understand work ethic, professional behavior, or goal setting.
|
| 489 |
The Dental exclusion that required an 18 month waiting period to sign up.
also
Our Insurance does something funky with the bill processing for Medical Doctors with a "DO" catagory-they either pay the visit rate but not the "Manipluation" or they limit the amount of visits or pout a dollar limit on exspense--something I havent figured it out. BUT Doctors with a
"DO" are not Crack a practers.
|
| 490 |
Only if the capitol is moved should Juneau seek geographic pay differentials. Health care benefits and contributions are my biggest issue. I'd like better benefits for less cost.
|
| 491 |
With reference to health coverage I think 1 well physical a year should be covered. I also think the premium should be based on your number of dependants. For example, I am married with no children. I should pay more than my single freinds and less than my married with children friends. I'm not sure how relevent that is to negotiating with the state but...
|
| 492 |
Per diem and meal allowance while in travel status are too low. Salary lags too far behind private sector. Contracting out work makes this disparity grow larger and the State gets less value for their dollar.
|
| 493 |
Supervisory union should provide as good or better insurance benefits as the LTC union. Currently the LTC offers better coverages and lower premiums.
|
| 494 |
Health insurance should allow an option not to participate in the plan. For instance, my wife's insurance package is significantly better than the state's, so I do not need nor do I want the state's insurance, however, I am not allowed to opt out of it.
It is well known and documented that the state's salaries are well below the private sector, especially for the technical/professional jobs. This makes it extremely difficult to hire and retain qualified, experienced employess.
The twelve hour minimum travel status requirement to be eligible for per diem is ridiculous. For one day travel that is required, this means that none of the employees meals are reimbursed by the state. So, the state requires travel, but expects the employee to fast for an entire twelve hours?
|
| 495 |
It is a myth that State of Alaska is an Equal Pay/Equal Opportunity Employer. In some Departments, much of what they teach Supervisors at the Academy for New Supervisors does not apply to supervisors. Also some Departments/Divisions by-pass federal and state equal pay and equal opportunity laws through the use of "exempt positions." There are supervisors in some divisions, with less responsibilities and fewer direct reports and who are "exempt" at exorbitant salaries, while other supervisors performing identical or very near identical work in other agencies, with double the direct reports, are stuck in the classification system, and not even offered the same deal as these "exempts." Because of the "exemptions" the Union is unfortunately, removed from a position to effectively deal with this. Want an example - look at DNR and DOR.
|
| 496 |
When converting from GGU to SU in same range, can often result in less take-home pay. SU pay is falling behind in relation to inflation and similar jobs in other agencies and the private sector. SU should also lobby hard for the legislature to make up the funding shortfall in the projected TERS and PERS system.
|
| 497 |
Salary is the primary area of dissatisfaction, followed by lack of compensation for overtime. Non-compensated travel after normal duty hours is also a concern.
|
| 498 |
I would like to see the possibility of electing no health insurance for members who have other health insurance coverage. Members would not have to buy up for coverage they do not need and the state would save its cost for such employees.
|
| 499 |
Salary schedule needs addressing. I thought your e-mail put it best when you said the cost of living has increased 50% while increases in salary were in the 30% range. I do recognize that days off are also part of a direct salary compensation package (why I rated both as needs improvement).
My management won't allow anyone in the supervisory unit to have a flexible work schedule. Although in general what is in the contract seems reasonable, it is not being implemented at DEC in a reasonable fashion. Senior management does not seem to recognize some of us view flexible schedules as a benefit.
Since I am new with the state, I don't have much experience with some of the OT/Seapay, etc issues or how big a concern something like contracting out is.
|
| 500 |
We are unable to recruit staff due to the low salary. We are unable to keep staff due to the continual cuts and asking staff to work multiple positions. We now call Admin Services the "Ministry of Micromanagement" due to their demands. They are terrible at communication and seem to do nothing but add more work to staff.
|
| 501 |
We are expected to get the work done regardless of how long it takes. We need to get compensated faily for overtime.
|
| 502 |
Need to hold the line on insurance benefits and increase the state's contribution for health care.
|
| 503 |
The ineligibilty of OT for supervisors of Division of Probation and Parole whom carry a caseload and do supervisory duties is insane, as well as all the other financial issues that go with being a supervisor.
