2014 MU Staff
Advisory
Council Survey
Working For You…
Survey Conducted March, 2014
Published July, 2014
All Respondents
Last Modified: 03/18/2014
2014 Staff Advisory Council Survey
Table of Contents
Introduction....................................................................................................................................................4
1. How many years have you been employed at the University of Missouri ...................................................5
2. Employment category ................................................................................................................................5
3. Questions dealing with Respect .................................................................................................................6
4. Questions dealing with Performance and Advancement ............................................................................7
5. Questions dealing with Communication .....................................................................................................8
6. Questions dealing with Personal Expression .............................................................................................9
7. Questions dealing with Workplace Resources .........................................................................................10
8. Questions dealing with Department Leadership .......................................................................................11
9. Do you agree with the statement? “If I had an opportunity to get another job with equal pay,
benefits and working conditions, I would probably leave this institution.” .....................................................12
10. Salary compression – or the practice of hiring new employees at or above the same
compensation level as employees with extensive experience and skills – is a problem at the
University of Missouri. .................................................................................................................................12
11. Tell us about your overall satisfaction with career enhancement education opportunities
at Mizzou. ....................................................................................................................................................13
12. Where do you see yourself in 5 years? ..................................................................................................14
13. How often does your supervisor provide constructive feedback on your job performance? ...................16
14. The performance rating you received during your 2013 appraisal was ..................................................16
15. Do you feel you are usually expected to produce work that is above, at, or below your
current pay level? ........................................................................................................................................17
16. Do you feel you are paid more, about the same, or less compared to other employees at
MU who do similar work?.............................................................................................................................17
17. How many hours on average have you worked each week during the past year? ................................18
18. Please indicate the people you feel appreciate your contribution to the University of
Missouri .......................................................................................................................................................18
19. Please share your overall satisfaction with the following benefits..........................................................20
20. What advice would you share to improve current benefit offerings? ......................................................21
1
Answers concerning cost of benefits, deductibles and co-pays ..................................... 21
Answers concerning additions/subtractions to the current benefits package ................. 23
Answers concerning healthcare and benefits options .................................................... 25
Answers expressing satisfaction with benefits in general .............................................. 27
Answers concerning vision and dental benefits ............................................................. 29
Answers associated with pharmacy benefits and Express Scripts ................................. 28
Answers associated with being less than a full time employee ...................................... 28
Answers related to retirement ....................................................................................... 29
Answers related to a shared leave pool ........................................................................ 31
Answers concerning vacation, sick, and other leave options ......................................... 32
Answers related to tuition or class ................................................................................. 32
Answers concerning child care...................................................................................... 36
Answers concerning staff salaries and wages ............................................................... 36
Answer concerning personal wellness and sustainability .............................................. 39
Concerns/comments about work environment .............................................................. 40
Additional comments related to parking and transportation ........................................... 41
Miscellaneous concerns and answers ........................................................................... 46
21. Mizzou employees have requested the following benefit packages improvements in the
past. Please review the list below and rank them in order of preference.. ...................................................47
22. Please share any other benefits you feel are important and should have been included
in the list above............................................................................................................................................48
Answers concerning medical and other benefits ........................................................... 48
Answers concerning educational benefits ..................................................................... 50
Answers concerning title reclassification and employment ladder options ..................... 50
Answers concerning retirement benefits ....................................................................... 51
Answers related to retirement ....................................................................................... 51
Answers concerning flexible work time .......................................................................... 52
Answers concerning telecommuting .............................................................................. 52
Answers concerning leave time..................................................................................... 53
Answers concerning short term disability ...................................................................... 54
Answers concerning salaries, wages, and raises .......................................................... 54
Answer concerning child care on campus ..................................................................... 55
Answers concerning MizzouRec and wellness .............................................................. 56
Additional comments concerning parking and traveling to MU campus to work ............. 57
Answers concerning professional development and training ......................................... 58
Answers concerning discounts for MU employees ........................................................ 59
Answers concerning administrative/supervisor accountability ....................................... 59
Miscellaneous answers ................................................................................................. 60
23. Have you ever served or considered serving on a campus committee? ................................................62
24. Please select the answer that best explains why you have not served on a campus
committee. ...................................................................................................................................................63
2
25. Have you ever attended a free training, lecture or event hosted by a department or
organization on campus?.............................................................................................................................65
26. Please share the type of programs or events you attended. .................................................................65
Examples of Staff Recognition Week training and activities .......................................... 66
Examples of Human Resources training ....................................................................... 66
Examples of lectures, talks, seminars, and speakers that were mentioned
specifically .................................................................................................................... 66
Miscellaneous events .................................................................................................... 67
Miscellaneous comments .............................................................................................. 68
27. Please select the answer that best explains why you did not attend. ....................................................70
28. Below is a list of Staff Advisory Council sponsored programs. Please indicate if you are
aware of these programs. ............................................................................................................................72
29. Please review the list of Staff Advisory Council sponsored programs below and rank
them in order of importance. ........................................................................................................................73
30. What advice would you offer to improve current Staff Advisory Council sponsored
programs? ...................................................................................................................................................74
Answers concerning staff recognition week .................................................................. 74
Answers concerning staff development awards and staff educational awards .............. 75
Answers concerning communication, publicity, and not knowing about SAC ................ 76
Answers concerning awards (general) .......................................................................... 79
Answers concerning participation of SAC events/programs .......................................... 80
Criticism of SAC and SAC sponsored events/programs ................................................ 81
Praise for SAC and their activities ................................................................................. 81
Miscellaneous comments.............................................................................................. 82
31. Which of the following (other than a raise) would make your feel appreciated for the job
you do at MU? .............................................................................................................................................84
Answers concerning raises, bonuses, or salaries/wages .............................................. 84
Answers concerning extra time off ................................................................................ 84
Answers concerning job reclassification........................................................................ 85
Answering concerning training opportunities ................................................................. 85
Answers concerning acknowledgement ........................................................................ 85
Other physical incentives besides gift cards.................................................................. 86
Miscellaneous answers ................................................................................................. 86
3
Introduction
After the announcement of the retirement of Chancellor Brady Deaton and the introduction of the new
Chancellor R. Bowen Loftin, the MU Staff Advisory Council decided to gather information from MU staff
members to present a snapshot of staff issues and concerns in face of administrative change. The
Chancellor’s Diversity Office offered to facilitate a survey using questions prepared by the Staff Advisory
Council. The resulting online survey was sent to staff during the month of March, 2014. Once staff members
answered questions they were directed to separate survey where they could enter to win a prize for
participating in the survey. Survey answers and names for the participant prizes were kept separate from each
other, without a way of connecting the two.
Thanks to the generosity of The Mizzou Store and Campus Dining Services, one $50.00 gift certificate
to the Mizzou Store and 100 free drinks at the Starbucks in the Missouri Union, were donated as prizes for
survey participants. Winners were chosen randomly by Staff Council members. McDonald’s gift certificates
were donated for those persons chosen who work outside of the MU campus. Prize winners were notified via
email from the SAC office and certificates were sent via regular mail in April, 2014.
The survey generator used created a report compiling the results for all respondents, as well as
individual reports for employment category, Secretarial/Clerical, Technical/Paraprofessional,
Crafts/Maintenance, and Administrative/Professional, respectively. In all, 1,031 staff responded, representing
approximately 9.27% of MU Staff (11,116 used as the total number of MU Staff from the MU Facts page minus
the number of faculty (http://missouri.edu/about/facts.php). Comments were compiled based on topics within
the answers for several questions. While several comments discuss the same topic, many were included in
the final report as a way to express the concerns of all staff to MU Administration.
Please note that there were four comments which included specific names of MU employees. Due to
the nature of some of these comments, the Staff Advisory Council chose to redact the names mentioned from
the copy of the survey results that will be available to the public. The complete survey results, including
individual names, were included in the version of the survey presented to Chancellor Loftin and Interim Vice
Chancellor Ward.
The Staff Advisory Council would like to thank the Chancellor’s Diversity Office, the Mizzou Store, and
Campus Dining Services for their help in making this survey a success.
4
1. How many years have you been employed at the University of
Missouri?
#
1
2
3
4
5
Answer
0-5 years
6-10 years
11-15 years
16-20 years
21-plus years
Total
Response
384
219
141
97
198
1,039
%
37%
21%
14%
9%
19%
100%
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
2.
Value
1
5
2.52
2.32
1.52
1,039
Employment category
#
1
2
3
4
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
Answer
Secretarial /
Clerical
Technical /
Paraprofessional
Crafts /
Maintenance
Administrative /
Professional
Total
Response
%
221
21%
145
14%
38
4%
634
61%
1,038
100%
Value
1
4
3.05
1.60
1.27
1,038
5
3. Respect
#
1
2
3
4
5
Question
My work gives
me a feeling of
personal
accomplishment
My supervisor
values the
contributions I
make
I feel recognized
and appreciated
at work
My co-workers
care about me as
a person
My supervisor
listens to me
Statistic
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Responses
Strongly
agree
Agree
Neutral
Disagree
Strongly
disagree
N/A
Total
Responses
Mean
349
527
97
52
12
0
1,037
1.89
407
375
133
80
41
0
1,036
2.01
265
376
202
141
52
1
1,037
2.37
375
470
141
39
10
0
1,035
1.88
366
391
146
86
43
0
1,032
2.08
My work gives
me a feeling of
personal
accomplishment
1
5
1.89
0.72
My supervisor
values the
contributions I
make
1
5
2.01
1.19
0.85
1,037
I feel recognized
and appreciated
at work
My co-workers
care about me
as a person
My supervisor
listens to me
1
6
2.37
1.33
1
5
1.88
0.72
1
5
2.08
1.20
1.09
1.15
0.85
1.10
1,036
1,037
1,035
1,032
6
4. Performance and Advancement
#
1
2
3
4
5
Question
Strongly
agree
Agree
Neutral
Disagree
Strongly
disagree
N/A
Total
Responses
Mean
266
528
105
107
28
1
1,035
2.14
271
452
133
121
56
0
1,033
2.26
124
241
280
234
134
20
1,033
3.07
261
409
177
129
58
0
1,034
2.34
105
230
250
258
172
18
1,033
3.21
I am
comfortable
with my
current level
of
responsibility
My job
makes good
use of my
skills and
abilities
I receive
opportunities
for career
advancement
at Mizzou
I feel
encouraged
to come up
with new and
better ways
of doing
things
In general, I
am satisfied
with the
opportunities
for
advancement
in my division
Statistic
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Responses
I am
comfortable
with my
current level
of
responsibility
1
6
2.14
1.01
My job makes
good use of
my skills and
abilities
I receive
opportunities
for career
advancement
at Mizzou
I feel encouraged
to come up with
new and better
ways of doing
things
In general, I am
satisfied with the
opportunities for
advancement in my
division
1
5
2.26
1.28
1
6
3.07
1.63
1
5
2.34
1.32
1
6
3.21
1.66
1.01
1.13
1.28
1.15
1.29
1,035
1,033
1,033
1,034
1,033
7
5. Communication
#
1
2
3
4
5
Question
Strongly
agree
Agree
Neutral
Disagree
Strongly
disagree
N/A
Total
Responses
Mean
133
456
193
190
56
3
1,031
2.60
88
379
277
205
72
8
1,029
2.82
149
411
219
170
79
4
1,032
2.64
326
393
151
105
56
0
1,031
2.20
238
451
203
101
35
0
1,028
2.26
In my unit,
employees are
aware of
activities,
projects, and
plans for the
department or
division as a
whole
Information is
shared openly
within the
University of
Missouri
Communication
is good
between the
people in my
department or
unit
My supervisor
communicates
openly with me
I trust the
information I
receive
Statistic
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Responses
In my unit,
employees are
aware of
activities,
projects, and
plans for the
department or
division as a
whole
1
6
2.60
1.23
Information is
shared openly
within the
University of
Missouri
Communication
is good
between the
people in my
department or
unit
My supervisor
communicates
openly with me
I trust the
information I receive
1
6
2.82
1.23
1
6
2.64
1.36
1
5
2.20
1.32
1
5
2.26
1.06
1.11
1.11
1.16
1.15
1.03
1,031
1,029
1,032
1,031
1,028
8
6. Personal Expression
#
1
2
3
4
5
Question
Strongly
agree
Agree
Neutral
Disagree
Strongly
disagree
N/A
Total
Responses
Mean
284
484
153
85
26
0
1,032
2.11
262
434
161
109
66
2
1,034
2.31
229
444
183
140
36
0
1,032
2.33
211
399
233
134
53
2
1,032
2.44
198
374
259
134
55
12
1,032
2.53
I feel free to
be who I am
at work
I can
disagree
with my
supervisor
without fear
of retaliation
I feel
comfortable
sharing my
opinions at
work
People with
different
ideas are
valued in my
department
My
department
attracts,
develops,
and retains
people with
diverse
backgrounds
Statistic
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Responses
1
5
2.11
0.97
I can disagree
with my
supervisor
without fear of
retaliation
1
6
2.31
1.34
I feel
comfortable
sharing my
opinions at
work
1
5
2.33
1.15
0.98
1.16
1,032
1,034
I feel free to
be who I am
at work
1
6
2.44
1.25
My department
attracts, develops,
and retains people
with diverse
backgrounds
1
6
2.53
1.35
1.07
1.12
1.16
1,032
1,032
1,032
People with
different ideas
are valued in
my department
9
7. Workplace Resources
#
1
2
3
4
5
Question
The University of
Missouri takes
reasonable steps
to provide a safe
and secure
environment for
employees
I have the
materials and
equipment that I
need in order to
do my work right
My work space is
a physically
comfortable place
to do my job
Workflow is rarely
disrupted in my
unit due to
machine/computer
failure
The University of
Missouri provides
a healthy work
environment
Statistic
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Responses
Strongly
agree
Agree
Neutral
Disagree
Strongly
disagree
N/A
Total
Responses
Mean
257
603
111
48
13
0
1,032
1.99
253
601
100
67
12
0
1,033
2.02
244
480
153
109
46
1
1,033
2.26
231
540
123
107
27
4
1,032
2.20
205
557
184
72
13
1
1,032
2.16
1
5
1.99
0.66
I have the
materials
and
equipment
that I need in
order to do
my work
right
1
5
2.02
0.71
0.81
0.84
1.08
1.01
0.87
1,032
1,033
1,033
1,032
1,032
The University of
Missouri takes
reasonable steps
to provide a safe
and secure
environment for
employees
My work
space is a
physically
comfortable
place to do
my job
Workflow is rarely
disrupted in my unit
due to
machine/computer
failure
The University of
Missouri provides
a healthy work
environment
1
6
2.26
1.16
1
6
2.20
1.02
1
6
2.16
0.76
10
8. Department Leadership
#
1
2
3
4
5
Question
Policies
administered
in my
department
are
consistent
and fair
My
supervisor
helps solve
problems
My
supervisor
acts in fair
and ethical
ways
My
supervisor
praises good
work
My
supervisor
responds to
employees'
needs
Statistic
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Responses
Strongly
agree
Agree
Neutral
Disagree
Strongly
disagree
N/A
Total
Responses
Mean
193
433
198
137
69
4
1,034
2.49
324
424
151
92
38
5
1,034
2.14
354
406
143
76
53
1
1,033
2.10
349
392
158
86
46
0
1,031
2.12
315
415
181
86
36
1
1,034
2.15
Policies
administered in my
department are
consistent and fair
1
6
2.49
1.34
1
6
2.14
1.20
My supervisor
acts in fair
and ethical
ways
1
6
2.10
1.24
1.16
1.10
1,034
1,034
My supervisor
helps solve
problems
1
5
2.12
1.21
My supervisor
responds to
employees'
needs
1
6
2.15
1.12
1.12
1.10
1.06
1,033
1,031
1,034
My supervisor
praises good
work
11
9. Do you agree with the statement? "If I had an opportunity to get
another job with equal pay, benefits and working conditions, I would
probably leave this institution."
#
1
2
3
4
5
6
Answer
Strongly agree
Agree
Neutral
Disagree
Strongly
disagree
N/A
Total
Response
94
172
222
313
%
9%
17%
22%
30%
223
22%
8
1,032
1%
100%
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
Value
1
6
3.41
1.60
1.27
1,032
10. Salary compression - or the practice of hiring new employees at
or above the same compensation level as employees with extensive
experience and skills – is a problem at the University of Missouri.
#
1
2
3
4
5
6
Answer
Strongly agree
Agree
Neutral
Disagree
Strongly
disagree
N/A
Total
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
Response
274
326
275
89
%
27%
32%
27%
9%
12
1%
56
1,032
5%
100%
Value
1
6
2.43
1.67
1.29
1,032
12
11. Tell us about your overall satisfaction with career enhancement
education opportunities at Mizzou.
#
1
2
3
4
5
6
Strongly
satisfied
Satisfied
Neutral
Dissatisfied
Strongly
Dissatisfied
N/A
Total
Responses
Mean
82
399
296
150
37
70
1,034
2.88
39
186
362
103
29
313
1,032
3.81
56
248
351
74
26
275
1,030
3.57
67
362
300
179
42
83
1,033
3.02
74
310
264
234
74
78
1,034
3.15
99
327
303
164
70
71
1,034
2.99
Selection
of evening
courses
Online
course
options
Job specific
training
opportunities
1
6
3.81
2.62
1
6
3.57
2.71
1
6
3.02
1.67
Designated
time for
professional
development
1
6
3.15
1.76
1.26
1.62
1.65
1.29
1.33
1.32
1,034
1,032
1,030
1,033
1,034
1,034
Question
Career
advancement
training
opportunities
Selection of
evening
courses
Online
course
options
Job specific
training
opportunities
Designated
time for
professional
development
Supervisory
feedback
toward
professional
advancement
Statistic
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Responses
Career
advancement
training
opportunities
1
6
2.88
1.59
Supervisory feedback
toward professional
advancement
1
6
2.99
1.75
13
12. Where do you see yourself in 5 years?
#
1
2
3
4
5
Answer
In the same
position I
currently hold
Promoted to
another position
in my current
department
Working for
another
department at
MU
Working
somewhere
other than MU
Other
Total
Response
%
329
32%
205
20%
157
15%
180
17%
161
1,032
16%
100%
Other
Number of people responding retired: 81
Number of people responding unsure: 10
Other comments:
A promotion, but not wedded to MU.
Because I have a 10 year old daughter with a significant health issue, it is increasingly difficult to work fulltime. I require a half-time job with benefits to continue at MU. I feel I will probably end up in an hourly, parttime position outside of MU due to these serious family health issues.
Being a mom.
Degree completed and working for another dept. at MU with higher pay in degree area.
Depends on some changes currently taking place.
Doing what I do, for more money.
Either another department or outside MU.
Either promoted within dept. or at another position either in or outside of MU.
Either same position or promoted.
Either same postioin or other promotion in another department. I may continue education for different career
path.
GETTING MARRIED, HOPE TO WORK S&T IN ROLLA.
Grad School.
Graduated with my Ph.D.
I am as high as I can go in my current dept. but would love to see a new position created for me.
I would like to be at a higher position, but advancement in technical is HR approved and approvals are rare.
Have been told 4 different reasons I am not able to move to the next level. Have been in current title/grade
for 15 years.
Hopefully in same position but making a salary compensating me for me work.
Hopefully promoted within MU but possibly elsewhere.
I would like to still be working here, but I don't think I have the possibility of advancement.
14
12. Where do you see yourself in 5 years? Other comments cont.
I plan to see advancement either in at MU or elsewhere. Would have choose multiple options above in
available.
I would love to be at MU, but do not see any clear path to advancement in my field.
I would love to work in my current department and for MU for a long time. However, there is little opportunity
for advancement.
In 5 years, I hope to have advanced and become even more of an asset where I am employed.
In same position because little opportunity for apprentice advancement.
In the same position but making more money. I love Mizzou!
It depends on a variety of things but either doing what I am currently doing if not promoted in my department
or employed at a different institution for career advancement.
Law school.
Like to be a different position at MU with new challenges that use my skills and interests--maybe in or maybe
not in my current division.
Maybe promoted at MU.
Need regular raises.
Promoted but in another department.
Same position with a different title and more diverse responsibilities.
Self employed.
Stay at home mom.
Terrified that I will be let go because I have been here quite a while and the trend is to let go of those close to
retirement.
This is always a difficult question to answer because the next steps are often not clear. My current position is
a new position and was a good fit for me and for the department, but I do not know how many of those will
come along in the future.
While there is opportunity in my unit, I have reached my max, I could be either here but am looking for other
opportunities at MU.
Who knows what the future holds?
Working 3/4 time in current position with outside income to supplement.
Working for another department but could be MU or somewhere else.
Working full-time for my coffee shop if things go well! Otherwise, still in my current department.
Working on a degree.
Working on my degree on my own if I do not receive support from my department.
Would depend if I could advance at my current position. I do love my current job and department.
Would like to be holding down a full time job here at Mizzou.
