Alaska Public Employees Association

Alaska Public Employees Association/AFT Web Site

Supervisory Unit 2007 Negotiating Survey Results

8. How large of a salary increase should the Negotiations Team agree to?
#	Response

1	minimum 10%
2	15%
3	30 % or higher!
4	12% over the next contract
5	as large as possible and fair
6	15-20% over a 3 year period.
7	I don't have a figure in my head.
8	I would favor a 7.5% salary increase over a 3-year contract, increasing 2.5% per year. I would recommend the Negotions Team not agree to an increasing scaled increase (i.e. 0%, 1.5%, 2.5 increase) as was done in the 2004 to 2006 contract. The Negotion Team needs to consider the time value of money when considering the overall value a negotiated increase. A flat rate increase for the same total increase would have been of greater value over a 3-year period.
9	This is the area needing the most improvement - cost of living as increased significantly in comparison with wage increases. I'd like to see an increase of at least 3% per year.
10	If you are a supervisor, then all should be paid the same range as supervisors have a lot of responsibilities.
11	I would like my salary to keep up with the inflation rate IN ALASKA. State employee salaries have not kept up with the rate of inflation the last 12 years I've worked for the state.
12	The most you can get.
13	Two range increase
14	10% first year then 5% for the next tow years.
15	A minimum of 5%.
16	Reasonable to retain workers
17	Any increase would be appreciated.
18	Let's start with 10% each year for the next 3 years.
19	10 percent increase
20	I don't feel qualified to answer.
21	They should have our salaries reflect what comparable positions pay in the private sector.
22	5% - 7% increase
23	5%
24	To competivitly fill analyst/programmer positions with competent staff a 10% to 20% increase is needed.
25	4% annual;
26	At least 10%
27	5%
28	The larger the better. However, I think Alaska should be in the top 1 or 2 with comparable job classes.
29	I would hope for 10% over three years
30	As much as possible...
31	I think we left money on the table last time around. As stated before, I believe some of it should be market driven. Definitely nothing less than CPI. Also, review the schedule where after certain steps no service increases apply for several years.
32	2.5 to 3 percent each year with atleast the same amount for health.
33	Last years inflation rate for this year, and projected inflation rate for the coming years of the contract (minimum). Compensation for prior years loss of purchasing power would be nice.
34	large enough to match federal job wages. USFWS for example
35	Competitive salaries with private sector.
36	I think we should increase to at least 1/2 of the 35% we are short in respect to the cost of living.
37	I have not study the market pay or cost of living for my area as of yet. We have not had a pay increase for the last 4 years, I think that says it all.
38	At least 25%
39	I believe that they should negotiate a multi-year contract that will at least meet inflation, if not help cover some of the ground between current pay and market based pay.
40	The minimum should be an increase sufficient to offset increased employee medical contributions. No net decreases.
41	5% this year with an additional 2.5% each of the following two years.
42	the most they can
43	Up to the Federal level for biologists plus an extra 25%
44	As close to the 34% disparity as possible
45	At leat 34%.
46	As close to recovering our cost of living and eliminating the salary disparity in our professional positions as the team can get to.
47	It should at least grant a pay raise when inflation over the last 5-10 years is taken into account. A 1.5% pay increase doesn't help when inflatio is 4% and gas prices go up 30%
48	10%-15%
49	Not less than 5%
50	The best they can get........
51	Should at least be 1.5 x cost of living increase over time period since last increase. (Across the Board)
52	If it was a percentage across the board, then it would make sense for it to be large enough to reduce some of the gap between wages and inflation- whatever that is, so that we don't fall further behind as inflation rises.
53	Minimum 5% per year for the next three years. But 7% would seem fairer since we are so far behind
54	Whatever the market based pay suggests. Do not increase pay for unjustified reasons other than performance.
55	As large as you can, I know that I could no longer qualify for a home loan in Anchorage on my salary, and prices are continuing to rise.
56	As much as reasonably possible but at least 5 to 7%.
57	That depends. Are you looking at a 3 year contract? If so, front load 5%, 4%, 3%.
58	Let's do the Market Based Pay Study and see what we're worth. We should get what we're worth, considering the benefits package and salary combined!
59	10%-first year, 5%-second and third years.
60	Nothing less than 8% in year one, 6% in year two and three.
61	It's obvious that our gap is huge in terms of salary vs. cost of living. We have also had to deal with being put off by the last administration for a full year before we got a contract. I would accept no less than 10% with 4% the first year, 3% the second year and 3% the third year. A twenty percent increase would be more appropriate with 7% the first year, 7% the second and 6% the last year.
62	10-15%
63	Minimum increase of 20%.
64	7 to 10% first year and 3 to 5% for years 2 and 3
65	8% minimum
66	6% or 7%
67	An increase that parallels cost of living.
68	?
69	See item 6, otherwise at least match the inflation rate.
70	At least 25%
71	10-20%. We are due it for all the years that we haven't recieved anything. Federal workers have been getting between 3 and 6% a year for years now. We are way behind and need to catch up to the rest of the world.
72	No more than two year. 5%-8% per year. We have lost more than that. I don't buy that the state is poor. We have a huge bank account.
73	Something large enough to cover health care and union dues so we actually see an increase in our pay and not just pay off the bills.
74	Depends upon contract duration/length and inflation. Salary & benefit increase should at a minimum have pace of inflation. For example, 2-year contract inflation 3% then a 6% salary increase would be in order.
75	AT a minimum 2-4 steps. Negotiations should start with parity with federal positions.
76	Miniumum of 4 percent per year
77	5%
78	15%
79	15% should be fair enough.
80	5% per year over each of three years.
81	State employee salaries should be competitive with similar job classifications in the private sector.
82	whatever compensates for the inflation over the past few years.
83	Minimum of six percent or give employees a two step increase for two years running and a one step increase the third year. For those in longevity steps increase the pay coulb be by percentages for the three years. OR how about an employee option of either a pay raise or an increase in personal leave-the leave increase being the same amount of monies as the pay raise only in accrued personal leave.
84	I would like at least a 35 percent increase to put my earnings above those I supervise and make my job attractive to future applicants.
85	No less than 3%. After the last contract this seems very fair.
86	20 - 30%
87	I would recommend a salary adjustment of 3 - 5% a year for the next four years. A minimum of 12% over four years.
88	Four percent per year for a three year pact. Total of 12 percent over three years.
89	As much as they can get.
90	10% or as much as the recent exempt employee increases and cabinet member increases.
91	6% per year of the contract! 3% per year to simply keep up with inflation and then an additional 3% per year to begin bringing state salaries back in line with salaries of comparable positions in the federal system and private industry.
92	15%
93	At least 25%.
94	6% a year
95	For supervisory, I'd like to see 15-20%. People in comparable position to mine, earn about 20-25,000.00 more a year than I do. They also have comparable health insurance and decent retirment accounts. They do not get the leave accural I do as a Tier II employee with 10 plus years of service.
96	15% over three years
97	Large enough to overcome inadequacies of the past.
98	At least 34% to catch up with the cost of living.
99	I think the team should be realistic when setting its salary goal. If we want people to support us, the general public must not perceive us as avaricious.
100	5%
101	3%
102	minimum of 5%
103	20%,10-7-3 for three years
104	No less than 5% per year
105	Unsure
106	an 8% to 10% increase over 2-3 years does not seem unreasonable... more would be better, but unrealistic???
107	I think we need to be talking 4-5% per year over the next 2-3 years.
108	Unknown.
109	Twelve percent over 3 years at a minimum.
110	20%
111	2-5%
112	?
113	6%
114	Enough to keep up with the cost of living.
115	PERS Tier IV is more important than salary in my estimation.
116	Nurses received 25%.
117	12% over three years.
118	15%% minimum to cover past years where the salary failed to maintain cost of living based upon available housing, utilities, shipping and consumables such as food. There needs to be a significant change in the cost of living for places like Juneau and Sitka.
119	At least 5%
120	40% WOULD BRING US BACK IN LINE WITH INFLATION.
121	3 years - 1st year-7%; 2nd year-5%; 3rd year- 3%.
122	not my speciality but 5% seems in order.
123	7% this year and 5% each year after
124	10%
125	A 20% increase would be nice, but that's probably asking too much?? :-) The last ones I remember, from when I was a line worker, was somewhere around 5% and that was several years ago. 10 - 20% would be wonderful.