|
| 504 |
Get rid of Sea Duty, replace with broader based hazard pay. Present system is very unfair and bad for morale.
proof read your surveys better. "catergories"
|
| 505 |
State employees have not recieved any increase in pay equal to inflation in the last 10 years. Our pay is not competitive with the private sector. We have been assured in the past that we would be compensated for waiting till the economic climate for the state was better. Well with oil prices as high as they have been it is the states employees turn to be compensated.
|
| 506 |
For many years engineers and architects in the engineer/architect series have been ineligible for overtime. Management has abused these individuals in many cases. For instance, one engineer within the SE Region maintained a spreadsheet of uncompensated overtime for several years in hopes that someday the State would decide to pay for the uncompensated time. This time accumulated to approximately 4.5 months. He has since given up tracking uncompensated overtime as a fruitless effort. No union support was received and even his supervisor stated that it was unfair that he was uncompensated. This type of abuse needs to be curtailed.
|
| 507 |
Field Probation Officer III's make less than a State Trooper Recruit, yet deal with the same people and end up in the same situations, particuarly in remote areas and villages.
The State needs to address the OT/Comp/Flex issue. If the state wants to reduce the overtime costs they need to allow more flexibility in comp/flextime. Under the current system, if I have to work extra time on a Friday I have no option but to take overtime rather than flex time as the flex time must be worked within the same work week.
I would like to see the state switch to a every two weeks payday schedule rather than a twice per month payday schedule. It provides more surety in when your paydays are going to be and allows for better planning.
More attention needs to be paid to incentives for remote locations. The current system leaves positions unfilled because the old carrot of high three under Tier I is gone. Something needs to be dome to replace that.
I like working for the State of Alaska. I know that I am making a difference every day; however, when I hear political rhetoric regarding underworked and overpaid state employees, and am called a parasite, it has a definite effect.
I can tell you this, I am not much longer for service to the people of the State of Alaska if things do not change.
|
| 508 |
Need health care option for employee only, and ability to add any number of other individuals/family/spouse/significant other for additional cost. Spouse and I both work for the State, and the "double coverage" isn't optional. We pay double for essentially the same insurance coverage as a family of eight with one member in the State system.
|
| 509 |
need to consider overtime pay for supervisors and or be compensated for it a different way like day of work and work day off to be used later on and not just in the work week.
|
| 510 |
I feel the State should pay us for our overtime! Due to the wildfire responsibilities we have we to work many uncompensated hours especially on our home units and it is not right and the State is taking advantage of the FLSA, to not compensate employees for hours worked, especially supervisors.
|
| 511 |
As a MaDowell study has shown for ADFG professional level employees salaries have fallen well behind equivelant Federal and priivate sector jobs. Cost of living in some smaller communities that do not have a differential is much higher than that of Anchorage. Hazard pay for some hazardous duties such as aerial surveys is inadequate.
|
| 512 |
Our department does not provide parking to their employees. We are the only department that not only has to pay for parking, but we have to walk (some people) up to 6 blocks to get to our building. The state provides parking for all employees, but the Department of Law. We all knew this when we accepted our positions, but every year it gets worse without recourse or viable options.
|
| 513 |
Salary level is far below private sector for like work, and has fallen far behiond cost of living. Heatlh Insurance contributions are not keeping up with rising costs, and cost are being bourne too much on the employee side. The Retirement and benefits system needs to be made whole to ensure that it will be available for retirement as promised. The whole personnel and hiring process as administered by DOA is completely broken and not user friendly at all. It just compounds and delays the already difficult process of finding qualified employees at the salary offered. It takes way to long to complete their processes.
|
| 514 |
OT/Flex eligibility
|
| 515 |
My counterparts are making almost double what I get and they don't have to be gone 12 hours to pull per diem. Either the pay goes up or I'm on to a better job.
|
| 516 |
Cannot Hire Competent Staff at these salary ranges!! We end up expected to work extra time to cover workload.
|
| 517 |
We need a raise and the ability to keep up with inflation.
|
| 518 |
It seems like we have to do more and more all the time, but do not get any extra compensation for all the extra hours etc. we have to put in to get our jobs done satisfactory.
|
| 519 |
I think that the merit system does not adequately compenstate or reward long-term employees.
