Alaska Public Employees Association

Alaska Public Employees Association/AFT Web Site

Supervisory Unit 2007 Negotiating Survey Results

9. Please leave any other comments here.
#	Response

1	need to figure a way of getting rid of nonperforming staff.. lots of tier 1 staff getting way over paid for what work they are producing.
2	I'm also disappointed in the State's classification system and the move toward inflexible "higher" education requirements without regard for qualification based on work experience. I held two Accountant V positions (5 years at Fish & Game and 3 years at ACPSE) and yet under the current classification system I cannot be considered for an Accountant V position and have been declined an interview because I did not meet the MQ's.
3	Number of health insurance dependents should be limited--I don't care if they're same-sex, but the person who has nine dependents on the health plan should be compensated less than the person with zero dependents.
4	I have got zippo support from the Union for filing a greivance
5	I routinely give the state "free overtime" and/or take work home. I work for a service agency and I'm commited to the public we serve or I wouldn't do it. [it can be argued that if I let the work fall through the cracks maybe we'd get adequate staffing]. My family gets the short end... The state employees I know are all hard-working and dedicated to what they do.
6	It is time for the Union to enforce the contract alreay at hand. SU Troopers have on many occasions commented on how the past administration decided to only pay standby pay for three days a week, even though standby is assigned every day for all detachments. A simple letter from the Union to the new administration regarding this concern could easily fix the problem. No SU Trooper wants to be the sword bearer on this one as their could be repercussions. All we are asking for at this time is a letter. Can you help us out on this?
7	Even though the two bosses above me are in the supervisory unit, they don't seem to care or respect the contract. They expect me to work more than 37.5 hours, don't care about the 4 hours leave allowed in the latest contract, they expect me to do more work than I can humanly do. I am constantly overworked and stressed out.
8	Stay strong, fight for what is right.
9	I live in Dillingham and we are definitely losers when it comes to the geographic pay differential.
10	We need to get RID of the upper level position in Fish and GAme and start getting back to paying the folks that do all the work. Also need to have more opportunities for telecommuting working environment. We need better promotion from within our own department. We need much improved career training opportunities.
11	I notice all the negotiators are men?
12	I just want to get paid what I am worth, no more and no less. I am also in support of a geographical pay study. Fairbanks employees should not make more than people in Juneau for the same job when they have access to cheaper housing and food etc.
13	Good luck with negotiations!
14	Better dental and vision coverage.
15	Seems to be a pretty week union compared with ggu.
16	None.
17	I really hope we have a great negotiating team that will go the distance.
18	I was very active in GGU and would like to be in SU. Could someone contact me? cell# 738-1375.
19	For the sake of attracting and retaining acceptable employees, I don't want to see us 'settling' for a contract, I want to see real progress in bargaining. I am willing to strike, as I am sure others are as well.
20	1) At this point, I have five years before being eligible for early retirement. I am already vested as Tier II, and I have a solid IRA and 401k from my time in the private sector. If the current pay structure is still in place in 2011, and if I have not already left for better compensation elsewhere, I plan to retire early and do something more personally and financially rewarding in five years. 2) My primary reason from returning to work for the state has been accomplished--I finished vesting at Tier II, so I have MEDICAL COVERAGE to add to my IRA and 401k. With that accomplished, I consider myself highly mobile, and I am able to leave state employment for a higher paid position if the proper opportunity presents itself. 3) By the way, I always leave work at a designated time, and my family knows to use my cell phone if they want to reach me between 12:00 and 13:00--the state gets no free overtime from me.
21	Flextime accrual for overtime exempt employees should be reviewed.
22	This is a good this to consider. Actually I am planning to leave and look for a greener pasture.
23	The State needs to let retirees work part-time with their retirment benefits being paid. There are retired employees that would like to work as non-permanent part-time to supplement their retirement pay. Good for the State and good for the Retiree.
24	Thanks for allowing me the input.
25	Good luck to all of us.
26	APEA Business Managers and employees should only receive the same pay increases as they negotiate for their members.
27	In the past several contract negotations, the SU did not achieve acceptable annual salary adjustments - we did not even keep up with inflation! Other unions did much better - WHY? I recommend that the SU band together with other organizing units to seek fair salary adjustments. If you have to "accept" a 40-hour work week to get "reasonable" salary increases, I would say DO IT (I already work the hours)!
28	I would like to see the negotiating team stick to their guns and not bow into pressure from the administation. All the supervisors I have spoken to at DPA agree that we are under paid. All said they'd support a strike (about 6 supervisors total that I have spoken with)
29	Standby pay needs to be compensated - or overtime needs to be paid when the beeper goes off. Wages are too low Social workers need to have a level at which the work stops. I have triple the case load recommended by national standards and each worker I have carries far to many cases to do the work justification. OCS needs to have mandatory safety equipment - cell phones, laptops, etc OCS needs to provide enough vehicles that workers don't have to use their own car with little compensation. We have 4 vehicles for 18 workers who complete the majority of their work in the field. As a supervisor, I always have to use my own vehicle for communinity meetings, picking people up at the airport and transporting staff.
