January, 1973
The OSEA News
Page 5 •
Inquiring Photographer
What's Been Your Experience with the New
Work Plan and Performance Appraisal System?
(Asked of state employes in the Portland metropolitan area)
DAVID D. SAUNDERS
Service Worker
Children's Services Division
What work plan? I was recently given a
m erit rating under the old system. At
that tim e I was told my supervisor would
sit down with me sometime prior to July
1 and together we would develop a work
plan. I really don't know much about the
new system. All I've heard are rumors. I
think It would help morale If employes
could be briefed about the new system as
supervisors were recently.
KRISTI DIGITALE
Clerk-Typist
Health Division
I've only worked for the State of Oregon
for two months so perhaps I'm not the
best person to ask that question.
However, what little I know of the work
plan and performance appraisal system I
like because I know exactly what's ex
pected of me. I think It w ill serve as a
reasonable method to determine whether
or not to grant a m erit pay Increase.
JEAN RUNYEN
Administrative Assistant
Public Welfare Division
My experience has been very good. For
the first tim e since I've worked for this
agency I know exactly what my
responsibilities are, thanks to my work
plan. I think the new performance ap
praisal system w ill prove to be better
than the old m erit rating system for the
clerical employes 1 supervise. Of course,
I cannot say how It w ill affect the other
classifications In state service.
WALTER DREGER
Custodian
UO Dental School
All I know about the new performance
appraisal system Is what I've heard
through the grapevine. As far as I know I
don't have a work plan. I really don't
know anything about It. There seems to
be a lot of confusion among employes
over the new system. We've all heard
rumors. I think It would be helpful If it
could be explained In a meeting of all
employes.
JIM BAER
Institution Worker
HELEN WRIGHT
Secretary
Health Division
I think I'm going to like it. I say that
because under the new system I can set
definite goals. I also like It because It
s p e c ific a lly —In w r itin g —outlines the
duties and responsibilities of my job.
After a period of time I can look back and
see how close I am to reaching the goals I
have set. I think the work plan w ill create
more Incentive among employes to do a
better job.
UO Medical School
I've worked here 15 months and I've
never heard of a work plan or the new
performance appraisal system. When I
was hired I was told In general terms
what was expected of me. But I've never
siat down with my supervisor and
discussed a work plan or a performance
appraisal system. As far as I know my
m erit rating due next March w ill be
based on the present system.
tar
LIFE WITH OTHERS
California Earmarks *500,000 for Political Action
Delegates to the 42nd General Council
of the C alifornia State Employes
Association voted to earmark $500,000 a
year of dues Income for political ac
tivities.
Delegates voted to set aside 50-cents a
month from each member's dues to go
Into CSEA's political action fund. The
vote was taken after several of the state's
top p o litic a l leaders urged the
Association to become more active in the
selection of "frie n d ly " legislators and
state officers.
"This action by delegates Indicates
that CSEA w ill continue to move fo r
ward, that we w ill not retrench—as some
have suggested we might—and that we
have a strong, healthy and unified
organization," LeRoy A. Pemberton,
who was re-elected to his second term as
president of the 107,000_-member
Association, said.
Delegates also approved a change In
CSEA's constitution to allow either the
Board of Directors or the General
Council to decide which candidates to
support through the fund.
"The criteria for determining which
candidates receive CSEA s u p p o rt,''
Pemberton said, "w ill be based solely on
their attitudes toward state employes
without regard to political party af
filiation. We know we have friends on
both sides of the asile."
Pemberton said If a CSEA member
doesn't want his money used for politics,
he must notify the Association and his
dues dollars w ill be transferred Into the
operations budget.
MAINE
The Maine State Employes Association
has adopted the following six-point
legislative program which It w ill submit
to the coming session of the state
legislature:
(1) A five per cent pay raise for 1973-74,
followed by a five per cent hike In 1974-75.
MSEA wants all employes to receive the
adjustment.
(2) A change In the retirement system
from the l-60th to the l-50th formula and
an Increase In the pension minimum
from $80 to $100 a month.
(3) Payment of 100 per cent of the cost
of state employe group health Insurance
by the State of Maine.
(4) A night shift pay differential for
state employes who work other than the
regular day shift.
(5) A change In the retirement system
to permit state employes to take their
m ilitary service credit at the time of
retirement If at that time they have 10
years of creditable service In the system.
(6) Adoption of a collective bargaining
law for state and university employes.
FLORIDA
The F lorida Supreme Court has
warned the state legislature that If
statutory guidelines for public employe
collective bargaining are not set "within
a reasonable tim e," It w ill have no choice
but to fashion standards by judicial
decree to meet a constitutional
requirement granting Florida public
employes the right to bargain collec
tively.
IOWA
The State of Iowa
Employes
Association sponsored a series of
meetings between Its members and
candidates for the state, legislature prior
to the election.
SIEA said It held the meetings "to
provide face-to-face dialogue on working
conditions In state employment."
CONNECTICUT
The University of Connecticut Board of
Trustees, under Intense pressure from
the Connecticut State Employés
Association, students, legislators and
others, has agreed to take no action on
contracting out the university's food
service operation until CSEA has had an
opportunity to present Its arguments
against the plan to the board.
MONTANA
The Montana Public Employes
Association recently surveyed Its
members to learn which fringe benefits
are most Important to them. Employes
listed the following fringe benefits In
order of Importance:
(1) Statewide health Insurance, (2)
Increased m ileage and per diem
allowances, (3) Improvements In the
m erit system, (4) retirement after 30
years of service, (5) cost of living ad
justment for those employes already
retired, (6) unemployment Insurance for
public employes, (7) refund of Interest
during the first 10 years In the retirement
system, (8) collective bargaining for
public employes, and (9) m ilitary service
credit for retirement.
ALASKA
The
Alaska
Public
Employes
Association Is polling Its membership to
learn If members want a $1.00 per month
dues Increase to provide legal
representation, tra v e l expenses to
negotiate collective bargaining con
tracts, creation of a permanent staff
position In F airbanks, new office
equipment and a retirement fund for the
APE A staff.