I think that comp time needs to be addressed so that OT ineligible ees feel comfortable in requesting it.
Evaluations need to be completed in a timely manner. I have not had an evaluation since 2003, and have undergone two supervision changes since then.
Employees in our office are constantly ill. Unfortunately, many of them come to work, and infect, and reinfect the rest of us. I believe that it has something to do with our building.
|
| 520 |
Those of us at the Dept. of Law have to pay for parking which is far away and not convenient to work. We should not have to pay when other departments get free parking, that is a cost advantage for the other departments that we do not have.
|
| 521 |
SOA employees should have the option to opt out of the bagaining unit/union, "right to work".
|
| 522 |
I found it significant that there were no questions about retirement plan, the shift to the TIER 4 retirement system for new employees means that it will become increasingly important to improve pay and benefits in order to recruit and retain qualified staff in the future
|
| 523 |
Health care should be "wellness" oriented allowing for preventivie care check-ups etc.
|
| 524 |
Our health insurance forces us to choose between accepting incompetent medical care locally or absorbing the extra cost of getting treatment in Seattle.
|
| 525 |
Unable to recruit qualified applicants to fill positions when private sectors pays more and benefit packages offered in private sector are comparable. Too much work to do in office w/insufficient staffing and non-competitive wages being offered.
|
| 526 |
Would like to see more accounting of overtime hours and consideration for extra effort put in by supervisors with little to no compensation for the same.
|
| 527 |
No 40-hour work week without corresponding increase in salary and benefits.
|
| 528 |
Barely able to support my family on State pay. After 16yrs of service, questioning my choice and looking for outside opportunities.
|
| 529 |
Why do our health insurance premiums continue to raise and the health insurance people for the state are boasting that they have saved millions of dollars?
|
| 530 |
It is IMPERATIVE that the gap existing between health care coverage when one partner is covered under the health trust on alimited basis and the other is covered by select benefits that the family have informed and complete coverage. This is a HUGE problem since Premera BCBS took over.
|
| 531 |
Salaries are simply too low in some places such as Juneau. The regional differentials need to be updated. Health Insurance benefits are too expensive.
|
| 532 |
Concentrate on salary and health benefit.
|
| 533 |
Pay is not comparable to the going rate, loosing too many good people and unable to fill positions with suitable replacements. Work 40+ hrs a week easy and still end up loosing flex time at end of year. Too much work.
|
| 534 |
Additional Issue: Lack of parking ADF&G HQ/Labor
If Juneau salaries were adjusted for geograhical costs of living differences, I would be more staisfied. if this is not an option than a salary increase would be my highest priority. A third priority would be to allow some comp time accural.
|
| 535 |
Duties vs Salary Range. I am one of three range 18s in my office. I supervise more staff than one of the 18s and the other supervises no one. The chief of the office delegates his authority to my position whenever he is out of the office (this is in my Position Description), my position takes on the role of the office manager even when the office manager is in because of the lack of management. Because of job classifications I am in the same range as the other two 18s who admittedly do much less and have less responsibility than my position. My pay does not reflect my job duties or the responsibilities acquired by my due to the lack of effective management.
|
| 536 |
Juneau should have geographic differential. We pay more than other areas which have it.
|
| 537 |
Health Insurance is geared towards families. My premiums and deductibles are very high- there is a much higher benefit for people with larger families. For example, eye insurance is $22/month for 36 months and you only get 1 eye exam/year plus $200 max for prescriptions. This is not cost effective for an individual and is highly biased towards families.
|
| 538 |
When the social worker reclassification went into effect and all persons with the title of social worker went up a pay range this left the CCLS II position at a range 18 and the SW IV's moved up to a range 19. Where the two positions had always been the same range, CCLS II's are not compensated at the same pay scale as the SW IV's now. We CCLS II's have just as much responsibility in supervising our licensing workers as do the SW IV's in supervisor social workers. We are assessing families, supervising investigations and making critical decisions daily for the care of the children placed in OCS custody. We should be compensated in the same way as the SW IV's. There is talk of making a classification titles "Supervisor", if this should occur, the CCLS II position should be included and compensated equally.
|
| 539 |
I am the existing captain of the Patrol Vessel Stimson a (civilian employee) out here in Dutch Harbor, I am currently on a 30yr retirement program. It has been proven that being in the Bering Sea is one of the most dangerous jobs in the world. I would like to know why I am on a 30yr retirement and the State Troopers are on a 20 yr retirement when they don't even rate on the most dangerous jobs statistics chart. If you would like to see the statistic chart that I have recieved please feel free to call me at 907-581-6313. I would like to see this changed back to a 20yr retirement program.
|
| 540 |
Raises not keeping up with inflation.