30	Thanks
31	Health insurance just bad for me. I failed to sign up like every other year, and then got nailed for it. My dental is cleaning only twice a year now. I am out of pocket $1500 this year for abcess tooth... I had a tooth break off and that is out of pocket. Not just one year was I stuck with this, but two years.
32	I am not confident that state employees will win the hearts and minds of the public necessary to win back some of the previous year's salary losses due to inflation. However, that said, it is time to draw a line in the sand that we will no longer continue to accept a contract that leaves us bleeding from the annual increases in every day living expenses and health care costs!
33	Get those bastards...
34	I left a federal position at a GS -14 with less responsibility than I have now, and I am compensated $35,000 less with less benefits.
35	I think whining about pay is self defeating. I really feel that the negotiating team should focus on quality of life and benefits over costs and pay. You are not necessarily going to make life better with a pay raise. Our public already thinks that State workers are over paid, and by giving them salary increases only exacerbates poor public sentiment. You really need to work on quality first: healthy, happy, proud, productive employees that serve the community. It is when the public says "they deserve more" that is the ace bargaining chip. A lot of work needs to be done to achieve that.
36	It seems like the higher on the job scale someone is, the more they get compensated, while those who cover the front lines get the least. I know that where I work, we can run without the 'higher-ups', but we can't run without the day-to-day employee.
37	The salary increases of 5% a year would be an increase of less than $10 million a year for each of the three years for the SU contract.
38	Supervisiors should get an extra wage hike when they are supervcising more than one person. I am supervising 7 people and also carrying a full work load. It is very stressful trying to manage and train, evaluate, provide leadership while trying to run my program.
39	I appreciate getting this survey and appreciate all that's being done to help remedy existing insufficiencies in state employment.
40	Don't be afraid to play hardball. Union should work hard to dispell the community perception that state workers get the "best" benefits package. No longer true... Do a comparison with BP, Conoco Phillips, etc. and then advertise it.
41	As revealed in Q11, I am further discriminated in pay because of my gender. I have consistently been paid 2-4 ranges below what male counterparts receive, before considering market-based pay differentials etc.
42	Managers whose job description encompasses Homeland Security Responsibility should be placed in PSEA, get trained and paid for the job they are asked to do.
43	Start High on Salary. Also make domestic partner benefits an item in the contract. Do do any salary for health benefit contributions trade offs.
44	Glad to see a survey - needs separation of some questions as my answer for one may not necessary be the same for the other - wages & benefits for example.
45	Natural gas prices increased 30% last year and we are looking at another 30%increase in 2007, that's an increase of over 60% over 2005 prices. Other utilities and consumables have also risen dramatically. These increases have been very taxing for most State employees, yet the past legistlators and administration have not address this issue. The Supervisory Union by itself doesn't have enough clout to deal with the administration. All unions need to go to the bargaining table together united.
46	Retention of staff has become a major issue.
47	Do to recruitment problems, it is obvious the Department will run short of experienced, knowledgeable biologists in the near future. Many of the 20-30 year veterans are now retiring and leaving big voids. This could be a distaster for our great state's resources. We must be able to compete with other employers to ensure competent, loyal workers for the future.
48	1.) increase annual leave increase for workers over 10 years. 2.) make more supervisors OT eligible. 3.) Increase Per Diem & make it Simpler.
49	Stand firm - the State's ability to provide professional results to the people of the State is directly dependent upon the quality of its work force.
50	Thank you to those of you working on the front line with the Union - I appreciate your work!
51	Perform or expect a revolt of Party Members.
52	Don't let the state buffalo us anymore and let's get a better contract. Of utmost importance is pay and health benefits. Not longer hours.
53	Getting addtional comp time is only good if you can afford the time away from work. Unfortunately time off is challenging. Extra personal leave is only beneficial because you can cash in later at a higher salary amount. Really, the salary is the only thing that directly benefits all ranges and will directly help in recruitment. We need to get at least a 10% increase to even get competetive with the feds. I think the biggest problem is the volatility of the oil market. If prices drop, we are laying off folks. So the argument that we now have a surplus is a poor argument. Argument should be based on our collective value to state services. But, we will have to loose substantially more services to make a dent in the public and legislative perception of a "problem". Until folks really don't get core services, there will be little interest in increasing the salary.
54	The state has previously granted additional leave time in leiu of salary increases. I do NOT support additional leave as a tool allow smaller pay increases. I already have more leave than my duties permit me to use. I plan to leave state service if the new contract does not include fair and subsantial pay raises. I have taken on too much responsibility for far too little pay.
55	We were told it would not be a good idea to put in a reclass for our positions because of future budget cuts so in other words they want employees to carry the burden of the budget shortfalls..
56	If the administration can give its commissioners and directors huge wage increases - then certainly those who do the real daily work should receive significant increases as well.
57	Health Insurance: Need to continue with more options (e.g., no dental and pay out of HCRA), look at APEA demographics and maybe consider insurance w/ or w/o maternity benefits (think a significant number are past needing this benefit).
