This document summarizes the October meeting of the Division of Student Affairs & Academic Support. It recognizes the winners of the October GEMS awards and upcoming events. It provides an overview of the Staff Senate, including its mission and committees. It discusses the Division's focus on compensation redesign, flexible work policies, and building trust in telecommuting. The document aims to inform staff of Division initiatives and solicit feedback to improve the workplace.

1. DIVISION OF STUDENT AFFAIRS &
ACADEMIC SUPPORT
DIVISION MEETING
October 1, 2021

2. OCTOBER GEMS WINNERS
Chris Gulino – Student Success Center
Scott McDonald- Student Success Center
Alicia Bervine- Student Affairs
Kimberly Seibles – OMSA
Kirby Fitzpatrick- Student Success Center
Rachel Mungovan – University Housing
Ben Estep – Student Success Center
Kim McMahon- Student Life
Jabari Bodrick- Leadership & Service
Center
2

3. OCTOBER GEMS NOMINATOR
• Susan Bernath – University Housing
3

4. UPCOMING EVENTS
• What's Dennis Reading?
• Thursday, October 14th, 9-10 a.m.
• Registration link on the PD Team website
• Division Meeting
• Friday, November 5th, 9-10:30 a.m.
• Look for more info in future Stay Informed emails & the monthly PD email

5. DIVISION DUOS
• Thank you all that signed up
for Division Duos!
• Matches were sent out this
past week!
• Be on the look out for monthly
check in items and discussion
topics from the PD Team!
5

6. STAFF SENATE OVERVIEW

7. LEENA HOLT
CO CHAIR, STAFF SENATE
2017
• Benchmarking
• Original Committee
2018
• Halted Efforts
• Peoplesoft
2019
• Caroline Agardy (VP HR) reached out to see how to move forward
2020
• Bylaw Formations Committee
• Senator Organizational Breakdown
• Communication Efforts
• Executive Committee Review Committee/Appointments

8. RUSHONDRA JAMES
VICE PRESIDENT, STAFF SENATE
Student Affairs Senators
• Megan Colascione
• Kelley Fink
• Joe Fortune
• Faye Hall
• Katherine Hilson

9. MISSION OF STAFF SENATE
The Staff Senate represents all classified and unclassified, temporary,
temporary grant and time-limited staff employees at the University of
South Carolina-Columbia.
The Staff Senate serves in an advisory capacity to the President of the
university and his or her designee(s).
The Staff Senate accepts and shares responsibility with the
administration, faculty, and students for attaining the stated goals of
the university and to foster a spirit of community.

10. THANK YOU!
Dennis & Stacey
Leena
All you for your hard work during Covid!
Staff have provided the knowledge, energy,
and dedication to keep UofSC going!

11. DETAILS
Meet second Tuesday of month at 3 PM.
Guests may attend in person or watch via
virtual link from Staff Senate website.

12. COMMITTEES & CURRENT PROJECTS
• Membership
• Communications
• Staff Policy and Wellbeing
• Professional Development
• Community Project
• Bylaws

13. STUDENT AFFAIRS SENATORS
Communication
•With Leadership
•With Constituents
– tell us how you want to hear from us!
SASENATORS@sc.edu

14. GET INVOLVED
• Ad hoc committee opportunities
• Respond to requests for input from your senators
• Elections in Spring ‘22 for open seats if any current
senators move into officer positions

15. NEXT MEETING
October 12 @ 3 p.m.
Lumpkin Room – 8th floor, Close-Hipp Building
“Alone we can do so little,
together we can do so much”
-Helen Keller

16. QUESTIONS?

17. UPDATES ON
TELECOMMUNICATING & CLASS
AND COMP STUDY
Stacey Bradley, Senior Associate Vice President
17

18. TODAY’S UPDATES
Compensation & Classification Redesign Project
Flexible Work
Trust

19. A HISTORY OF
SELF-REFLECTION
AND
EMPLOYEE-
FOCUSED
INITIATIVES
Division Work Climate Survey
Division Work Climate Survey
UofSC Community Insights
Survey
2011
2017
2019
Division of Student Affairs and Academic Support

20. 2019-2020 SURVEY
DSA&AS OPEN-ENDED RESPONSES BY FREQUENCY
WHAT WOULD MAKE THIS INSTITUTION A BETTER PLACE TO WORK?
Better compensation
More
opportunities
for
advancement
Flexibility and
alternative work
schedules
More open
communications
More diversity in
leadership
Treating staff
equitably, not having
favorites