Comp time agreement sucks!!!! I donate way too much time to the State and I am not apprecited for it.
|
| 541 |
Insurance costs are ridulous. I would rather have some Preventitive care insurance. Currently I can't get a pap smear that the state covers or my kids checkups unless I get the 90% coverage which would cost me $2500 per year that is absurd.
|
| 542 |
Non-O/T eligible need to get O/T during initial stages of disasters. Working 36 hrs straight during response phase should be given O/T, rather than flex. This was the case with Hooper Bay Fire, Kaktovik, & Matsu Borough Flooding.
|
| 543 |
State pay and benefits package has consistently lost value since '86 and the very few increases during these 2 decades have not even come close to keeping up with inflation. My position pays much less by the State vs Federal/Private comparables. My position requires being available to work at emergency responses - there is no satisfactory mean of compensation for this OT either in terms of OT or in comp time from 37.5 to 50 hours.
|
| 544 |
Salary is too low, health insurance costs too much, grievance and classification processes take too long
|
| 545 |
I an OT inelgible supervisor who spends an enormonous of amount of time in travel status and working OT without compensation. I would like to see comp. time for travel time as well as OT worked.
|
| 546 |
the merit system is all backwards. It penalizes you for staying in your position for a substantial amount of time. With the health insurance increases and I was in longevity with little to no salary increases, I was earning way less money and am just now "catching up" with my salary I was making years ago. I have been uncompensated for years of over time but like many others value my job and care for the people I supervise, so I work OT without complaining.
|
| 547 |
Need to make Health Insurance optional.
|
| 548 |
Dental and vision health benefits need improvement. Salaries are not competitive with job classes of similar (or less!) duties/responsibilities in federal and many state agencies. Tier IV is a joke.
|
| 549 |
Don't roll back health benefits!
|
| 550 |
Geographical differential...
|
| 551 |
I cannot speak for all employees but for my job class (biologist series) the salary is grossly low when compared with the Federal Government and private sectors. The chant I keep hearing from colleagues that move over to the Federal Government following retirement (or sooner) from ADF&G is: "we get paid 30% more, work 30% less and have far less responsibility.
I am sincerely concerned about the future stature of ADF&G as a management agency. I know that it is currently difficult to recruit qualified candidates for upper level positions. Part of the problem is that few people want to move up for such a meager pay increase and the uncertainty of whether they can hire capable people to replace them or work under them given the current pay and benefit package.
|
| 552 |
My observation is that the State's salary and benefit package is not competitive and continues to lag behind. If we want to build a pool of talented, committed employees who will stay in state service longer than 1-2 years, we should reinvest in Alaska's future by ensuring competitive public employee salaries and benefits.
|
| 553 |
Health Benefits and working ovetime to complete my work with no comp time a problem, especially as I travel a lot in the summers. I have a great job and the State has been fare to me.
|
| 554 |
Wildlife Biologist job class pay & benefits below federal biologist pay & benefits.
|
| 555 |
Health insurance should cover more audio.
Would be nice to have comp time for overtime ineligibles.
The longevity steps within the merit increase seem to be a punishment rather than a reward for staying in a position for a long time. Loyalty should be rewarded.