58	Basically, we are screwed. I really do not have a lot of hope that the legislative morons will really take notice of the predictament until they find that the folks with skills have either left or retired, and replacements become harder to find.
59	Having "other duties as assigned" defined a little clearer in the contract.
60	I will support the negotiating team. Also we do not want to lose any more ground on the retirement system.
61	I have only recently become a member in APEA, I am not familiar with my contract as well as I should be.
62	Good Luck.
63	Have a survey process for upper ranking SU staff that lower ranking SU staff that are supervised by the Upper Ranking staff be required yearly and be handed in to the Union and Management as a positive tool to ensure there is a comprehensive picture. Some Upper SU members forget they need to make an effort to be professional and this does impact possible outsourcing decisions as well as management funding decisions.
64	Since moving into this position, it has been an eye opening experince regarding the inepitiude of govenment and it's leadership. Those wiht potential, are continuing to leave and those that are horrible continue to remain and no one is willing to correct the behavior. Politics, nepotism, favortism and ineptness reign supreme in government and it truely is a shame.
65	I am new to the union environment, coming from prior big corporate culture. Opinions change with knowledge, and i'm still questioning and learning.
66	I don't like uper management thinking that we will over time at their wim.
67	Keep up the good work. Support the administrations Fish and Game biologists salary increase recommendations and hlep with the implementation.
68	It is pretty disheartening to see upper level managers and the legislators taking large pay increases while the SU employees get next to no increase. Over the years we've watched our federal counterparts consistently get 3-5% increases annually. They have passed us up substantially in terms of pay and benefits. Tier 4 should be eliminated. Tier 3 isn't much better.
69	Thanks for the survey...i will call and email people to remind them/encourage them to do this! Thanks for your hard work and I wish you (and us) the best of luck!
70	There should be geographical pay scales, not just one group of State employees.
71	I would like to see language in our contract that allows same sex domestic partners to have the same sick/medical leave rights as married union members.
72	The quality of the work we do is going down hill fast and if we do not do a better job in retaining employees, the State is going to suffer because of it.
73	Who invented the Flex-Time Agreement?
74	I am seeking other employment as is my wife, I have 13 years on the job, but can clearly make more to support my family in the public sector.
75	I think, however, this is all mute. Alaskans are too cheap. The Greed Party and the Almight PFD will always prevail.
76	For those of us that are OT ineligible, I would guess the huge majority of us work more than 40 hours a week - because of the demands of the job, and of course because of our dedication. WE SHOULD BE PAID FOR A 40 HOUR WEEK!!!
77	I think you have seen the theme of my comments above: "SHOW ME THE MONEY"
78	I think that there are some positions that are fairly compensated while others are definitely not. I have seen a very obvious drop in the value of the benefits package over time, to the point that it is not such a hot deal. I think that to degrade it further will cause the future State of Alaska employees to be of radically lower quality.
79	Drop the ALL CAPS, bold, underlining, and overly dramatic tone of your emails and other correspondence. All the implied yelling and overemphasis from this kind of text is annoying, condescending, and unnecessary. We are fully aware of our work situation and do not need juvenile tactics such as this to spur us into action. We are your CONSTITUENTS who PAY YOU to work diligently on OUR BEHALF and secure the most REASONABLE and FAIR contract possible (annoying isn’t it). We do not pay you to talk down to us like children and dramatize our situation towards some perceived benefit.
80	I do think that it is about time for supervisors to receive compensation and benefits more equal to the private sector. Also, I value my time away from work and I don not think the extra time I put in is appreciated, even though if I did not work the time to keep up, I would surely here about it.
81	Junuea employees should have Geographic Differential pay. ADF&G is going down the toilet without a
82	I would just like to comment on one of the options for item number five......"work to the letter of my job description (no "extra" work)". This creates problems in the workplace with supervisors. I have seen it become a disciplinary issue with the employee. It is viewed as you are not performing "other duties as assigned" and you are not a team player. This leads to tention with the supervisor and in the workplace. It is just not an option to do if you want to come to work every day and do your job to the best of your abilities and go home at night. I have seen supervisors make employee's life a living nightmare because of this.
83	I'm concerned the administration will try to cover the PERS shortfall thru the employees paying more. This is probably outside of the negotiations but it is a concern of mine.
84	This is an extremely important issue. The State of Alaska used to set the measure for good working standards. Now we are at the bottom of the barrel with most of the private sector able to out distance us in pay for equivalent jobs. I will take a job in the private sector if offered the right position, although I would rather stay with the state. We need $$.
85	My first comment is "why am I paying union dues if I only get 2% increase?" What is the point. I can keep my $45.00 and pay another bill with it. This union asks me to do something, however, they need to be stronger in negociations. That is what I am paying for. More money and better health care. Don't leave the table until we get what we want. We are worth it.
