Image provided by: The Confederated Tribes of Warm Springs; Warm Springs, OR
About Spilyay tymoo. (Warm Springs, Or.) 1976-current | View Entire Issue (Dec. 9, 1994)
2 December 9, 1994 Warm Springs, Oregon SpilyayTymoo , i tp II p I- i r i i ---' i iii v , , tvr - Prepare now for upcoming tribal member show . 'AY 1'' : fc; V. -Mi .- .. . I V n ! 14 The Museum at Warm Springs invites all tribal member artists and craftspeople to submit slides and photographs of their work for our second Tribal Member Art Show. This annual juried show was changed to run during the summer months, May 13, 1995 to September 22, 1995, to give our tribal members artists the best possible public exposure. We wish to encourage all tribal member artists and craftspeople to enter the show. If you are unable to have slides or photographs of your current work done, please contact Roxanne Casey at The Museum as soon as possible so we can make other arrangements. It is an honor to announce this year's judge, nationally known Na tive American artist, Maynard White Owl. His beautiful elks tooth wing dress and capote coat were displayed in a previous show at The Museum, "Native America: Reflecting Con temporary Realities." The three categories of awards are as follows: 1. The Judge's Choice Award: This prestigious award is selected by the Judge as the most outstanding of all the work submitted. The work chosen will be used as our primary publicity piece, and will be on the invitations that are sent out nation wide to announce the show's open ing reception. Financial compensa tion for the use of the work will be given. 2. Honorable Mention Award: These cash awards will be selected by the Judge as outstanding work. The award constitutes recognition and support to the artists to continue with their endeavor. 3. The Timberline Lodge Purchase Award: Timberline CEO Richard L. Kohnstamm will select the purchase for resale in the Timberline Lodge gift shop. Works selected for this category must be available for sale and the award amount depends upon the artist's listed selling price. Rec ognizing that a career in art can be difficult, Kohnstamm created the Timberline Lodge Purchase Award to provide a financial incentive for artists to pursue their craft. If you are interested in entering this year's show you may pick up an applicationcontract at The Museum or call ((503) 553-333 1) and we'll be glad to send vou one. Good luck to all tribal member artists and craftspeople and remem ber the words or W. Richard West, Director of the National Museum of the American Indian, "...non-Indian commercial artists will not control our definition of Native American art which can be seen and interpreted only with Indian eyes." - I AWim m ;' rl -s. Spilyay Tymoo photot by Bob Medina The 1994 Thanksgiving pow wow turned out to be a successful event. People young and old came to participate andor watch. Youth conference to be held in Idaho The third annual Slmnasho Traditional Christmas Powwow Honoring Veteransalcohol & drug awareness December 23 & 24, 1994 Simnasho.longhouse Simnasho, OR MC: Wilfred Jim. Sr. Contests include: 12 yrs & under open team dance 13 yrs & up team dance. Clown dance. All other sponsored contests will be included during the powwow. Friday events include a dinner at 5 p.m. Honoring our people and visitors Grand Entry will follow at 8 p.m. Saturday Veterans & Christmas dinner Christmas tree & gift give away approximately 12 noon Grand Entry will be 7:30 p.m. For more information contact: Dallas Winishut. Jr. (503) 653-32223220; Vincent Guy Wallulatum (503) 553-32053206; Sheilah Wahnetah raffle chairperson (503) 553-1338 ah arummers & dancers will be paid nightly. Dancers must be in full reaalia In order to be Dald. Alcoholdrugs are not permitted; committee Is not responsible for vandalism, theft, or Injuries. Anger Management workshop scheduled A workshop is scheduled to be heldat the Warm Springs Community Center on Developing Options to Anger, January 6, 1994, from 8:30 to 4:30 pjn. Participants are to bring brown bag lunch, beverages will be provided. This anger management workshop is sponsored by Jefferson County Commission forChildren and Families and the Warm Springs Community Counseling Center. Safety tips for the holidays The holiday decorating season is here and that prompts Pacific Power manager Bob McConnell to remind customers about ideas to help assure a safe and happy time for all. 1. Check all indoor and outdoor decorating lights for eood connec tions and solid cords. Be certain to use the right lights in the right loca tion. Indoor lights should never be used outside. 2. Lights and other electrical sup plies should be UL approved and outdoor plugs should be covered to protect from moisture. 3. When using a ladder to install the decorations, make certain to se lect a flat surface and have someone hold the ladder. Rememberto"LCOK UP!" for overhead electric wires and "LOOK AROUND" for any object in the way of a safe project 4. If an electrical train is to be used around the tree in the house, solid tract and tight electrical connections are essential. We wish all our customers a happy holiday season, as well as a safe and prosperous New Year," McConnell said, "and we hooe these tips will help assure an accident-free holiday." EMPLOYEE SURVEY One thousand Native American High School students from all around the Northwest and Canada will be coming to Pocatcllo, ID by bus, air plane, train and car in April of 199S. These students will be participants in the 20th Annual Northwest Indian Youth Conference which is being held at Idaho State University in Pocatello, ID and Fort Hall Indian Reservation, in Fort Hall, ID, April 3-7, 1995. Idaho State University was chosen as the host for the conference activities to give the students the opportunity to see the ISU campus and get "hands-on" experience in a university setting. The Northwest Indian Youth Con ference is in its twentieth year and it is being sponsored by the American Falls and Blackfoot High School In dian Clubs and the Shoshone Bannock Tribes. The theme for this year's conference is "Within the Sa cred Colors of Mother Earth". The committee planning the conference is made up of students and parents from American Falls and Blackfoot High Schools and the Shoshone Bannock