Would like to be promoted but uncertain of the possibilities. Not sure that they would promote from within my
department. They seem to go outside to find people.
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
Value
1
5
2.65
2.15
1.47
1,032
15
13. How often does your supervisor provide constructive feedback on
your job performance?
#
1
2
3
4
Answer
Regularly
Occasionally
Rarely
Never
Total
Response
334
417
221
60
1,032
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
%
32%
40%
21%
6%
100%
Value
1
4
2.01
0.77
0.88
1,032
14. The performance rating you received during your 2013 appraisal
was
#
1
2
3
4
Answer
Too high
About right
Too low
I have not
received a
performance
appraisal
recently
Total
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
Response
11
623
76
%
1%
60%
7%
324
31%
1,034
100%
Value
1
4
2.69
0.86
0.93
1,034
16
15. Do you feel you are usually expected to produce work that is
above, at, or below your current pay level?
#
1
2
3
Answer
Above my pay
level
At my pay level
Below my pay
level
Total
Response
%
473
46%
504
49%
52
5%
1,029
100%
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
Value
1
3
1.59
0.34
0.59
1,029
16. Do you feel you are paid more, about the same, or less compared
to other employees at MU who do similar work?
#
1
2
3
Answer
More
About the same
Less
Total
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
Response
33
402
509
944
%
3%
43%
54%
100%
Value
1
3
2.50
0.32
0.57
944
17
17. How many hours on average have you worked each week during
the past year?
#
1
2
3
5
6
Answer
0 - 10 hours
11 - 20 hours
21 - 29 hours
40 - 45 hours
46 hours or
greater
Total
Response
1
8
21
742
%
0%
1%
2%
76%
210
21%
982
100%
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
Value
1
6
5.14
0.37
0.61
982
18. Please indicate the people you feel appreciate your contribution
to the University of Missouri. (Check all that apply)
#
1
2
3
4
5
6
7
8
Answer
My co-workers
My supervisor
Department
administrators
Campus
administrators
University of
Missouri System
administrators
Faculty
Students
Other
Response
867
742
%
85%
73%
437
43%
176
17%
85
8%
391
484
89
38%
47%
9%
Other
Staff and Coworkers: 12
Students and Student Staff: 4
Clients and Customers: 8
Patients: 4
Parents: 4
Alumni: 7
Community: 6
No One or Unsure: 3
18
18. Please indicate the people you feel appreciate your contribution
to the University of Missouri. Miscellaneous Answers:
The Executives for which I provide support.
Fans and guests.
My children.
External.
My Family.
Media.
CBO
Other University stakeholders and partners I have worked with and for in the past that know how hard I work
and the time I invest in my job.
Advisors.
Dean.
Residents.
Outside collaborators on various projects.
The employees I supervise.
No one really says.
Library Subject Selectors.
People in other campus departments with whom I deal on a daily basis.
Director.
Medical Residents.
Department Chairman.
Community leaders and vendors.
My Customers many of which do not realize we are part of the University.
Other grant writers.
The particular group my work relates to.
University Lawyers.
Investigators.
Some visitors.
The resident physicians.
The Extension Council Members and People of the county.
Subordinates.
Outside Consultants who do business with MU
Those I train.
Donors.
Outside stakeholders.
Other departments in my building I am a building coordinator.
Off campus vendors.
My position is one that affects a lot of people.
Statistic
Min Value
Max Value
Total Responses
Value
1
8
1,019
19
19.
#
1
2
3
4
5
6
7
8
9
Please share your overall satisfaction with the following benefits
Question
Educational
Assistance
Program
(75% fee
reduction)
Allowable
hours for
educational
assistance
(6 credit
hours per
semester)
Educational
fee
reduction
for spouses
and
dependents
(50% fee
reduction)
Healthcare
and
medical
benefits
package
Dental
Vision
Prescription
drug benefit
Retirement
Plan
Commuter
Parking
(pre-tax
payroll
deduction)
Strongly
satisfied
Satisfied
Neutral
Dissatisfied
Strongly
dissatisfied
Total
Responses
Mean
378
404
211
34
8
1,035
1.93
257
405
310
39
20
1,031
2.19
282
384
267
81
16
1,030
2.19
271
522
156
67
15
1,031
2.06
251
197
541
458
163
270
62
86
15
17
1,032
1,028
2.08
2.29
215
482
248
66
21
1,032
2.22
198
498
227
76
30
1,029
2.26
90
271
338
212
116
1,027
2.99
20
Statistic
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Responses
Educational
Assistance
Program
(75% fee
reduction)
Allowable
hours for
educational
assistance
(6 credit
hours per
semester)
Educational
fee
reduction
for spouses
and
dependents
(50% fee
reduction)
Healthcare
and
medical
benefits
package
Dental
1
5
1.93
0.77
1
5
2.19
0.84
1
5
2.19
0.95
1
5
2.06
0.80
0.87
0.92
0.98
1,035
1,031
1,030
Vision
Prescription
drug benefit
Retirement
Plan
Commuter
Parking
(pre-tax
payroll
deduction)
1
5
2.08
0.77
1
5
2.29
0.86
1
5
2.22
0.84
1
5
2.26
0.90
1
5
2.99
1.27
0.90
0.88
0.93
0.92
0.95
1.13
1,031
1,032
1,028
1,032
1,029
1,027
20. What advice would you share to improve current benefit
offerings?
Text Response
Answers concerning cost of benefits, deductibles, and co-pays:
Medical benefits: HDHP with HSA with narrow network of providers using reference pricing, surcharge,
discount for anti-tobacco/wellness programs.
Less cost to those making less money - base the cost to the employee according to their income. It is not fair
for someone making $25,000 a year to pay the same cost for benefits as someone who makes over
$100,000 or someone who making 3 million dollars a year.
Stop increasing health plan rates, equitable compensation for adjunct teaching staff, larger fee reduction for
self and dependents, a vision plan that is closer to online alternatives.
Healthcare overall is getting worse and worse, more and more expensive. The best thing you can do is
make employees feel safe in their healthcare benefits.
Why do employees that have thier children attend MU have to pay for medical coverage twice. I pay for my
children under my current benefit plan and the university charges the students a health fee as well to use
medical facilities while enrolled. They see their primary care doctor at mu family practice clinics. Why can't
the student fee be waived if they are covered under the employee’s medical plan?
Lower annual deductibles.
I also feel that the premium I pay for health care is inflated for the amount of services that myself and my
family require each year (very few doctor's visits or prescriptions).
Lower premiums for health care. Visa debit card for flex spending accounts, no more forms to fill out.
No increase in premium or deductible with same coverage. Tough to cover almost every year with no salary
increase
Lower rates!
More of a financial consideration for married couples where both spouses work for the university. It's not
really cheaper for us to both be on the same benefits account, we just do it because it's simpler for us. And
then in addition to not getting as good of a value as I could with being on my own employee benefits account,
I miss out on other things, like the $100 wellness incentive, since I am the dependent on the account, even
though I also work for the university.
I'd like to see the University cover more cost. With the current pay, it takes a lot out of each check to cover
the employee cost of insurance. It's especially discouraging when a person receives a 1% or 2% raise in
September only to get that wiped out by the increase in insurance.
The healthcare provided covers a lot of my medical costs for my family, but I feel it is expensive when the
cost increases and I have not had a wage increase to cover the additional costs.
I don't like the $75.00 deductible for each person who is under my insurance. It gets expensive.
21
Answers concerning cost of benefits, deductibles, and co-pays: (cont.)
Lower health insurance premiums.
Stop raising the cost of insurance immediately after giving a salary increase. It feels like one step forward
and two steps backward.
I personally think that we shouldn't have to pay a deductible AND copays. The University has its own
hospital and it seems like our premiums are somewhat high plus we pay a deductible plus copays plus a
prescription deductible, etc. And when our insurance rates continue to increase and we get no raise to
compensate, we're actually losing money!
With the number of employees we have it seems like it shouldn't cost near as much. There are several
companies in town, with fewer employees, that offer free medical insurance.
Raising benefits would ultimately affect employees and students adversely by lowering pay raises and
raising tuition.
Also, co-pays for specialty clinics should be reduced for staff, $10.00 co-pays instead of the $20.00 co-pay
currently demanded for all specialty clinic visits to show your staff that the University truly cares about staff
health!
Meeting a deductible at the beginning of the year is difficult. I prefer copays only.
Reduce the monthly health insurance fee, institute a sliding scale based on income or allow lower-income
employees/retirees to shop on the national healthcare exchange for more affordable plans that don't eat up a
third of every paycheck.
Premiums seem to keep going up. Several of my close family members in other jobs don't pay anything for
their health insurance.
Healthcare seems higher in cost than other organizations I've worked.
Lower the monthly employee cost. City of Columbia employees pay far less and have better coverage.
It would be very nice if there was a third option for healthcare. The top level package is wonderful but the
monthly premium is too high for dependents and the other option's deductible makes the coverage almost
worthless unless something really tragic happens.
It is expensive after tax and paying medical my check is only half of my gross pay.
Tie increases for premiums to cost-of-living raises such that premiums cannot increase more than cost-ofliving increase.
I feel having to meet deductibles in all benefits is outrageous. The cost continues to increase for benefits
more than salary increases. If we even get salary increases while the coverage goes down.
Health care is better than most but should not have different copays for out of network. Not everyone wants
to see a resident especially if they have problems.
I recognize that costs for healthcare are skyrocketing, but the price to cover a family of 5 with nominal health
concerns seems to have increased substantially during my 5+ years here; beyond the actual cost of
healthcare's rising in that same time frame. I'm confident you are doing what you can, but I do want that
expressed.
Heath care costs have gone up while coverage has gone down.
Cheaper health insurance for families.
Reduce health insurance co-pays and deductibles. Reduce premiums without decreasing benefits.
$4100 Out of pocket maximum added to My Choice plan this year is too steep. Should be reduced.
As always, reducing the cost of benefits would be appreciated.
Stop allowing our Medical benefits to change every year. Now we have copays and deductibles. I take my
son to the ER and only $30 is covered. He has an ear infection on a Saturday night at 2am and I am forced
to pay tons of out of pocket money for someone to look inside his ear and prescribe eardrops and antibiotics.
We need to try to get the overall cost of benefits down without sacrificing quality.
No co-pays for lab work. The last few years we have to pay $250.00.
Reduce premium amounts and make co-payments smaller.
To help employees out, the university, could pay a higher percentage of the employees insurance premium.
22
Answers concerning cost of benefits, deductibles, and co-pays: (cont.)
The retirement benefits and health benefits have been shifting more of the costs onto the employee while
reducing University contributions. People work at the university because it is seen as one of the few places
left you can get a decent retirement/health package, however you earn less than in the private sector. If you
reduce the benefits package, while also reducing pay (by increasing employee responsibility), you are
hurting employee satisfaction and attracting less qualified employees.
Allow spouses with previous health issues to have Life benefits. Find a cheaper and better health care plan.
I had outside MU coverage for FAMILY $50.00 a month with dental and vision and prescription with only a
$500 deductible. I want a plan like what I lost. I lost coverage because of the ACA. MU's is too high for us
lower paid employees. Go outside state lines to find better coverage.
County paid staff do not receive any benefits other than a retirement stipend and or healthcare stipend. The
out-of-pocket health care subsidy is now changed and not really an option due to tax withholdings. Offering
any benefit would be nice to this large sector of employees that maintain county offices and are essential to
the day to day operations of the Extension mission.
A sliding scale for co-pays and deductibles. A $250.00 deductible is very painful for someone making less
than $30,000 per year, but barely an afterthought for someone making $100,000 or more.
Try to keep premiums low!
I do feel that our insurance coverage is decent, however it is expensive. Cutting down on the cost would be
a great improvement, however losing the coverage offered would be worse.
I feel like I am paying an arm and a leg during my pregnancy, myOptions may not have been the best choice
for pregnancy.
Hold the line on increases in insurance costs.
Healthcare; if we stay within University physicians there should be an added discount. The same should
apply if we have exams, tests, procedures at the U.
Answers concerning additions/subtractions to the current benefits package:
Chiropractic care is too expensive. Need to have chiropractic care closer to Hospital Campus.
If we have a parent or sibling living that is dependent on an MU employee I think they should be allowed to
be covered on that employee's health insurance. Its great the plan changed to add insurance for a same sex
couple that are not married but I think this would be another great change.
We need to offer infertility coverage. Infertility is on the rise and is not covered by Mizzou's current insurance
policy. Struggling with infertility is stressful which can cause distraction at work and more time off work with
stress related illness. It is made all the worse by the totally unsubsidized and significant expense. By
relieving the expense, at least a portion of the stress will be lifted and employees can be confident that
Mizzou cares about helping employees build families here in Columbia.
Allow for domestic partnerships to receive the same benefits as spousal arrangements. This is not only fair
to same-sex couples, but for people who are involved in long-time partnerships without involving the
institution of marriage. It's just the right thing if we value a culturally varied and diverse workforce.
When negotiating new health insurance, it is beneficial if benefits do not decrease...specifically, sleep apnea
supplies were 100% covered, now there is a deductible.
I would also like to see the health care provide more holistic practice coverage. Many doctors who practice
holistic medicine do not qualify. I also think better chiropractic coverage could be a good way of reducing
other medical expenses that people encounter.
Additional providers for dental and family physicians. It would be nice to not pay out of network to go to a
family practice doctor, if they are not a part of the University. The family practice providers provided by the
university are always changing so to stay consistent and develop a relationship I go to Family Medical
Group.
Please offer benefits to LGBTQ community, especially transgender.
*VERY* happy that domestic partners can now be added to the benefits package!
23
Answers concerning additions/subtractions to the current benefits package:
(cont.)
I strongly feel that our benefits should provide for the treatment of infertility. I personally am struggling with it
and know off the top of my head 6 other people at the University of Missouri in the same situation. Right now
benefits only allow for testing and diagnosis of the problem but nothing for the solution. It is also a safety
concern to have our prisoner unloading area accessible to the general public.
Provide better mental health insurance.
Add additional medical benefits packages.
Please expand coverage to include LGBTQ persons, including unmarried partners in same-sex relationships
and gender-affirming treatments for transgender employees.
Lower the copay for bariatric surgery to where it is more in line with other insurance plans. The university
has a wonderful bariatric program that its own employees can't benefit from without paying several
thousands of dollars out of pocket. I find this to be hypocritical when MU places so much emphasis on
wellness programs and prevention of disease when the copay for lap band surgery, a treatment proven to
lower the risk for diabetes and even reverse it, is grossly out of line. The attitude of the benefits
administrators towards obese employees seems punitive.
We should press our insurance plan to pay for double electric breast pumps; as it stands they only pay for
the cheapest manual pump there is. This costs the university money in the end. If I had to manually express
both breasts every time it would take hours from my day. I ended up paying 350$ out of pocket so that I
could quickly pump both breasts at once.
Talk our insurance into covering speech therapy for developmental delay.
Remove discriminatory wording denying surgical benefit coverage for gender reassignment surgery for
Transgendered employees. If the employee follows the Standards of care of WPATH 7 and the employees
doctor and therapist and psychologist recommend Gender Reassignment Surgery as medically necessary, it
should receive insurance coverage. The two or three surgeries a year won't break the bank and by denying
coverage just increases depression, anxiety, suicide, higher substance abuse and lost productivity. Recent
studies bear this information out. Denying coverage costs. Having coverage saves money.
Extending the age that you can keep your children on your insurance. Health care is a topic that affects all
people.
Insurance that pays for hearing aids.
Make dependent benefits available to other long term members of staff household (e.g., long-time roommate
who is not staff member's domestic partner). My brother and I have pooled household expenses, but he
can't take advantage of my "spousal" benefits.
Possibly offering more options for medical benefits, depending on where the employee is in their life (child
bearing age compared to past that age is an example of what I'm saying) with varying payments to cover
what is needed by the employee.
Add an Identity Theft Shield as a voluntary employee benefit via payroll deduction.
The taxes I am paying on my adult dependent is absolutely ridiculous. My salary that I actually take home is
now reduced to what I was receiving 5 years ago. Looks equal on paper and how it was advertised, but if I
would have known I was going to pay almost 50% in taxes for adding my same sex partner, we would have
had to reconsider. Very, very disappointed.
Free cell phone reimbursement would be ideal. Also, it would be nice to have the university pay for some of
our monthly cell phone charges since many of us use our personal cell phones for work use 75% of the day.
Some departments provide phones and some do not. An allowance would allow folks to keep their personal
phones and not require them to carry two.
Include insurance for short-term leave.
Give a refund or check back at the end of the year when they do not utilize the medical benefits they have
signed up for.
Discount to campus dining.
24
Answers concerning healthcare and benefits options:
Include insurance for short-term leave.
Better health insurance plan options.
I believe that you should survey the number of employees who are caring for a dependent with a serious
health issue that requires them to spend significant time giving direct care to that dependent when not at
work at MU. I believe that you should give us flexible hours and allow us full health and retirement benefits at
less than 75%, perhaps 50%. I am the mother of a 10 year old child with epilepsy and developmental delay
who has 5-15 seizures each day, and I spend a significant amount of time caring for her. I do good work for
my department, and they will verify it if you ask them. Please do. But, it is difficult to work full-time, even
75% under these circumstances, and I need health benefits for my family and a retirement plan. My daughter
is officially considered disabled, so I can prove it clinically/medically, as I'm sure others can do. I have taken
FMLA and the maximum Medical LOA. I do not believe we should have to lose or be forced to quit our jobs
and lose our income/benefits/retirement in order to take care of our children. My name is XXXX XXXX,
Please contact me to follow up on this issue.
I would like to see increased flexibility (with partner institutions) and rate of reimbursement for dependent
educational benefits.
Please keep the CHOICE health insurance benefit option.
Cost compare with other entities and not lock ourselves to University Hospital; Blue Cross Blue Shield,
consider all alternatives for cost effectiveness
Moving forward, keep both Health care plans, "My Choice" and "My Options", in place.
More choices!!!
Go back to United Healthcare.
An in-between healthcare option, increased opportunities for staff to advance education (more hours per
semester or greater decrease).
I currently tell myself I'm lucky to have a job in this economy rather than I'm happy to be in the job I have. I'd
like to have family benefits for faculty/staff such as subsidized daycare on campus and matching retirement
benefits for employees before 2010.
It would be nice if more items could be moved to more of a "cafeteria" type option - for those of us who are
single, and/or not seeking additional education, benefits for discounted tuition, spouse/family education,
medical benefits for family members, etc... are really unimportant and of no value.
Those employees that do not use the UM insurance package should be given an extra week of pay.
Health care company that has wider acceptance in places outside Columbia.
Stay away from the ACA (Obamacare) if at all possible. There already is a heightened sense of anxiety over
the possibility of losing already good affordable care with physicians some of us have had for almost 2
decades. The medical health coverage however is different and satisfactory.
Please give more options of companies dealing with benefits.
Don't change it with the implementation of the Affordable Care Act. Those of us who have good jobs with
good benefits are terrified that we too with lose our employer based healthcare.
Give bonuses or better packages to those without children.
I would like to see increased flexibility (with partner institutions) and rate of reimbursement for dependent
educational benefits.
One other note about the HSA, is that it would be nice to have more VanGuard investment options. Almost
bar-none, VanGuard has the lowest costs associated with their accounts (typically below 0.5%, compared to
the industry average of over 1%). But this is totally irrelevant if I don't have a good way to keep track of
delayed reimbursement claims.
25
Answers concerning healthcare and benefits options: (cont.)
Better communication to assure employee know how much they will be charged for various medical
procedures.
More transparency and better communication about how to go about accessing the Educational Assistance
Program. We know it exists, but we don't know the structure or procedure to follow.
Advertising the non-medical benefits better - I have never heard of the allowable hours for educational
assistance and don't know what that one is about.
Benefits sessions offered are really fantastic, but I never get a chance to go b/c I'm always too busy with job
duties and sessions are not a priority with job structure. Adding a limited number of benefits session as an
annually required expectation of employment (that counts FOR me in job reviews - if I ever receive one)
could help get people into the sessions. Added benefit would be that employees would utilize benefits more
and understand/appreciate them.
Make medical billing and associated benefits much easier to understand. Stop trying to use slick
presentations and marketing techniques to "force" people to change to the expensive "My(No)Options Plan
in collusion with the insurer. On the following web page https://www.umsystem.edu/totalrewards/benefits
PLEASE just put a link to "Health Insurance" and have the information readily available as web pages as well
as the PDFs. To be frank, I think participation in health insurance should be offered as a "free" benefit i.e., for
the premiums to be paid directly by MU even if that meant everyone taking a pay cut.
Provide a non-bureaucratic, technical explanation in a manner that normal people can understand what
exactly their benefits are or cover OR quit making everything be done online and actually hire people who
aren't dicks to staff the benefits office. Constantly referring people with questions to 'look at the handbook' is
a ridiculous way to convey help to employees that are already frustrated enough to be asking questions.