126	5% across the board. My salary is in line with my occupation; however the cost of living is going up faster. Costs and salaries can't just keep going up, that will inevitablly lead to an economic and social crisis. Inflation needs to be kept in check, talk to the Federal Reserve Board about that.
127	20% annually for 3 years
128	I think realistically 15% but we are underpaid much more than that.
129	20% While this will not catch us up to the cost of living, it sure will help.
130	above 5%
131	30%
132	Not sure, but we need to at least be competitive with non state employers.
133	not sure - first month of work for SU
134	I am not sure but the gap between inflation and wages needs to be much smaller
135	Unsure. I think the gap between my salary and fair market wage is too large to expect to make up in bargaining (50%!)
136	5% each year over 3 years - total 15%.
137	5% the first year 5% the second year 5% the third year
138	10%
139	15-20%
140	5%+
141	NO LESS THAN 10%!!! MY BUYING POWER HAS CONTINUED TO DECREASE AS EACH YEAR GOES BY. THE MEASLY INCREASES WE HAVE AGREED TO OVER THE LAST 10 YEARS ARE A LAUGHING STOCK COMPARE TO FOR INSTANCE THE ANCHORAGE SCHOOL TEACHERS CONTRACTS, EVEN THE JUNEAU TEACHERS CONTRACTS. EVERY UTILITY BILL, PETROLEUM RESOURCE COST (HEATING, TRANSPORTATION, COOKING), MEDICAL COSTS (VISITS, PROCEDURES, PHARMACEUTICALS, OTC), OVERALL RETAIL ITEMS (FOOD, CLOTHES, HOUSEHOLD RELATED), TRAVEL (GETTING IN AND OUT OF JUNEAU ON AK AIRLINES) AND PROPERTY TAXES (TO JUST NAME A FEW) HAVE INCREASED DRAMATICALLY, WHILE OUR SALARIES HAVE NOT. ENOUGH IS ENOUGH.
142	Similar to federal pay scales.
143	15% minimum (20%) preferrable
144	I am not sure of figures - I would say at leave to the standard of living increase?
145	Who wouldn't say as large as possible, but we need an increase that brings us in line with Federal employees.
146	I don't understand the question---aim high.
147	Do you mean "what is the minimum salary increase the team should agree to"? When compared to the private sector and other public sector employees, I'm not sure whether to expect our pay to have kept pace with inflation, but I think something on the order of 10%, 7%, and 5% for a 3-year contract.
148	unknown
149	7%
150	30% if that is what it takes for us to get up to scale with other positions at that rate.
151	No Less that 6 percent a year, or the equivalent of the step increse directors received.
152	They should try to match foreseeable inflation, plus they should add a couple of percent for catch-up. Maybe something like a four or five year contract with 3% increases for each of the first three years.
153	15-20%
154	Let's be honest here---you aren't going to go in there and say we want a 34+% increase in pay as you'd be laughed out the door. But I really don't think a geographic-based pay increase is out of the question.
155	I would think 15% spread across a three year period would be appropriate. Unfortunately the legislature does not generally provide "new money" to fund the increases which leaves positions open and the burden to carry the work load falls to supervisory staff to pick up the pieces - this ends up only being a pay increase on paper.
156	At least 5% per year.
157	Salaries should be increased to reflect the cost of living and looked at on a national level as well as the expense to live in AK
158	5-7%
159	5% per year, plus inflation.
160	I would thinka two-range increase would be appropriate at this point (i.e., a raneg 18 would become a range 20 within the same job classification).
161	at least equal to cost of living increase since last salary increase
162	The salary increase should be large enough to keep up with the CPI, after subtracting out any increase to our share contribution to the health benefits package for a normal family. We should not accept any final contract that does not have the actual take home pay increased. Specificly if my salary increase is about $100/month, but my health care premium for a normal family rate goes up by $105/month. Try again... Strike if necessary.
163	4% to start, 3%/year for 2 years, then...?
164	Bring us up to the true increase based on the CPI.
165	Enough to cover cost of living in Alaska
166	Stay even with current inflation rates and non-state equivilants
167	Whatever they feel is fair
168	I don't know what is feasible.
169	At least what they gave all the Directors & Exempt staff.
170	5-7%
171	10%
172	You'll be lucky to get anything above 5% even though it should be like 25%
173	2-3 each year for life of contract.
174	No less than 5% a year with some additional comp time and leave increases.
175	At a minimum 10% per year for the next 2 years.
176	I work hard. I work for every minute of compensation received. And, my work is of average or greater quality. I deserve to be paid at least what other people in my level of position receive.
177	We should get the same increase MEBA got 20+ per cent.
178	At least the CPI for the Anchorage area. I believe that is 3.1% for 2005 and it will be higher for 2006.
179	50%
180	15%
181	Negligible, if a small pay increase is offset by improved health care coverage.
182	20%
183	I cannot answer this question since I do not support across the board pay increases.
184	At least what the Anch Municipality offered the teachers - that they then turned down! Was it 4% and 3% for another two years?
185	I'd like to see salaries adjusted for inflation and adjusted geographically for cost of living. I also realize that is unlikely to happen. I'd be very happy with a 10-15% increase in salary.
186	Min of 6% per year.
187	At minimum, rate of inflation from last negotiation. If you really want to keep qualified workers, it should increase more than that. People have a right to make economic gains as their experience and value to the employer increase.
188	A minimum of 5%
189	Minimum 11%
190	Assuming a thre year contract, at least 4.5% each year for the next three years.
191	At least 10%
192	25%
193	I'm tired of agreeing to 1-2% increases. That gets eaten up in Health Care contributions and taxes.
194	7 to 10 percent.
195	Enough to make positions marketable and competitive.
196	Not sure
197	As much as they can. Juneau employees also need to be paid additional based on the cost of living here. We are not even close to being equal to Anchorage. PERIOD.
198	minimum 10%
199	At least 7%
200	I believe that I am currently compensated fairly.
201	10%
202	Minimum of 12% so we can at least get into a more competitive salary position.
203	I don't know
204	Minimum 5% for the first year, and no less than 4% for each of the next two years. It will be impossible to catch up to all we've lost in a short time frame, but we should try to get a couple of percentage points ahead.
205	5% for range 20 and above. Minimum of $100 per month for smaller pay ranges.
206	5- 10%
207	3% for current Plus 5% per year until wages match old rates
208	I've no idea what percent it should be. The bottom line is that we should be fairly compensated for the work we do. I'm tired of hearing about how the benefits we're given make our package a fair one. All I know is, when I go to the grocery store, I have to be really careful with the budget. I'm tired of worrying about how to pay the bills and the mortgage and the car payment every month. I, too, will probably need to look for another job, one that pays me what I'm worth. It's not my choice -- my hand is being forced.
209	10% for year 1, 7% for year 2 adn 5% for year 3 of 3 year contract.
210	CO's received 4-3-3, also received acting status for daily supervisor activities, Use CO contract as a baseline for negotiations
211	At least as much as the CPI inflation has degraded the pay structure.
212	As much as we can get!!
213	We should get at least as much as the MEBA members got on their last contract.
214	I have no clue what it looks like across the board. But given the cost of living in Juneau, the difficulty hiring and retaining supervisors I would like to see an increase that would make the job more enticing - start at 10%????
215	Similiar to waht Achorage teachers are seeking.
216	It should be able to match the cost of living increases we have missed out on. Let's pretend we can be on par with the teachers!
217	At least 5% for the first year.
218	At least equvilent to subordinates
219	15% like narrow minded Murkowsky gave to a few
220	8-10%
221	40-50 percent
222	I would say up to 5 to 6% over a three year period.
223	5%
224	As large as you can, but don't accept less than 5% annually for the course of the contract.
225	Not sure.
226	5% per year.
227	After reading about the loss of 34% in the last 20 yrs., I would say 10%. I knew it was bad, but had no idea it was that bad. I know it seems high, but it is high time those that decide on our pay either take a cut or no raise for a change. I am very frustrated and don't want to retire, but I do qualify and seriously considering it due to the lack of decent pay and benefits anymore. I very much enjoy serving the public and it is a shame that the state is either passing up good people or sending them away due to this lack of care and concern for those hard working employees for which the state has many dedicated workers.