86	I cannot strike because I am a class 1 employee.
87	Please make an early, clear and effective Public Relations Campaign, such as: The PROBLEM is that the state cannot find new workers, and cannot keep those who do get hired. WHY? Mainly because the state hasn't kept up with competitive compensation for public service. State salaries are more than 30% lower than the rate of inflation for the past 25 years, and the benefits have been signficantly reduced 3 times! The SOLUTION: support reasonable and fair pay for Alaska's public service workers. (you get the idea...)
88	Please negotiate to increase the 3.5% range differential for ranges 25-26-27, so that it is at least the same as the 7% differential as the lower ranges.
89	Like I said, I am the same range as others in my unit but I have supervisory duties in addition to my regular duties for no extra pay.
90	Percentage raises favor people who make the most. It would be nice to get one flat across the board raise for everyone - say $200-$500 to level the playing field so the people on the lower end could afford to stay with jobs they like instead of leaving state service. After that percentage raises could take effect in the 2nd & 3rd years of the contract, if it is a 3 year contract.
91	It is long past time that the health care costs be more appropriately borne by the individuals who choose to have non-state employee dependents covered. Same sex, spouse, children or otherwise. Single employees are and have been subsidizing the health care of others in this system. If equity is your game, this is way out of line.
92	Get creative!! Examples could be: In high tech positions, we are expected to use our own cell phones, have our own PC's at home, etc. The state should be providing our service to hook up to the internet, cell phones, etc We are expected to be available at all times, yet rarely are we compensated for it. Perhaps it should be part of all high tech packages - additional pay simply because we are the ones who are called. I and many of my staff don't get New Years eve. Our systems have to roll over at 0001 on Jan 1st. We should receive two days leave for each holiday we work. Often it is too easy for management to say "If you don't like the hours, you shouldn't be in this field". I don't think "expected" is good enough. It's too easy to abuse people. I think there should be "reasonable"....after that, even non-OT folks should be compensated.
93	Vedry concerned withthe tier four implementation and the lack of new staff contributing to Deficed benefits plan, where will this leave us in 20 years as far as funding for retirement?
94	There needs to be some way of leveling the playing field. Not fair to have range 21 positions that have no supervisory responsibilities and no accountablity for the effects of their decision making process, where other range 21 positions have oversight of 50-60 people and bear direct responsibility for their decisions.
95	Perform a public information survey to determine the public's attitude towards outsourcing DOT/PF work to consultants at a greater cost (i.e. less money for construction projects)
96	I have not been supportive of taking a firm stance in the past, but I am now!
97	State employees HAVE to have a substantial wage increase this time around.... or the Governor should be resigned to a lesser quality STate work force and be prepared to deal with that inevitability.
98	Thanks for doing this survey!
99	I love unions!
100	I wouldn't play hard ball with the Palin administration. If you want something like more salary or health monies then be willing to give up something. I'm all for letting the state contract out the labor cost because they will find out the hard way that overall costs are higher - DOTPF procurement contract.
101
102	Time for them to pay up!!!
103	With the new Administration allowing Commissioners to be based outside of Juneau, and the possibility of Legislative sessions held outside Juneau, the issue of capital creep is very real. Once support staff positions start moving, the rock begins rolling downhill.
104	I feel that the unions have given in way too much in the past couple of contracts. Its time we got a fair contract.
105	If husband and wife are married and both work for the state and both have health insurance they should be 100% covered.
106	After paying for our 'benefits', we actually get paid less than some of our GGU counterparts. And the fact that Anchorage/Fairbanks gets higher pay than Southeast is a joke considering the fact that the cost of living is WAY higher in Southeast.
107	When the state does contract work out, I would like to see a requirement that this be stated on electronic and written materials related to the contracted work. Their should be public disclosure of who is doing the work and what state they are doing it in.
108	Strike if we have to.
109	The fact that the State Workers have so many unions works as a "Divide and Conquer" method for the Administrations.
110	For the last several years, I have donated 3 percent of my income to the SHARE campaign. This year, I had to stop because my expenses keep growing and my pay does not.
111	Kick butt and take names. We've agreed to substandard contracts for over a decade to accommodate low oil prices - NO MORE!!!
112	Salary is the most important item to me personally. Benefits offered to new employees is the next.
113	Thanks for the opportunity to comment.
114	I am willing to vote yes on a strike vote and I'm willing to walk the picket line to get a fair and equitable contract.
115	This past spring, I was promoted from a Natural Resources Specialist II, Range 16 – Step C, to the NRM I, Range 18 – Step A. With this promotion came a cut in my net income of almost $200 a month, primarily due to the higher cost of health benefits compared to the General Government. I was disgusted to learn that I was forced to take a cut in my net pay for my promotion. Secondly, I later learned that I was now taking home less money than my subordinate staff member who was two grades lower than me as a Natural Resource Specialist I, Range 14. I even worked with DNR one year longer, but because of the more diverse options for health benefits, his net income was higher than mine. What will be done to provide better compensation to SU members so that we can keep the members we already have and allure new managers to come work for the Department and the State? We just lost another new manager after only 3 days on the job when she took a similar job in the private sector with a 40% increase in pay. Every chance I get, I warn potential new managers to consider very carefully their interest for a job in the Supervisory Union.