Sending them to try and find answers amongst all the pages of the 'employee handbook' and then interpret
the contractual writing style is just a pain. I have to assume that the University does this on purpose to
prevent us from actually using benefits as some type of cost savings plan.
I recently called benefits to find out how long one of our Teaching/Research employees had to wait in order
to be eligible for the Educational Assistance. He had gone to the website and thought he had to wait 6-9
months before being eligible. I told the person on the phone that I had been to the Business Policy website
and there was no information about Teaching & Research staff. She chuckled and said she gets this
question all of the time and that there wasn't any information on the website, but that the staff member did
not have to wait at all and they were eligible immediately. She said she loved giving people good news.
Unfortunately our staff member lost out on Educational Assistance because the Business Policy page does
not have all the information the employee needed to make an educated decision.
Faculty & Staff Benefits do a great job. Insurance is just a bear. Additional training, or maybe one on ones,
in what to do for the choices available could help but all in all we have the limousine of benefits packages
already.
This year I changed UM medical insurance program to the lower premium/higher deductible. (We're not sure
this was a good decision.) Some details should have been shared regarding the HSA program. UM tried to
cover a lot but some important details were missed.
I'm really only familiar with Mizzou's benefit's package so I'm not sure Ihave anything to compare it to, nor do
I receive outside information to allow me to compare packages. Overall, I believe I am satisfied with the
packages.
The benefits are very good, but access to Benefits and HR is difficult. They should be on campus and not off
or around the edges.
More flexibility for individuals; better information to make reasonable decisions.
Provide a highly visible, very anonymous way to report waste and fraud we witness around campus.
Health Equity (i.e. the Health Savings Account company) needs to seriously improve their web interface.
Their delayed reimbursement functionality is seriously clunky. This is very disappointing, especially since
delayed reimbursement is an advertised feature. Even though I can upload documentation (as scanned PDF
files), there is still no means of organizing it by metadata (e.g. dates, amounts, etc), unless I request
reimbursement be processed (instead of delayed). I think that if Health Equity will actively seek feedback
from their customers and implement it, they will quickly improve their site and retain customers.
26
Answers expressing satisfaction with benefits in general:
Benefits are great, thanks!
The University is a great place to work.
None-- I'm satisfied.
I think the University overall offers a very competitive benefit package. Flexibility within my department is a
huge benefit as well.
We have an extremely good benefit package.
The benefits at MU are great! I can't think of anything.
There is not much to improve, it's pretty good!
I think current benefits are excellent.
Just to keep striving to put employees interests in the forefront as well as serving the community. Everyone
is important and everyone working together is what makes the University of Missouri a good place, and we
can continue to make it great.
The benefits are very good.
I think the benefit package at MU is remarkably good. I appreciate it very much, especially when compared
to what is going on in the private sector. I cannot think of any reasonable improvement to the existing
offerings.
The benefit offerings are sufficient for my needs.
I really appreciate MU's push to get the best coverage they can for their employees.
I am very impressed by the benefit package at the University of Missouri.
Overall I think our benefits are quite good, in fact one of my main reasons for staying at this institution is due
to the quality of benefits; specifically, health, retirement, and educational.
Great benefits especially the educational benefits and health insurance! They make a huge difference to why
I choose Mizzou and not someplace else.
I am very pleased with the benefit package.
I think our benefit package is fair.
I believe Mizzou has one of the best benefit packages around and it a huge reason at why I only look within
for jobs.
None. I feel as if the current benefits package is satisfactory and competitive.
I appreciate the benefits that are available and feel we are fortunate to have as much of it paid for as we are.
Answers concerning vision and dental benefits:
Look at different dental option, all of the "break-ups" with Delta has caused me to need switch my dentist.
I do not like Delta Dental as I think that the provider list is too limited. I do not understand what I will lose if I
do not use a DD provider - it's not clear in the documentation.
Additionally, I'm disappointed in the cost of vision insurance. I've found that it is less expensive to purchase
vision care out of pocket without insurance than it is to get the vision insurance. The dental cost is similar in
that it only saves a few dollars. These dental/vision insurance rates seem too high to participate in them.
The vision program should be less expensive than paying for an exam out of pocket. Express Scripts does
not fill prescriptions mailed to them properly, and they ship at unpredictable times and do not take care to
ensure the prescriptions are not exposed to conditions which will render them inert. University Pharmacies
are located at inconvenient places and have inconvenient hours. Work with Walgreens.
The current dental and vision plans have a relatively limited amount of providers in the area. It would be nice
if those companies did a bit more "marketing" in our area to encourage more participation by local dentists
and vision providers.
The vision coverage doesn't allow for coverage of both contacts and eyeglasses, which has caused me to
forego glasses for several years. I'd suggest better coverage for both.
I would like a great coverage of maximum allowed for dental expenses. Or maybe more choices.
27
Answers concerning vision and dental benefits: (cont.)
Option to pay a little more for vision and dental to increase treatment coverage.
With the amount of computer work done on a daily basis, better vision plans should be available to staff.
Improved pharmacy options: 4
Answers associated with pharmacy benefits and Express Scripts: (Not
included in number above.)
Maintenance meds should not have to meet deductibles before the cost becomes just the co-pay.
Prescription medicine coverage is an issue for all of us but it would help to have the assistance of knowing
which local pharmacy(s) provide the most competitive out of pocket expense. Better yet, it would be nice if
the University Pharmacy offered pre-set out-of-pocket co-pays.
More leverage on drug/insurance companies, my prescriptions increased by 75% for 2014.
Lower the out of pocket maximum for prescription drug coverage.
I get my medications through the Gerbs $4 and $10 plan because it's cheaper than using my insurance.
My son was prescribed Flovent for his asthma however Express Scripts is no longer covering that medication
for him. As a parent, Flovent is controlling his asthma and after a very long battle of trying to find a
medication that actually works I do not want to try other medications and go backwards in his treatment.
This is not an issue for me personally, but a friend who used to work at MU recently moved to a different
institution for a lower salary. However, given the coverage for diabetic testing supplies at the new institution,
he's actually receiving more take home pay overall at the new institution.
Make specialty drugs more cost effective from local pharmacies.
Allow same savings at other pharmacies that are allowed at the university hospital pharmacy.
Prescription drug benefit plan needs to be get little bit more legatees; rather what we are getting now.
Co-pays on prescription drugs are too high for name brand drugs. There ought to be a way to reduce those.
Co-pay on prescriptions is quite high.
Be clearer on the prescription benefits and how runs the program and what restrictions are placed on certain
prescriptions.
Need better prescription benefit coverage of insulin and other diabetes supplies.
My family requires a specialty prescription, and I HATE being made to order through Curascript/Express
Scripts. Their service is atrocious, and I would like to be able to order all my prescriptions from the local
specialty pharmacy that takes exceptional care of my kids and follows our prescription needs closely. This
requirement irks me every month when I have to order by calling into an automated system that never works
right and then ultimately deal with a rep that is often less than friendly.
Express Scripts is really not user friendly. Would like to have other options for the 3 month supply of meds.
The drug formulary needs to have more medications. Bigger discounts in pharmacy OTC and cafeteria.
We should try to find a better prescription plan. I have to two - three times more for prescriptions with the
University's plan than I had to pay with my husband's previous employer’s prescription plan.
I also feel our prescription benefits are way too low. Out of pocket costs are outrageous.
Answered not benefit eligible: 5
Answers associated with being less than a full time employee: (Not included in
number above.)
Look at salary increases for P/T employees, too. I’m working for the minimum wage and never receive an
increase unless the minimum wage goes up.
Offer a part-time option for some compensation and give credit toward service time figured by hours worked.
That is certainly more fair than no credit at all.
28
Answers associated with being less than a full time employee: (cont.)
I am not full time so I do NOT receive ANY benefits. I know that I am only part time, but I feel that if school is
called off, I should be compensated because I am unable to work. Not by my choice. It’s challenging to be a
part of Mizzou but then I am not really part of Mizzou because I am not recognized as a real employee.
Allow some minimal benefits for part time employees.
I currently do not qualify for benefits due to being employed at 29 hours a week. I understand the financial
restraints that do not allow hiring more full time employees so I would imagine that I will remain at this level
of pay/benefits into the foreseeable future since I do not want to leave my office/department
I am employed JUST below 3/4 time so that the University doesn't pay me benefits at all. I would really like
to have benefits!! Even if I were to find additional hours within the MU system, I'm told they would NOT apply
to make me eligible for benefits because my hours need to be within my VERY small service/maintenance
department vs. even within the larger BLSC where I work.
Answered wanting an 80, 85, or 90 and out retirement option: 7
Answers related to retirement: (Not included in number above.)
Add a University match program to retirement.
Better communication about Retirement Plan (i.e. forms that give amount University is contributing,
Employee is contributing, Vesting information).
If HR could create a simple 1-3 page document that explains retirement benefits in detail, that would be
great. Not everyone can attend Staff Development Week events and attend the sessions related to benefits.
As a new employee, a person doesn't know where to even begin asking questions about these benefits.
There is so much information in the employee benefits handbook to take in as a new employee, it can be
very overwhelming. If the information could give examples of different scenarios of the average University
employee that would be very beneficial. If this information could be made available as a hard copy document
and on the HR website that would be a big help to a lot of people. I am an almost 10 year employee and I still
have no idea what the best choices are for me to invest in for my retirement. After going through New
Employee Orientation, most people do not have an opportunity to ask questions of anyone from HR. People
get busy trying to learn their new job and, since HR is located off campus, the opportunity to ask these
questions to someone in person after six months on the job can be difficult.
Also, I do not mind the current retirement plan changes where we put in a % (even though it used to be
included), but I feel like the informaiton on retirement isn't shared widely enough.
Not having to contribute to the retirement plan would be nice.
An easier retirement plan to understand and participate in.... too complicated for a simple person who
doesn't know much about finances.
More encouragement for the voluntary retirement plan. Force the departments to allow & encourage their
people to go to retirement seminars.
I have the pension plan, which takes a 1 percent deduction off my gross income. I'd like an option to deduct
more for a bigger pension benefit. Or have a 403(b) with an employer match.
Include employer matching for retirement plans
I still feel the retirement package needs to be changed - I will have been here for more the 30 years before I
ever meet the minimum age requirement of 55 years of age. I don't think that is fair. I also think at minimum
90 and out (age plus years of service) should be considered to be able to retire. Employees who have been
here for more than 20 years are kind of stuck where they are at until retirement and employees with any kind
of long term are kind of forgotten because they get no compensation when there are years with no raises
and most new hires start at or over what a lot of long time employees make per hour. So the majority of us
are just spinning our wheels to meet minimum retirement requirements and hoping that we do not get laid off
before that happens with each and every time more budget cuts happen.
Increase the amount the University offers in retirement benefits.
Employees should not have to cover the employer's share of retirement benefits.
29
Answers related to retirement: (cont.)
I was extremely unhappy to learn I have to use up all my vacation time before I retire. I was counting on
adding that payout to my savings.
Any sort of matching contributions to voluntary retirement by the university.
Please don't take away the pension, I'm about to reach my 5 years!!!
I think a retirement plan in which the university would match at least a percentage of an employee's
contribution would be extremely beneficial.
The retirement plan for my department is horrible. In the position that we are in (Police) there is NO WAY
we should be police officers on the street at 65 years old!! They should offer either 25 year or at the very
most 30 year retirement benefit for law enforcement.
Retirement is lopsided. Higher ups have great packages while a woman that's worked twice as hard for the
university for 20 years can't afford to retire - she makes much less. Maybe offer more retirement funding for
the people that make less? It will make the future a little less frightening for those of us that have 30 - 40 yrs
to go, but aren't interested in leadership positions.
The retirement plan by the university, I believe, needs some serious work in order to remain competitive.
There are currently no matching options which forces all employees to seek other means of retirement
funding. My peers at other institutions receive at least some sort of 401k match. This is my only complaint
about MU Benefits, though it's a major one.
80 and out like the state of MO offers. Other public institutions in Missouri are part of the MOSERS
retirement plan.
Our retirement program is superb, I am especially grateful for it.
Make the retirement plan non-contributing again.
Faster vesting in pension, a match in retirement plans would be an improvement
Evaluate the possibility of bringing back the defined benefit retirement plan and disclose what conditions or
factors would be necessary for this to happen if it cannot happen at this time.
Revisit early retirement. State of MO has 80 and out without loss of retirement benefits. MU/UM has not
instituted same or even 85 and out. The 85-and-out has been provided 3 times in recent history, but very hitand-miss and with little warning so people could adequately plan/prepare. Would be nice if longevity was
recognized and rewarded with not losing retirement benefits when departure is prior to age 62.
Retirement based upon job a police officer at age 62-65 is not a recommended practice among police
agencies in the US. Due to the working conditions the retirement age should be 7 to 10 years less than that
of the current retirement system.
85 and out for retirement. Working here for over 30 years - my age is a determining factor rather than my
loyalty to number of years served.
I wish to retire in 2015 but so far parts of the retirement are very difficult to understand. Every workshop I
attend I come out of I'm more confused. My husband and I are both employees. I would like to be able to
use his built up sick leave when needed.
Allow employees to choose their 403b providers as we did before Fidelity. I was unable to continue adding
to the particular fund I had with Vanguard. I feel that I have lost money by having to use the limited offerings
through Fidelity.
I think we need a matched 401K plan like most businesses.
The retirement benefits and health benefits have been shifting more of the costs onto the employee while
reducing University contributions. People work at the university because it is seen as one of the few places
left you can get a decent retirement or health package, however you earn less than in the private sector. If
you reduce the benefits package, while also reducing pay (by increasing employee responsibility), you are
hurting employee satisfaction and attracting less qualified employees.
If our retirement package (pre-2010) is deferred compensation, then why should employees contribute any
percentage to it? It is akin to paying in order to work. If it is not deferred compensation, why isn't it? The
retirement package is part of the agreement to work.
Fewer years to become vested.
30
Answers related to retirement: (cont.)
The information available regarding the differing retirement plans can be confusing. I haven't attended any of
the retirement planning sessions, but the information on the website and on fidelity isn't clear, particularly
with regard to plans based on when you were hired, differences between 457b and 401 and 403 and how
much does MU match contributions, etc.
401K matching would be fantastic.
Too many options upon retirement, too complicated.
Remove the withholding of contributions to retirement. That did not exist when I started here but was forced
upon me due to MU budget problems. Other universities have better dependent benefits for tuition
reduction. Improve retirement options like 80 and out or other measures for long term employees.
I wish the retirement benefits were better.
The retirement vesting program is fine for people who started before it was taken away - but Mizzou should
really have some form of matching program to encourage employees to put money away for their
retirements.
None. Courses explaining the retirement plan options are nice.
Anything you can do to keep retirement or improve it!
Better match for employee retirement contributions
Matching 401k plan.
Match to 403B investments.
Also, retirement needs to be addressed for departments requiring physical labor and high-stress/high-risk
responsibilities. 62 is too old for employees in the crafts, maintenance trades as well as police service.
Also there needs to be separate retirement program for specific professions on campus.
I am under the old retirement plan, which is one of the the benefits that make this a great place to work. I'm
not sure I would feel as strongly about continuing my employment here if I were under the new retirement
system.
Show incentive for retirement deductions.
Retirement plans that have funding matches from the university.
Answers related to a shared leave pool:
I wish we could offer to give some of our vacation time to other employees in need.
A method for transferring unused sick days into vacation or personal days (would most likely benefit younger
staff who tend not to get sick as often and provide an incentive for taking care of oneself).
We should be able to give our stored up leave balances to others in need.
Allow employees to donate leave time to other employees.
Do not go to a shared leave system, beyond an option to donate to a campus-wide hardship pool. Shared
leave presents too many possibilities for peer-pressure, bad feelings, etc.
Once maximum level of vacation hours is reached, transfer those hours to sick time so that the total number
of hours is not lost, and that the new sick hours can be applied to retirement. Right now, if an employee
reaches the maximum amount of vacation hours, he just loses them, and that is not right.
Allow employees with the option to contribute vacation hours to a pool for unexpected and catastrophic
medical issues. The state offers this to their employees and it's of great benefit to them.
Allow people to donate unused sick or vacation time to pool for coworkers.
Change to paid time off policy instead of sick leave and vacation. The current system reward and
encourages abuse.
Another idea would be to give an allotted number of sick, personal, vacation overall and not distinguish
between the uses.
31
Answers related to a shared leave pool: (cont.)
Allow a buyback program for vacation and sick leave. For many employees this is a completely useless
benefit until they leave the University and their vacation is paid out.
I think if annually you were allowed to cash in (say, up to 50%) of your accrued vacation time, the University
could save money over the long-term because the value of accrued hours goes up as people get raises. I
know budgeting this the first year would be problematic.
Increased vacation and sick leave for non-exempt staff.
Would like the opportunity to sell back accrued vacation time or sick leave at a reduced rate.
For those of us who are single and have no dependents it would also be nice if we could use our sick leave,
funeral leave, etc... benefits for other family members (aunts, uncles, nieces, nephews, etc...).
Answers concerning vacation, sick, and other leave options:
Change to paid time off policy instead of 'sick leave' and 'vacation'. The current system reward and
encourages abuse.
We should be able to give our stored up leave balances to others in need. Maternity leave & paternity leave
isn't paid (you have to use your leave balances) and if there are complications with your pregnancy/birth, you
don't have options for using more leave balances.
Give more vacation hours.
It seems about time to either decrease the amount of time needed to get more vacation and/or add another
paid holiday. 1 paid day at Christmas is not enough.
Combine all time off (Vacation, Sick and Personal) into one account - keep same levels of accrual based on
years of service. That way, there is no need to track three different accounts. It would not matter the reason
an employee was off work, just that he/she were not at work.
I feel that if an employee is also a full-time student and classes/seminars take place on a scheduled work
day (Mon-Fri) then the employee should not be required to use vacation/personal time to attend classes or
take leave without pay. This makes it very difficult for the employee to build vacation time, especially if they
start classes right after their hire date. The employee is working, going to classes and has no time for a
vacation; where physician are strongly encouraged to take off as much time as possible, this is not a luxury
provided to the full-time student/employee...especially if they have children. This creates an environment of
high burnout and many sick days being used in place of vacation days just to get a small break from life.
Tuition benefit for employees/spouses/dependents should be decreased or
free: 17
Tuition benefit for employees/spouses/dependents should be available earlier
than 5 Years: 6
Answers related to tuition or class: (Not included in number above.)
Columbia College offers free tuition to its employees. That is a real benefit. Not a tuition reduction that
doesn't cover all of the fees to take courses. The University should invest in its employees and not profit from
them in this area.
Increase the educational fee reduction for spouses and students and the educational assistance program for
employees. Compared to other colleges and universities in the area MU is way behind. For example,
William Woods offers free tuition for employees and their dependents and spouses. They also have
cooperative programs with other colleges where dependents can go to other colleges at the reduced rate.
Extend the Educational fee reduction for spouses and dependents to retired faculty and staff. The cost to MU
system would be minimal, but the benefit to those with the need would be great.
Expand educational assistance - to cover courses at other area schools (MU courses are not suited for all
staff).
32
Answers related to tuition or class: (cont.)
I also think that the educational assistance program should be allowed for up to 10 hours per semester,
allowing staff to take 2 classes per semester, even if one of them is a 5 credit hour class.
I would like to see more courses offered in the evenings. I would like to take advantage of courses offered
by the University and the educational assistance program; however, I cannot take off work to attend the
classes during the work week from 8-5 p.m. It's disappointing that we can't utilize the benefit because the
course offering are limited.
Allow for additional hours at 50% for spouses and dependents OR increase the fee reduction percentage.
As we still end up being taxed on the fee reduction costs it doesn't feel like a true 50% off tuition (especially
when you add in tech fees, rec fees, etc.)
My daughter was able to take advantage of the 50% dependent education fee reduction, nice but could be
better. I worked at Columbia College for 10 years before coming to MU and they paid 100% employee and
dependent education cost at that time.
Apply the Educational Assistance Program to more than just tuition.
Alas for me, my 3 children had just finished at UM colleges when the fee reduction for dependents went into
effect.
I understand that the rule to limit employees to 6 hours per semester is because they need to do their jobs
sometimes. However, more and more classes are online and offered for various weeks. The traditional faceto-face, 16-week course is no longer the common option, especially for graduate programs. By staggering
the dates of the courses I can take more than 6 hours and still do my full-time job. This restriction is archaic.
The dependent educational fee reduction is not a fee reduction. Only tuition is discounted, not supplemental
fees. Current tuition is $274/credit hour. The discounted rate is $137 per hour times the typical 15 cr hour
semester = $2,055 maximum benefit to the employee per semester. Supplemental fees for Business ($71.30
per cr. hour x 15 cr. hours = $1,069.50) is about half of the benefit amount. The benefit is quickly eaten up
when other fees are added to the student bill. I work with faculty and their children who are looking at
Mizzou. The financial incentive is not really enough to influence the student to stay here in many cases.