I have mixed feelings about the geographical differential. If they do one and it is determined that Juneau employees should receive higher pay, then I feel we run the risk of losing the capital. That would be such a shame and so wrong for so many people in Juneau.
|
| 556 |
Salary increase is warranted! Governor Murkowski substantially boosted salaries for commissioners, deputy commissioners, and directors. What did we get??????????
|
| 557 |
Salaries are low compared to commercial equivalent positions.
|
| 558 |
Overtime pay for O/T inillegible should be paid for those involved with the fire program. We should get paid hour-for-hour without having to use IROC or LOA, period!!
|
| 559 |
Geographic differentials must be updated.
|
| 560 |
I feel as though I am not compensated enough for all the extra time I spend to ensure my projects are successful (every hour over 37.5 should be banked as comp time). I dont receive the same salary as other colleagues in similar positions from Federal and NGO's even though I am just as qualified and sometimes more qualified. I feel like I am paying more of the increase in health insurance then the State of Alaska.
|
| 561 |
Travel and per diem is satisfactory, except that the STO is an added waste of time, effort, and budget. This should be abolished post-haste.
|
| 562 |
If a 40 hr. week is considered, the hourly rate should not go down due to the increased hours worked.
|
| 563 |
Salary is the single biggest issue. Certainly improvements could be made in other areas, but without significant salary improvements it all becomes moot. If we can't find people to hire or can't retain those we have it won't matter if we're willing to give them flex hours, or whatever.
|
| 564 |
Should not have manditory Dental coverage when no coverage is nessary
|
| 565 |
Compared to the lower 48, we are paided less with a benifit package that is not as benificial as most. We have a much Higher lost of living here and such. the package as a whole needs to be addressed and fixed. pay, medical, merit steps. from the Lt. position up through the Superintendent positions.
|
| 566 |
I have put in a lot of "comments" about pay issues and other forms of compensation for those of us that live in Bethel. Our current geographical difference has been the same for as long as I can remember (13 years, 11 years with the State) and is is woefully lacking in consideration of the cost of living that "Bethelites" are experiencing. It is causing many of us to leave the area, and I am currently considering this myself because I am loosing money rather than gaining any that I feel I should as a Unit Supervisor. We are going to be very lacking in qualified persons if this is not changed.
|
| 567 |
This is a very sick building. Colds/flu are passed very quickly between floors.
|
| 568 |
I feel that myself and fellow supervisors do a lot more work than some people in higher ranges. I think that could use some work.
|
| 569 |
Need the health benefits changed - Should have the option for a single person to pay a single premium. Also would help if a Trust. Need better coverage at less payout
|
| 570 |
Specific to DOC/DPP, supervisors who are performing non-supervisory (line officer) duties should be compensated (paid) for their time. This expectation that supervisors who are in OT ineligible positions "work for free" is unrealistic and grotesquely unfair. Try "calling in" a Correctional Officer Supervisor (SGT) and tell him/her they are going to have to work without compensation.
Suffice it to say, the current pay system/ruling is very inequitable in this specific area.
|
| 571 |
Salary desperately needs improvement - we're unable to hire at current levels and cannot begin to compete with other employers. This adds significantly to the work burden of existing employees.
|
| 572 |
1. Supervisors are tasked with many Personnel related duties. For each employee supervised, a Supervisor should get diferential pay. The more employees supervised the more a supervisor gets. Similar to the identified geographical differential only based on employees supervised.
2. Health Benifits cost way more for those under the SU contract. The monthly cost to the Single Employee is way too much. Premium Benefits for Single employees is so expensive that if an employee presently under GGU gets promoted to a Supervisor position and changes unions, they actually get a cut in their net pay. It should not be this way.
3. There are many employees under the GGU contract that are required to supervise others and do not have to be in the SU, therefore not having the cost for the high priced SU health & welfare benefits. While I do not wish others to lose what they have, I do feel that the SU should be better in all ways , especially with costs to the employee so that this disparity no longer exists.
4. Employees promoted to or hired as Supervisors should have proven Supervisor experience and have taken the DOP Supervisor courses, especially if they are to supervise other supervisors. I've withnessed supervisors getting hired who do not have either this experience or ability to follow the simplest of DOP requirements. Admin staff and/or others have to take on the burden for them. There should be some compensation provided for those Supervisors who have experience and have taken the DOP courses. Perhaps a certification differential.
5. There should be a certification differential paid to employees for their certification in their field and for keeping their certification current.
6. Thanks for this survey. I understand that there are more things that need to be addressed than I have listed. I just can't think of them at the moment. I wish the negotiators all the best and can eleborate further in regards to my comments.
|
email
us with feedback
Return
to Main Survey Page