116	We must insist on full CPI increase every year. Agreeing to less than 100% of inflation is why we are in this position now!
117	Juneau employees should receive comparable pay to Fairbanks - or more.
118	My only comment is I really hope this can get changed very soon. I would like to see where I got promoted and not regret taking the new position.
119	Do not want to push for a 40 hr week (instead of the 37.5 hr). When I can, it is nice to know I can leave work and only put in the 37.5 hrs.
120	I have lost faith in the state and the SU union. I fully expect that my retirement funds will be raided or privatized once the AK constitution is changed to allow for such in the future. The tier II folks will be dragging an increadable load cleaning up the mess the Teir I folks left in their wake. I feel pitty for the Teir IV folks and will reccomend that they look for work elsewhere unless many changes are made. I do not feel joy or pride in working for the state from fellow co workers. Collapse of the system is certain in the next 4-7 years. The public is not aware of this, if a stike takes place for say the month of July, they will begin to undertand the value of their public servents.
121	No 40-hour week without commensurate salary increase.
122	Having to sign up for family medical when single is an added expense that should not be allowed.
123	It truly is starting to be, "you get what you pay for".
124	Its time for the gonzo approach.
125	I appreciate the opportunity to have my opinion heard.
126	Please, please, please - work to decentralize HR - this is a nightmare (most specifically, classification). Also, please try to get a handle on the Enterprise Technology group - one size does not fit all! The State Travel Office is a joke, too. Our department is actually losing money by participating in that mess.
127	I appreciate the efforts of our negotiators. Let the state know we are fed up.
128	Please keep us informed as the negotiations move along.
129	The state's contribution to our health care need to increase by at least 10% the first year and be adjusted to the inflation rate OF HEALTH CARE in subsequent years of the contract. Our strength as an organization lies in the strength of commitment by our membership to our common goals. We are a small group and I beleive to the degree we can we should pursue organizing with other state employee unions in a labor council to gain leverage with the state on issues we all have in common. That may mean supporting another group when they need it so they will reciprocate when we need them.
130	Those tier IV folks that have merit will take their portable retirement to a higher paying job in the private sector. Those that have less marketable skills will remain. If things remain as they have, state government will truly start to resemble what its critics have long said.
131	Don't forget Chugach, Enstar and AWWU rate increases.
132	very willing to strike if we don't get appropriate wage increases.
133	I work for the DOT-M&O and coming from the private sector am very disappointed in this union/benifits/salary.
134	I'm in a position where I'm expected to work in excess of 37.5 hours per week during the summer. Current flex time is unacceptable and I end up "donating" a significant amount of time. Suggest trying to improve current flex plan by allowing plan to start for employees that work more than 40 hours per week and pay actual time worked over (not in excess of 42.5). 150 hours per year is fine.
135	I want to thank you for this opportunity, as I stated before I NEVER get any news from this union and would appreciate you informing the union. Do we even have business agents and if so who are they and when do they communicate with their benefactors...i.e. us? O.K. vented enough thank you again and Happy New Year and don't back down get together with the other unions "Power in Numbers" Also, we have a new govenor who seems open to new ideas let's give her some.
136	Great survey.
137	I really think the union should be running some highly positive PR messages to the mass media right now about how hard-working state employees keep the State going - similar to the IBEW ads; all positive - no whining, just highlight all the hard work we do - managing fisheries, keeping airports and prisons operating, health care, etc.
138	we will not get significant increases w/o a strike & the supervisors will not strike
139	Need 20 year retirement.
140	Bring back the "me too" clause.
141	I feel that the current 30 year retirement system is unrealistic and leads to a severe motivation problem for employees. For example, I am in no hurry to move up in position because I feel that there is no reason to burden my self with additional responsibilities for not much more pay and 20+ years of service to go. A 20 year retirement system would make jobs more competitive and give employees more motivation and incentive to pursue careers with the state.
142	The issue of changing SW IV's to Supervisors needs your attention!
143	Thanks for all of your hard work!
144	with travel- I would like to see some clear comp time language.
145	Not impressed by our union's negotiating ability at present. We pay more than most other unions and are treated about the same by the state: why pay more for the same service? Drop your dues if you can't differentiate from other unions' ability to negotiate - - or lose us to another union! Maybe time to look elsewhere since current union doesn't yield much benefit to its rank-and-file membership.
146	I am designated as the Sr.Port Captain but payed as a Port Captain. The burden of structured Management falls on my shoulders and the extra time put in is not payed back. It would be offset if Stand-by pay or oncall pay was allowewd as the Operations Dept. is always on call due to the inherent nature of the Marine Highway Operating 24/7. There are no weekends , only continuing months.
147	We need real increases, not just inflationary raises. It is time, we have billions tied up in the PFD and we have potential for more billions with natural gas and tourism. The citizens need more infrastructure and the public employees need raises.
148	It is important to support the GGU members whom we supervise. Particularly needed are salary and benefit increases for clerical support staff who are critical to operations and service delivery, and are severely underpaid.