Allow 6 credits to be taken during summer, instead of just 3 credits. The healthcare plans are very expensive
for employees who do not make a lot of money. It is not fair to those that have to spend a greater majority of
their paycheck on the same coverage as a person who makes a lot of money.
I would like to see an increase in the educational fee reduction for dependents. I would also like to see a
decrease in the number of years a person needs to work at MU to receive this reduction. Perhaps reducing
the number of years from 5 years to 3 would encourage more people to work at MU for longer periods of
time.
Educational Assistance Program - would be nice if it could be used at other institutions. MU did not have a
master's program that met my requirements based on my family situation, so I had to enroll at another
college. I was told that I need a master's degree to be promoted further within my department, but I was
unable to enroll through MU, even though my master's is required "necessary" for further job opportunities
within MU. Without my parents assistance I would not be able to complete a master's program, as I already
have enough student loans for my undergraduate degree which I received from MU, before I was employed.
The dependent tuition waiver is a large part of why I stay at Mizzou. Thank you for providing that!
Allow more hours for educational assistance per semester in order to earn a higher degree in a shorter
amount of time
Limit on children getting education fee reduction after they turn 26, if in a PHD program this is not allowing
for those expenses. Alternative life style partners are covered but not my child?
I love that the University has an educational assistance program, however I wish it was for more hours per
semester. I am interested in the exec. MBA program through the College of Business, but even with the
EAP, I would have to take out a student loan valued at over $50k. This is not doable for me at the time, and I
hope in the future the EAP will allow employees to take more than 6 credit hours per semester if they wish.
I feel I am unable to utilize the Educational Assistance Program because it is difficult to work during the day
and find courses that are beneficial for evening and/or online. I graduate from Columbia College in May with
a BSBA degree but I wish I could have gotten my degree from MU since I have a loyalty and connection
here.
33
Answers related to tuition or class: (cont.)
Allow employees to opt out of educational assistant benefits. Allow employees to plan for an educational
benefit plan by making a matched contribution.
I would also like to see educational benefits for dependents that are attending other state schools and no
MU.
Provide free education for dependents of workers over 10 years. Would provide the University with people
committed to staying longer and not looking elsewhere and I don't think it would amount to that much extra to
the university. It would be a great selling point to a new employee or employee who has moved up and is in
year 6-9 and has opportunity to move to another job, but wants this benefit for their dependents. Attracts
high level people and keeps high level people.
Not all supervisors are fully supportive of employees taking classes during the day, and making up time later.
I had one supervisor who refused to approve my application for employee assistance to take a class. He
said that he would only approve classes that directly benefited my position. It is impossible to earn a
Bachelor’s degree with this demand. Many classes taken to earn a Bachelor degree do not always directly
benefit a position. As a first generation degree earner, this employee benefit is of great importance to me.
There should be some mechanism such that one can obtain approval through a separate appeal office. This
mechanism alone will provide additional pressure to supervisors for approving these applications. This
should be treated as the employee benefit that it is, comparable to sick leave, vacation days, and retirement
benefits.
I would like to see the University pay for up to 9 hours rather than just 6 per semester. Also the Mizzou
online tuition costs are higher than on-campus. The cap on the amount paid unfairly promotes on-campus
attendance.
Educational Assistance should be on a sliding scale--I can't afford to pay what someone making 6 figures or
even double what I make. Sliding scale would send the message that the university wants those paid less to
advance more. We should also consider flex time for those employees who ARE trying to further
education......hate taking vacation/sick time to go to classes only because it is the only time they are offered.
Offer tuition discount for more than 6 hours a semester. I am taking an "executive" track master's degree,
specifically designed for me to be able to take 9 hours a semester and continue to work full time.
Overall I think that the benefits are wonderful. However I think that they total reduction and the restriction on
the number of hours for the Education Assistance Program and the Education Reduction is a little low. I
know of other institutions that offer greater reductions for faculty, staff members, and their families. I feel that
if the faculty and staff are wanting to better their education and their student's which would intern better the
University, why would we want to hold that back. The percentage amount that is deducted I think is low. I
understand that this would run the risk of putting a greater financial strain on the University, but I think the
reward would out way the cost. I know that enrollment is still standing at an all-time high, but there will come
a time when that will plummet. The main reason for the down fall will be due to cost. We can help the
students or loved ones that are putting in their time and hard work for the University. I understand there
being a limit on the number of hours for the reduction, but I feel that it is rather unrealistic. Dependents are
changing their majors and with the limit on the Education Reduction it almost seems that we don't support
their decisions. The limit for the faculty and staff I strongly agree with. If the limit were any higher, than they
would have to pay other fees and that would add unnecessary costs to them. Having an opportunity to take
more classes within the semester might also compromise their work for the University. I hope that you will
take the time to consider what I feel would offer a long term improvement to the University.
I believe that the Educational Assistance Program should be extended to county Extension office staff. I
know of several support staff members that are furthering their education currently, none of which are
utilizing MU due to not receiving the fee reduction.
That you can only take 3 hours in the summer session. I got charged a ridiculous amount of money for
taking 4 credit hours last summer even though my tuition benefit was approved, no one ever told me I would
be responsible for that one hour course and all of the ridiculous student fees associated with taking 4 hours
in the summer!
Require departments to allow workers to take advantage of the educational assistance. This is not a benefit
if workers are not allowed to take advantage of it.
34
Answers related to tuition or class: (cont.)
I currently am pursuing a master’s degree, work full-time at MU in the clerical category, and find the current
75% reduction off tuition to still be a challenge. Let me explain. For a normal course, after the 75% I usually
owe around $325. I make about $1,000/pay period (BIW). My paycheck goes to my living expenses. I pay
the remainder of my tuition and fees out of my personal savings. The cost of books (usually $500/semester
for me) plus this added $325 is a financial burden for me. I would imagine that if I feel this way, then other
staff must see those costs as prohibitive to enrolling in classes. They have a benefit available to them as
part of the benefits package, but are unable to use it because the cost is still a barrier. It's preventing access
to some who likely need higher education. I have talked to other clerical staff, custodians, CF folks, and they
say that can't afford class even after the tuition reduction. This benefit is good in theory, but favors the rich
among us. The people who need to pursue a college degree or certificate, are unable to because of the low
wage they are paid/high cost of tuition/fees even after the reduction. In some sense, it's like accruing
vacation time but never being able to use it. It's a benefit that is no accessible to all. The inequity should be
addressed. I would love to talk through this some more if you are interested. I feel passionate about nonacademic staff involvement in shared governance/higher ed. This is my research area in my current
graduate degree. Thank you!
I would love to advance my career and take more than 6 credit hours per semester while still working for MU.
Because of this restriction, I am not sure whether I will continue with my plans to obtain a Master's degree
through the university. As I am a 30-hour per week employee, I can dedicate more of my time to my studies
than someone on salary. Now, I am not sure I want to stay in my current position at my current salary for a
year longer just because of this credit hour restriction.
The 75% educational assistance program needs to be applicable to all programs, most notably the MBA
program and the Exec MBA program. This is the most common program for mid-career individuals and a
skill set that the University lacks in great quantity. The University should be encouraging employees into this
program or a special one designed specifically for MU staff instead of actively discouraging staff. A part time
or evening Law program would also be highly desirable.
I am in the EdD program which requires me to take 7 credit hours during the Summer, but I only get the
discount for 3 hours. They did make an exception last Summer as I had not taken the full 15 credit hours
during the year, so they applied the discount to all hours, but this summer will not be the case as I have
taken 10 hours during the Fall and Spring, so I will have to pay full price for 2 of the credit hours. If it is a
requirement of the program to take that many hours during the Summer, it would be nice if MU would cover
it. I could see if it was my choice, then not covering it would make sense, but since it is not my option, it
would be nice to have those hours covered. It would also be nice to have 100% of the tuition covered, but
that might be asking too much.
For people wanting advanced degrees it is very difficult. They are offered only during the day during work
hours. While my supervisor would allow me to attend classes it would be very difficult to obtain advanced
degrees around my schedule. It would be nice to see graduate degrees offered online.
Both Columbia College and Stephens offer 100% tuition reduction. This is extremely attractive when picking
a place of employment in town in higher education.
Work with other universities to provide reciprocal tuition reductions for dependents
Also, I went back to school to get my bachelors so I can move up and out of my department. I can't take
advantage of MU's evening program because we only have a general studies degree available. I was forced
to go to Columbia College to get a degree in Accounting. Therefore, I cannot take advantage of the tuition
discount here. I do believe the free computer software classes offered here are some of the best available. I
would be willing to pay a reasonable amount (if payroll deduction was an option) to take a longer course in
some of these computer classes.
35
Answers concerning child care:
More available and affordable childcare options on campus.
Flex time for working mothers and ability to work remotely for IT staff. Affordable childcare options. Currently
over half my paycheck each month goes to daycare for my daughter.
Campus based child care for evening class and day program serving a variety of family campus needs
Academically focused daycare through kindergarten should be available to all Mizzou employees at low cost.
And, of course, it should be in a safe environment. I'm SO embarrassed by the University Village fiasco!
Encourage the College of Education to once again open the Lab School with classes through high school.
Campus day care
Daycare assistance (provided on campus at a reduced cost and/or elsewhere at a reduced cost)
Childcare for employees at a reasonable cost.
Answers concerning staff salaries and wages :
Salaries are well below the market for faculty and staff.
It's been years since I've had a raise despite consistent glowing work reviews. It's nice to feel appreciated,
but it's also nice to keep up with the cost of living. It's harder to swallow year after year that the University
can't afford to compensate their staff for excellent performance when we keep seeing luxury boxes tacked
onto the stadium.
I know that times are tough, but the "little people" like myself that have been here for years are not treated
fairly when it comes time for pay raises. A percentage of my pay rate is significantly lower than staff that ears
more. And it should be merit based.
It is frustrating when we barely get 1-2% increase. Doesn't even cover cost of living so you never can get
ahead to save more for retirement etc.
I am concerned about the level of staff wages compared to comparable institutions. While we may all be in
the same range, I think staff salaries are pretty low.
While not a benefit. I feel that many people are at or below the mean salary range for their position. I have
been in my position for 6 years and am just barely over the minimum due to several years of no raises and
limited raises to exempt salary. There should be a policy to bring people up to the median level after so many
years if your job appraisal is consistently above average.
When I eventually do get a raise it is only to cover the cost increase of our benefits. Otherwise we wouldn't
get a raise. Or like last year go behind because no raise but benefits went up.
Lessen the pay gap between regular staff and executive staff- the gap has been getting bigger in past years
and appears to be supporting a two class system. More flexible work schedules for regular staff would make
MU employment more desirable. For instance, 4 day 40 hour work weeks would be welcomed by some staff
as would work from home and/or combination of onsite & some off site work for proven employees.
Employee evaluation forms and output would be indicators of employee eligibility to work from home. Better
monetary recognition for employees who perform above & beyond.
Compensation raises.
To retain long-term committed staff, they should be rewarded with higher salary increases to stay above any
new staff being hired.
When hiring someone with more experience but the salary is much less than they are asking, HR should
have the ability to modify the current dependent educational fee reduction benefit. This is a short term cost
for a, hopefully, long term employee that will be an asset to our organization. This small modification results
in a win-win for both parties.
I feel like the University is concerned with the faculty pay scale as related to AAU Universities but are
forgetting those staff that work in the trenches to keep the processes running smoothly and to get the
administrative work done. There are students throughout the system that are compensated at a higher rate
than full time benefit eligible staff.
36
Answers concerning staff salaries and wages : (cont.)
Pay is a joke. I have been in this job 15 years and someone started two years ago is making more than me.
This is the way is is all over campus because you are not rewarded for being loyal and doing a good job.
Many times it is how well you are liked by the supervisor. I work in a different building from my supervisors,
so they have no clue what is going on. If you are raising the pay scale, those people who already employed
should receive the same pay raise plus a merit raise. Changing jobs at the University is not as easy as you
think. I have seen people chosen because of their looks and younger age over someone a lot more qualified.
Not an equal opportunity employer.
We need to give people enough of an annual raise to at LEAST keep them up with inflation. I've worked here
21 years and, when adjusted for inflation, I am making LESS now than when I started. That's just not right.
I feel like the University is concerned with the faculty pay scale as related to AAU Universities but are
forgetting those staff that work in the trenches to keep the processes running smoothly and to get the
administrative work done. There are students throughout the system that are compensated at a higher rate
than full time benefit eligible staff.
I was told I agreed to work here for a certain pay when I started. However when I started I was also told that
the retirement plan was solely paid for by the University, that is no longer the case, yet pay raises have not
been given in my department while a number of campus entities have given raises during the current fiscal
year?
The problem is that salary increases have often not even covered the increase in the employee's portion of
cost for benefits. Totally understand the need to have competitive faculty salaries, but there is little
appreciation for the fact that staff have the same living expenses and are rarely compensated appropriately.
This isn't specifically about benefits, but someone needs to take a good look at the vastly different salaries
paid for similar work from one department to another. Likewise, as much as we like to think we've made
progress in equity, there are so many examples of men who are getting paid exorbitant salaries compared to
women in similar roles. Those same men often have support staff, while a woman doing similar work in a
related department is making half the salary with no admin/office support. And then there are the male
faculty who retired from high paying jobs, then manage to come back as consultants on contract making
$60K a year for a few questionable hours per month -- as much or more than many 30 year professional
staffers (most of whom have barely seen raises in the last decade or two). And then there are the old guys in
extension who are already making huge salaries, but when reorganization occurs to supposedly streamline,
the "guys" get to keep their considerably north of $100K per year salaries while assigned to a contrived, fluffy
job for a few years while they wait for retirement. If we'd cut out a lot of that kind of nonsense, we might be
able to afford raises for staff.
You ask about our pay compared to other MU employees but not at other universities. In both my current
and previous jobs at MU, salary surveys were done and we are paid well below the average of our peer
institutions.
More Raises
Re-evaluate pay and support increases with funding.
I also think if you all are going to have midyear raises for some faculty that midyear raises should be
considered for some of the long term staff. It's like the employees who have been here for a long time, just
get pushed by the way side. I think employees that have longevity in MU should get some kind of
compensation besides the every 5 year service awards. I am sure there are other employees that feel as
frustrated as I do on a lot of this. I know you have other service awards but those are few and I am sure the
list of employees with longevity are numerous.
Salary discrepancies/disparities need to be addressed within my department and raised to a more
reasonable level for lower ranking employees as well as support staff. It seems administrative and
supervisory staff have received handsome compensation packages and fringe benefits while low-ranking
employees have not.
I understand the need to attract outstanding faculty members; however, if fear the current plan to take from
departmental budgets over the next five years will mean the quality of staff will probably decline - make it
difficult to retain/recruit talented staff members.
37
Answers concerning staff salaries and wages : (cont.)
Don't waste money on as many employee 'morale' activities and awards (most of which are ridiculously
political). Save that cash for raises/benefits.
There is a move toward faculty salary improvements, but little movement toward staff salary improvements. I
would like to see assessments and comparisons of where MU ranks in terms of staff salaries.
Provide annual salary increases for those with good performance reviews. In our department, many of us
have very good performance reviews every year but in the 6 years that I've been here, we've only been
offered very small raises twice. The lack of pay increases has been blamed on budget issues, which were
understandable at one point in time & affected everyone on campus, but since that time many other
departments have resumed giving raises & those in our department have seen money being wasted or
misappropriated. There needs to be some oversight to ensure that supervisors are using funds correctly &
compensating employees fairly. Otherwise, we end up paying more for health benefits without more pay &
our salaries are not keeping up with inflation.
Collapsing Advisor's levels hurt my opportunities for advancement and raises.
Salary not keeping up with cost of living increases.
Better starting pay commensurate with experience and actual work produced with more (read: any)
opportunities for performance-based raises
It would be nice to see more money going to the staff instead of only the faculty. Maybe cuts such as
trimming down weekend trips for faculty conferences would help create a bigger budget for staff wages.
Feel I'm being punished for my longevity. The director of the program told me last year when I was doing the
work of 1.5 others including my job that he couldn't give me any more money because of where I was on the
pay scale. If he gave me more money than any future raises he wouldn't be able to give me one because I'm
close to the top of the pay scale.
When giving raises, remember that 2-4% of a $150K is pretty good. However, 2-4% of someone who
doesn't make much doesn't even cover the increased costs of benefits, much less cash in hand. We still
don't make much. We should not have to change jobs to get a decent raise! Especially if we love the job
we're in!!
My biggest concern at the University of Missouri is the increasing number of staff positions funded by "soft
money" and the lack of job security in those positions. I have been shuffled around the university (5
departments in 6.5 years, currently straddling 2 departments) because my position has always been funded
by grant funds. I have always received excellent job performance reviews from my supervisors, but they are
unable to keep me in a position after the grant money runs out. This is not a good strategy for attracting and
retaining high quality employees who are committed to the University and to the wider Columbia community.
Have supervisors quit telling staff that the reason benefits are low is because of the poor faculty who are so
terribly underpaid. Take a look at the number of staff who are on food stamps and other assistance
programs because of low pay.
We do not have enough staff to bear the workload. We don't have funds to pay for more staff. This vicious
cycle is apparently unending. Therefore, those of us who care ending up working until we drop. "Do more
with less" has been the motto at MU/UM for many years now and it can't go on and retain our level of
service.
Wages are still a concern. I do not feel we have kept up with other institutions. When we see the football
coach or upper administration getting raises or job title changes, i.e. C.O.O and C.F.O. titles that come with
raises it is a hard pill for the average worker to swallow. Seems like we are always next on the list that are to
be taken care of wage wise, but the list never rolls around. Most middle level employees do not feel we are
being compensated fairly. Benefits have always been superior at the University, but i do not feel we are
maintaining these standards lately. Unfortunately wages affect retirement benefits along with the cost for
healthcare etc.
38
Answered reducing rates or free access to MizzouRec or a local gym: 10
Answers concerning personal wellness and sustainability: (Not included in
number above.)
Demonstrate transparency in how medical information gathered in so-called wellness activities is actually
used.
I would like benefits to cover massage and therapy to correct the problems sitting at a computer all day has
done to me.
More benefits aimed at increasing the overall health of the work force, such as exercise equipment at work
sites or low cost gym memberships.
I would love to have more opportunities to improve physical fitness such as more yoga class offerings
available before and after work hours & during the lunch hour, reduced fees to join fitness centers in the
community and on campus, rewards for working out, etc.
Get staff members walking so they don't get overweight and burden the health insurance program.
Need to offer more free options for employees-massages, relaxation time/yoga, free tea and coffee.
Provide wellness options for people off campus. I can't afford to drive 2 hours for a wellness check for the
$100 or use wellness activities that are always around campus or Columbia.
Improved Gym Incentives/Discounts.
No new suggestions but the $100 incentive is a nice perk and encourages people to examine their habits as
healthy or not and identify areas for improvement without being intrusive and heavy handed.
Maybe the Wellness program does a little bit of this, but offer incentives or discounts to healthy people people who don't smoke, aren't overweight, are active, etc.
Work out deals with local businesses, including gyms. Apparently Wilsons gives a discount to people who
work at the hospital, but not other employees. What about other places like Pure Barre, etc.? There are a lot
of other local vendors and businesses that would also potentially benefit from discounts for Mizzou
employees as well. And then do a better job of sharing those benefits with employees.
Benefits for those who walk or bike to campus to keep the environment safe, healthy and clean.
Modest reductions in health insurance premiums for healthy habits.
More healthy lifestyle incentives: Long lunchtime for daily walk/exercise
Special rebates for being sustainable, i.e: Carpooling, using reusable containers, recycling, staying healthy,
etc. Hard to measure, but some people give back a lot just by their personal habits.
I would like to be able to apply health incentive dollars to the MizzouRec fee that I pay each month. The
facility is totally worth the monthly rate; I just would like to receive a wellness incentive toward the fee--as
long as I use the facility, which I do. It would be a "pro health"/wellness incentive.
Flexible opportunities for fitness, possibility to choose fitness provider, discounted membership in local
fitness facilities - instead of "healthy for life" domination.
Better incentives for staying healthy. I would personally greatly appreciate the allowance of a few hours per
week and/or a membership to the Rec to exercise and stay healthy.
Would like to see healthy employees incentivized somehow vs. those that lead unhealthy lives/make poor
choices regarding their health.
Get rid of the $100 incentive - it is too big brother!
Add an option to join the MU gym and reimburse if the gym is used regularly.
The Wellness programs should be less expensive. I know they are relatively low - but I don't make enough
money to support my kid's activities and mine.
Employee Wellness Center open 24/7; Access to Life Coach or Personal Trainer as part of Health Benefits.
Offering more wellness oriented classes like yoga and making them available and announced all over
campus. A greater discount on the use of the recreation facilities. It is still too expensive to work out at the
rec center for me at its current rate.