Tribes. The chairperson are Dawn Dee Williams and December Aritwite. The purpose of the youth Confer ence is to get Indian students from across the Northwest together to learn about career opportunities available once they graduate from high school. It is also a chance for the students to be on a university campus and learn about college life. The vouth that will be attending the conference are the top students in their individual classes. Some of the activities and events that will take place at the Northwest Indian Youth Conference will be various workshops, a Pow Wow, a banquet, a dance and a scholastic bowl. Each day at the conference will have a theme: Monday-RegistrationOpening ceremonies Tuesday -Arts & Cultural Wednesday-Health & Environ mental Thursday-Legal Issues & Edu cation Friday- Pow-Wow & closing cer emonies The cost for attending the confer ence is $50 due before March 1, 1995 and $65 after March 1, 1995. Those Native American students interested in attending the conference need to go through their local high school Indian clubs or contact Nola Cates at 208-238-3776 or write to PO Box 1004, Fort Hall, ID 83203 Employees sound off Thli turvay oomitti of two parti: (1) How do you view tht link bttvman pay and parformanoa; and (2) How do you rata your tuparviior Spilyay Tymoo Publisher: Sid Miller Editor: Donna Behrend ReporterPhotographer: Saphronia Katchia ReporterPhotographer: Selena T. Boise ReporterPhotographer: Bob Medina Secretary: TinaAguilar Founded in March 1976 Spilyay Tymoo is published bi-weekly by the Confederated Tribes of Warm Springs. Our offices are located in the basement of the Old Girl's Dorm at 1 1 15 Wasco Street Any written materials to Spilyay Tymoo should be addressed to: Spilyay Tymoo, P.O. Box 870, Warm Springs, OR 97761 (503) 553-1644 or 553-3274 - FAX No. 553-3539 Annual subscription rates: Within U.S. - $9.00Outside U.S. - $15.00 Spilyay Tymoo 1994 O Printed here are the results of the salary program survey that was sent out in September. Overall, employees understand the program and are happy with it. However, based on the response to item 6, supervisors may need to take a look at how they are dealing with poorperformance. Since the Tribes' salary program is pay-for-performance, it is important to reward the stars and withhold rewards from those who are not supporting the goals and objectives of the department and or the organization. Should we have team evaluations? Well, that seems to be a toss-up. Overall, supervisors rated pretty well in the "How do you rate your supervisor?" category. However, there are a fairly high number of neveralmost never responses. Do you, Mr. or Ms. Supervisor, know where you fit on this scale? It would seem that career growth opportunities are not discussed with employees as much as they could be. Perhaps we are expecting someone else to take care of this. Should this be the responsibility of Education, Training, general manager, supervisor, individual employee, or a combination of this list? The "Don't know" and "No opinion" responses could be from new employees who are not familiar with the system and haven't been here long enough to make a judgment on some of these issues. The Compensation & Benefits Department wishes to thank those employees who participated in the survey. Five hundred twenty-six surveys were sent out and 305 returned which is a 58 return. Good job! More detailed research may be done on this by the Training Department. Further research may determine that supervisor training is necessary. HOW DO YOU VIEW THE LINK BETWEEN PAY AND PERFORMANCE? 1. Strongly 4.Strongly 5. No Aflrta 2-Agrea 3,DIagraa Dbagrei Opinion 1. In thlt organization, my Job wll ba tecum aa long a I add valua to tha organization 74 156 47 12 17 2. In thli organization, thera la a clear link betwean good job parformanca and pay Incranaa 34 100 100 47 23 3. My pay should become mora variable, rising and falling with my employer't eeomonlc tortuna 22 SO 116 45 45 4. Workers are paid lest than they are worth in the first hal of their career and mora than they 22 71 114 36 62 are worth In the second half 5. Compensation should be linked to performance, not position or tenure 77 142 46 9 23 6. This organization does a good job of dealing with poor performance 12 67 100 87 38 7. 1 understand the measure(s) used to evaluate my job performance (RE, CE, MR, MM, FM) 39 170 39 9 40 8. Overall, I think I am fairly compared with other people In this organization who hold similar jobs 26 137 68 38 36 9. "Boss-down evaluations should be replaced by team-based evaluations or appraisals 37 94 80 27 54 10. In this organization, management shows genuine Interest In the well-being of empbyees 35 114 91 49 22 11. Overall, for the work I do, I am satisfied with my current pay 29 140 71 39 22 Always Most of Somsof Never HOW DO YOU RATE YOUR SUPERVISOR? almost always the time the time almost never Don't know My boss gives me sufficient degree of freedom to be innovn- 117 121 46 15 7 tive and creative People in my work unit are encouraged to make suggestions 63 95 69 20 11 to improve productivity and quality My boss appreciates suggestions for improvement 106 95 60 28 17 I feel free to go to my boss to discuss problems 145 70 48 36 8 My boss evaluates performance fairly 109 100 47 33 27 My boss practices A encourges teamwork 134 68 57 35 K My boss demonstrates commitment to productivity and 124 85 57 29 10 quality improvement in my work unit My boss follows up on problems uncovered or suggestions 93 82 79 36 15 made by members of my work group My boss provides training opportunities for me 117 741 67 36 11 My boss encourages team-related behavior and 105 93 51 39 19 does not favor specific individuals When a group-related problem arises, my wo unit 72 65 71 57 18 uses problem solving techniques to correct it My boss regularly recognizes me for good performance 77 96 71 M IB My boss regularly recognizes my work unit for its good 81 94 75 35 19 performance My boss handles conflict in my work unit constructively 63 74 73 51 21 My boss encourages career growth end discusses 81 52 67 85 16 growth opportunities with me My boss and I use feedback constructrveh to establish 61 77 78 55 13 penoencs goals Vy bees rgu'a,T rjves me feedback abairt tt pe-c enoe , 72 1 82 1 94 I 56 I B