Category 4: Valuing People
4R2 ~ Results for Valuing People
The college views our low turnover rate and high average tenure rate as indirect results of all the processes related to valuing people and our attractive compensation packages.
For FY2006-2007, the turnover rate for full-time employees was 4.1% and for FY 2007-2008, the rate increased slightly to 5.2% (these numbers include deaths). The current average tenure for a full-time employee is 15.3 years. Figure 4.6 provides a breakdown of tenure by different work groups.
Some specific results for the value we place on our employees can be seen in recent (2007 – 2008) enhancements made to employee earnings and benefits. Increases in base wages occurred; a patient advocacy vendor was added to two of the health plans; dental benefits were increased; a vision plan was added, and certain domestic partners of MATC employees became eligible for insurance coverage. Some may be compromised by the severe budget shortfall for FY2010.
According to payroll records, between 2003 and 2008 the college paid tuition reimbursement to 167 people totaling $328,220 through the Tuition Reimbursement Programs for all employee groups.
One of the most tangible results of valuing people comes from our system of Shared Governance, which is a fundamental vehicle for managing the college. In order to achieve this system, faculty are given release time to take leadership roles in core committees and other important initiatives. Figure 4.7 presents the number of full- and part-time specialized leadership assignments for FY2009.
The results in our training and education activities are shown in Figure 4.8, which indicates that employees are consistently taking Professional Development courses for self-improvement and skill development.
In addition to consistent enrollments, the satisfaction surveys demonstrate the value of these courses to the participants. The next survey will be conducted in 2010.
Through ER&D, Peer Support remains an important and successful training program forS new faculty. Figure 4.9 shows faculty participation numbers in Peer Support while Figure 4.10 provides a snapshot of positive training results among faculty.
Since implementing the Employee Wellness Program, a number of positive results have been measured and collected:
- Weight loss program: The Weight Watchers at Work program began in April of 2008. Participants and a group leader meet during a lunch period for oral support. We currently have 24 participants. Since its inception, the program has resulted in a net loss of 956 pounds from past and current members.
- Team walking competition: Participation in the annual team walking competition increased from 328 in 2007 to 420 in 2008. One-hundred and five teams participated in this year’s event, an increase of approximately ten percent.
- Ergonomic assessments: Since May of 2007, 62 ergonomic assessments have been completed.
- Biometric screenings: Since April of 2008, more than 500 blood pressure screenings have been performed. The screening of one employee, in particular, resulted in the prevention of heart attack or stroke when congestive heart failure was identified. More than 130 individuals have been identified with borderline or full-blown hypertension. Some employees are using the regular onsite screening system as a blood pressure monitor, with weekly visits. Ten employees have been placed on corrective medication or had their medication adjusted by their physicians as a result. Glucose screening has identified thirteen individuals as diabetics or borderline diabetics. They are now under the regular care of their physicians for this condition.