228	It should be at least 10% per year for 2 years and at least 5% each year there after, until we catch up with the cost of living. An even more aggressive schedule would be better, but I don't think we'll even achieve this.
229	Bigger that what we have been getting but you will not get the 34% you speak of. I think if you got 10% you should be jumping for joy.
230	Minimum, as much as the CPI increases. Preferable, keeping up with the wages sectors and other union agreements, e.g. teachers.
231	Based on the pay increases of Commissioners and Directors I'd certainly expect a 10% increase.
232	10% minimum.
233	I think 25 - 30% during the course of the contract period would be reasonable.
234	15%
235	5% per year for at least 3 years. 3.5% per year would be the lowest I would consider to be fair.
236	Be firm, Be willing to STRIKE - WE need to mean business THIS TIME......
237	At least a 3-5% increase.
238	5% 1st year with 4% for each of the following years, plus increases in health insurance to lower current employee payments.
239	If our wages are 35% behind - then let's start in that neighborhood and move up.
240	1st year - min. of 3% (4-5% would be better); 3% in years 2 and 3 okay (min. of 2%)
241	Get us back to the even with inflation of the past 20 years.
242	Don't really know. The CPI figures are so manipulated, it is really hard to tell what real inflation has been. Look at the M3 money supply figures, which the FED has since stopped publishing (March 2006) and one can see that the rise in the money supply (which is the real definition of inflation - rising prices are only a result)is uncontrolled. The 3% CPI figure is a farce.
243	20% or more.
244	5%
245	3% per year
246	How long has it been since we have had an actual increase? Percentage wise, what has been the rate of inflation over these years and how much less do I currently make based on this? I would settle for no less than enough to catch my salary up to the inflation rate.
247	Equal to inflation.
248	large enough to bring us in line with the cost of living in our communities of employment.
249	Well, currently SU is only baour $50 more a month than its GGU counterpart. We pay higher unit fees and are expected to do more work without compensation. I believe that we should come out ahead for this extra work. We also have not kept up with cost of living standards in teh past contract so I would say 5%.
250	10%

251	As stated above, 34% plus the CPI for 7/1/07 and equal to the CPI for every year after that.
252	I think 10% over three years would be more than fair. 3 1/2 % the first year, 3 1/2% the second and 3% in the final year. I think we should try for more than that to make up for lost ground over the past 20 years.
253	atleast keep up with inflation
254	7.5%
255	12%
256	We should negotiate for nothing less than a 10% increase.
257	20%
258	Equal to other law enforcement positions
259	10-20% or the percentage increase that commissioners & directors recieved from the Murkowski administration.
260	Minimum is cost of living increase each year.
261	10%
262	4% first year to catch up a bit, 3% the two following years.
263	5% minimum.
264	Minimum should be the same as NEA teachers are requesting: 5% increase per year.
265	What increase did Murkowski bestow his administration? What increase did Legislators receive? What increase did the Ferry system employees receive?
266	2-3 range
267	%5 or whatever is commensurate with the last increase and the oil income we are currently getting since the last negotiations were tied to oil income.
268	In the 3 - 5% for one year or 9% over 3 years.
269	Something above the CPI for a change.
270	Over the life of the contract wages should increase to an adjusted level similar to what we were paid in the 1970's or 80's before our wages lost ground.
271	at least 5%
272	At least to get us close to inflation rates.
273	No lower than 12%
274	Minimum 15%; that equates to 50% of the 34% percent difference in inflation and salary
275	?
276	don't know
277	Catch up to the cost of living would be great but at a minimum a full range increast at current step level.
278	10% every year for the next 4 years.
279	I believe we should receive a 10-15% pay increase.
280	10% to 15% but good luck.
281	Market based comparison.
282	10% over the life of the contract
283	5% per year for 3 years and nothing less
284	3-5 %
285	15%
286	I don't k now...soemthing is better than nothing. Ask for the sky and negotiate downward. TALK TO ART CHANCE...get INSIDER INFO. We definately need something and I think that getting a larger amoun tup front is better than having it trail ie : before it was 0/1.5/2 why not 2/1.5/0. We get more for our money in that situation. If you explained why you agreed to that to the general membership it would make more sense. But I do not think that any year should be at 0
287	fair and compariable to private organizations.
288	34% increase -- isn't that the percentage we are currently lagging behind?
289	As much as possible.
290	20 percent
291	At least enough to cover the cost of living.
292	A minimum of 3%.
293	25%
294	10% minimum, since we are 33% behind the Fed's
295	a three year contract should include at least a %20 increase, structured 10%, 5% and 5%.
296	10 to 15% Or reclass this position from a 19 to a 20 or 21 range like the M&O Mgrs are..
297	Absolute mininum should to a 2-tange increase across the board.
298	Look at the gas prices, we are paying $5.00 per gallon of gas, a gallon of milk on sale is $5.00, look at the airfares we are paying. We need a minimum of a 5% increaes for the first year and looking at adding an addition 15% over a 3 year period.
299	7 % for this next year, 4% the year after and 2% in the 3rd year
300	Adult Probation Officer need to be advance two pay ranges (i.e. PO II from Range 16 to Range 18, and PO III from Range 18 to Range 20).
301	At least a 2-range increase for biologists.
302	If you examine the prevailing rate increases out there in other states, it would be certainly greater that what we have seen. Go for something equal to the recent growth in the Anchorage CPI, roughly 3% as a minimum. Thats per year, not over the course of a multi-year contract - the way we have accumulated our current pay cuts.
303	Don't go above 100% :-) If you really mean what is the minimum salary increase the Negotiations Team should agree to, I'd say probably 5%.
304	ASk for 7.5% and settle at 5%
305	.08% annually or 4% over 5 years
306	20%
307	You mean, how small of an increase should we agree to dont you? No less than 5% per year for the next three years.
308	It is hard to say a dollar amount, but currently it is hard to keep up with inflation.
309	Not sure.
310	That which is justifiable by comparing actual salary increases as copared to actual cost of living increases. We should only be asking for and agreeing to what we deserve. Obviously we have some catching up to do. In the past 5 years we've seen housing esculate some 30%, fuel 20%, food 15%, utilities 20% and our income 5-6%. You do the math!
311	25% similar to private sector recent increases in certain professions...catch up!!!
312	At least 5%, no less. More is OK
313	I thing they should ask for the same raise that commissioners and directors received. Also, the director for our department was moved from a range 26 to a range 27. I think all supervisors should be moved up one range to make the pay schedule more fair.
314	3%
315	As much as possible within reason.
316	7% with COLA
317	Lets go with the teachers, 16%
318	12% over next two years
319	15%
320	Frankly, anything is better than nothing at all.
321	We need a serious increase in the ADF&G biologist series to compete with similar federal jobs, at least a two range increase.
322	10% to 15%
323	Whatever it takes to get the SU employees up to par with the public sector and lower 48, taking into consideration of the overtime compensation aspect. It seems we are always behind in everything. When we get a cost of living allowance increase, it's not enough to cover the cost of living inflation. It seems to catch us up to where we should have been 7 years ago but it's not enough for current measures.
324	5%
325	5-10%
326	10%
327	30%
328	5% minimum
329	Or more aptly , how small. I believe that for my position the discrepancy is at least 34%, so that should be the floor, considering how many years we have been underpaid.
330	5% the first year, 4% the second, and 3% the third year.
331	I would like to see a real cost of living increase, with my classification increasing by the equivalent of at least 2 steps. (from a 17 to a 19 or 20).
332	At least 5 to 6%. Look at what the IBEW does for their employees.
333	I think 20% over three years would not be unreasonable.
334	$900 per month increase for me and $0 per month for the other supervisors at the lab.
335	The nurses got a 2 merit level increase, I say 3.
336	That which corresponds to the higher of (1) market based data, or some combined index accounting for (2) overall adjustment for inflation, and(3) not including geographic differential, which could confuse people...it is a separate calculation.
337	5%, 5%, 5% Do not settle for less than a three year contract. Also, do not negotiate our with the administration in concert with the other unions. If you compare the SU and GGU salary schedules, they are essentially identical. There should be an incentive to be a supervisor (increased pay for increased responsibility). We need to separate ourselves from the others, not homogonize everyone accross the unions.
