Over the course of the past few months, UPEA staff has been working with the Office of Recovery Services (ORS) employees and management regarding a new productivity measurement. ORS began tracking activity within certain computer programs in July, to measure activity and productivity. The measurement, termed GAP time, was applied to each employee’s job plan to maximize the use of resources to accomplish ORS objectives. As a result of not meeting the GAP measurements, several telecommuting employees were moved back to the office, while others lost their exercise privileges.
Despite 6 months of the ORS administration educating employees of the upcoming changes, with the implementation of the GAP report in July, many ORS employees became very concerned with their performance objectives. Several individuals expressed a lack of knowledge about the changes and altered their work habits in a manner that was not conducive to a comfortable work environment, which created low morale within the agency.
UPEA took the concerns of ORS employees to Department of Human Services Executive Director, Palmer Depaulis. In addition, Association staff member, Kory Cox, spoke to the Director of ORS and held a meeting to bring employee concerns to the table.
On 10/12/10, the GAP report was removed as a component of an employee job plan. While the GAP report will no longer be a performance objective on the annual performance plan, it will still be measured as a monitoring tool to ensure employees remain effective and productive. This news came as a welcome gesture, as it will ease many employee concerns and will allow individuals to concentrate on productive behaviors in the workplace, while not needing to manipulate their jobs in an unhealthy matter.
UPEA advises that ORS employees continue to document time away from their desks, and report mid-day personal leave time to their supervisors. The Association supports creating a positive work environment and believes that the change in measuring GAP time will improve employee morale.
UPEA encourages employees to work toward attaining a positive attitude toward future GAP measurements and other changes that may come as a result of the tough economic times. It is important, especially in this difficult economy and budget year, that state employees create value in their employment, perform their jobs, and become indispensible in their public employment.
Friday, October 22, 2010
Tuesday, August 17, 2010
Recommendation: Don't Privatize
The Utah Public Employees Association attended the Executive Appropriations today at 1:00 p.m. at the Utah State Capitol. The Public Consulting Group presented data on the feasibility of privatizing the Forensic Unit at the State Hospital; the privatization of the Woodland building; and privatization of the Transitional Living Center at the Utah State Developmental Center. The study focused on three areas of feasibility: Financial savings, organization and service consequences.
The study results for the USH Forensic Unit found $1.7 million in savings due to reductions in employee total compensation. However, an increase in staff turnover could negativity impact continuity and quality care for patients.
The USDC TLC & Woodland units would save $117,000 in gross savings through privatization. Savings from reductions to employee total compensation would increase staff turnover. However, it would also negatively impact continuity and quality care for patients.
The recommendation from the study is that it may be financially possible to privatize the units for a cost savings, but reductions in employee total compensation can adversely affect continuity and quality care for patients. The recommendation made by Public Consulting Group is that the privatization of the USH Forensic Unit and USDC Semi – secure Units should not be pursued.
Todd Losser
UPEA Representative
The study results for the USH Forensic Unit found $1.7 million in savings due to reductions in employee total compensation. However, an increase in staff turnover could negativity impact continuity and quality care for patients.
The USDC TLC & Woodland units would save $117,000 in gross savings through privatization. Savings from reductions to employee total compensation would increase staff turnover. However, it would also negatively impact continuity and quality care for patients.
The recommendation from the study is that it may be financially possible to privatize the units for a cost savings, but reductions in employee total compensation can adversely affect continuity and quality care for patients. The recommendation made by Public Consulting Group is that the privatization of the USH Forensic Unit and USDC Semi – secure Units should not be pursued.
Todd Losser
UPEA Representative
Wednesday, August 4, 2010
UPEA Endorses Herbert for Governor
Salt Lake City - The Utah Public Employees’ Association has announced their endorsement for Governor Gary Herbert and Lieutenant Governor, Greg Bell, during a press conference on Wednesday, August 4, 2010 at 10:00 a.m.
The Utah Public Employees Association (UPEA) is Utah’s largest representative of public employees. Founded in 1959, UPEA has a history of selecting and endorsing political candidates based upon their willingness to work with public employees. Governor Herbert demonstrated this willingness and dedication to public employees during the 2010 Legislative session.
The association typically avoids endorsements based on political affiliation.
Jeff Horrocks, Chairman of the UPEA CAPE Committee, said, “Political affiliation often plays a role in labor politics, but UPEA carefully analyzes candidates’ willingness to meet with employees and address their concerns before offering an endorsement.”
The association’s Citizen Action by Public Employees, or CAPE, Committee voted to endorse Governor Herbert after interviewing both candidates. In addition, CAPE also reviewed the candidates’ running mates for Lieutenant Governor, which made a significant impact on the association’s endorsement.
Horrocks said, “State employees have already benefited from Governor Herbert and Lieutenant Governor Bell’s approach to managing the State’s workforce.”
Horrocks added, “Governor Herbert has given employees fair consideration during the 2010 Legislative Session. The Utah Public Employees’ Association values his experience and his fairness in managing Utah’s workforce.”
The Utah Public Employees Association (UPEA) is Utah’s largest representative of public employees. Founded in 1959, UPEA has a history of selecting and endorsing political candidates based upon their willingness to work with public employees. Governor Herbert demonstrated this willingness and dedication to public employees during the 2010 Legislative session.
The association typically avoids endorsements based on political affiliation.
Jeff Horrocks, Chairman of the UPEA CAPE Committee, said, “Political affiliation often plays a role in labor politics, but UPEA carefully analyzes candidates’ willingness to meet with employees and address their concerns before offering an endorsement.”