39
Answers concerning personal wellness and sustainability: (cont.)
It would be nice to have a place for walkers/bikers who commute to campus to change clothes and freshen
up. Supporting commuters who get sweaty on the way into work would be very appreciated. It would also be
extremely great if employees could use the pool and/or rec center for NO CHARGE. A lot of us SIT ALL DAY
and going for a swim after work would be so healthy and restorative after a very intense day serving
students.
I would LOVE if the university would allow us to work out for up to 30 minutes during the work day without
having to use vacation time or staying later. I think it would be wonderful for morale and we'd have a much
healthier and happier workforce!!
Plan that rewards those who make the effort and life style changes to improve their health. No incentive over
those who take poor care of themselves. Particularity since we are self-insured and cost go up based on
services used. Additional programs that could spur better health not necessarily related to benefits
packages.
Reward people who choose healthy lifestyles, Provide preventative care and wellness care such as
massage and chiropractic care.
I would really appreciate Rec Center Access as part of compensation, but even a discounted rate would
help. The current rate is a bit high for my salary, and my work schedule does not allow me time to enroll
elsewhere.
Instead of spending a lot of money on programs or classes 'to help us get healthy' that people are not
participating in because it is something they already know or not interested in or it requires payment for little
return, the U should have a gym employees could use 24/7 at no cost. That would be a great benefit to
someone like me who needs to lose weight and get healthy but can't afford $20-50 a month for a gym
membership. That would do more to improve employee’s health than 'meditation lunches and yoga.
More weight reduction/physical therapy classes without cost to staff! Help the staff that are under a lot of
stress to produce have accessibility to programs having the added economic stress to pay. The better a
person feels the more productive that individual can be, help your staff be more productive by caring for their
health needs!
Concerns/comments about work environment:
For certain positions, working from home a day or two per week. Alternate work space, outside of the office.
Straight-pay cash is scarce for staff/admin/clerical titles that stay "too long" in one spot.
Some supervisors (not in my current department) need training in HR before being allowed to supervise
anyone.
I wish there was a way to evaluate our supervisors yearly as well as them evaluating us. I have been in the
same department for 7 years an make almost the same as a perons that has worked here less than 2. I was
told that the only way to rectify this is to leave for another position within MU. This doesn't seem right. You
should reward those that deserve it.
When I started working at the University, my position was one of the lowest level positions. And I worked
hard to work my way up, which built strong work-ethics personally for me. Currently, someone fresh out of
high school can get an Administrative Assistant position, which is not the lowest position. And in turn, gives
them a false sense of what is expected of them. They are now at the highest position they can get to without
a degree, so they only do what they have to before calling it a day. Their work-ethic towards their job is
demeanored. With the changes with technology, Faculty and Staff are not keeping up. Some of them only
do what they can to get their job done. And the new programs and application additions are not being
communicated properly. Faculty are not familiar with applications that were implemented a year ago. We
need some transition training frequently.
Monthly or Quarterly opportunity for a "Casual Dress" day (allowed to wear nice clean jeans without having
to make a donation. Increase the number of awards for outstanding employees
More flexible promotion opportunities, less rigidity in job titles more flexibility by Department less control by a
non-involved HR. *Good, fair and honest management practices with adherence to Univ. Polices * a fair
employee concern forum and grievance review by general staff as opposed to administrative staff
40
Concerns/comments about work environment: (cont.)
Large pool for Staff Development Awards
Ensure that employees are encouraged to participate in monthly professional development; create more
opportunities for staff members to interact across colleges or departments
I would like to see consistent policies between departments concerning comp and flex time so staff could
participate in more campus offerings such as brown bag lunch presentations, exercise classes, health or
other fairs, and training without having to take vacation time.
My department is badly managed, and opportunities for advancement are usually given only on "good boy
basis" such that morale is very poor. Constructive criticism should not always be top down. Staff should be
allowed and encouraged to provide constructive criticism to supervisors also. And departments should be
audited periodically ...lots of stuff going on!
More recognition and awards for high performing individuals.
I think it would be a good idea if the new chancellor would take a walk around campus and get to know they
people that work in all the building and departments. He would find out things work around campus and he
could ask question about the buildings we work in.
Show a little more that you care about the little people – faculty don't do all the work on the grants by
themselves!
Actual advancement opportunities. We are on the front lines and we know best what happens from day to
day. Give us reasonable goals to reach in order to receive a bonus that we work hard for every day.
Enable staff to attend campus functions (for them) @ other times besides lunch; encourage dept. heads to
allow it; many don't.
Schedule flexibility to take advantage of tuition reimbursement; Definitive dollar amount given toward
continuing education needed to keep up professional license; Fees for professional organization membership
given; Salary surveys/adjustments made more open and yearly as part of employee performance review
process.
Flexible work schedules for professional staff.
Stop the 5 year 2% department cut plan. This is going to devastate my unit.
Raises should be based on merit and not be across the board.
Answered lower parking fees or no parking fees for staff: 53
Additional comments related to parking and transportation: (Not included in
number above.)
Paying to park is not really a benefit. When trying to park in a garage that only has one way out it is very
time consuming and not productive when trying to get to and from meetings. It takes more time out of my
workday just to get somewhere.
I think that parking should be free for staff and faculty especially when the lots/garages are oversold and
students are given passes to park in the same spots.
Would love it if parking were included in compensation or if students/visitors were made better aware of
where they could and could not park (for example, green spaces for staff, blue for students, gold for visitors,
etc.).
Waive parking fees for off-campus employees who do not have multiple lot options (e.g. Quarterdeck
Building--only one lot to park in.)
Please provide free or reduced city bus fare. This will reduce congestion on campus and provide alternative
means to get to work during inclement weather for pedestrians/walkers.
If we work for the University, we shouldn't have to pay for parking. Employees don't have to pay at other
businesses (Shelter, MFA, etc.).
41
Additional comments related to parking and transportation: (cont.)
Free Parking to the employees. I currently have to park in Hitt Street Garage, which is 3 blocks, a little over
half a mile from where my office is. Due to the freezing temperatures and terrible weather we have had,
recently; I have chosen to park in the garage that is next to my building. I spent about 100 in one month just
to park close, on top of the already 18 a month I pay to park in the Hitt Street Garage. I think parking is a
major issue. Our department has 3 different buildings, and when other people from other buildings have to
come here for a meeting they have to pay to park.
Employer paid parking. I have no choice to park off campus so I don't have to pay for parking. I don't make
much money so that parking fee is a large expense when I am considering my pay.
This is the only job I have ever had that required me to pay for parking my car at my place of work. Parking
should be free for employees.
Would like to see better parking for the staff (walking a long distance to where you work in below zero
temperatures is hard).
I appreciate that I am allowed parking, but having to pay for it when I am already underpaid is something I'd
like to see change. I know many others who feel the same.
Provide free parking to employees (even if you have to reduce salaries a bit) and eliminate parking tickets for
minor violations; allow employees to have "duplicate copy" parking stickers if they have more than one
vehicle that they drive to work (with current system, too easy to forget to switch the hangtag from one vehicle
to the other)
Reduced parking fees would be very well received. Many of my co-workers (as I did when I started) park a
significant distance from their office. The daily walk, while healthy, makes us question why we pay so much
to park so far away. There should be incentives for those who carpool, maybe a decreased fee, or a special
lot.
My big pet peeve, above all else, is the fact I have to pay $21.00 month for a parking permit, even though I
carpool much of the time and don't park on campus.
Free parking (or reduced fee) for employees and a shuttle bus for employees parking on the open lots
(before and after work)
I would be happy just being offered benefits. I just don't like paying for parking.
I don't particularly like having to pay to park where I work, but there really is no way around that since the
money is needed for upkeep of the garages. Students parking in the garage with employees can sometimes
make it hard to get a spot, which can be bothersome.
Employees should have the premium parking spaces. Not GA, or Med students. I shouldn't have to walk 1/2
mile to my office from the parking lot. MU should care more about their employees, if it wasn't for the
employees there would be no MU or students.
I wish the parking garage had a better system. There is nothing more frustrating than paying monthly for
parking for the past 10 years and not being able to find a spot when I come back from lunch, except for on
the 7th floor. I pay for covered parking and I expect to be able to park in a covered area on the floors
designated to Faculty/Staff.
I do not think that I, as an employee, should have to pay for parking in a campus parking garage. The fee for
parking is $20 month. That is $240 year to come to work and park my car. I would like to see the University
offer parking garages for staff and faculty only that do not charge.
We should not have to pay for parking unless there are other choices, e.g. a shuttle bus from a free parking
lot. I usually take the city bus. I have never paid for parking. I have to park way up the street, which is fine in
nice weather. How about subsidized bus fares? Riding the bus is good for the environment, keeps
employees from excess spending and restaurant dining on the way home, less stressful, gives riders time to
read or relax, reduces traffic congestion, lowers individuals' car insurance premiums, increases socialization,
supports the city, and improves the bus system overall by elevating the bus public image, and increasing
demand for service in our neighborhoods.
Remove the requirement for paying for parking or re-institute the shuttle service to CG1 in bad weather heavy rain, snow, ice.
42
Additional comments related to parking and transportation: (cont.)
I believe that the parking fee is extremely high for employees. I feel that students should pay for parking but
employees should be provided free parking as a job benefit. Or maybe after 5 years, free parking.
Crosswalks to commuter lots, take better care of the commuter lots and enforcement of parking violations
(double parking and parked in the wrong lot).
Parking for School of Medicine staff is absolutely terrible.
Departments or MU paying for at least a portion of the commuter parking fee (like the other benefits) I'm
paying $18 a month for a lot that is not convenient at all to my office (I have at least a 10 minute walk from
car to office) Paying over $200 a year to park my car in a crappy parking spot is a rip off.
Improve parking lots.
For many of us, $23 per month to park on campus so we can do our jobs is tough to absorb when trying to
budget for family needs.
Commuter Parking - I do not see any benefits from these deductions. Sidewalks and some of the driveways
are not cleared. Not sure why there is a cost.
I would like to see a pre-tax payroll deduction for bus passes.
There should be a teared system for parking. Those who are fortunate enough to park in a parking garage
should pay more money than those who don't, those who park in a lot that is regularly maintained should be
charged more those that park in a lot that is poorly maintained. I find it extremely frustrating that I pay the
same amount for parking as someone that parks on main campus in a well maintained lot. The lot I park in is
so poorly maintained, you can't see the painted lines, it's one of the last lots plowed during snow storms and
at times you can't find a parking spot because students without parking permits have taken so many of the
spots. Very frustrating.
More choice in which lot a parking permit is issued.
I don't think that employees should have to pay to park at all. However, if I MUST pay for parking, Parking
and Transportation needs to be better about ticketing those who are parked in areas they shouldn't be so
that I can actually park in the area I pay for.
I would like to have the parking lot I am in maintained. The pot holes are dangerous and causing damage to
our vehicles (RP10). If my lot was cleared well with snow and ice events and regularly maintained I would be
satisfied with paying the parking fees. As is, I feel like I am not receiving the benefit of the expense.
One thing that can be improved is parking lot AV-11 for the Veterinary Teaching Hospital. We pay so much
money per month to have the lot maintained and there are tons of pot holes everywhere! Where does our
money go? The money should be going to pave the lot or to take care of the lot! I have complained
numerous times regarding this lot and nothing is getting done about it!!! We should get parking for free for
what the lot looks like! It is ridiculous!!!
I realize that it is just how things work. However, I am frustrated that employees have to pay for parking.
When travelling for the University, I am reimbursed mileage, meals, etc. because these are things that I had
no choice in incurring while doing University business. I have no choice but to come to work- it is a forced
cost.
I DO NOT BELIEVE WE SHOULD HAVE TO PAY FOR PARKING UNLESS IT IS SPECIAL, LIKE A
GARAGE OR SOMETHING MORE CONVENIENT. ALSO, A TUNNEL TO THE PARKING GARAGES FOR
INCLEMENT WEATHER WOULD BE NICE.
I marked "dissatisfied" with parking because I have often had trouble with the parking office. Mainly, there
have been a few times when I called to ask a question, and staff was not very helpful or did not have the
information I needed. Also, I park in a garage and if I ever have to get to work late or leave and come back
during the day, parking is often difficult to find. Providing some alternative parking and information on what
to do when my assigned parking area is full, would be helpful.
If I'm paying for parking out of my current paycheck, I would expect to have a parking space available in
Conley without having to drive around for 15 minutes to wait for somebody to leave.
I do believe that Parking and Transportation could explain the charges effectively on the paystub. I
understand they need to be paid, but with all bills I like to have a line-item.
43
Additional comments related to parking and transportation: (cont.)
The monthly parking fees are a burden when salary increases are denied, or below cost of living increases
for several years running. The University should charge a minimal $5-$10 fee for employees to park.
Especially since parking on campus still involves a long walk to the employees' buildings.
I feel the fee deducted from my paycheck towards parking is unfair. I am unable to find a decent parking
space 90% of the time. I strongly believe that the employees are taken advantage of by having to pay $9 a
paycheck; especially when I have to park in visitor parking or in a metered spaces to be anywhere near my
place of employment. I've considering not renewing my parking pass and just parking in visitor spaces from
now on.
As an employee, I enjoy having a parking garage and am happy to pay for the convenience. However, a
couple of items need to be implemented for the safety of employees. 1. The lighting needs to be brighter,
(think Missouri Health Care's garage) and 2. I feel there should be separate areas for cars, trucks, vans and
SUV's. Cars could park on levels 1,2,3, and trucks, vans and SUV's could park on 4,5,6. Trucks, vans &
SUV's (especially long bed) create hazardous driving in driving lanes, when the back-end sticks out almost
into the lane. Also, cars should not be allowed to back in parking spaces where the front end is facing
outward. These should be ticketed. Also, the speed limit needs to be enforced. Students are going too fast
in the garage. But parking is a benefit.
Parking fees are ridiculous especially considering where we are forced to park. There are a lot of pot holes
throughout the parking lot, sub-standard lighting at night, no security cameras, very far away from the
building and not enough spaces. (Staff parking lot at the vet school). This is especially frustrating when
others on campus have nice covered garages and pay the same amount we do. This is one of my biggest
complaints with MU.
With regard to parking, I would reinstate towing students who park illegally in the various parking lots. Often,
when I arrive at my assigned lot, it is full of student cars who routinely park there. Occasionally, they are
ticketed, which they often throw on the ground or don't worry about, because Mom and Dad will receive a bill
generically labeled Parking and Transportation and not realize it is the result of illegal parking on the part of
their child. This teaches our students that they are not responsible for their actions!!!
Reduce the cost of dual parking permits. I park on the outskirts of eastern campus along a gravel road that
is rarely taken care of. The potholes are atrocious and I don't feel that campus is concerned with the parking
in this area. I don't feel that my parking fees each month are distributed to maintain the road to our office or
our small parking lot. Snow removal is often neglected as well.
I frequently am unable to park in the place that I pay for and feel I am paying for everyone else's parking.
Parking is at best sub-par. I can rarely find a parking spot where I pay to park. I question why I pay for a
parking permit because, at best, I find parking one out of every 25 times I come to work. I am very unhappy
about the parking situation.
Costs for parking are high for what is offered. Our parking lot is often littered with bottles and broken glass.
These only get picked up by people who park in the lot. Snow removal is better this year than in the past,
but icy conditions are not dealt with well at all. Typically salt is left in large piles in the driving lanes.
Allow for a parking reduction for commuter employees. The fee per month to park is outrageous.
Parking location decisions seem arbitrary; it seems that it would be easy enough to determine parking
location depending on work location (much of the staff in our department park beyond one end of the hospital
complex and work at the entire opposite end. In especially cold weather, this is dangerous for possible injury
(from ice and cold) as well as requires our arrival time 15 minutes earlier than we start work and takes 15
minutes after we end. When there are dozens (if not more) of empty parking spaces in both the adjacent
garage and closer lot, it does not make sense. And we've lost even more spaces due to construction, so
parking has become an area of frustration and conflict.
Better/more diversified parking fee structure (I park very far from my office for an under-paid job for only $2
less than others making 5x my pay and parking immediately outside their offices. It makes more sense to me
to have parking be based on percentage of wages to be more evenly applied.)
I also believe if we have to pay to park that the parking lots should be spotless in the winter, not only have
paths to the doors.
44
Additional comments related to parking and transportation: (cont.)
I believe that many places should have free parking (ex: CG1). I feel that parking lots such as these, that are
a 15-20 minute walk to a person's desk from their car in the dead of winter/summer is not a luxury "just to
have a place to park" and then be expected to pay $18/month out of their paycheck. I feel that the University
has owned many of these types of parking lots for several years and are collecting millions of dollars...these
parking lots should have been paid for in full a long time ago.
Free pass to ride the city buses
There needs to be some better way to make up for the fact that we have to pay for our own parking. Right
now, a tax deduction is just something that we could do even if we weren't working for the university.
Instead, people who hold and use parking permits should get discounts for on-campus dining since we would
lose our spot if we went anywhere for lunch not near campus.
Also, the commuter parking is unfortunate. The CG parking by the hospital is pretty far away and poorly
kept. It is always very icy in the winter (not enough salt thrown out and in need of snow plows), full of
potholes, and not NOT cleaned up well after football games. There is always still trash and broken glass all
over that no one wants to drive over.
Parking is a huge issue and is so frustrating when you already have a long commute, then have to allocate
an additional 20 minutes just to walk from your vehicle to your office. To have to pay to park at work seems
really ridiculous as well. I'd rather not even know that was a deduction.
I think having to pay for parking is counterintuitive to the value we add to this institution as employees.
Whether that is a cost that can be defrayed to departmental or facilities costs is something to consider;
however, I do not feel that employees should have to bear that burden.
I also feel like as an employee, I shouldn't have to pay for parking. I could understand a one-time yearly fee
for the tag and the labor involved with producing that but a bi-weekly payroll deduction is excessive.
I feel that parking should be free for staff/faculty that need it and that it should be guaranteed on football
weekends for the employees that have to work (as is the employees who pay for a parking pass frequently
are left without a parking space when they come in to work because the tailgaters and fans have filled all of
the "free" parking)
Audit parking and transportation services. More attention on students parking illegally and more leniency with
staff persons who are forced to park across campus for job tasks on time constraints (if your manager or
campus business does not allow you the time to walk and you HAVE to drive/park- this is a problem).
Discount for parking passes for families who have more than one car (i.e. my husband and I carpool as much
as possible, but typically about once a week one of us has work-related meetings in the evening/early
morning that require separate cars). It gets expensive!
We shouldn't have to pay to come to work but that's what we are doing by paying for parking.
I also feel that the police department (if we are going to pay for parking) should have restricted access to the
garage just outside of department as many of us have to transport some of our equipment in our personal
cars and move it back and forth every day.
Having employees pay for parking has always crossed me as an inhospitable or unappreciative practice.
Less expensive parking would be a help, but isn't critical.
Change to allow part time employees to use pre-tax parking benefit, they currently are not allowed to take
advantage of this.
I appreciate being able to park at work. However, as you all know, you can't park anywhere else on campus.
So any activity that is far from here must be walked to. Any solutions for that? In the distant past, bookstores,
libraries, other lots had a few spaces for faculty/staff from other lots. Now everything is precious. When I go
to SharePoint meetings at IT on Locust, I have to pay to park on the street. I realize all of life is on the
internet now, but when I take an IT class at the Union, 1/2 hour of work time is added to my time in class for
the walk back and forth. I don't have a solution, just a hope for some changes.
45
Miscellaneous concerns and answers:
Being able to make changes to your benefits plan outside of the very small window in the Fall.
Thank you for the opportunity to answer this type of survey, it is much appreciated.
Satisfied...but concerned that my spouse may lose benefits in future. Would like some idea of what the
University is planning to do or change current benefits under the Affordable Care Act.
Flex pay.
Better explanation as to the reason and importance of an enrollment period. While I've not personally been
affected by the time limitations of the enrollment period, I feel some new employees aren't taught this, and
later find they can't make changes without penalties.
I would like the university to offer credited classes at a reduced price to mu staff. I feel this would allow me to
do my job better or allow me to advance in my job!
I think right now there are few programs targeted at young professionals or those new to the workforce. I
think more targeted programs for that group will assist in retention and advancement within MU, as opposed
to the many who begin working at MU but then leave for other opportunities elsewhere.
I worked for the University from 2008 to 2012 - I left for 3 months. System would not pay me the amount of
retirement I had contributed. When I returned I had to start over on retirement and lost the 3.5 years of time I
had originally accrued but was not refunded the money I had paid in during that time.
To honestly look at each individual and county. Not all counties needs and work can be the same with the
FNP.
I have been here 25 years and have been satisfied with the benefits that are offered especially knowing we
have a Staff Advisory Counsil who reviews and recommends benefits for the staff regularly. I appreciate all
they do for the staff each year.