338	Although it would be nice to have the salary & health benefits of 15 years ago, that's not realistic. It would be nice, however, if we were at least able to get 3-5% above inflation for the first year, than maintain at inflation level for each of the years remaining in the contract.
339	I believe that a 20% or highter increase would bring salaries to reasonable and competitive levels.
340	Any would make me happy.
341	The upper level people got 5% handed to them, no negotiation. Why should be get less.
342	I think a 7-10% increase is a reasonable amount.
343	Inflation plus 2%.
344	It should cover the remaining 34% in the cost of living increase
345	15% would be a good start toward bringing us up to where we need to be.
346	My utlilities, property tax, and health expenses have gone up due to inflation. My compensation is not keeping pace. I think we are due 10-15% over three years.
347	I would like at lease see DNR's job classifications be paid the equivalent to what other state agencies are paying. That along would at lease curb the lose of good employees. If not that we should at lease be compensated to within 15% of the private sector.
348	at least the level of what teachers salary increases have been over the past few years and what the Anchorage teachers will get this year (if they don't strike!)
349	min 10%
350	10% over three years, minimum
351	I think we can be reasonable and ask for at least 3% per year, like the recent pay raise approved for the Chugach Electric Association workers. At 3% per year, we'd be lucky to hold on to what little we have now.
352	That's a silly question!! You should agree to as much as you can get....but I am thinking 20%....isn't that what the exempt folks received?
353	I want to see us caught up to inflation and the going market rate.
354	It would seem reasonable to ask for our loss over the last few years to be made whole and then to pad the future against the same treatment so 34% plus another 15% over the next 5 years would be a fair wage increase. Simply put it would be the 34% they owe us and 3% per year for the next 5 years. However, we would still be behind because inflation goes up more than that. I better figure may be the 34% they are behind on plus the same percentage as the increase of the cost of living.
355	That really depends on the financial condition of the state. Inflation plus 1 or 2 percent would be nice.
356	I believe the increase should be somewhere in line with what the commissioners and Directors just received, 15 - 20%?
357	minimum 25%
358	Comparable to the cost of living increase
359	As large a one as they can get. If we are 34% below the CPI, then start there and go up.
360	the inflation % stated in this e mail
361	assuming a 3-year contract, shoot for 12%,7%,7% and settle at 10,5,5
362	10% first year
363	4.2%
364	4%, bottom line.
365	Bring us to current cost of living level
366	25%
367	do a salary survey to negotiate wages equivalent to hourly wages paid to consultants paid for engineers and geologists on a Tier IV basis (no retirement benefits)
368	Nothing less than 20%
369	5% per year for the duration of the contract...until we have caught up with inflation.
370	Whatever is fair...
371	A percentage point above the Cost of Living increase each year to make up for the lost ground we have experienced due to limited state resources over the past years.
372	10% minimum across the board, more for hard to find technical positions.
373	8% over 3 years to try recoup what was given up during the leaner years
374	I would LOVE to see 20% in 5% increments over the next 4 years...but reality and the political climate?? I just don't know how that might be received. I mean last time our increases were made out to look as if we were robbers of the state's treasury!
375	Minimum 4-5% annually
376	20% at least
377	At least 12% over the life of the contract.
378	I'd like to see us going to a 40 hour work week with pay compensation. We are already working 40 hours and besides the additional monies, the hourly change would improve the public perception of lazy state workers.
379	What did Murkowski give his exempt buddies last year?
380	What the market will bear
381	Go for GOLD.
382	14% minimum this year, 10% per year to match inflation...
383	I would love to have more money but in all honesty we are fairly compensated now.
384	6% MINIMUM
385	Not Sure
386	If across the board increases are the only option, nothing less than 10% the first year with additional 2-4% in subsequent years will make much of a difference. If job class evaluations can be corrected with a TRUE market based pay evaluation (including Cost-Of-Living adjustments) I would support it. However, I believe that even with this approach there should be an attempt at "back pay" recovery for the past 5 years for employees that have worked for the state for longer than 5 years. Even if the back-pay isn't achieved it may help set the tone for future negotiations.
387	match cost of living - 3-4%
388	MIN 10% start in the 20% range.
389	The supervisory salary schedule should be subtantially higher than non-supervisory employees. In addition to a full workload, the supervisor must coach and mentor, evaluate and discipline, and take full accountibility for a unit or section. Several years ago, the difference in pay was worth promoting to a superviory position. This is no longer the case. We need a real increase in pay.
390	5%
391	Something that would a least give us an equivalent close to what the Feds got over the last few years.
392	I think the question should be how small of a salary increase is acceptable. I would like to see a 3-5 year contract that keeps pace with inflation plus for cost of living and health care.
393	I think a lot of factors need to be considered: cost of living in different communities, increased fuel prices, increase health insurance costs, if overtime is not approved factor in the average time/cost of donated overtime, etc. etc.
394	According to APEA, over the last 20 years the Anchorage CPI has increased 34% over SU employee salaries. If this is true than the Negotiations Team should seek a salary increase of ~35% phased in over the next 3 year contract term.
395	10%
396	5%
397	10%
398	30% minimum. We need to at least catch up to inflation if not get more if they are going to wait another few decades to re-consider.
399	Minimum 10%
400	The same percentatge commissioners got for the first year of a new contract and in the subsequent years of a contract 5% or the CPI, whichever is greater.
401	annual inceases of 3-5% to keep up with CPI and try to compensate for the severe loss in wages to inflation over the past decades.
402	Seek 5% like muni workers have been getting the last three years. No less than 3% a year.
403	10%
404	Knowing the Politics of it, we better be happy with anything, but we will need over 10% to try to catch up.
405	10% FOR THIS YEAR, 5% FOR THE NEXT TWO, AND THEN ACTUALLY KEEP UP WITH INFLATION ADJUSTMENTS EVERY YEAR
406	No less than 5% per year.
407	NO LESS THAN 5% PER YEAR FOR 3-5 YEARS.
408	Minimum 3%
409	2%
410	10 percent would be nice. 5 percent would be acceptable.
411	Ask for 12% over 3 years, settle for 9% over three years. We can't catch up all at once, and this is a reasonable step in the right direction.
412	10% within 3 years.
413	What I would like to see and what is reasonable is difficult. I would like to see salaries come up to speed with the cost of living.
414	at the very minimum CPI+
415	Let's see, Commissioners got a 30% plus increase, I think State employees should receive something in that neighborhood, not below 20%.
416	Nothing less than 7%.
417	In addition to a pay increase, I would like to see a cost of living adjustment similar to the Feds. I believe they get an annual adjustment based on th Anchorage cost of living. Plus a negotiated pay raise. If the cost of living were adjusted annually, I think a 5% pay raise would be adequate.
418	As mich as we can get to catch up to what inflation since 1989 has eaten up. We should not settle for less than 15%
419	What the SU members agree to except...I think it should bridge the gap with the Anchorage CPI since 1986. It it takes 34%, then we should shoot for 34% increase.
420	Obviously as high as it can get. Poorly worded question.
421	Enough to cover the increase in cost of living and to make up for the lack of increases since the mid 80s.
422	A 5% per year over the next three years is a good start.
423	6%
424	10% in the first year, 5 % in the second.
425	25%
426	At least 2 to 3 salary steps higher.
427	It seems only fair that our salaries should keep up with inflation (and make up for past years when this was not done). They should also be commensurate with the salaries offered to similar postions in the private sector and federal govt.
428	I believe the legislators voted themselves a 30% increase once or even twice during the time when we had no salary increase. I would look at the fed salaries (including their colas) that are comparable to our positions.
429	One time jump of 15% + 2.5% per year following to ALMOST keep up with inflation but I expect we will recieve a pay cut instead (status quo).
430	5%
431	A minimum of 5% per year.
432	Seven Percent
433	At least enough to cover inflation to it's current rate.
434	No suggestion other than the wages should keep pace with cost of living, and be reflective of geographic differences.
435	Although we should try to catch up on inflation, the structure of a salary increase is as important as the amount. "Flat" percentage increases widen the salary inequality among bargaining unit members, and benefit higher-range members more than lower-range members. This erodes solidarity and promotes tolerance of inequality, opening us up to manipulation by the administration. The Negotiations Team should propose flat-amount increases that are equal for all ranges.
436	For Probation Officers, comparable other law enforcement agencies. For all of SU, a significant increase, 20 - 25%.
437	Please include the educational qualifications and job experience of the candidate when negotiations are conducted for starting salaries and salary increases.
