March 27, 2012
Q: What's going on with the P-Patch between Logan Field and Chardin Hall?
A: The vegetable beds near Logan Field and Chardin Hall that students, staff and faculty have been tending since 2008 will be on the move this year. With construction at Logan Field beginning this spring, the very popular P-Patch plots are being relocated to the lot south of the Broadway Parking Garage. Construction on the new beds will start this week, with an opening celebration planned for SU Earth Day, April 20. For more information contact Janice Murphy at firstname.lastname@example.org.
New paper towel and toilet paper dispensers
Q: I noticed different paper towels and toilet paper in the campus bathrooms-why the change?
A: During winter quarter, Facilities switched from Georgia Pacific (GP) to Kimberly-Clark (KC) paper towels, toilet paper, soap and hand sanitizer in every academic building. (The old stock of paper was moved to the resident halls, so those buildings will be converted as soon as it is used up.) Facilities changed vendors for the following reasons:
$25,000 annual cost reduction. SU was buying 3,600 batteries every year to power the GP towel dispensers at a cost of $2,700 plus the labor to change batteries. The new KC towel dispensers use mechanical touch-less technology. Along with a reduction in product cost, tube-less toilet paper and paper towel rolls result in more paper per roll, less rolls to buy and fewer roll changes by custodians. The soap dispenser squirts out less soap, resulting in less usage. KC's foaming sanitizer costs less and uses less product to get the same job done.
50 percent less packaging. No paper tube, no individually paper-wrapped toilet paper and towel rolls, no cardboard boxes and 100 percent of the towel and toilet paper roll is used. The custodians used to remove and throw away almost empty toilet paper rolls.
Kimberly-Clark's environmentally sustainable initiatives. KC has cooperated with Greenpeace since 2008 to switch to sustainable practices after Greenpeace's aggressive four-year campaign against KC for using trees from Canada's Boreal Forest. KC's virgin wood fiber is certified by third party groups like the Forest Stewardship Council. Paper contains high levels of recycled fiber. Their soap is Green Seal Certified. Technology and packaging design is used to reduce the amount of natural resources used in products.
Thank you to Karen Price, campus sustainability manager, for providing this information.
Q: How can my office get a compost bin?
A: It's easy. All you have to do is visit Facilities Services and click on "Work Request" to log into the Archibus system. Or call the Facilities Resource Center at 296-6996. By the way, Seattle University currently has more than 200 compost bins located inside and outside its campus buildings.
Q: I hear there's an orchard outside the 1313 Columbia Building that will yield edible foods-is that true?
A: Yes! Writes Janice Murphy of Grounds:
"Located on the east side of the Columbia Building along 14th Ave., the orchard includes apple trees, pear trees, hazelnut trees, as well as blueberry and currant plants. Our intention is to establish many of these trees and shrubs now in order to ensure that the plants will produce food well into the future. Our hope is to engage the neighborhood in the harvest and eventually distribute food to those in need in our community.
Our program is modeled on the community organizations of City Fruit, based in Seattle, and Portland Fruit Tree Project in Portland, Ore. Further inspiration is from City of Seattle Mayor Mike McGinn's 2010: Year of Urban Agriculture initiative.
If you spot a blueberry or apple as you walk across campus our gardeners want you to eat it-that's why they planted it! You'll find blueberries along the chapel's east wall and apple trees in front of the Fine Arts building. The new orchard was planted at the edge of campus so that our neighbors could also grab a snack."
To learn more about how the orchard came to be and for more background, visit Grounds.
Q: It’s performance appraisal time—how can I learn more about the process?
A: As we know, the university is phasing in performance-based compensation for staff. Whether you’re doing a performance evaluation for an employee or undergoing one, there are many opportunities for you to learn more about the process. For a full schedule of information sessions, both for supervisors and for all staff, visit HR's website, www.seattleu.edu/hr. You can also learn more about the process by visiting Performance Evaluation.
Q: I’m thinking of buying a home. Are there any resources for me on campus?
A: Yes! On Wednesday, Jan. 18, there is an on campus seminar provided by Home Street Bank where you can learn about a home purchase. Visit Human Resources for more information.
Q: How can I receive messages on my phone about campus emergencies?
A: Since 2007, Seattle University has been enrolled in e2Campus, which allows the Department of Public Safety to send time-sensitive emergency communications to students, faculty and staff who opt in. To learn more and register to receive emergency text messages, visit e2Campus.
Q: How much turkey did we eat at the annual Faculty and Staff Thanksgiving Luncheon?
A: Buzz Hofford, Bon Appétit general manager, reports that more than 500 faculty and staff combined to eat 320 pounds of turkey, 250 pounds of potatoes and 63 pies at the Nov. 22 event. No wonder we feel so full!
(Thanks to Sarah Hyde of Marketing Communications for this photo.)
Q: What are some stats on SU's current freshman class?
A: Thanks to Melore Nielsen, director of undergraduate admissions, for providing the following data on the Class of 2015.
New freshmen: 888
SAT middle 50 percent composite: 1610-1880
ACT composite: middle 50 percent scored 24-28
High school GPA: middle 50 percent earned 3.33 – 3.85, Average: 3.57
Out of State: 59 percent
Underrepresented minorities: 15 percent
Q: How many lights does it take to illuminate SU’s Christmas tree in the Library Plaza?
“We decided to install energy-efficient LED lights which will be reused in future,” Lynch said. “We used 17 strings of 250, totaling 4,250 lights. Each string cost $28, totaling $476.”