I do have a small item on the Healthy for Life screenings. I work on the et Campus, which also includes
Animal Science, Ag Econ and related. Last year, the cholesterol and blood pressure screenings were
provided here in the Vet Medicine building; this year we are expected to walk to the Union. Several years
ago we had to fight to get flu shots to be on this side of the campus. You keep leaving us out. There are a lot
of us on this side of campus. We want to participate in the group offerings. Please include us.
To honestly look at each individual and county. Not all counties needs and work can be the same with the
FNP.
Let the Doctors make the decisions on our care not the Insurance companies telling us that the doctor
cannot prescribe something they feel is the best treatment. I am sick of receiving letters saying that they are
not going to cover something the Doctor who went to school for years and years and continued training even
after school prescribes as the best treatment and the insurance telling me to substitute a different medicine
that is not the same.
Health care is always an ongoing issue and as i approach retirement it is of constant concern.
Quit cutting benefits. This is the glue that holds this ship together. Why can't I give my personal and
dependent financial education assistance benefit as a gift to someone?
Statistic
Total Responses
Value
467
46
21. Mizzou employees have requested the following benefit package
improvements in the past. Please review the list below and rank them
in order of preference. (1 = most preferred 8 = least preferred)
#
1
2
3
4
5
6
7
Answer
* “85 and
Out”
retirement
option
** Increase
in the
allowable
hours for
educational
assistance
benefit
*** An
increase in
funding for
the
personal
financial
educational
assistance
benefit
An
increase in
funding for
the
dependent
financial
educational
assistance
benefit
(currently
set at 50%)
Shared
leave
program for
employees
who have
exceeded
their time
due to
personal or
family
illness
Campus
childcare
option
Campus
elder care
option
1
2
3
4
5
6
7
8
Total Responses
373
116
82
75
92
61
56
84
939
71
106
111
140
137
146
109
95
915
103
131
152
139
129
117
97
47
915
115
162
134
134
145
98
80
46
915
126
169
141
137
123
101
61
65
927
133
105
104
92
100
131
138
110
917
14
45
79
85
89
107
216
274
912
47
21. Mizzou employees have requested the following benefit package
improvements in the past. Please review the list below and rank them
in order of preference. (1 = most preferred 8 = least preferred) (cont.)
8
Orthodontia
care option
Total
Statistic
65
100
123
98
80
120
112
216
916
1000
934
926
900
895
881
869
937
-
* “85 and
Out”
retiremen
t option
**
Increase
in the
allowable
hours for
education
al
assistance
benefit
*** An
increase in
funding for
the
personal
financial
education
al
assistance
benefit
1
8
3.24
5.91
1
8
4.66
4.38
1
8
4.13
4.17
An
increase in
funding for
the
dependent
financial
education
al
assistance
benefit
(currently
set at
50%)
0
8
3.95
4.18
2.43
2.09
2.04
2.05
939
915
915
915
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Response
s
Shared
leave
program
for
employee
s who
have
exceeded
their time
due to
personal
or family
illness
-x
3.90
4.46
Campus
childcar
e option
Campu
s elder
care
option
Orthodonti
a care
option
0
56
4.61
8.50
1
68
6.09
8.10
0
77
5.17
11.17
2.11
2.92
2.85
3.34
927
917
912
916
22. Please share any other benefits you feel are important and should
have been included in the list above.
Text Response
Answered none or n/a: 18
Answers concerning medical and other benefits:
I feel Healthcare is increasing too fast, as well as tuition - therefore the 75%/50% is worth less and less.
The cost of benefits should be figured on a sliding scale according to one's income.
I am enrolled in the HDHP with the HSA. Has there ever been any thought to offering a Limited Flex
Spending account for those folks to use if the anticipate large dental or vision expenses in a year that they
could use that year. Rather than having employees drain their Health Savings Accounts. My previous
employer had this option and employee's appreciated having this offering.
Free health care (inside UM system).
Have a +1 model for health care coverage, so that one's sexual identity, or marital status, does not matter.
There are still staff members who cannot get health benefits for their partners, who are living together. As
long as the +1 lived under the same roof as the MU employee, and the MU employee was willing to pay
higher premiums (if needed), the +1 person should not matter. This also takes out any controversy, if any,
regarding sexual identification and marriage status.
Vision care option as general health benefit.
48
Answers concerning medical and other benefits: (cont.)
For me, Lasik eye surgery would be nice. I'm also assuming this would save the university in the long run to
pay for one eye surgery vs. contact lenses and glasses for folks that need them over the course of a lifetime.
This would be something to look into.
More robust support for domestic partners who cannot or choose not to marry.
With the amount of computer work done daily, better vision plans should be available to staff.
Hearing aids.
Benefits: Are extremely expensive. Raises have not matched the costs I am out of pocket. My salary has
gone down progressively since I started here.
Benefits are very good at the University of Missouri.
Health care coverage beyond 26 when Graduate studies are perused would also help parents and children.
Short Term Health Plan for the MO visitors.
True domestic partnership benefits. So very disappointed.
Every benefit improvement carries an associated cost. I think any "improvement" has to be very carefully
balanced against available (if any) funding. I am old school, very grateful for what we currently have. I'd be
thrilled if MU can simply keep benefits as they currently are. But in truth, my needs don't necessarily reflect
the needs of someone just starting a family or is 30 years younger than me. I view these matters from my
own perspective.
Adoption assistance (this is available at private firms).
I think the dental should have a max of 4000. You can't much done for $1500 plus change from 20% to 10%.
A lot of what is offered is for younger people. Those without kids or those with older children do not receive
many of the benefits listed above. Vision should be paid for. It is really a medical problem and not anything
you can do for it. Many of the employees on campus make less the $30,000 a year so the cost of health
insurance and other insurance is difficult to make premiums plus out of pocket expenses. Don't feel the
University cares much for the staff members. The only thing is somewhat fair is the retirement, which I didn't
have to pay before so that is another expense. Don't like the 401 etc. as they ones who make more get more
and the ones who can't afford the money do not get anything.
Ability to add your parent(s) to your medical coverage.
The change in providing domestic partner coverage in health insurance was great. BUT the policy that
indicates immediate family for the purpose of sick leave and FMLA needs to be changed to include domestic
partner. Right now my co-workers can use sick leave when their spouse is sick and needs them to provide
the care. I have to use vacation when my partner is ill. That means I am penalized financially. This is a
significant issue for me because my partner is quadriplegic and requires my assistance more than a typical
spousal arrangement.
Long Term Care.
Decrease in annual medical deductible paid by employee.
I think it would be nice if we could take out a life insurance policy on a spouse who is also part of the MU
system...since MU employees can have their own policy it is considered double dipping for spouses to get
the extra coverage on each other if they are already covered.
I think the recent decision to provide same-sex partner benefits was a tremendous and progressive decision
by the University and feel it is one I very much support, though I do not benefit from that decision personally.
No, but thank you for adding hearing aid coverage this year.
For me, the University provides great and diverse benefits to those employed and enrolled, to our Local,
Regional, and National community as a whole. I am proud of that, and I am proud to be a part of it.
Would be nice if the $250 deductible on medical insurance could be reduced or eliminated, or at least not
applied on lab work done in conjunction with a regular office visit to an in-network primary care physician or
specialist.
Stop making the insurance options so confusing!! I switched from an ASI option to HSA. NOWHERE did it
tell me that I wouldn't have access to the money in the account until it was deposited by me!! In other words,
you had better not have an emergency until 6 months into the year when you have money to cover it! The
insurance option 'calculator' was used to encourage us to change options, because we could 'save' money
that way. It never said anything about not having access to HSA money until after it was deposited. With the
higher deductible, I ran out of money the first part of February, just because of prescriptions! Grrrrrrrr.......
There should be some way to change options when one realized they are being screwed!
49
Answers concerning medical and other benefits: (cont.)
Should be more incentive to use the MU hospital and its pharmacy.
Use a company other than Express Scripts!
There is something terribly wrong with the prescription drug plan. The cost of prescription drugs has
skyrocketed - what cost $100 last year is now up to $1,000!
Answers concerning educational benefits:
Extend the Educational fee reduction for spouses and dependents to retired faculty and staff.
Extend the tuition benefit for dependents to retiree's children!
The next important issue is free education to FTEs and opportunity given to FTEs to pursue furthering their
education. I would like to see more on-line and evening classes for Graphic Design, Web Page Design, and
more computer arts in general. MU in the Evening used to offer this. I wanted to take the classes but MU
ended the program before I could transfer from Moberly Area Community College. I do not see similar
classes offered online through MU. I would also like to see more Art classes in the evening.
Educational assistance for full-time employees who can't afford to attend the University or who wish to attend
technical schools or online programs.
Increase the children benefit for Graduate studies beyond 26 years of age.
Dependent Financial Educational Assistant benefit - at 50% - should also apply for retired staff/faculty if they
have 20 + years of service.
Expand definition of dependent financial assistance to include nieces and nephews for employees without
children.
As I stated above I would love to be able to take on-line classes at MU at a discounted price. More training!
More continuing personal development help!
Also, please consider raising the tuition assistance benefits for employees and their families. It is very low
compared to other institutions. It is not motivation enough for me to send my kids to Mizzou either. Thank
you!
I'm not married and do not have children. I'd like an education benefit targeted at my needs. Perhaps I could
assign another family member to the employee education assistance benefit.
The dependent educational assistance should extend to more than just "tuition." It should cover things like
housing and fees as well.
Answers concerning title reclassifications and employment ladder options:
I believe that the HR job title process is a moral breaker. The title consolidation has given many of the
employee’s titles that do not reflect or describe their job duties. HR has reclassified job titles without knowing
what the job duties actually are and without talking to the departments. They have no respect for the staff or
thier self-esteem. I have lost good staff due to the project over the last 3 years because the same job at the
state is an admin. assoc. where here it's an office support title. You should have asked does your job title
reflect your job duties and do you feel that your job title fits the job you are doing?
More options for staff career advancement. I don't think it serves the university or its personnel to not offer
career advancement within the same department. It seems staff are limited to quitting or moving to a
different job on campus. Flex time.
Staff members who hold advanced degrees should be recognized with a higher status and allowed to attend
meetings along with faculty members, contribute to decision making processes, and use their skills and
education to the fullest. The “barrier” or division between faculty and staff needs to be reduced.
I feel that the university does not recognize or reward longevity in any way for staff. To me, the university
could not operate without the staff!! They are vital to MU and it's not recognized. Many items that come out
(articles in newspaper, news reports, etc.) only address faculty and students . . . well we are working on
improvements (or whatever issue arises) for the faculty and students. I recall previously that even in weather
events, they would cancel classes (not close MU), and therefore the faculty and students were protected and
didn't have to get out, but the administration still expected staff to report to work. And if staff didn't come to
work for fear of their safety, they would have to take earned time of vacation or personal time. I feel the staff
are not treated equally and are equally important to this institution!!
50
Answers concerning title reclassification and employment ladder options:
(cont.)
I would like to see employees who have years + education to be able to advance their positions, instead of
being undervalued and unappreciated.
Promotion for grade level positions. I have been through the HR reclassification approval processes 4 times
in the last 12 years to increase my level from Expert, given in 1999, to Principal. It has been denied for 4
separate reasons. The last time it was denied due to the department already had a substantial number of
principals. I stopped trying 6 years ago. I have recently accepted a lateral transfer (even though an upgrade
to principal was offered, it was not accepted in IT transfers even if moving from System to Columbia). I have
moved into a principal role without the principal title or pay. I know budgets are tight, but they have been
since I was hired 20+ years ago.
Realistic comparison between same titles across UM system for equity related to educational background,
years of experience, and other similarities that cannot explain significant differences beyond cost of living in
different locations.
The re-classification of employees was a blow to many staff members. I think they should talk to the people
impacted before re-classifying so they better understand roles and responsibilities of staff members. There
is very little opportunity for upward mobility.
Career advancement ladder.
Answers concerning retirement benefits:
If grandfathered in, should be able to carry over to another position while still employed with university
Be sure to keep the traditional pension for all current staff and retirees relying on that plan.
If forced to leave a position due to an unhealthy work situation should not penalize retirement as long as
employee makes an effort to find re-employment with the university.
A matching option for retirement planning.
Having a defined retirement program is a big plus, although i will only have 14 years in when I retire.
If you take a hard look at the average staff expected retirement benefit it would prove the point that
compensation is so low that at retirement you will be earning at poverty level. And that my friend is
unacceptable in the country we live in!
Supplemental medical coverage after retirement- not just catastrophic coverage.
One benefit that I often wonder about is a pre-tax dollar-matching program for the MU 503b program. I don't
know if this is possible, but a previous private-sector employer would make a certain level of in-kind
contributions to my 401k plan. Though it was not an incredibly high contribution, it did encourage me to
participate in the 401k program.
Answered wanting an 80, 85, or 90 and out retirement option: 4
Answers related to retirement: (Not included in number above.)
Already stated, but better plans for retirement combining age and years of service.
Retirement and benefits are the most important issues to me.
If it is possible for MU to offer 85 and out. I feel it would bring in new young inventive minds and improve the
quality of staff and productivity. I know several staff members on campus who would retire tomorrow if they
had that option and the quality and commitment to their work is low as they wait out their time to retirement.
A "75 and Out" retirement option.
My retirement funds: What happened to the stuff that was paid in "prior" to the employee having to give a
percentage? Where did that go to? I had been here for over 10 years when the change was made now those
funds are gone. Also, why can't I take out 401-K funds anytime I want, not just for a "Hardship loan?" It is my
money. Let me draw it out if I need it without getting approval from others.
Didn't like any but the 85 and out.
Would rather see 80 and out rather than 85 and out.
Insurance locks at 90 years; why not consider 90 and out?
Employer contributions to retirement.
Increased retirement benefits. Programs to encourage earlier retirement.
51
Answers related to retirement: (cont.)
401K plan matched.
Offer early retirement packages again.
Retirement investment coaching - those services are really valued.
Benefit costs on a better prorated cost for retirees. Not always possible to reach that magic 90.
Drop early retirement penalties for those over 60.
Flexible time: 6
Answers concerning flexible work time: (Not included in number above.)
Encouragement of flex time (it's a "last resort" option now, but feel guilty when using it).
Flexible hours, especially for professional staff or those whose duties do not require 40 hours in-office (i.e.
front-line student services). Majority of staff do email correspondence and that can be done on laptops,
IPads, etc.
In applicable work situations, I believe there is a desperate need to improve the flexibility of the work week.
In today's age, it is usually necessary for both parents to be employed full time in order to make ends meet.
More and more often, full-time consists of >40hrs/week. This can place a significant strain on family
dynamics with regard to work/life balance. One way the University could help employees handle these
stressors would be to offer a more flexible work-week. Whether it be the option of working from home 1 day
a week, working longer hours each day in order to complete the 40 hour work week ahead of schedule or
some other means of incorporating flexibility into employees schedules. I feel this is an important issue with
high significance.
Flex time for salaried staff. Allow staff to work longer some days to compensate for time off due to planned
events (doctor's appointments, personal days, etc.)
I believe MU could greatly improve the morale of staff employees and attract and retain higher performing
employees by proactively endorsing programs such as flexible scheduling. A de-emphasizing of the
traditional 8-5 work day could also cut down on traffic issues related to staff and off-campus students all
converging at once.
I think there are still some of the major issues still facing staff across campus, having worked previously in an
academic unit prior to my role in Advancement. The largest issue on campus is, in my mind, the need for a
more flexible work schedule, to accommodate the demands on the times of our employees, such as
childcare, eldercare, and other commitments which require a more flexible work schedule. This is something
important to the new and upcoming generation of workers as well as the more seasoned workers who have
to juggle those various family commitments. While some of these issues disproportionately impact women, it
is a campus-wide issue and I think there has been significant hesitance on the part of units and the
University to approve more flexible working schedules. Less work isn't the answer---being able to do work on
a more flexible schedule is highly appealing and I think will retain more workers. Allowing individual units or
divisions to manage those policies with their discretion could prove beneficial in the long run.
More flexibility.
More flexible hours to accommodate (children's) schedules.
Flexible work environment/telecommuting: 4
Answers concerning telecommuting: (Not included in number above.)
I would like the freedom to work at home and be treated as a productive professional. I have a supervisor
who feels that I am not working if he does not have his eyes on me, although I am consistently a top
producer in my department.
I think flexible work from home policies would help staff who have care responsibilities at home since we do
not have on-campus child care options. I think this would increase staff happiness without any expense to
the campus.
Work from home option (if feasible for your job duties) since so many employees commute from a distance.
Not only would this help University employees reduce gas costs and car expenses, it would also benefit our
environment.
More flexibility.
52
Answers concerning telecommuting: (cont.)
Since we don't get regular raises and the cost of living continues to sky rocket, it would be fantastic to have
the option of working from home a few days a week. It saves on gas, groceries, clothing, laundry, etc. With
today’s technology there's no reason a department couldn't rotate it's staff so that there are always people in
the office and some working from home. If our salaries are not going to remotely keep up with the cost of
living then there needs to be some type of incentive to keep good workers and being able to work from home
would be ideal. A lot of companies are doing that now, including very large companies, so there's no reason
it couldn't be done here.
Answers concerning leave time:
We should restructure leave time to be just PTO rather than separating Personal Days, Sick Days and
Vacation Days. For individuals with children, sick days are likely very valuable. However, for young people
many of the days go wasted. I.E. I have over 30 sick days accrued over 3 years of working. If it was PTO, I
could actually enjoy some of that time.
Some kind of benefit for unused sick leave at the time of retirement. Remove the limit on the accrual of
annual leave so employees don't have the leave they earn arbitrarily taken away.
Honestly, what would be great is the way to find time for people to more easily be able to actually take their
time off that they accrue. Part of it is my work ethic, but part of it is there never seems to be a good time to
take time away at any lenght of time. Multiple times in my service I have lost time off due to maxing out the
total I could accrue. Would it be possible to make a change that if you actually max it out rather than lose it
you receive the extra as additional pay then at an hourly rate (only paying out to keep your total at the max,
not more)? In theory it wouldn't impact those who aren't at the max - only those that are exceeding and
losing this time away benefit.
Increased rates of leave accrual for full-time, benefit-eligible, non-exempt employees.
Increase vacation days and/or paid holidays.
Sick leave buy-back program to help reduce sick-leave abuse. Or a better explanation on how sick leave is
paid at retirement. Or bonuses or perks for accumulated sick leave hours.
Allow the option to payout a maximum number of sick leave instead of having years of service added. Allow
vacation leave payout if an employee can't take off time and will lose the hours.
Many of us, as strange as it sounds, have trouble using our vacation days and would like to be able to cash
some in for additional pay. There are companies out there which allow employees to cash in up to 40 hours
per year of vacation time for equal pay.
Departmental support to take vacation time currently accumulated. In our department, we often cannot take
time off due to the high level of responsiblity, and no support for that responsibility. If we take time off, rarely
does anyone help cover our responsibility. I have made the choice on many occasions to work on days
where I was visibly ill. I make this decision because it is preferable to work through the illness than try to
catch up on the level of work that would accumulate in my absence.
As mentioned below, I think a shared leave program would be of great benefit for employees. As a new-ish
mom, I had to cut my maternity leave shorter than desired, in order to avoid missing a paycheck.
Holidays. Not getting Christmas Eve and New Year’s Eve off is ridiculous. It's a corporate way of thinking,
without a corporate level of pay.
Longer paid maternity or FMLA leave - longer bereavement leave.
More of a person's accrued sick hours to be available for family sick leave.
Please consider paid time off personal time structure, rather than splitting time into categories such as sick,
vacation, personal, etc.
A vacation and sick leave buyback program; or at the least a vacation buyback program.
Paid maternity leave. The lack of a maternity/paternity leave policy is really amazing and a huge shame.
Being able to donate one's PTO to another employee, even if it's at a lower rate, is a program that many
institutions allow. There are many MU employees who could benefit, and many who would donate, for FMLA
approved absences.
I'd like to see us have one less personal day in exchange for 2 days at Christmas.
Increased vacation and sick leave for non-exempt staff.
53
Answers concerning leave time: (cont.)
Ability for adoptive parents to use all of their sick leave to cover mandatory time off with an adopted child.
When I adopted my child I was told that I was not a "recovering mother" thus would only be allowed to use 2
weeks of sick time. After 10 years of trying to become a parent, spending thousands of dollars in infertility
treatments along with several thousand dollars in adoption fees, I found this to be very insulting. Women that
give birth know for months when to expect their child to arrive. I had 2 weeks after we were selected. I had
alot to recover from.
Please take a look at the option to share accrued leave. A woman in my department needs surgery and has
used most of her accrued time off for a previous surgery. Another colleague and I are rarely ill and would
love to be able to give some of our leave to her.
I would suggest just paying people outright a cash sum for their sick leave when they retire versus adding on
the sick leave to their retirement package.