438	As much as they can get.
439	I think it would be better stated to ask what is the lowest we would accept. That would be 5%.
440	20%!!!!!!!!!!!
441	Directors received an entire range. Should be at least half that.
442	5-10%
443	Don't know.
444	Unsure of what is feasible.
445	9% the first year and 5% the remainder of the contract.
446	5%
447	6-8 OVER ALL No free year like the last contract
448	We need a 8-10% increase. We've gone too long with small increases.
449	We need to get back the 30% we've lost over time. We should not settle for less than 7.5% per YEAR for 3 consecutive years (22.5% over the 3-year contract). Getting us back to even would be best (30% over 3 years) but 10% could trigger some backlash. Good starting point thought.
450	20-25%
451	Are you serious?
452	I say this only partially sarcastically...why can't we be given the same 35-40 % increase the judiciary and commisioners rec'd ?
453	One that keeps pace with inflation.
454	Depends on total package that would include improvements to health insurance, but 5%/year is a good place to start.
455	15%
456	A minimum of 7% for the first year and then adjust it for inflation (Anchorage CPI?) over the subsequent years of the contract. That's what we should settle for, we should ask for more.
457	My minimum has been stated in #4
458	at least 5% per year
459	I believe it should be equal to what was given to the commisioner and an other appointees.
460	No less than 3% per year. The time between Longivity step increases should be reduced.
461	minimum of 3% per year for the next three years
462	Equivalent to two ranges minimum.
463	At least 10 to 15% increase
464	I don't know how this works. Maybe depends on the job classification. For instance, Murkowski gave the engineers series a pay raise. Could this be taken away, unless put in the contract? What about supervisors in other job classes?
465	Needs to be at a minimum equal to inflation and should make up lost ground
466	No less than 10% increase on top of current.
467	35%
468	5%
469	to bring us back in line with everybody else it should be about 20-25%
470	Other unions got an 8% geographical differential plus a 4% increase for the Ketchikan area.
471	8%
472	At the least, cost of living increases.
473	A days pay for a days work. There are so many people I know who work their butts off and should be compensated more, instead they do a great job and since they are competent and get things accomplished their supervisors just keep heaping more on them, then there are others who do the minimum and are in the 20+ ranges....it doesn't figure.
474	Good question. I think we deserve a 3-5% across the board increase. This is just a drop in the bucket considering the increase in cost of fuel and housing.
475	20%
476	Whatever is in line with the current marketplace. No less than 3% a year.
477	Get the max we can get because we are behind many other state workers.
478	Tough question to answer.....are you looking for percent? If so, let's say 25%
479	Market value pricing would need to be researched, and ALaska's cost of living would need to be factored in.
480	35%
481	10% over 3 years
482	As big as you can get.
483	Over the past several years we have not kept up with the cost of living. The private sector has increased their pay scale and I would like to see us make up for the past. I understand we are something in the order of 40% below what we should be if we kept up with the cost of living. For that reason I would start at the figure we are down. Arround the 40% mark.
484	5-8%
485	as much as possible, 10% or more
486	I think the Team should be realistic and be careful about alienating the public - see suggestion in #9
487	6% X 3 years
488	25%
489	10%
490	15-20% over three years.
491	7.5%
492	Certainly as large as possible, but no less than 20% the first year and an additional 7% for the next two years. That would bring us close to the inflation rate that we are so behind on.
493	No less than 5% for an up-front adjustment and no less than 3% annually. Also, if the contract negotiations run long - we need an increase for the year of working without a contract.
494	2 steps has been identified as appropriate.
495	I would like to see us come up to the national standards.
496	Too many variables to specify here.
497	??
498	We used to have a competitive salary, and we no longer do. There is not any incentive to come and work here anymore.
499	tie it to inflation index at the very least. I'm tired of losing money. Combined with an eye on the increases in health care coverage it should be an actual "raise" not just a "status quo" slippage in earning power.
500	34%

501	5% a year for the next 5 years or 7.5 percent a year for the next 3 years, then CPI adjusted after that.
502	At least one more range higher
503	7%, 7%, 7%. Assuming a 3% inflation rate we would only make up 12% of the 34% we gave up when the State was in need because of the low oil prices!
504	Two range increase, nothing less.
505	5% would be acceptable
506	At least 3% per year each year for several years to come, minimum.
507	8%
508	Two range increase.
509	According to the email this survey came with inflation has risen 59% while our salaries have only risen 25%. I think the difference plus 5-10% would be competitive and appropriate.
510	25% minimum.
511	I have no idea....new to the union
512	Bring job classes into line with the other potential employers. This may take place over a period of years if necessary.
513	12%, 3% and 3% over 3 years.
514	No Opinion.
515	my opinion is at least 5% per year for each of the 3 years of the contract. This will still not get us to where we should be, but it will show an actual effort on the part of the State to keep and hire good employees.
516	No less than 5%.
517	5% to 10 %, the industry standard should be polled based on working relationships that best meet your job description. The industry down south pays higher salaries and the cost of living in AK has no compriable comparision.
518	At least 10%.
519	5%
520	The same as nurses, 2 steps plus equivalent step. I.E, 20M to 22M.
521	Large enough to further meet the goal to attract and retain top-notch supervisors/managers who are critical to successful work teams and optimal operations.
522	Unsure how to respond.
523	25%
524	??? As large as we can get!
525	I'm not concerned about increased salary.
526	nothing less than 3% for the next three years, otherwise let the contract expire....
527	My thought would be 3-4% might be reasonable. I don't think it reasonable to catch up all at once which we will probably never be able to do anyway.
528	Equal to a minimum of cost of living increases.
529	22%
530	3 to 5% per year, no less than 5% total for 3 years
531	as much as possible
532	We need to begin "catching up" to the public market. It would be hard to gain all that in one contract cycle but we need to start somewhere?? 10% over 3 years..5% the first then 3 and 2.
533	What percentage did some of the commisionors/directors get under the last administration when they needed to find and get qualified individuals?
534	I believe an 18 in SU should be a 20. I think that they are about two ranges below what we should be on average. However only one range to a 19 would be sufficient. We should have approx. a 10-15% increase in salary to adjust for cost of living expenses.
535	Well, I like a 7.5% for year one, 3% (plus 5% SU differrential) for year two, and a 3 % plus a 40 hour work (plus 6.6%) for year three. Or just a 4o hour work week and the 6.6 % for year three.
536	10 to 15% more atleast
537	At a minimum 5%; more would be better. However if a pay raise is going to mean layoffs then you are putting more on the backs of the people who are still working. This has been a problem in the past as well. Although departments may get funding for some salary increases they get no funding for step increases and have to absorb it - that means you can't stay fully staffed.
538	3.5% minimum
539	If cost of living has escalated over the years to 59%, and we only received 25%, then it should be 34% or thereabouts--nothing less.
540	I would like to see at least 10% per each year of the contract to help us make up for all of the lost years, and an increase in the health benefit contribution that the state makes for each year of the contract as well.
541	Not sure. But I personally would like our pay increases to be close to that of the cost of living increases each year.
542	5%
543	Go big........... and work down from there.
544	Not an expert but something in the range of 5% a year.
545	2-3% above the increase in cost of living for each of the next three years.
546	There should be a plan over several years to catch up with inflation.
547	Tough for me to make that call
548	The increase should keep pace with the cost of living in Juneau. I don't know what that is.
549	As large as they can get. 3.1% is the minimum, based on the 2005 COLA. Feds get 18%, if that means anything.
550	minimum 5% preferrably 10%
551	6 or 7% increase
552	It depends on the job.
553	AMHS received 7%/6%/6% Nurses working for the state got 15% Directors and up just got 15% So I would like to some something equal to these.
554	I think the more accurate question is how small of an increase should the team agree to. I think rather than increasing 3% (or whatever) for each step up in job class or pay range, it should be non-linear, like from FWT III to IV, 3%; FWT IV to FB I, 5%, FB I to FB II, 7%; FB II to FB III, 9%, and so on.