149	Please fix our health insurance. I should have better benefits than the people I supervise, not WORSE! I did not understand your questions re: differential. I find it incredibly insane that Fairbanks qualifies for a differential and Juneau does not.
150	Don't sell us short, we are ticked off.
151	no freebies for the next administration we have given enough at the office over the last 10 years. It is now our time!
152	I hope this is more than blown smoke to be honest. I believe you (we) should not settle unless you get the increases.
153	THANKS this is well done!!!
154	The merit system needs to be revisited. Currently if you hire someone off the street or in exempt service you can step them out to a competitive salary, however you are not able to do that with employees who are already in the state. This impacts those SU who want to change job classese or move up; it impacts those employees we want to hire; and just isn't logical.
155	State of Alaska pay and benefits have lagged behind Federal and private employers.
156	In number 10 below, it is not clear what this firgure represents, but I am assuming hourly???
157	I work in the land disposal program, with very specific Missions and Measures given by the legislature. I am currently not able to meet these goals due to personnel reasons- difficulty finding qualified personnel and keeping them. This is costing the state money as we are a self supporting program which makes enough money to put funds into the General Fund.
158	Before employing any of the tactics listed above (5), I would be willing to work to gather information in support of a rational case for the financial jeopordy of many state functions because of the non-competative salaries and benefits.
159	One of the greatest motivational tools is to pay a salary that fits the job and also fits the area in which someone lives so that the can pay their heating oil bills and gas bills. Also, I am the only ESSIII and I live in Nome while the other ESS supervisors are ESSIV... We offer distance delivery and I supervise a team in Nome and a team in Kotzebue... why am I not an ESSIV?
160	Contact me anytime, this is a first after paying dues in that other Union for 15 years then being denied a medical necessity.
161	Thanks for putting this survey together. .
162	Obviously there is bias with fisheries managers, but look at the service they provide. Look at the amount of time, effort, and personal sacrifice they put into managing some of the best managed fisheries in the world. Then look at the number of managers leaving to pursue better pay and less responsibility. Get rid of the retire/rehire, it is detrimental to morale for those that have many more years of service to the state, if they choose to stay, before they retire. Your number one priority should be pay, everything else is second and your negotiations should reflect that.
163	I would appreciate any negotiations you could make in converting SU catastrophic sick leave balance to regular personal leave. When I became a supervisor the conversion was 60/40. Forty percent of my sick leave was converted to regular personal leave and the other 60 percent went into a sick leave bank that I will lose upon retirement.
164	I believe that salary increases are a big issue. State salaries are lagging way behind and the State benefit package no longer compensates for the disparity.
165	Most important: 1) Health insurace: high deductable with difference comming back as pay or into HCRA. 2) Fair comp-time system (hour for hour with cash-in if not used)
166	Most wildland firefighters at DOF, particularily non-SU are looking to depart unless they are to far in (to retirement) to make it practicle.
167	The state used to be considered a "good place to work" due to adeqate salaries and excellent benefits. When I started working for the state out health insurance was paid for 100%. Looking back, salaries have not kept pace with inflation and benefits have steadily deteriorated. Many times our salary increase (if one was received) barely made up for increases to the employee cost of health insurance premiums.
168	I would like to see hour health care coverage expanded for more nontraditional treatments like acupuncture.
169	We need to resolve the discrepancy between net pay between SS and GG in the same salary ranges. For example, if a specialist II, range 16 gets promoted to a manager I, range 18, they can actually get a pay cut due to the increase in health contributions required in SS. We need to be allowed to negotiate the salary step to encourage promotion into management without penalizing the employee.
170	Thank you for your work on this!
171	We have many good employees, but they are often perceived as "bureaucrats" by the public . Union demands and strike votes do not help our image. If we want to be treated as professional, we need to act professional.
172	I know striking is a powerful tool, but I believe it an inappropriate tool for Engineers. Hence, I will not vote for a strike, but I might volunteer to find a new job.
173	The executive and legislative branches of government in Alaska are setting up the state workforce to fail, playing directly into their schemes to privatize government functions.
174	There should be no question about supervisor differential. All supervisors should automatically get a range higher than those they supervise. For example, I'm a range 19 with a supervisor differential to range 20 requiring a profesional license and I supervise range 21 people.
175	I fully support going on strike if negotions fail so people will realize our importance.
176	There is great disparity among job classes and the ranges assigned. In our Department, there are people who are paid more than my staff and yet the level of responsibility they have in nothing compared to that of my staff. It all depends on who you know in admininstrative services and how much upper management supports you. Many times I find that they only understand what the staff in their location does--not what field staff do or how much work we handle. There is a totally different attitude in the Juneau offices than in either Anchorage or Fairbanks. I supervise staff in all 3 locations and the difference is astonishing.
177	I am just short of five years and will possibly leave in April because of the inefficiency of the state system and the low pay.
178	Health insurance stinks and refuses to work with other plans. Just to get decent coverage we would have to pay 400-500/mo extra between us to cover all our medical needs.
179	nurses work directly with inmates and should have same benefits as correction officers retirement package.