The association’s Citizen Action by Public Employees, or CAPE, Committee voted to endorse Governor Herbert after interviewing both candidates. In addition, CAPE also reviewed the candidates’ running mates for Lieutenant Governor, which made a significant impact on the association’s endorsement.
Horrocks said, “State employees have already benefited from Governor Herbert and Lieutenant Governor Bell’s approach to managing the State’s workforce.”
Horrocks added, “Governor Herbert has given employees fair consideration during the 2010 Legislative Session. The Utah Public Employees’ Association values his experience and his fairness in managing Utah’s workforce.”
Tuesday, July 20, 2010
Career Service Audit, Unexpected Conclusions
The Legislative Auditor General conducted an audit of the State's Career Service System to address legislators' concerns that poor-performing employees are difficult to dismiss. The audit highlighted Florida, Georgia and Texas as states that have limited merit systems, but failed to conclude whether or not Utah would benefit from a change.
The audit did conclude that managers have used poor judgement while conducting performance evaluations and while implementing discipline for employees. One glaring example from the presenter's PowerPoint showed an employee who was disciplined for downloading 52 pornographic images on a state computer, in violation of the IT Acceptable Use Policy. The employee was rated "successful" in an evaluation, despite the blatant violation.
Committee members commented that the audit highlights poor training of managers and the failure of management to use built-in discipline measures. Representative Dave Clark, R-Santa Clara, went so far to say that the merit system was not on the chopping block, but that he would personally take action if DHRM cannot address the management issues raised by the audit.
UPEA believes that the years of hard work and relationship building with legislators regarding this specific issue, contributed to the positive comments regarding state employees and the merit system. While no action was taken specifically with the audit, the Committee sent the review to the Government Operations and Political Subdivisions interim committee for their input. UPEA will continue to monitor the Career Service Status issue as further information arises.
The recommendations of the audit included:
The Legislature consider the following options regarding the state’s career service system:
Maintain the current system with improvements.
***Adopt a procedure similar to that in the judicial branch, in which an employee could be dismissed after being formally disciplined twice.
***Implement changes that have been made in other states, including the following:
***Phasing out career service status for supervisors and higher positions.
***Phasing out career service status for employees who change positions within the state system.
***Requiring all new employees to be hired at will.
***State agencies require all new managers to attend the DHRM training course on how to be effective managers.
***DHRM place greater emphasis on encouraging all managers in the state to attend their training course “The Art and Science of Supervision.”
***DHRM consider whether management training should be required for all managers in the state.
***DHRM ensure all agency managers use Utah Performance Management.
Committee Still Favors 4-Tens Despite Audit
UPEA Officers and Employee Representatives are currently attending the Audit Subcommittee Meeting. Committee members are currently discussing the 4-Tens Work Week audit.
Representative Dave Clark, R-Santa Clara, stood up for employees after auditors lambasted flexible schedule benefits found in the 4-Tens work week. He said, "I don't want to connote that well intentioned benefits encourage the proverbial UDOT worker leaning on a shovel. I would want [the Executive Branch] to take a conscientious look at policy."
Clark agreed that productivity needs to be measured and decisions made on metrics.
Lietentant Governor, Greg Bell, highlighted increasing workloads and decreasing budgets to emphasize how employees have increased productivty through "doing more with less."
Overall, the audit called for better measurements and flexibility within government to address customers' needs. The audit did not recommend eliminating 4-Tens and the committee complimented the Executive Branch for addressing the program.
More to come as it happens.
Representative Dave Clark, R-Santa Clara, stood up for employees after auditors lambasted flexible schedule benefits found in the 4-Tens work week. He said, "I don't want to connote that well intentioned benefits encourage the proverbial UDOT worker leaning on a shovel. I would want [the Executive Branch] to take a conscientious look at policy."
Clark agreed that productivity needs to be measured and decisions made on metrics.
Lietentant Governor, Greg Bell, highlighted increasing workloads and decreasing budgets to emphasize how employees have increased productivty through "doing more with less."
Overall, the audit called for better measurements and flexibility within government to address customers' needs. The audit did not recommend eliminating 4-Tens and the committee complimented the Executive Branch for addressing the program.
More to come as it happens.
Monday, July 19, 2010
Legislative Audit of Merit System
UPEA was recently apprised of an audit that was conducted regarding the Career Service System, or Merit System. The report will be presented in the Legislative Audit Subcommittee tomorrow afternoon. According to our sources the Legislative Auditor’s Office may make recommendations to change the merit status of state employees. The report includes several options regarding implementation of a new career service system.
If you are able to attend the meeting, we would encourage you to do so on your own time.
Date: Tuesday, July 20, 2010
Time: 1:30 PM
Place: 250 State Capitol Bldg.
This will be an educational opportunity since the Audit Subcommittee has not accounted for public comment on the agenda. UPEA will also provide an update after the meeting.
This is a serious matter that affects all public employees and will be taken into account with any future political endorsements.
If you are able to attend the meeting, we would encourage you to do so on your own time.
Date: Tuesday, July 20, 2010
Time: 1:30 PM
Place: 250 State Capitol Bldg.
This will be an educational opportunity since the Audit Subcommittee has not accounted for public comment on the agenda. UPEA will also provide an update after the meeting.
This is a serious matter that affects all public employees and will be taken into account with any future political endorsements.
Thursday, July 1, 2010
UPEA Changes in Utah State Bulletin
The changes that UPEA requested in the DHRM rules as noted in the blog posting dated June 17th, 2010 can be found in the Utah State Bulletin linked here. If you have any questions, please don't hesitate to contact UPEA.
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