While comparable traditional lighting is initially cheaper at $12 per string, Lynch points out that the lights would have to be thrown away each year. Not only that, the burning cost for traditional lighting, at $12.24 a day, is 15 times the cost of powering the LEDs, which are using 10 kilowatts at just $.80 per day.
Q: I’d like to start riding my bicycle to work. What sorts of resources are available to help me commute to SU by bike?
A: The Department of Campus Public Safety and Transportation provides lots of great information for bicycling commuters. Visit Bike-SU for a map of campus bike racks, how to register your ride in case it gets stolen, where to find a shower and locker, and a link to Ridethecity.com to map a safe route to campus. Happy pedaling!
Q: What’s going on with benefits and compensation these days?
A: Largely in response to feedback from employees, there are many changes now being made to SU’s health benefits, wellness initiatives, retirement plans and compensation. Vice President for Human Resources and University Services Jerry Huffman has been walking employees through the changes at a series of open forum sessions. (The last session is scheduled for Friday, Oct. 28, noon-1 p.m., Sullivan Hall C6.) What follows is a recap of one of those sessions.
With Open Enrollment taking place Nov. 1-11, health insurance is at the forefront of many employees’ minds, and there are many new developments in this area.
The university is changing its PPO provider from Regence Blue Shield to Premera Blue Cross. “We selected Premera based on their ability to provide technology enhancements, customer service to faculty and staff, wellness initiatives and cost reductions,” Huffman said. “We also paid attention to network coverage. Premera covers 98 percent of those physicians in our current network. We’re confident this is a good decision we are making on behalf of our faculty and staff.”
For Jan. 1, 2012, there will also be a change in premium costs. Currently the university pays 100 percent of premiums for employees who choose Employee Only coverage. As Huffman explained, “We’re going to move over a three-year time period to a structure that (will involve a) commitment from the university (to cover) 85 percent of the premium cost for (single coverage). Our peer group universities cover 80 percent now. Other institutions throughout the United States cover about this level.
Family and dependent premium costs will decrease for most employees. On average, the university currently pays 57 percent of those costs; on Jan. 1, SU will pay, on average, 70 percent of those costs.
The premiums employees will have deducted from their paychecks (pre-tax) will be “stratified based on pay level,” said Huffman. “We think this is just, we think this is aligned with who we are, our mission and our values. What this means is that people in lower pay levels in year one will pay even less than five percent.
“I’m very happy that we’re at a point where we can respond to you in this way. I think it’s important that we listened. For the most part, faculty and staff will be paying less for family and dependent coverage.”
The university’s ever-present goal is to get a handle on rising insurance costs that all employers are experiencing. As one possibility, Huffman indicated that the university might be adding another PPO option one year from now that has a lower premium but higher risk/deductible.
The university is contracting with Limeade, a local company Huffman said has been used by Group Health, REI and other “forward-thinking companies and organizations.” Limeade is an online resource that provides assessments as well as incentives for wellness. We’ll have the chance to learn more about this program after January 1.
The university is also looking at an onsite coaching initiative and opportunities to maximize the new wellness-supporting features of the new William F. Eisiminger Fitness Center.
Huffman also announced that a healthcare and wellness committee will soon be forming, and he invited faculty and staff members to contact Matt Philip, compensation and benefits director, at email@example.com, if they are interested in serving as members.
No change will be made this year to the university’s contribution to employee retirement plans, Huffman said. However there are some new developments, many having to do with new Department of Labor regulations that hold the university more accountable for its employees’ retirement plans.
“We are now being required to do some of the things that a lot of public companies have been doing for some time in terms of the fiduciary requirements to manage those types of plans that we present to you as participants,” Huffman said.
As one change, the university is moving to a single record-keeper system. (TIAA-CREF and Fidelity current serve in this role.) The transition is expected to “save participants a lot of money in terms of the costs in your plan,” Huffman said.
The university has also formed the Retirement Plan Investment (RPIC) Committee “to ensure we get the best performance from our plan.” The committee is now looking into developing a better array of investment opportunities for employee participants. Currently, there are more than 300 choices, and many underperform. Huffman expects the number to be pared down to something on the order of 30 investment choices that perform well.
Huffman reminded the audience of the $500,000 increase allocated for market adjustments for the current year. This is part of the five-year commitment on the part of the university to increase compensation by $5.6 million as part of the strategic priority of investing in the excellence of SU faculty and staff.
Last year, the university did a study to benchmark salaries against the market. For staff, this applied to the 35 or 40 percent of positions that could readily be benchmarked to market. To evaluate the salary structures of the remaining positions and to prepare for annual performance assessments, all positions descriptions are currently being reviewed. “This is a critical step for many reasons – most importantly to make sure managers assess their staff’s performance based on current understanding of roles and responsibilities.” The process of collecting staff descriptions is 75 percent complete. Staff performance assessments are slated for January and February. At the same time, the descriptions will be used to place staff jobs in new pay classifications that are aligned with the market.
Faculty and staff will be eligible for a base increase effective July 1, 2012. (The percentage has yet to be determined.) On top of that, staff will be considered for merit pay raises based on two factors—their performance and their pay relative to market. That is, if a staff person who is performing very well and is being paid below the market, they will be eligible for a higher percentage raise. From July 1, 2013 onward, the expectation is that all increases will be merit-based. Faculty salaries already operate under a merit-based system.
For more information, visit http://www.seattleu.edu/hr/.