Short term disability: 4
Answers concerning short term disability: (Not included in number above.)
I think short term disability option needs to be put back on our benefits as a choice (at additional cost to us of
course) to select.
There are several programs on the market that would benefit employees with no cost to the employer, i.e.
AFLAC and pet insurance. These would be options for the employee that would not cost the University as it
would be taken out of the paycheck on a before-tax basis.
Short term disability to cover maternity leave.
Option for short term disability would be really nice.
Answers concerning salaries, wages, and raises:
It's getting increasingly harder to live, given the "raise freeze." I understand faculty are likely being
compensated with merit increases, and I would like to see the same consideration given the rest of the staff
of the University. It takes all of us to educate our students. I realize this isn't exactly the "benefits" package,
but I feel it's worth stating.
Pay increase possibility after 6 months of employment for a new MU employee.
Bring back merit raises for longevity. Every two years we received an increase for being a loyal employee.
Now new employees can come in and make more than those of us who have been here.
Biennial review of a current employee's wage that would get them the same pay as someone who was
recently hired at a higher wage for the same job.
A lot of MU employees are struggling financially even though they work 40 hours every week. Other
employees that make over $100,000 per year seem to have no adult supervision and they spend MU's
money without a second thought.
Better pay.
Higher pay.
I was disappointed this winter to see that we needed to make special food contributions so that fellow
employees could have a dinner for the Holidays, or have enough food to eat. I was not disappointed to
MAKE the contributions, but very disappointed to learn that our own employees are not being paid a living
wage!!!
We have not had a cost of living raise in well over 10 years. They said on the news that the tuition increases
were made because of cost of living expenses. The staff has living expenses as well. Although the amount of
work put on each employee has increased substantially the University feels it is not important to compensate
them. To say as an employee we will feel unappreciated would be an understatement.
A living wage.
Offer longevity increases and have an increased pay scale for employees when they become vested.
Give longevity raises to staff. Give staff cost-of living raises and across-the-board raises, NOT merit raises.
Merit raises tend to be based on the whim of the Dean's fiscal manager and on how well you get along with
the manager, not on how well you perform your work or on how well your direct supervisor rates you on your
annual review!
54
Answers concerning salaries, wages, and raises: (cont.)
I had a hard time answering the question of whether my pay is similar to others at MU who do similar work
because, as far as I know, no one else on campus does what I do, but as compared to the industry standard
pay in Missouri, I'm paid about half of what other people with my qualifications and comparable work
accomplished. Also, it's very discouraging to move from one department to another and be straddled with a
limit of the pay increase available to me. Just because I was most definitely underpaid in my previous
position should not mean that I have to take that with me to a new position in another department. I had the
disadvantage of already being an MU employee, knowing full-well that I could have actually negotiated my
pay if I had left the University and come back. Furthermore, HR does not take into account yearly average
overtime pay when you move to a salaried position, so for me, it was a lateral slide financially, though
ultimately worthwhile due to the change from a toxic environment to a healthy environment (not a guarantee,
I just got lucky). This does not encourage employees to stick around and apply for other positions on
campus.
Merit raises for hourly employees for service above and beyond.
I would like to see higher base raises than adding more benefits that others pay for.
As I previously stated, I feel that the quality of our benefits as a whole are very good. However, through my
personal experience, as well as hearing this from fellow peers, I feel that the pay structure at the University
should be addressed, specifically for certain departments that add more value than they are compensated. I
understand there is a hiring freeze; however, I'm not sure why. I wish there was more transparency regarding
why we are still under a hiring freeze, as it seems as though our performance is satisfactory -- enough to not
warrant a hiring freeze, struggles with budgets, and where COLA and merit raises aren't given.
We have a very generous benefits package. The salaries are competitive for our area as well. It seems
unfair that new hires have the same pay scale as employees who are vested. Longevity raises based on
length of employment, not on length of time in one position, would raise morale.
Nepotism is rampant and merit raises are often distributed based on personal relationships outside of the
work place instead of production and professionalism.
I'm not sure if standard of living raises fall under this category, but my organization has had pay freezes for at
least five years. I've lost count at this point. I'm so far behind my peers that I'm constantly searching for new
job opportunities so I can catch up.
None. I want a competitive salary and a way to advance my career/salary without having to hop from division
to division.
Compensation is my biggest issue with the University. I feel like there is no job equality across campus.
And that in all situations Staff are overlooked and not given any consideration. I do not feel we are valued for
what we do. It is easy to say the words but those words need to be backed up with true worthy
compensation for the work we do. You stop the job turnover when the employees are happy not only with
their work environment but with their compensation and benefits as well.
This isn't necessarily a benefit but I worry about future salary increases for staff. The strategic plan seems
heavily focused on faculty salaries. If no money is coming to the departments specifically for staff increases, I
don't see how we will ever get another increase in the academic units. Deans are focused on faculty and
their salary increases are the only ones being funded by campus. Unless you are in a department with a
strong dean who values staff, there won't be any salary increases for staff.
I enjoy working at Mizzou but the opportunities for advancement and pay will probably have me looking
elsewhere for employment in the next 5 years. I also wish raises were given on a performance basis and not
a general % increase across the board for all positions.
I feel the University offers a high level of overall benefits. I would prefer more available financial resources be
for pay and not benefits.
Answers concerning child care on campus:
There should definitely be a discounted (less than $800/week for an infant), on-campus childcare option for
employees. This would greatly increase morale on campus and help retain quality employees who might
otherwise drop out of the workforce for their family.
Child care, and/or additional maternity options for new parents (both moms and dads) would be muchappreciated.
55
Answers concerning child care on campus: (cont.)
Reduced cost onsite child care for employees that is all year round would be super beneficial.
Love the childcare option.
A child care option with a sliding scale is so needed. I would suggest that this be included with the elder care
so that some of our departments on campus could use this as a training site (geriatrics, nursing, child
development, Speech Language Pathology, Occupational and Physical therapy, etc.). This intergenerational
approach is really growing nationwide and could be used as a onsite lab.
More flexibility for working parents. Bring children to work, more child care options.
Parent’s night out care (2-3 hours) for working parents with no nearby family.
Back up child care services.
Childcare! I've been on the wait list at the MU Child Development Lab for years. As an MU employee it
would be nice to have priority. Convenient childcare!
I would really like to see AFFORDABLE campus childcare (maybe with the option to payroll deduct
payments) as well as orthodontia coverage.
Campus sick child care option.
While it is already listed, I am very concerned about the state of a campus childcare option at the University
of Missouri, with the possible closure of University Village and how that might affect the Student Parent
Center. I have used the SPC as a staff member for 8 years and it has been a tremendously valuable asset
for staying close to my child during the day, and to have an affordable option for child care. The child care
they provide is outstanding. I hope that even if the buildings close, the university will consider child care as a
necessary asset for both staff and student parents, an underserved population.
There are elder care and child care options on campus - but availability and fee assistance for using them
would be appreciated.
Much smaller Universities also offer better and more accessible daycare options. MU is likely losing many
capable and amazing workers because of the issue of commuting, traffic, parking, then having to get their
kids. I know many employees who don't get home with their family/children until almost 7:00 at night because
of this.
Support service for work-life balance/family issues. Employees to have less absence, be more productive,
focused, efficient and effective while on the job.
Reduced or free MizzouRec rates: 15
Answers concerning MizzouRec and wellness: (Not included in number
above.)
Offering a Rec Pass to employees would be extremely nice. I have to pay monthly for something that I help
bring money to.
This is a far stretch, but an employee fitness center(s) where we could go on lunch to get some exercise
when it is cold outside.
I would love to see some free or reduce fee yoga courses offered on campus AFTER WORK thru Healthy for
Life.
Free or reduced cost access to the MU Recreational Facility, time for exercise during the work day and more
walking work stations
I would be interested in a reduced price for the ARC in Columbia, Activities & Rec Center, to promote
physical activities. I know there is an option for the student rec center on campus. However those hours
offered for faculty & staff use are not convenient to my work schedule.
More healthy lifestyle incentives.
Reduced (even further) prices for gym membership that aren't based on time of day.
I would love to see a free Rec pass or at least a significant reduction in Rec fees be a part of our benefits.
Columbia College employees do not pay to use their Rec facilities at all. I understand that Rec facilities are
sometimes crowded, but the health of MU employees is also financially beneficial. As our incidences of
health problems go down, potentially our health care costs go down as well, which saves UM System (and
maybe employees!) money on premiums.
A wellness incentive for using the MizzouRec Center on a regular basis (e.g., at least three hours per week).
56
Answers concerning MizzouRec and wellness: (cont.)
One or more free access to stress reducing things, like the spa in the Rec center
Reduced prices at the recreation center would be a nice benefit. Employees are often not able to utilize the
gym during certain parts of the year because of the shorter hours available, so it would be nice if the member
cost was cheaper for employees.
Discount for using student rec center. May be tied to wellness incentive. Might need to expand the rec
center since a lot more students on campus than when center was built.
There should be a separate rec center for faculty and staff. The field house or a similar facility with available
free parking should be provided. Students pay for the Rec Center on campus and it is often filled with
students. Faculty and staff should have a separate space to work out if the campus is serious about
promoting wellness. It should be available 7 days a week at no cost to the employees to 'join.'
I feel the health wellness program is very important.
Lower cost for employees who use the MU Student Rec Center. I understand it was funded with student
fees, but the cost is high for staff and faculty members.
Alternate furniture options so people are not sitting while they work - adjustable height desks and or each
department should have access to a walking treadmill station.
Campus should be more of a leader in health related issues and rewarding healthy living. Many of these
ideas would have little to no financial impact to the campus but yet reward employees for being healthier.
The employee assistance program and Healthy for Life.
Incentives for staying healthy, including time to exercise, membership to the Rec, and/or discounts or greater
rebates on health insurance premiums.
I think the wellness classes (e.g., exercise, eating, meditation) are a staff benefit also.
Having a gym membership incentive as part of the benefits package would be great. The Rec Center is so
convenient to me. It would be great to utilize that over lunch, but it is so expensive for a membership! My
husband's company provides a gym membership and it really promotes a healthy lifestyle!
Other Healthy Living incentives such as standing desks, etc., gym incentives and discounts, and nutritional
food incentives.
Answers requesting free or reduced parking for employees: 4
Additional comments concerning parking and traveling to MU campus to work:
(Not included in number above.)
I don't feel we should have to pay to park and if we must, it needs to be decreased. No more than $5.00 a
month.
Reveiw parking program and offer more carpooling options.
Reduced parking fees. It's ridiculous to charge employees just to show up to work.
Full time staff are not visitors and should not be required to pay to park at work as they are providing a
service for the University.
Free parking or at the very least a pro-rated amount when our parking spaces are commandeered for
meetings.
Funding for free bus fare around Columbia. This would reduce the number of staff who have to drive. This
would be especially helpful since they are revamping the bus system in Columbia this summer.
I think that staff should be treated equally whether they be campus or system. I know for a fact that there are
off-campus staff that do not have to pay for parking at all.
I think after so many years of working with the University you shouldn't have to pay to park.
Please provide free or reduced city bus fare. This will reduce congestion on campus and provide alternative
means to get to work during inclement weather for pedestrians/walkers.
Free parking (or reduced fee) for employees and a shuttle bus for employees parking on the open lots
(before and after work).
Provide a benefit for employees who carpool (prime parking options/reduced parking fee/free items at
Mizzou bookstore/etc.).
MUCH CHEAPER (AND easier to access) parking options!!
Every morning the spaces we pay to park in are filled with people going to the gym or student parking for
free.
57
Additional comments concerning parking and traveling to MU campus to work:
(cont.)
I am the only staff member in my department who lives within walking distance of campus. Almost all the
staff members live in other towns and commute to campus. Sometimes they have connections with other
towns, grew up there or have family there but I think most of the time staff buy houses out of town because
they don't feel as though they can afford something in town. I have even heard people say that they don't
think it is safe to live in areas close to campus. I think it would be a benefit to staff, to the University and to
the city if the University really focused on making central Columbia neighborhoods attractive to staff and on
recruiting staff from central Columbia neighborhoods. There are lots of affordable houses that are neglected
and empty. Staff members who move into the city would probably feel as though they got a raise because
they could really reduce commuting costs. The University is very welcoming and attractive now because
everyone can enjoy campus. In larger cities with crime issues people are only allowed on campus with ID
cards and there are fences around the campus. The University can do a lot to prevent this by encouraging
good neighbors to move into nearby neighborhoods, to recruit job applicants from the nearby community by
asking University programs such as University Extension, rural Sociology, 4-H etc. to do specific projects in
central Columbia that might include working with Columbia neighborhood associations and other community
organizations.
Some method of rewarding people who commute to campus by some other method than driving a car. In fact
driving car should be discouraged - remove the pretax parking fee.
Answer concerning professional development and training:
I think that people would take advantage of more training, development and educational programs if it was
suggested that they needed to do so. Sometimes you can tell that you shouldn't ask for the time to
participate outside of the office.
Full supervisory support and encouragement for professional development of staff.
Staff needs more continuing education time and opportunities (no funding available).
There are many Mizzou employees who cannot make a seminar in the middle of the day in the middle of
campus. Parking and time off from work are obstacles.
Professional development should be encouraged and promoted at no cost to the employee - if it is specific to
duties or department.
The ban on traveling to conferences needs to be reviewed. I sympathize with budget restrictions. However,
the very limited web conferences available aren't as useful in advancing one's knowledge and skills. I've
been able to find adequate resources on the web but adequate isn't a worthy goal.
Other benefits might include professional development money for staff to travel to conferences depending on
position and needs.
Some form of professional development; the current offerings are either non-existent or pathetic. If the
University wants to be viewed as serious when it comes to attracting and retaining the best employees they
need to stop catering to the lowest common denominator of staff. Many departments do not value education
and experience in the hiring proses and instead focus on personal and family connections.
I think there should be some type of campus-wide leadership training requirement for administrators,
supervisors, and managers. Many people are promoted or get new jobs where they end up overseeing
employees when they have never managed or supervised people before. This is extremely detrimental to
the culture of the work environment. It would be nice if there was series of leadership and training programs
that supervisors, managers, and administrators (all the way through and up to the Dean level) were required
to complete within a year of their new position. Great leadership = employee satisfaction and retention and
growth in the organization. Continuing education and professional development courses should be offered
for all levels, ideally.
Additional support for staff professional development in areas other than academic. For example;
workshops, conferences, certifications, etc.
More funding for professional development. Especially training offered by the MO Training Institute. A
specific number of scholarships to attend each year should be offered.
To explain my response below, my supervisor does not allow me to participate in any campus activities, or
take any classes that might benefit me personally or even professionally.
58
Answer concerning professional development and training: (cont.)
The ability to serve on campus committees or to attend campus and college events are important networking
events. When an employee's supervisor does not agree or see the benefit of these committees or events,
some staff are at a disadvantage. If some departments allow staff to attend without using vacation time while
others require staff to use vacation time, it is a disadvantage. There is a true lack of continuity between
departments and colleges.
Answers concerning discounts for MU employees:
Why not use law students and offer an 'attorney service' benefit? Employees could opt for the service and
pay a monthly premium like the dental or vision coverage. Surplus property should be offered to employees
to bid on and sell to highest bidder with items then being auctioned to the public that didn't sell to employees.
Cell phone reimbursement.
Discounts for employees using campus dining establishments.
Discount benefits to university food systems, discount on books.
More employee discounts at Columbia Businesses.
Inexpensive and HEALTHY meal options for employees that are near their work place.
On campus discounts!
Reduced fees for U-Club.
I feel as if Employees of the Veterinary Teaching Hospital should get routine veterinary care for a much lower
cost if not for free. Also, we shouldn't have to pay for boarding when we bring our pets to work. That should
be included in our benefits.
Answers concerning administrative/supervisor accountability:
Campus administration personnel need to be evaluated by their employees bi-annually. Departments should
not be allowed to hire an employee’s relatives, spouse or children - this makes it a very uncomfortable
environment to work in. I don't believe this is fixable but it certainly causes stress when the people in the
positions of power only hire their friends and pals and everyone else has to work around the cliques. A
confidential survey needs to go out where your employees feel safe enough to truly let you know how many
hours they are working off the clock to get their jobs done. I don't believe you have any idea how much is
expected and how many people are so afraid of not having a job that they are willing to do anything to keep
their job. Many employees do not feel their effort is rewarded. You may not be aware of this but you folks
actually have some people who do not spend company time surfing the Web, paying bills, talking to family
and friends or going to lunch to run errands and then eat at their desks. There really are some of us out here
that are thankful to be working for a "good company" and have a well-established work ethic that we bring to
work with us every morning.
I have a great supervisor directly over me. I do not have very good administration above him. Our
superintendent and Associate Director is really incompetent. They do not follow company policies and
threaten employee positions. They cover up fraud and illegal behaviors. Those who try and turn these
behaviors in are threatened with being fired. I know of several very bad things done by our administration
that if XXXX XXXX would have the ability to find out would really open some eyes.
I know this is not to include comments about supervisors and departmental leaders but I feel that I must add
that I would give high marks to my direct supervisors (XXXX XXXX and XXXX XXXX) They listen to the
needs of the staff and I feel that they value my effort and opinions. However, supervisors above them and
departmental leaders, (XXXX XXXX and XXXX XXXX) do not value the efforts or opinions of the staff. Any
poor marks I reported about supervisors I had them in mind. Thank you and sorry for being confusing.
Recognition for Perfect Attendance/ No Lates/No Early Outs. Recognition of Customer Service to students
and /or parents - Above and beyond. Recognition of Customer Service from students and/or parents - A
special recognition if a letter, card, email is written to praise the UMC employee for their help or service. A
Kind of Employee/Associate of the Month for service rendered or perhaps a lunch with the Chancellor every
month for 2 or 3 recognized employees.
Quality of leadership and relationships highly effect employee job satisfaction.
59
Answers concerning administrative/supervisor accountability: (cont.)
Additionally, I believe that units need focus on manager accountability and there should be results and/or
consequences for those units who do not meet minimum performance standards. Many of our academic
units have academics leaders who are terrific researchers but are very poor managers. I think a mandatory
leadership training program for individuals who are in a management or director position would help reduce
some of the silo impact across campus by creating colleagues, but would also allow for HR to have some
accountability metrics for their managers. If a manager takes over a unit and turnover increases or
performance drops, they will have some ability to work with that manager to improve the situation. So many
units just allow bad managers to remain in their position and, as a result, morale drops and overall service to
the University suffers as a result.
Department evaluation to determine the efficiency of offices and departments. Also, to allow exit interviews
to be done by an external source other than your own department. Maybe even an electronic evaluation
system. So many people have left our office upset, but they have nobody to tell their problems to because
their exit interview is done by their boss. This does not make any sense.
I have been employed with MU for almost 25 years. I have worked in some good, and some not so good
departments and divisions. A department where the directors or management refuse to follow University
policy and you know if you say anything you will suffer retributions. I have experienced this in a department
that provides important services to students. I work in an area now that uses 3 different systems for fiscal
jobs and the work is so inefficient it is unbelievable. The manual data entry is prone to mistakes and not
good GAP. I am fearful of this survey as to I will be singled out for what I have chosen to reveal.
Require a higher level of professionalism among staff including appearance, attitude, conduct, and
communication.
During my 9 years in my previous situation, I never had a single appraisal, I was expected to work overtime
at the drop of a hat, and believed whole-heartedly that I would have to quit my job in order to have a child.
The job I had was not a "situation critical" position. Every expectation was passed down from managers and
directors who were promoted to and beyond their level of incompetence. I never knew what rights I had and
only knew I couldn't file a grievance above my supervisor. This, if nothing else, should be fixed.
Miscellaneous answers:
The decision makers need to go to work in a cubicle or room where there are 6 other people working, talking
on the phone, or trying to discuss something for an month and then go back to the drawing board and design
spaces they would like to work in. Most people (males and females) do not even have a place to lock up their
personal items let alone have the opportunity to shut a door when they need to truly concentrate.
Have options for people off campus!!
I've worked at the University thirty three years now. I'm sure if I were just starting out my survey would have
been completed differently, but with retirement in sight, I believe my years at MU have been great and don't
have many comments.
I believe there is an importance in providing employees with comfortable and healthy working environments,
i.e. sit-stand desks.
Have online classes available for smokers who want to quit, people who want to eat healthier, etc., with a
human interaction component.
I think building coordinators should get paid a stipend for everything they do! $1200.00 a year would be fair minimum. An extra $500.00 a month would be incentive enough to continue doing it. I think if a department
can afford it, a holiday bonus should be allowed on merit basis.