180	Call for a strike vote!
181	I am willing to be pro-active.
182	I am excited about our new Governor and the change that she brings to her position.
183	Try for the addition of salary step G like the GGU union has.
184	We need to get nationally recongized bargining personel in here to guide and push our people. Using current employees places them under extra pressure because their jobs may be affected if they push too hard. Get some out of state folks who know how to bargain.
185	I know in our contract that supervisors can be gone for up to five hours without a leave slip because they typically work longer hours. I wish we were allowed to use that time whenever and not only during a week that we work longer then the required 37.5. For example, if I work two weeks in a row at 45 hours per week, I'd like to be able to during the third week take an hour or up to four hous off, even if that means that I only work 35 hours the third week. The state still gets more time out of me then what they are paying me.
186	I favor trying to get access to the excess sick leave bank: maybe get to use 50% of it as personal leave, or having it count towards retirement (3 month sick leave = 3 months of credited service)
187	As a range 16, I supervise Range 14s and 15s. I feel my range should be higher.
188	I do not believe ranges are equitable across the board in terms of work completed.
189	This was a great place to work with great people.
190	Thank you to the Supervisors union board for all the time and dedication you donate for our cause.
191	I'm getting ready to leave State service this year. I am concerned about the brain drain. Three senior managers will leave this year. I am only 52 with 30+ years of service, but unless some changes to salary and overtime are made it is not worth the effects on my health because of job demands to stay.
192	I don't support a strike, as my internal requests are being addressed by top management, not fully, but in good faith, including upgrading a position and adding a new position. And they have adjusted pay for most of my employees.
193	Should have regular COLA increases like the feds, based on a formula, not on annual legislative and gubernatorial whims.
194	I believe that work needs to be done on the MQ and DQ for positions. Most of the stated MQs are not necessary and keep good people from applying and most DQs show a preference for people who have done the job rather than understanding that specific knowledge is gained on the job.
195	The best thing to happen to me is that I'm a tier 1 employee and out of here. Tier 4 has taken state employment to a new low!Good luck in finding good/qualified people....
196	I assume my comments are confidential - at least anonymous - if not, please contact me.
197	The average salary for me and two staff members (all geologist classification) is $50,860. This is compared to the average entry level wage for all geologists in Alaska of $57,910. The situation is worse when the state government wage for geologists is compared to the average wage for all geoscientists in Alaska, which is $92,170.00. (Source: Alaska Department of Labor for 2005) Our combined experience is 45 years, 15 years in state service.
198	There is always talk of privitizing and/or cutting government. However, I recently read in an Anch Daily News article that "good performers" in the private sector recieve an annual increase in pay of about 10%. "Poor performers" receive a pay increase of about 3% and "intermediate perfomers" receive an increase somewhere in between. Where does that leave us? I have always felt like I was a "good performer" and have received nothing but great evaluations over the years. Why then do I feel under-appreciated?
199	I sincerely and strongly hope that our union will stand firm in the negotiation process and work hard to acheive needed salary increases for supervisory employees. I supervise 5 Unit Supervisors who are Range 18; I am a Range 19. It is quite ridiculous that there is only one range difference between Unit Supervisors who each manage one unit vs. my position that manages 5 units and carries additional senior management responsibilities.
200	Thanks to the negotiating team for tackling these issues.
201	Unless the salary is increased, the decision to go to Tier IV will probably prove to be a major reason why even less postions will be filled w/in the State as qualified persons will find better positions elsewhere. Currently the State has few perks available. The State should make better use of what options it has available to keep staff and hire individuals. For example, currently it is difficult to hire anyone other than starting at Step A and this should policy should be modified to allow hiring managers better flexibility to offer positions to candidates at higher steps. In addition, invidiuals would be more happy about working for the State if more freedom is granted at working alternative work schedules or hours.
202	I am concerned about Premera as out health insurance plan manager. They are very difficult to deal with and frequently disqualify many amounts charged stating they are out of the regional level. Thus the percentage of what they are paying on a claim is signficantly less and I have much more out of pocket.
203	I had stayed with sick and personal leave when they were doing the change over, I was very upset when I got dumped into personal leave without being told that would happen. This costs leave every month. I didn't appreciate not knowing.
204	I am very concerned about the changes to the retirement system. While not a contract issue per se, anything that we can do to improve contract provisions that would help offset the lower retirement benefits would be a good idea.
205	As Bio positions are promoted, salary increases incrementally, responsibility increases exponentially. That the case it takes a considerable amount of arm twisting, extremely dedicated people to fill key upper level positions.
206	I would like to thank you for giving us an opportunity to voice our concerns.
207	Has been eaiser to recurit now with the pay increase.
208	To attract qualified employees and to retain, need to have hire pay, need to be paid to be on-call. Our job is very stressfully and very demanding, high burn out. Need more incentives to continue and keep staff.
209	Thanks you for your hard work on the contract.
210	I think tier three employes should qualify for hazzard pay
211	Good luck with the negotiating process. I hope to see some positive and much needed improvements at the end of the process.
