1. Q. Was Jane McQueeny's appointment ever announced to the campus? I see her name in the update as the Executive Director of IOA, but don't remember seeing it in KU Today and when you do a search, it's not there.

    We go from up-front review to a post audit review for EO compliance. What good will that do? Are we going to fire people who got hired because the hiring unit is oblivious or doesn't care about EO regulations?

    A. Jane McQueeny's appointment as Executive Director of Institutional Opportunity and Access (IOA) was announced in the Summer 2012 edition of Diversity Outlook, the electronic newsletter issued by the Office of the Vice Provost for Diversity and Equity. The newsletter was distributed to all faculty and staff via email on July 2, 2012.

    The IOA will conduct a pre-audit review when departments request a search waiver and when a hiring goal for broader diversity exists for a job vacancy. By focusing on these areas, greater efficiencies will be gained for the processing of searches with a post-audit review. Such post audits are common in other higher education institutions. IOA and HR will partner to provide training on the EO principles in the search process. The accountability for utilizing EO principles rests with the administrative staff conducting the search, not the person hired into the position. With greater training and visibility for the IOA as a campus resource, KU hopes that departments will approach their role in hiring with the responsibility of ensuring that all applicants are provided an equal opportunity to compete and are qualified for the positions they seek.

  2. Q. Will HR be standardizing UPS position descriptions and creating salary ranges? How will this affect current employee salaries and position descriptions.

    Also, if a supervisor goes through the ROC to hire a UPS employee, will the Coordinator they are working with compare the salary ranges for similar positions in the department so that supervisors are required to be fair and consistant?

    A. HR will be coordinating a campus-wide compensation study in the fall with the assistance of a consulting firm. As part of that process our goal is to identify common job summaries by job title for both UPS and USS. Those job title summaries can then be used to update position descriptions for individual positions. We also plan to associate salary ranges with job titles, based on an analysis of job market data. While it is unlikely we will be able to fund employee salary increases for all staff whose salaries are below market, we hope to develop a plan for addressing market adjustments.

    After all phases of the compensation previously mentioned have been completed, HR and the ROC will have a better comparison basis for consistent salaries in the hiring process. At present, HR and the ROC monitor for salary ranges that deviate significantly from the KU norm.

  3. Q. Who comprises the work group for the GRA/GTA/GA?

    Is there representation which deals with heavy "crossover" semester by semester between the GRA/GTA positions?

    Is there details concerning how/if pools (funding) will still be utilized in PS 9.1?

    A. The work group addressing changes in the GTA/GRA/GA hiring process includes representatives from the deans' offices in CLAS, Graduate Studies, Engineering, and Pharmacy, as well as representatives from Higuchi Biosciences Center, Student Housing, Budget Office, HR, and KUMC. The members include: Richard Appelhanz, Morgan Swartzlander, and Jolene Fairchild, CLAS; Roberta Pokphanh, Graduate Studies; Beth Wehner and Caryn Anderson, School of Engineering; Cheryl Holcomb, School of Pharmacy; Susan Sloop, Higuchi Biosciences Center; Kip Grosshans, Student Housing; Richard McKinney, Budget Office; Ola Faucher and Angie Loving, HR; Rick Robards, Dwayne Boettcher, Marcia Jones, and Tina VanRaden, KUMC; and Mike Phillips, Pete Fritz, and John Kaiser, Huron.

    Yes the group is considering the "cross-over," if you mean the fact that appointments often change between GTA and GRA positions. We are discussing not only initial hires but also rehires.

    There are two kinds of "pools" being used in HR/Pay 9.1. Recruitment pools will be used, and we are considering their use for the initial hire of GTA/GRA/GAs in spring 2013. Funding pools on positions will also be used. However, there are significant changes in how HR/Pay 9.1 uses funding pools which are still being tested. More information will be provided about the use of funding pools with training before go-live on July 30th.

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Changing for Excellence was the featured cover story in the January, 2015 edition of Business Officer, the official magazine of the National Association of College and University Business Officers (NACUBO). You can read the full story online.

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