Concerning the Employee Forum Supporting Implementation of a Clerical Skills Internship Program

RESOLUTION OF THE EMPLOYEE FORUM

THE UNIVERSITY OF NORTH CAROLINA AT CHAPEL HILL

MAY 23, 2006

WHEREAS, the mission of the Employee Forum is to address constructively the concerns of employees of the University of North Carolina at Chapel Hill; and

 

WHEREAS, the Employee Forum seeks to support and promote staff development and continuing education of the employees of the University of North Carolina at Chapel Hill; and

 

WHEREAS, the Employee Forum’s Staff Development Fund was created to “provide for staff development, following plans developed on an annual basis by the Employee Forum, and approved by the Chancellor” ; and

 

WHEREAS, one of the recommendations of the Chancellor’s Task Force for a Better Workplace is to “restore the basic clerical skills program” and “the Task Force further recommends that the clerical skills training program be coupled with an internship program” ; and

 

WHEREAS, while the Clerical Skills program has successfully been reinstated there are currently no funds to support an internship program; therefore

 

BE IT RESOLVED, the UNC-Chapel Hill Employee Forum recommends to the Chancellor that the Employee Forum Staff Development Fund be used to help financially support the implementation of a Clerical Skills Internship Program, details of which are attached to this resolution.

 

Signed on behalf of the Delegates of the Employee Forum,

 

 

Chair, Ernie Patterson

 

Recommendation to Restore the Basic Clerical Skills Internship Program

As a result of the Task Force for a Better Workplace, the Basic Clerical Skills program was re-designed to provide instruction and equivalent education and experience to prepare employees to meet minimal qualifications and skill level for Office Assistant III positions within the University of North Carolina at Chapel Hill. Throughout the program, participants receive coaching, mentoring, and feedback concerning their progress in skill development and behaviors expected of office staff.

To further help successful graduates of the Basic Clerical Skills program become more competitive for Office Assistant positions, an internship program is needed.  Graduates in the 2000-2001 program participated in the optional six month internship program when available.  The 2005-2006 program needs to offer the same opportunity to 5 of the graduates as a pilot program and offer 5 internships for the 2007-2008 class.  The approximate cost is outlined below based on the recommendation from the Task Force for a Better Workplace.  The program coordinator will research grant opportunities to fund future internship opportunities.

The success of the Basic Clerical Skills program is dependent on the commitment of management to the career development of eligible participants of the program. Facilities Services management has expressed that commitment in the past and affirms its commitment to employees through cosponsoring the internship program as outlined by the Home Department below.

2005 – 2006 Internship Pilot Program

At the completion of the Basic Clerical Skills program, graduates will be eligible to apply for a six month internship with a sponsoring department. The internship is a partnership between the employee, the employee’s home department, and a sponsoring department. As such, each party will commit to meeting explicit expectations (TBD). Specifically, the employee will commit to performing as an Office Assistant for the sponsoring department.

The home department will commit to allowing the employee to have this six month career opportunity, to pay the employee’s current salary plus a ten percent (10%) temporary Inrange Salary Adjustment (IRSA) for performing higher level duties if the employee is eligible for such an IRSA, and to accept a temporary employee to backfill for the permanent employee.

The sponsoring department will agree to pay fifty percent (50%) of the cost of the temporary employee and to mentor the clerical intern for the six month internship.

The Career Development Funding from the Employee Forum will pay for the remaining fifty percent (50%) of the temporary employee’s wages.

Costs for six month (26 weeks) Basic Clerical Skills Internship

Career Development Employee Forum Funding

  • Fifty percent (50%) wages for 1 temporary housekeeper ($5.81/hour x 40 hours x 26 weeks)  $6042.40 per intern
  • 2005 – 2006 pilot program for 5 internships                                              TOTAL $30,212            
  • 2007 – 2008 internship for 5 internships                                                    TOTAL $31,118.36 (Adjusted estimate by at least 3% in anticipation/hope of a pay raise.)

Home Department

  • Ten Percent In Range Salary Adjustments  for six months $1,180 per intern plus associated benefits
  • 2005 – 2006 pilot program for 5 internships                                              TOTAL $5,900 plus associated benefits
  • 2007 – 2008 internship for 5 graduates                                             TOTAL $5,900 plus associated benefits

Sponsoring Department

  • Fifty percent (50%) wages for 1 temporary housekeeper )  $6042.40 per intern ($5.81/hour x 40 hours x 26 weeks

Assumptions

  • Average clerical skills participant salary $23, 600
  • Tar Heels Temp housekeeper salary ( $ 9.67/ hour) has a Bill rate of 

                        $11.62/hour ($9.67/hour plus .80/hr FICA and $1.15 placement fee)

    • Fifty percent (50%) wages for 1 temporary housekeeper   $6042.40 ($5.81/hour x 40 hours x 26 weeks)
    • Ten percent (10%) IRSA for six months $23,600 average salary $12,930.27 ($12.432950/hour x 40 hours x 26 weeks)

 

Fund Authority of the Staff Development Fund.  University of North Carolina at Chapel Hill

“Report of the Task Force for a Better Workplace”.  University of North Carolina at Chapel Hill.  pg.23

 

 

 

 

 

 

 

 

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