212	By the end of 2007 I will have reached the 10 year point in my career with the state of Alaska. Without significant changes to our contract, there is every incentive for me to look elsewhere for a better position. I don't really expect our present Administration to meet what I think my needs are, so am resigned to looking for other options. Maybe I'll be surprised, but after so many years of talking about low pay, my patience is running out. Homer is too expensive anymore for my salary to be this low. I could make more by being a flagger on road construction!
213	Thanks for asking for our input!
214	It seems I have a harder time now making ends meet with my paycheck than when I first started service with the State 26 years ago. It seems worse now than it did just 5 years ago. Our salary isn't keeping up with inflation - utilities cost, gas prices, etc.
215	Stand tough!!
216	Overall I really like my job. It does bother me that I pay the same insurance rates as a family with 4-5 members to it. The other concerns I have about insurance is just the overall cost of health care in America. At the rate we are going no employer is going to be able to continue to provide it.
217	I think that the State (or maybe the union?) ought to start soliciting and compiling anonymous comments and suggestions regarding efficiency, cost-saving measures, recycling, etc. -- then (maybe make them available) decide if there's enough substance to take things further. We should all be striving for greater efficiency and productivity, and should be part of the solution.
218	I would not still be here if I had not already put 24 years into theis system. The salary I recieve for the responsibilities I have is unbelieveably poor. I am one of only 2 fish pathologists working for the state of Alaska (Statewide) and am a range 18. I have incredible responsibility Statewide.
219	Though I am close to retirement, I am concerned about the continued well being of State public sector career service not only for members of the service, but also for the impact on the public and the efficiency and effectiveness of state service delivery.
220	I would like to see the state repay the money that Govoner Knowles took out of the Pers account returned to the Pers account.
221	thanks
222	I would feel better if the State compensated the supervisors for hours worked! If we are going to receive "Flex time" or "comp time", what ever you want to call it, it should be hour for hour at least or time and a half, not getting cheated out of hours like we do with the current "Flex Time system. This "Flex Time" system is totally unfair!!!
223	Get tough!
224	If inflation is running at 4% don't give me a 3.3% and a handshake...
225	Long-term our biggest problem is the lack of qualifed people to fill vacancies.
226	The shift to the "portable" retirement benefits of Tier 4 increases the need to raise salaries and protect other existing benefites (health, vacation, etc.) to retain qualified personnel.
227	It isn't in Juneau's best interest to push for the geographical differential, even though we all know that it's more expensive to live here.
228	My department is understaffed, works extremely hard and is grossly under compensated for the volumes of work is performes on a daily basis. It would be great to see more staffing and better wages from the support staff side.
229	The State of Alaska needs to step up to the plate for all state employees or suffer the consequences of a less that satisfactory and somewhat inadequate workforce
230	State government is barely functioning right now.
231	We are seeing a lot of employees leaving for higher paying/ better benifits at other organizations doing the same job.
232	Hang in there...!
233	The new system where the supervisors do all the work to do the recruitments and hire personnel needs to change.
234	I do believe the geographical differences need to be looked at. I worked for 12 years in Aniak, for an 8% less differential than Bethel and it cost more to live in Aniak than in Bethel. This is true for many interior field offices including Galena, Fort Yukon, Aniak, St. Mary's, and McGrath.
235	We will be lucky to get 3% per year and break even on insurance.
236	Need to start talking about a defined health care benefit instead of defined contribution.
237	We are class one employees and we can not strike. We were also allowed the option to retire in 20 years, but we have to pay for it when we retire. Why can't we opt for it when we get hired and pay for it every paycheck so that we don't have to come up with one lump sum?
238	Overtime for Supervisors/Managers during Emergency Response is critically important!! This should be for any SU non-O/T eligible supervisors that respond during disasters. This could be limited to the period when the event started and stopped at the end of the 30 day period in accordance with the statutory authority of the Governor. See 26.23. AK Disaster Act.
239	It is high time to adjust the geographic differential based on true costs of living. Juneau is not at parity with Anchorage and hasn't been for probably one to two DECADE. Ralph Seekins notwithstanding, Fairbanks is no longer more costly to live in than Juneau/Anchorage and the Mat-SU valley. Especially with no sales tax and minimal property taxes. This should be done every decade or even less for optimum fairness to all workers.
240	Before voting for strike, I would need information about consequences. I would participate in one-day strike to show solidarity, but not an indefinite strike at this time.
241	Go get 'em!
242	None
243	Take a stand!!
244	My department isn't experiencing anything unique. However, as a resource-oriented department we can expect to lose, read hemorage, employees at all levels if a large resource development project like the gasline comes to pass. Unfortunately, that would also stall any such project because there wouldn't be enough state employees left to fill the state's regulatory and management requirements.
245	NA
246	If there is not a way to print a copy of my completed survey, I recommend you send an email to a survey participant in follow-up with their survey input as well as a report of the survey results. Also, your request for gender seems inappropriate to me. What does that matter? I think it is a good idea that your survey items are eccessible during the entire survey. Much better than surveys where you can't go back. Good job! Thanks.

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Last Updated January 14, 2007