555	Whatever makes it equal to what we can make in private practice.
556	I think we should at least get to keep up with the cost of living increases.
557	35% for my position would be competetive in the private sector
558	Some of the lowest level staff are well paid, for instance a range 10 or 12 worker, who doesn't need a college education starts making $28,000 or $30,000. THis is great for a high school student. However, you expect higher level managers with decades of experience (not all gained in the state system) to work for $50,000 to $70,000. This is pathetic compared to the private sector. It is extremely difficult to retain qualified managers who also know their subject matter. Consequently, you end up with less than qualified managers, who then can't manage people very well and lead to further degradation of the state system. You don't grow managers overnight and they should be well rewarded for what is required of them.
559	Enough to make up the shortfall for the increased cost of living over the past decade.
560	25%
561	It would be great to get caught up with the losses experienced over the years due to our inability to keep pace with inflation. But I don't have a specific recommendation.
562	Oil prices have been high, but having PERS covered is huge.
563	I believe that 8% is reasonable.
564	36 percent over 4 years.
565	Labor economists should be hired to provide this information, a report generated, and used to guide the negotiations team.
566	Well, let's see, the Commissioners et al received 30% or so? So, I guess I'd be willing to settle for a 20% raise; would be good to include more longevity increases if the State wishes to keep experienced supervisors.
567	5%
568	I do not have an opinion
569	8% to 9%
570	At least a 10% increase per pay period.
571	Ask the consultants to work with us
572	15%
573	Keep up with the teachers!! We are just as important.
574	10-15% or more
575	I think that we should shoot for a 5% increase each year of the contract, that won't catch us up to the CPI but it sure will help.
576	What ever the percentage was that Murkowski agreed to give the nurses.
577	Negotiate for 35%, nothing less that 25%.
578	This question is insulting. the "Negotiations Team" has no ability to command the State to a salary increase based on this poll. If so, agree to 500%.
579	As large as possible.
580	Make it equal to the the cost of living increase.
581	No less than 10 percent! - With more to come next negotiation!
582	The team should not agree to less than an increase to match the cost of living. It would be reasonable to accomplish this over the next several years, but the 2% we currently recieve is not enough to sustain employees at this time.
583	I'm sorry I don't feel qualified to answer this other than to say, I hope it is based on our current hight fuel prices and cost of living expensens in general. I am currently in "Longevity" having worked for the State for 25 years. I will not be due an increase in pay for close to 5 years. My bills are still climbing although my pay is not.
584	Unless they do a true market adjustment to all classes, Shoot for 8% each of next three years, minimum of 5%.
585	We should be realistic in what we push for but we need to push for increases across the board.
586	Between 10 and 30%
587	12%
588	20% over 3years
589	3.5% at a minimum.
590	It is not neceassarily a salary increase that is needed. Health care coverage ccosts for employees and union dues are what is making our paychecks smaller as we change bargaining units.
591	average CPI for the last five years plus 2%
592	10% catch-up, peg to inflation from here on our.
593	5% to 10% increase
594	State wages were about right in 1990. CPI adjusted increases plus current CPI increases from the contract period should be added.
595	Exempt employees received a 9% increase 2 years ago... This was for employees who were already making anywhere from $90k to $200k. In order to bring my salary up to the national average or a comparable position in the community, it would need to be between 15 and 20%
596	5% and nothing less.
597	At least 5% per year.
598	Make pay comparable to other agencies increase 20-30%.
599	A state job should offer the same buying power around the state. A person in Fairbanks, Juneau, Nome or Anchorage should be able to have the same standard of living.
600	the most you can.
601	To catch up to the cost of living (inflation) level we lost.
602	10-15%
603	I'd be happy with 5%
604	Yikes - I dont want to be greedy. I would want you to analyze pay/past salary increases/cost of living etc and come up with something that reflects above.
605	I would need more info. to answer this question.
606	nothing less than 5% per year for the next three years
607	A minimum of 10% to 15%.
608	don't know
609	More than 3%
610	I don't know--8%-10%??
611	I believe we should seek an increase to correct the losses over the past 20 years, i.e. a 34% increase. This should at least be the starting point for negotiations.
612	A reasonable one, maybe 3%.
613	34%
614	5%
615	3%
616	Between 2 and 4 ranges.
617	20% above what Murkowski gave us, minimum. I would accept this in terms of days off rather than wages, if that would be helpful.
618	Minimum of 5% for three consecutive years. Otherwise, we should strike!
619	3 to 5% per year over a three year period, with fewer/larger STEPS and an increased health insurance contribution that would cover the monthly cost for the midrange health plan, dental and vision for one insured.
620	Make up for past years of inflation where wages did not keep up.
621	A percentage should be determined based on cost of living.
622	It needs to increase in order to bring in and keep new people.
623	At least what the Anchorage invalation scale is and then a couple of points over that so we don't end up like we are right now.
624	I'd shoot for 5%/year to start to get us on track with inflation
625	5%
626	Anything we can get is fine with me.
627	Salaries increases should reflect the cost of living increases that are being experienced.
628	Should be equal to inflation plus a small percent.
629	meet the market value. Plus 3%
630	20%
631	5% per year for three years.
632	I think our pay should be simialar to what federal employees get paid for doing the same job that I do. That would be an increase of about 35%.
633	At least 3%
634	I'm not sure I am qualified to answer that, but the basis for the increase must be based on factual information about increased costs.
635	5% + a minimum of 2.5% (rate of inflation) annually for the term of the contract.
636	3-5%
637	5-10%
638	Whatever is reasonable given the State's financial situation, inflation, and what is typical for other agencies outside the state.
639	research has shown me that line staff in my profession in Washington, Oregon and California are making approx $5,000 more per year than I make in Alaska.
640	Any would be a huge positive step. Just showing that an increase is possible and that the need is aknowledged would be great.
641	two steps
642	Hmmm...I think the last three years were none, 1.5 and 2.5. This is well below the changes in cost of living. We need an immediate boost to catch up, and then cost of living increases.
643	We need to start high and negotiate to the maximum they willl agree to. Like care dealers...
644	cost of living
645	I think SU has been left in the dust in salary increases. Other unions are doing much better with greater raises.
646	5 %
647	I'd like to see the contract make up at least some of the ground we've lost to inflation in the last decade. It's too much to expect that we would recover all of that difference, but some kind of an inflation "plus" contract should be sought.
648	Unsure, maybe an increase to make us competitive with the Federal system and with other states. In other words, a FAIR increase.
649	Increase to market based conditions, plus use the decline in real wages over the years to look for a boost.
650	It depends on the overall package being offered.
651	We should have at least as large of an incremental increase as that given to the Executive Branch and the Exempt positions under the Murkowski administration.
652	10 percent
653	In my salary range, the increase is usually a mere $75.00 a month. This small and insignificant increase usually goes to increased health benefits, union dues and taxes. The increase does not go to my bank account.
654	As much as possible, in addition to inflation the cost of living is high in Juneau.
655	At the very least, 3% increase every year and a two range increase in pay immediately
656	Should be based on the job and the cost of living as determined through a professional survey-testing organization
657	as much as they can get
658	5%
659	It appears that private engineers in comparable positions earn about 30% more, consistent with your CPI info.
660	Minimum of 10% over three (3) years.
661	Pay all of the health benefits cost.
662	Any thing is better then what we make right now.
663	5% per year.
664	Shouldn't the question be what the smallest is that we will accept? We should "agree" to 15-20% over the next three years after all of our years of losses....But I doubt that the state will put that forward for us to "agree" to.
665	3-5%
666	it would be nice to see a phased in implementation equal to the 80's + cost of living equilivelent over the next contract
667	Not sure...
668	Match the cost of living, maybe a little higher for 1 year to make up for some past losses. Don't go for a huge amount or we will have trouble getting it through.
669	6% to 10% range
670	At least one range
671	A minimum of 2 ranges, or similar compensation (more state contribution to heath care, etc..)
672	15%
673	gains should be measured in a total package which shold include not only salary increase, but also health benefits, leave accrual, holidays etc. In the past, we have received only minimal increase compared with federal and city workers. Since Oil prices are up, I would say we should ask for a salary increase above what we have got in the past. I can't remember ever getting more than 2% in a year. So I would say 3% is a minimum
674	Not sure of an amount, but enough to cover inflation over the last three years. I am in longevity and inflation does not stop.
675	5%
676	At least 10 percent the first year and then 3 to 5 percent the following years.
677	5%
678	10%
679	20%
680	For ACs, at least equal to that given to the nurses.
681	I feel jobs should be reclassified and paid in accordance to responsibilities and duties first. Salary increase annually of 3% is preferred.