21. NEW
FOCUS
AREAS
IN
ACTION
Communication and
collaboration
Supervisor and
employee
development
Performance
management,
accountability &
feedback
Diversity, equity, and
inclusion
Prioritization of
initiatives; efficiency
& effectiveness
Employee Wellbeing
Create a divisional understanding of our priorities,
where we will commit efforts and resources, and how
we measure success
Process for depts. to guide prioritization
Educate and prepare our employees to improve in
these focus areas and deliver on our strategic plan
Develop in areas of prioritization, wellbeing, difficult
conversations, feedback, etc.
Cultivate a diverse, equitable and inclusive campus
culture
Recommendations from DEIA task force, unconscious bias
training for interviewers, cultural competence, etc.
Participate in organizational efficiency and effectiveness
opportunities
Refine and deploy flexible work practices

22. COMPENSATION & CLASSIFICATION REDESIGN
Salary Study: PayScale + Internal Experts
> 12 years since last University-wide study of staff compensation
1. Market pay equity
Internal and external – identify gaps
Prioritize an achievable action plan for improvement
2. Review of classification structure
Currently 10 broad bands; not specific roles/functions
Redesign to be more reflective of actual jobs and market pay ranges

23. COMPENSATION & CLASSIFICATION REDESIGN
Advisory Committee
• Meet monthly through May 2022
• Guide design and decisions – proposal June 2022
• Next meeting – discuss compensation philosophy
• Attract, reward and retain top talent
• Internal equity, external competitiveness
• Communication/transparency/governance

24. COMPENSATION & CLASSIFICATION REDESIGN
What about NOW?
• Additional duties and associated compensation still an option
• PFPs and bonuses to reward exceptional performance
• Reclassifications that impact more than one department will be
limited
• The broad banding structure may change, so reclasses could be short-term
anyway
• Can compensate for new duties now

25. FLEXIBLE WORK
We have multiple tools in the toolkit
Remote work
Hybrid work
Flexible work schedules: flexible hours, compressed work week, alternate “shifts”
Key is flexibility with accountability
Positively impact employee recruitment and retention
Encourage creativity in service delivery
Improve our skills as supervisors, including delivery of honest and actionable feedback

26. STUDENT AFFAIRS AND ACADEMIC SUPPORT
Division Telecommuting Task Force THANK YOU!!
Division telecommuting plan
1) Reviewed job classification and roles – identified top competencies for each role
 100% remote work (4% of classifications); hybrid work (75% of classifications); no remote work (21%)
 Hybrid roles – max. telecommuting of 1-2 times per week
2) Developed manager’s toolkit
 Copy of division telecommuting plan
 Overall division-level expectations
 Resources, examples and links to key forms and assessments

27. STUDENT AFFAIRS AND ACADEMIC SUPPORT
Division Telecommuting Plan
Division telecommuting plan approved in mid-Sept.
Most departments opting in – approaches vary based on nature of operations
Request process launches for employees starting Oct. 1
Request form, readiness assessment, application
Manager’s Toolkit available
Prepare now for reporting out later – efficiency, cost savings
Remember – still have emergency telecommuting

28. STUDENT AFFAIRS AND ACADEMIC SUPPORT
Division Telecommuting Plan
Trust
Establish and maintain trust for telecommuting to be successful
New supervisor EPMS success criteria establish clear expectations: (selected
text)
Monitors performance and provides regular feedback, recognition and developmental coaching appropriate
to the developmental level of individual employees and the associated job tasks so that the employee can
perform successfully. Diagnoses and addresses performance issues directly and promptly and does not
avoid difficult issues or conversations.

29. STUDENT AFFAIRS AND ACADEMIC SUPPORT
Division Telecommuting Plan
Trust
Telecommuting readiness assessment – use it as a helpful tool
Also consider work agreement
What I need/expect from supervisor/employee; what they should expect from me
No more than 10 items
Negotiate supervisor and employee lists
Trust is a two-way street

30. Questions?
THANK YOU!

31. HAPPY FALL Y’ALL
• Thank you to all our SAAS volunteer
over the last few weeks
• Family Weekend
• Admissions Events
• & more
• It takes a village… & we are glad
you are in ours!
31

32. PLEASE COMPLETE OUR SURVEY !
Feel free to reach out to us
with any feedback, questions
or concerns
sapdteam@mailbox.sc.edu