682	Given that State biologist have extra responsibilities and spend more hours working, we should be (at least)on the same pay scale as federal biologists (including the differential "tax free" dollars). For example a WB/FB III should be equivalent to a GS12 (including the 25% or whatever the percentage is, tax free COLA)
683	minimum of 3% per year
684	2.5 the first year 3% the second year
685	Not sure.
686	5% per year for each of the next 3 years.
687	I couldn't say.
688	At least the same rate as inflation. We gave when the revenue is low, but we aren't getting anything back. The cost of living has sky rocketed and you can't even buy a house on a single range 21 salary.
689	At least match yearly inflation rates
690	Should be close to cpi and private sector increases. 3.1%
691	At least cost of living.
692	Cost of living, consumer price index. Mostly make sure our raises are not less than health increases and other direct living costs.
693	30% minimum, we are farther behinde than that, but it will bring us more in line with industry.
694	Bush communities need increase to match inflation plus high prices incurred in these communities
695	No less than 15% (5 years @ 3% annual inflation). Ideally, we should get no less than the cabinet level increases of last year (a perfect starting point in negotiations)
696	some thing to off set inflation. I have a masters degree, and make 50% less than the average graduate coming out of College.
697	Question should ask-"What is the minimum acceptable increase?" Enough to be competitve with the Federal agencies. Probably 10% for the contract period.
698	Would need to see the levels of inflation and the benefits we have given up over the years (holidays etc.)
699	Justification can be made for cost of living... that's easy. What may be more elusive is the challenges surrounding the broadened/ advanced work load due to a technology based office.
700	3%
701	Commensurate with similar job descriptions for federal employees working in Alaska. They get COLA for a reason, PLUS they are paid higher wages in their base pay.
702	Large enough to bring state salaries and benefits in line with comparable jobs classification in the federal and private sectors.
703	-
704	We are light years behind federal and ngo employees (biologists).
705	37% JUST LIKE THE COMMISSIONERS THEY ARE STATE WORKERS TOO! JUST LIKE US
706	Not sure, at least the cost of living increase.
707	no opinion -- not enough knowledge of the issue
708	10% to 15%
709	What did the last Gov give to his staff -let's start there!
710	Based on years of service and the increase in cost of living should be considered to determine the salary increase.
711	Not less than 5% but I'd like to see 7.5 the first year, then 5% the second year, and 5% the third year. To end with that you may have to start a lot higher.
712	Minimun 10-15% over three years with adjustments to heath benefits.
713	At an absolute minimum we should look at the rate of inflation for the past three years and either use those numbers or use the average over that time.
714	10 percent
715	Over three years, I would say a 5-6% increase put into effective in stages would not be amiss. 2% per year?
716	COLA increase each year for the next three years.
717	5-7%
718	Pay should be comensurate with cost of living increases and conmparable to pay in the federal sector for like job classifications and responsiblities. We take a pay cut every year with rising health insurance costs and increases in cost of living.
719	Look at what the market place is offering. Also, be sure to include something that gets us back to a retirement system like tier I.
720	I'm really not sure.
721	Minimum 5% each year for the next 3 years, to make up for how far behind salaries have fallen in past years.
722	5-10%
723	No opinion. My previous private employer (in St. Louis, Mo) said he would pay me 20% over what I now make. I doubt that bene's are as good but I could buy something with $15k.
724	It should be based on the difference between the documented average cost of living increases over the years vs. the actual pay increases that have been received over the same period.
725	I do not know.
726	what is real under today's economy? this fiscally conservative administration? Start unreasonably high and see what the push back is - maintain the "me too" clause that give SU any increase that other barginging units may get over our rate of increase.
727	Bump it up by 10% to make up for past losses and then peg it to a COLA index.
728	This is a hard question - it depends on how much employee contributions go up and the cost of living. But I would guess 3 to 5% each year.
729	Don't know
730	At least enough to catch up with the present Cost of Living. After this, a 2-3% per year.
731	Negotiation teams should not accept anything lower than projected cost of living increases keeping in step with not only what the local markets are but also the increase cost of health care.
732	How about national cost of living? How about what the oil executives get!
733	4, 5, 5
734	5%
735	5%
736	It would be nice to keep up with inflation.
737	The team needs to look at what is the limiting factors that preclude qualified applicants to apply to the State and one is certainly salary - what is commensurate with the position and relevant comparable postions w/in the Federal and local govt. and private sectors. This would be the basis for how large a salery increase is needed.
738	Not sure.
739	Higher than inflation
740	?
741	20%
742	I'd love 15 to 20% to partially catch up with inflation but would be happy with 5%. I'm afraid that if we ask for more that the legislature will play us off against all the "taxpayers" of Alaska.
743	One range.
744	We should at least keep up with inflation and since this hasn't happened in the past should be increased beyond this to a reasonable level. Maybe 6-7% at a minimum.
745	Minimally 5/5/5
746	I think we need to do our own market based pay analysis and suggest it based upon factual evidence of pay.
747	3.5% at least. A move to 40 hours should generate even higher rates of pay.
748	I don't know exactly how much that should be either, but I do know it should be better than that 2% we got.
749	5 - 8 %
750	I haven't thought about a specific level of salary increase and I don't know quantitatively how far behind we are, but it should be an amount that helps to at least catch us up to some of the inflation losses we have experienced.

751	I don't know enough to comment on this--keeping pace with inflation??
752	I can tell you that a huge 40% increase isn't going to pass. I'd suggest something lower around 10%. Shoot for a total of 20% over 2 years in 10% increments. You'll be lucky to get 5%, though.
753	Ask for 15%!
754	At least 5% to even start catching up with inflation.
755	4%/year
756	15-25% Increase.
757	I don't know but it should be a competitive wage.
758	At least 10%
759	5%
760	None now that the wages are closer to the community wages for the same job title.
761	I think the Negotiations Team should ask for salaries comparable to the equivalent positions in the Federal government. In the case of the widllife biologist series, I understand that the discrepency between state and federal salaries is as much as 30%.
762	Our salary has not increased with inflation, the cost of living in the bush is extremely high. I believe there needs to be an increase to meet with other professional jobs and the high cost of living.
763	What ever amount the Legislators gave themselves. Which includes a raise in travel perdiems too.
764	At least $1.00 per hr.
765	10% for starters
766	We should be able to maintain pace with cost of living.
767	The goal would be to return starting pay for all positions so they are inflation-index adjusted to be equivalent to 1990 salaries. The negotiation team should also work to improve the process for market based salary levels, as some job classes are much more underpaid than others.
768	Proportionally to what Murkowski increased the, I believe it was, deputy director salaries to when he was in office.
769	I am hopeful for at least 5%.
770	15% at least
771	10%
772	Go back to the Hilsinger Report and look to see the discrepancy that was documented there, and figure in a cost of living increase since that report was completed, and then you'll be in the ballpark to keep good people on staff.
773	I don't know percentage wise, but enough to make up for the high cost of living in Alaska.
774	10%
775	7% for the first year, followed by 3% for all subsequent years.
776	I think that needs to be a combined process. If the state offers 3-4 percent, but stops helping with insurance and it cost 10-11 percent for the employee to make up the difference we are right back to the 1-1.5 percent increase. It would be really nice to see a 3 year contract that has raises tied to the rate of inflation. I am not asking to get wealthy, just keep up with inflation.
777	No less than 5% for each of four years.
778	Can't put a dollar amount on it, but at least as commensurate with the buying power/C.O.L. as it was 25 years ago.
779	As much as you can get.
780	6%
781	5%
782	10 percent would be nice.
783	Minimum of the past years cost of living
784	Large enough to at least match the cost of living increase.
785	Honestly I think I already get paid pretty good. I can not really answer that. I am always willing to accept more:>)
786	Large enough to make our pay commenstruate with the private sector.
787	3-5%
788	4%
789	Base on COLA and decreased cash compensation secondary to health insurance premium increases.
790	5%
791	10%
792	Minimum would be to catch up with the cost of living, then add a differential for the most expensive areas of the State, such as Juneau. Expensive homes and travel only by air and water should require differential pay.
793	3%
794	Not sure
795	30%
796	I would need a 50% raise to meet what I could reasonably make as an environmental manager or engineer in the private sector. Realistically, the salary negotiation goal might be 20%.
797	One cocsistant with other agencies for doing the same work.
798	I don't have enough info to answer this, but we should approach private sector wage levels.
799	7% the first year, then 3% for the next 2 years.
800	A minimum of 5%.
801	7%
802	A fair and equitable one that is an accurate reflection of the cost of living.
803	As large as we can get
804	I'm uncertain.
805	8% first year. 3% each following.
806	Since the last increase was so small, we should get at least 8% increase this time.
807	At a minimum, 5% increase for each year of the contract. We have been going without increases for so long that aren't even up to the rate of inflation. How are we suppose to survive on that?
808	At least 10%
809	3 to 4 % per year
810	For our Divsion (Mining Land and Water within DNR) I've heard that emplyees at BLM doig comparable work are making 30% more. I think it's unreasoable to expect this level of pay increase from any admistration, but the salary must at least keep up with inflation on an annual basis (as the federal system does) and an additional 7-15% initailly to begin the process of getting comparable pay.
811	12%
812	15%
813	As large as we can get or did you mean small?!
814	Increase commesurate with what the cost of living adjustment - and continuing cost of adjustments raises (based to an index). When the pipeline project goes through, experience people are going to be hard to come by and the state needs to have an experience workforce to deal with all the impacts. If state salaries don't compete, employee retention will be difficult.
815	Don't know.
816	At minimum, match cost of living increases, inflation.
817	Nothing less then 5%. Raises over the last few years haven't come close to keeping up with increases in the cost of living.
818	Not sure.
819	10-20% with great cost of living increases annually.
820	Salary increases should be in line with inflation rates and/or comparable indicators.
821	5%.
822	Not sure. Please refer to the salary study that was done for F&G employees a few years back.
823	At a minimum, our wages should be tied to a cost of living index so we keep even with inflation.
824	Whatever the a market study would deem appropriate. That is - with degrading benefits, what salary would be necessary to attract qualified people.
825	3-5% range as a minimum
826	I'm too new to this Union to have a fair suggestion.
827	3%
828	At least two steps across the board
829	CPI based? We do as much for our contractors..
830	12.5%
831	Minimum 8%
832	Competetive with other government agency positions.
833	5%
834	As large as we can get.
835	Match infaltion from the last 5 years.
836	AT least the cost of living
837	2 range bump
838	Reasonable amounts with the increase of living in a given community as well as increase with the other amenitites of life, like increase in fuel, food and other stuff of that nature.
839	As large as possible
840	Nothing under 4% for the first year.
841	15%
842	It should at the very least equal the overall inflation rate since our last salary increase.
843	An initial 33% to bring all pay to catch up with the past cost of living discrepancy, and then 5% per year thereafter.
844	4 to 5 % per year
845	Shoot for no lower than equal to the cost of living increases for Alaska, that means no pay raise, but hold static at very least.
846	All that we can get!
847	At least 10-15%
848	5 percent
849	year 1--4% year 2--3% year 3--no less than 3% or whatever the rate of inflation is
850	We should get equivalent to what all the directors recieved. No less than 10% increase.
851	10 percent
852	I would be comfortable with anything over 3%.
853	10% over average lower 48. Retirement benefits are 10% if you stay in Alaska, so salaries should be 10% too.
854	3.1% /yr for 5 years
855	10 - 15% with annual or bi-annual cost of living increases would to bring the salary into competitive range.
856	I want a balance between the salary increase and the lower health insurance portions so that one does not cancel out the other.
857	3-5% at least
858	At this point any increase is a big increase.
859	10%
860	10 to 20% if no losses in other areas (benefits, etc.)
861	5%
862	See # 6
863	No less than 5%; 10% would be nice!
864	Large enough to make us competitive. For each job class, someone should sample the job market to see what the average worker is being paid ...
865	Cost of living at a very minimum, but realistically cost of living plus 3% to make up for very poor raises in the past.
866	For my Classification and grade - minimum of 20%. As a Wildlife Biologist it is hard to accept that my federal counterparts and others employed in the private sector make up to twice as much for similar duties (considering other benefits, time, grade, etc. - NOT including KOLA and other perks in the private sector)
867	Start with 5%.
868	I'd be happy with the proposed Anchorage School District raises.
869	I think we need to concentrate on trying to get back to where we used to be. I think we are about 30% behind at the moment and it will take years to make that up even at 5% per year.
870	at least 10%
871	I would be happy with the contract that the teachers turned down!
872	It should match the inflation rate at least
873	I believe we should not settle for less than a 15% incease this year.
874	large. We need to be a more competive work place.
875	25% would bring equal to federal and private sector jobs of the the same class.
876	As large as possible.
877	3 percent increase
878	Not less than 6%.
879	4% per year
880	Comparbale to others in similar job classes. Federal Biologists or private groups.
881	5%
882	6%.
883	In line with the annual national COLA figures after making up for the past 4 years.
884	Any would be better.
885	Anything would help.
886	At least cmmensurate with federal salaries and colas.
887	At least 5%, that won't come near inflation but to meet the inflation mark is not realistic.
888	5% to 10%
889	5% per year
890	At least comparable to federal employees doing comparable jobs. I think the amount acknowleded by the Daily Newsminer several years ago was a 35 to 50 percent disparity.
891	I think we should at least keep up with inflation if possible. No less than 3% per year.
892	Salary increases that were given to exempt employees should be reviewed. Also, there should be some clear differential and benefits incentives to hire and retain employees in the supervisory unit. It is disheartening to hear from some former SU employees that their benifits have actually increased when they moved from SU to general contrat units.
893	10%
894	2%
895	Should be based on a market review of the appropriate classification.
896	5%
897	Bare bones minimum would be cost of inflation throughout the contract period. Better would be to get cost of living covered for the contract period and some to offset the years when there were either no COL adjustments or when then increases did not cover the full inflation reduction in real dollars.
898	3%
899	The very least they should agree to is one that keeps up with inflation going forward, and makes up for what we've lost compared to the inflation rate over the last few years.
900	I'm not sure. I just know it costs more to live in Juneau than what the State will acknowledge. How did the Corrections Offices Union get a cost of living adjustment for Ketchikan employees?
901	the increase should take inflation into consideration
902	12%
903	At least one range higher.
904	Average percent increase equal to average federal percent increase for last 10 years.
905	10%
906	Enough to help with cost of living. Especially groceries, fuel anc gas in Juneau being very high.
907	10-20% increase
908	Depends on market conditions.
909	The very least should meet inflation rates throughout the state.
910	? Something Fair
911	A miminim of 20% or higher
912	20%
913	2%
914	Enough to make up for some of the erosion of our wages over the past few years, i.e. more than just the Anchorage CPI.
915	Les Gara wants to inflation proof the minimum wage - we should get at least that.
916	I don't have a specific suggestion. Compare how we have done versus Commissioners, Deputy Commissioners, Directors, teachers, police, etc.
917	5-10%
918	Ten Percent
919	at least 8%
920	20%
921	No less than 5% increase. See what SEAA has recently accomplished for the corrections officers.
922	Whatever the market will bear.
923	12-15%. This increase would still be less than colleagues of mine in simialr positions with other organizations!
924	10%
925	At least 15 per cent to make up for years of no increase. From now on cost of living (inflation) increases every year.
926	Absolutely nothing less than catching up to the costs of living increass we lost on our last 2 contracts.
927	3-5%
928	I don't know. Certainly enough to be more competitive with the private sector or the federal government. For those of us who are Tier I, we stay more for the benefit package than the salary. Other jobs would need to be very high paying to compensate for both wage & benefits. Since state benefits are eroding, salaries should be increased to compensate.
929	I would say 10% of the difference in what gas cost when Murkowski took office till now. If it doubled then that is a 100% increase and we should get a 10% increase.
930	5 percent
931	Let start with what the director's received 2 years ago and work from their!
932	5%?
933	At a minimum I would suggest it would be fair to ask for the State to make up the differences between the rate of inflation and the actual cost of living adjustments paid by the State for say, the past 10 years. At present, our "purchasing power" continues to be eroded and I would suggest that it is time for the State to catch up in this area.
934	Not less than 15% under any circumstances. Other BUs received 20% in last negotiations.
935	The more the better. We've been so low for so long.

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Last Updated January 14, 2007