I would like to state that these are suggestions. While I am very happy to be employed, and consider myself
lucky to be employed at the University; I absolutely love my time here and the work I do, these suggestions
I've listed are based not only on personal observations but also from opinions I've gathered from others,
while working on this campus. All in all I'm very happy. If I wasn't, I would be proactively looking for
employment elsewhere. This is not the case. However, I do believe there is room for improvement that would
be beneficial in not only retaining quality staff, but acquiring new diverse, bright, and driven talents. I know for
a fact that we have missed opportunities to hire such qualified staff, due to their dislike for our pay rates in
comparison to jobs requiring similar qualifications, outside of the University.
60
Miscellaneous answers: (cont.)
I didn't know where else to put this: Our building is one that is older and needs to be updated. They have
pulled asbestos out of the building without notifying the occupants in the building. Our floor does not have
hot running water only cold. The heating and cooling system is never regulated. It tends to hit the extremes
of really hot or really cold and we have to call someone to get it regulated every season change and it tends
to vary even on the same floor.
Some high-performing office staff locked in 40 hr/week desk jobs might also be interested in reducing hours
(while keeping benefits) in lieu of raises.
Department evaluation to determine the efficiency of offices and departments. Also, to allow exit interviews
to be done by an external source other than your own department. Maybe even an electronic evaluation
system. So many people have left our office upset, but they have nobody to tell their problems to because
their exit interview is done by their boss. This does not make any sense.
The 40 hour working week is something out of the stone age and should be reduced to 36 hours, hire more
people to fill any shortfall in work done.
I feel that we should make this campus friendly for everyone with disabilities. I feel it is important for
Universal Design aspects to be incorporated into physical and learning environments.
Technology improvement funds for FTE / Staff development budget.
When the Campus benefits office moved to Woodrail Centre at 1000 W. Nifong, they promoted the move as
being done for employee convenience. Please explain to me how the Campus Benefits office moving across
town, and from a location on campus, results in a convenience to me. They should move back to a location
that is within walking distance from Campus locations. As it is, we must take extra time off work to visit the
Benefits Office due to their remote location from campus.
Job sharing.
There needs to be funding staff can apply for to obtain sit/stand desks. Most supervisors will not use their
budget to purchase. Supportive environment for flexible work arrangements.
Have better hiring practice of individuals that are in the lay-off status due to their department's budget
constraint, especially those that have been vested.
In my response to the question of whether MU provides a healthy work environment: Some units on campus
do provide a healthy work environment and others do not. I moved from an unhealthy work environment to a
healthy one and after nine years of working in a toxic environment, I need psychological help and have to go
elsewhere to get it. Though all I pay is a co-pay, I don't think I should have to pay that. Going to the free
campus help was a joke and waste of my time. I also think it's completely unregulated throughout the
university as a whole.
As a side note - I love the new policy for receiving a spending card for years of service vs. ordering
something out of the catalog - great change!!
Go Tigers.
I think that by and large, those of us who work at MU are blessed with outstanding medical benefits and,
speaking only for my personal experience, can take a great deal of pride in my job and in the way in which I
am treated in my department. I do believe (this is actually an HR issue) that my position should be an exempt
one as the way I work is not by working "to the clock" but by working to the task at hand. I am slightly
insulted that I have to account for my time when I frequently work from home in the evenings to insure that I
take care of our faculty in a way that has earned me the reputation I have within our department. I find it
ironic that I work like a salaried employee but am considered on par with hourly employees. Ah well, that is
life I guess. That is really my only "complaint."
Statistic
Total Responses
Value
236
61
23. Have you ever served or considered serving on a campus
committee?
#
1
2
Answer
Yes
No
Total
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
Response
506
530
1,036
%
49%
51%
100%
Value
1
2
1.51
0.25
0.50
1,036
62
24. Please select the answer that best explains why you have not
served on a campus committee.
#
1
2
3
4
5
6
7
Answer
I was not aware
of the campus
committees
I did not believe
I could serve on
campus
committees
I do not know
how to join a
campus
committee
I personally do
not feel I have
enough time to
participate in a
campus
committee
My supervisor
will not approve
time away from
work to
participate in a
campus
committee
My coworkers
will complain
that if I am
participating in a
campus
committee I am
actually
receiving time
off from work
Other
Total
Response
%
55
11%
30
6%
50
10%
254
52%
24
5%
10
2%
68
491
14%
100%
Other
Not interested: 9
Distance from campus: 12
Miscellaneous answers:
New to campus.
Still relatively new to campus.
I applied to a committee but wasn't selected.
Actually I have--sorry wasn't able to go back. Campus Technology Subcommittee
What do they do? I have no idea if it's worth my time.
Just haven't thought about it.
63
Miscellaneous answers: (cont.)
I didn't figure anything would get accomplished.
It's been my experience that suggestions and ideas made by committees aren't ultimately followed and it's
therefore a waste of time. No one wants to change, so ideas are heard but then ignored. Things continue
as they have been.
Non benefit eligible employees can’t serve.
I don't see the point in wasting time serving on ineffective and useless committees. No committee on this
campus has ever done anything good for anyone except those in positions to reap the benefits of the PR
from claiming they allow employees a 'voice' in running things.
Time.
Parking on campus vs WCH.
Consider them powerless.
Committees rarely commit.
I talked to another coworker who served on a committee and they did not recommend it.
Personal choice.
I'm focusing on being successful in my first job.
I hate committees.
Felt they made little difference.
I'm not a joiner.
In my previous position, my supervisor would not approve time away to participate. Now that I'm in a new
position, I might consider it if I think it will make a difference.
Just haven't looked into the committees.
I just want to wait until I feel more ready.
I am currently on several committees within my school making it difficult to commit to another.
Not enough time and experience with the university.
Did not identify a campus committee that would be a good fit.
Don't want to take time away from dept.
My job is extremely demanding - I service on a lot of system committees so i don't have time for additional
involvement.
Only been here about a year.
Often I don't hear of the committees needs until just before the deadline.
As a new employee of only 6 months I have not been asked to be on a committee yet.
I would have to drive over to campus and find parking to attend any committee meetings and I frankly don't
want the hassle of all that.
I haven't seen anything that really interests me.
Just haven't looked into it.
See little actual asset to what most of the committees do.
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
Value
1
7
3.95
2.73
1.65
491
64
25. Have you ever attended a free training, lecture or event hosted by
a department or organization on campus?
#
1
2
Answer
Yes
No
Total
Response
875
112
987
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
%
89%
11%
100%
Value
1
2
1.11
0.10
0.32
987
26. Please share the type of programs or events you attended.
Text Response
Art, music, cultural events: 18
Arts and Science Staff Network or CAFNR Council activities: 8
Benefits: 4
Celebration of Teaching: 2
Celebrations, events, retirement receptions: 8
Chancellor's Emerging Leaders Program: 7
Citizens Response to Armed Intruder training: 4
Continuing education: 3
CPR/First Aid: 5
Diversity: 30
Excellence in Teaching: 3
Grants: 7
Health fairs: 7
Healthy for Life and/or wellness or health related: 34
Homecoming and athletic events: 4
IT training: 124
Law School events: 2
Leadership programs: 4
Luncheons, lunch and learns, and brown bag lunch seminars: 25
Mental Health First Aid: 31
Movies, films, documentaries: 8
Personal and/or professional development: 13
Personal finance and budgeting: 34
Research, thesis, dissertation presentations and academic lectures: 8
Retirement: 46
School of Medicine presentations: 3
Science lectures, LSC activities, and the Saturday Science Series: 12
65
26. Please share the type of programs or events you attended.
(cont.)
Staff Advisory Council (member): 5
Strengths Quest: 4
Student Affairs events: 5
Sustainability, farmer’s market: 5
Training associated with a job or department: 65
University Concert Series: 17
Vendor fairs: 4
Workshops, symposia: 21
Staff Recognition Week training and activities: 83
Examples of Staff Recognition Week training and activities:
Received a staff development finalist plaque for Mick Deaver Award.
Award presentations
staff recognition week training, and departmental training etc.
Tours
Finalist 2 times for Chancellor's Outstanding Staff Awards.
I have attended events honoring individuals on campus and their achievements.
Human Resources training: 80
Examples of Human Resources training:
Management seminars.
Motivational / Technical
Conflict management
Supervisory workshops (years ago)
Coaching employees, 529 MOST
Getting along with difficult people and managing your time.
LEADS, Supervisor
5 Attributes of a Dysfunctional Team
Understanding FERPA by Brenda Selman.
Dealing with difficult people, etc.
Lectures, talks, seminars, speakers: 139
Examples of the lectures, talks, seminars, speakers that were mentioned
specifically:
Too many to list. Most recently Asperger's Author lecture and communicating science lecture just in the past
month.
Author lecture and book reading.
Guest lectures on topics that are of interest to me.
Resident lectures at the CVM.
Lectures by academics, politicians, and special guests to campus.
Author of "Generation Me" came and provided a lecture - it was excellent!
Physics, Business, Medicine, Law...I try to attend at least one lecture or event per month, with a goal of
learning about every department. There is fascinating research happening here and we have amazing
alumni. I appreciate that all are welcome outside of their own divisions.
I have attended lectures by the LSSP (disappointed to miss out on tickets for Bill Nye this year).
66
Examples of the lectures, talks, seminars, speakers that were mentioned
specifically: (cont.)
Distinguished Lecture series.
Chemistry Department lectures.
Missouri Training Institute Lectures.
Discovery lectures.
OSPA Lectures, Business School Lectures.
Numerous lectures on biology/medicine, art, and culture related topics over the years.
Orthopedic Education seminar.
Mizzou Advantage seminars.
Rebecca Skloot at Jesse Auditorium.
Life Sciences seminars.
Occasional product seminars.
Campus Facilities safety and code compliance training seminars.
EAP seminars.
Weekly departmental seminars and other special seminars that are related to my work/study.
Handling dissatisfied employees seminars over the years.
Noel P. Gist Seminar.
Various job training seminars.
Research Compliance Seminars.
Positive Coaches Seminar.
Aging seminar.
I have attended several seminars inthe School of Nursing building, mostly IRB topics.
Office of Compliance and Quality Seminars (School of Medicine).
When I served as chair of the Arts and Science Staff Network we did programming for staff in the College
and had Career Services come and do a seminar on job satisfaction/goals.
Management seminars.
Guest speakers for departments. I've also attended BLSC Saturday Morning Science a number of times--an excellent program!
I like to attend famous speakers.
Speakers, most notable of whom was Noam Chomsky.
Architectural Studies Speakers.
Graduate Contacts Forum - Guest Speakers.
I attended a guest speaker once, Michael Franzese.
Several free talks by authors, etc.
Goal Setting.
I have attended lectures by leading researchers in the fields of health, agriculture, food security and rural
development, as well as art exhibits and conferences. Access to these events is a major reason I love
working at MU.
Miscellaneous events:
Black History Month events, MSA sponsored activities.
Veteran's activities during Veteran's week.
Certificate Series offered by the Office of Sponsored Programs.
Participate in the MU Council on Violence Against Women.
Search committee meetings and chances to meet candidates.
Health and safety.
Black History Month events, Women History Month events, DSA events.
Events recognizing alumni, programs on student welfare, programs presented by alumni.
Cardiovascular Day, NCURA conference.
Visiting Scholar Presentations (Michael Franceze, Rebecca Skloot), booster classes, Diversity Classes,
SOM Break 2 Educate (suicide prevention, Stress Less).
67
Miscellaneous events: (cont.)
Visiting Scholar Presentations (Michael Franceze, Rebecca Skloot), booster classes, Diversity Classes,
SOM Break 2 Educate (suicide prevention, Stress Less).
I have attended lectures in multiple academic departments, the libraries, staff appreciation week, College of
Arts and Science staff events (bowling), Advisors Forum, and presentations by the Office for Financial
Success, international programming.
I advise student organizations, so lots of student events. Outside of my students' events I have attended the
Midnight BBQ.
I have attended numerous educational programs, several lectures, announcements like our joining the SEC,
etc.
Procard training; Missouri Unions Event Calendar; other programs for fiscal training.
Also applied to become member of Campus Accessibility group but never heard back from them.
Informational meetings about Master's degree programs that I'm considering.
Insurance, eldercare advocacy.
Disabilities, and civility, difficult dialogues series.
I have also participated in department hosted training such as fire extinguisher.
I attend parades, Mizzou rising events, and informational updates.
Many: school/college events, student org events, campus events, etc.
Access Initiatives Programming, and Advisor's Forum Programming.
Continued education programs for credit to retain certification.
A review of grammar class. It was extremely helpful for my professional writing.
Events through the International Center - ISSS.
Miscellaneous comments:
CPR and emergency first aid (sadly, these two are no longer offered as I discovered when one of our faculty
wanted to take CPR).
I really appreciate that the HR trainings offer more than just job/task oriented trainings, but some personal
enrichment as well.
HR conferences - although the quality has declined in the last 5 years.
My last supervisor encouraged me to attend these as well as the Corps of Discovery Lectures or other
similar programs that I might be interested in. My current supervisor is not encouraging and I do not feel free
to suggest them. It's why I did not attend the new Chancellor's welcome reception. I felt I would have to use
my lunch break or vacation to attend the event.
I attend most all of the A&S week events, I've served on the A&S Staff Network, I've attended most Graduate
School training sessions and events and the Registrar's training sessions. I've participated in many other
campus events such as food drives, schools supplies drives, etc. I really like items on campus for everyone
too, like the Farmers Markets and other events held on Lowry Mall!!
Staff Recognition week and Human Resources week events. Would be nice to have these every quarter.
More word should get out to Extension employees about these events, too, so they can be a part of them.
A lot. I'm a Licensed Professional Engineer, so I look for events all the time to get my CE credits. Too much
work, tiny or no raises, and administration's unwillingness to support professional organization fees or
seminars that cost money for so-called budget issues makes it hard to keep up. Working for a higher
education institution, and to be told "don't even ask" due to university budget. Pathetic! Even if they paid, we
are strapped with work and schedules that continually get compressed to make our AVC look good. Not to
mention, we earn our fees from projects and all that money goes......Jesse Hall. Again, to make our AVC
look good.
I have attended lectures by leading researchers in the fields of health, agriculture, food security and rural
development, as well as art exhibits and conferences. Access to these events is a major reason I love
working at MU.
I've taken free online courses focusing on diversity and inclusion. I'm also a part of a Standing Committee
on campus and I have joined the new Veterans' Initiative Task Force, comprised of representatives from all
schools and colleges on campus.
No Staff Advisory Council sponsored programs.
68
Miscellaneous comments: (cont.)
Because I am a campus employee in the hospital, I attend mostly academic and healthcare related
programs.
Citizens Response to Active Threats provided by MUPD was VERY good.
Campus policy, accessibility, usability, staff meetings, faculty meetings, random meetings that have nothing
do with my work but somehow require my presence.
I helped with the administrative services MU picnic they used to have.
MU provides multiple sessions regarding different topics from all around. There are several different topics
for 2-3 days and I have attended several of these sessions. They usually last an hour.
I've been working at Mizzou for more than a decade so it's varied widely.
Any secretarial improvements I've attended over the years. Any departmental/college event I've attended
when possible.
Assisted in hosting Big Twelve Housing Workshop, Assisted in hosting Association of University Interior
Designers, Assisted in hosting SEC Housing Directors' annual workshop.
I chair the Staff Development Award Committee. On organizational committee for the Grant Connections
group.
Kid friendly.
I have gone to Certificate Series sponsored by the Office of Sponsored Programs.
I try to take advantage of many professional development opportunities.
Statistic
Total Responses
Value
582
69
27. Please select the answer that best explains why you did not
attend
#
1
2
3
4
5
6
Answer
I was not aware
of any lectures
or events open
to the staff
I did not believe
I could attend
some campus
events and
lectures
I personally do
not feel I have
enough time to
attend events
My supervisor
will not approve
time away from
work to
participate in a
campus
committee
My coworkers
will complain
that if I attend an
event, I am
actually
receiving time
off from work
Other
Total
Response
%
22
20%
11
10%
42
39%
5
5%
2
2%
26
108
24%
100%
70
27. Please select the answer that best explains why you did not
attend (cont.)
Work off campus and too far away: 8
New employee: 3
I haven't seen any especially relevant event for my job yet. Plan to attend one in near future.
I do sometimes attend.
Haven't seen any of interest.
Could not take off work!
Transportation/parking.
Not sure what there is.
Always held at inconvenient times.
Lack of interest.
Not entirely sure what falls into this category but I would have to say I lack interest in attending.
All of the last 3 would be applicable.
Many do not apply to my position.
Statistic
Min Value
Max Value
Mean
Variance
Standard Deviation
Total Responses
Value
1
6
3.30
3.15
1.77
108
71
28. Below is a list of Staff Advisory Council sponsored
programs. Please indicate if you are aware of these programs. (Check
all that apply)
#
1
2
3
4
5
6
7
Statistic
Min Value
Max Value
Total Responses
Answer
University of
Missouri
Standing
Committees
Staff
Recognition
Week
Staff
Development
Awards
Chancellor's
Outstanding
Staff Awards
Staff Advisory
Council
Education
Award
Monthly Service
Champion
Award
Quarterly SAC
Salutes Award
Response
%
383
43%
805
91%
730
82%
668
75%
461
52%
347
39%
153
17%
Value
1
7
888
72
29. Please review the list of Staff Advisory Council sponsored
programs below and rank them in order of importance (1 = most
important to 7 = least important)
#
1
2
3
4
5
6
7
Answer
University of
Missouri
Standing
Committees
Staff
Recognition
Week
Staff
Development
Awards
Chancellor's
Outstanding
Staff Awards
Staff
Advisory
Council
Education
Award
Monthly
Service
Champion
Award
Quarterly
SAC Salutes
Award
Total
Statistic
Min Value
Max Value
Mean
Variance
Standard
Deviation
Total
Responses
1
2
3
4
5
6
7
Total Responses
134
50
60
99
109
100
180
733
247
142
124
95
55
41
46
751
226
290
109
71
36
14
7
754
113
104
214
154
95
35
23
740
38
104
128
172
174
83
31
731
34
42
68
116
171
247
41
720
9
12
14
36
72
168
402
717
801
744
717
743
712
688
730
-
University
of Missouri
Standing
Committees
Staff
Recognition
Week
Staff
Development
Awards
Chancellor's
Outstanding
Staff
Awards
0
7
4.39
4.78
0
7
2.83
3.38
0
7
2.29
1.70
0
8
3.29
2.36
Staff
Advisory
Council
Education
Award
0
7
3.97
2.31
2.19
1.84
1.30
1.54
733
751
754
740
Monthly
Service
Champion
Award
Quarterly
SAC Salutes
Award
0
7
4.74
2.36
0
8
6.17
1.66
1.52
1.54
1.29
731
720
717
73
30. What advice would you offer to improve current Staff Advisory
Council sponsored programs?
Text Response
Answers concerning Staff Recognition Week:
Change the Staff Recognition week. The current program is ineffectual and a waste of labor hours.
I don't think Staff Recognition Week is anything special. Most of the activities occur over the lunch hour and
aren't generally anything that recognizes staff's contribution to the running of the university.
Things like recognition week are always hard as they are always going to be planned for a time that
is difficult for someone.
Spread staff recognition week activities over more days, varied hours, and varied locations so more
employees can participate. Consider activities to take place after business hours and consider gift options
that can be used at the employees' convenience (gift cards, MU apparel, etc.).
For Staff Recognition Week. A few of my coworkers tried to participate in the free lunch, however, our office
stated that you had to use your lunch break to go. The line was so long, that they went over their lunch and
had to make it up. They felt that it was impossible for them to participate in the activities for staff recognition
week, because you had to fit the time you were gone into your already existing schedule.
Make the Staff Recognition events more accessible. Having supervisors permit employees to attend.
The Staff Recognition Week seems very juvenile.
For better attendance to SAC appreciation week, there needs to be more encouragement from
upper level positions to allow staff time out of the office to attend. It may take meeting with
department heads to determine how to best reward staff without disrupting workflow and causing
resentment between those allowed to attend and those who can't.
Have some activities that would actually benefit staff. Fashion show, what a joke!
Most of the classes in staff recognition week are aimed at people with a high school education. It is pretty
discouraging to think the only things staff need to learn about are things like email etiquette. To me it shows
that staff are considered really low on their abilities to learn.
Have broad programs that celebrate the most people possible.
Might change up what is done so that it is a little different. See how well they are attended and
maybe change one of them.
More activities for Staff Recognition week.
Staff don't feel encouraged to go. It's unfortunate. Maybe spread things out more rather than have one week
where the employee is gone from the office so much.
Staff Recognition Week is, frankly, silly and unnecessary.
Rethink staff recognition activities.
It would be nice if they offered more (or any) social activities on and off campus.
There are neat things offered during Staff Recognition Week, but it's difficult for many of us to attend these
when they're offered the week right after we close. Many of us throughout campus have deadlines to meet
that week and can't really get out for extra "fun."
Staff Recognition Week is, frankly, silly and unnecessary. Ditto for the wear-a-ribbon-and-come-to-anassembly thing that they do for 5-year employment intervals.
74
Answers concerning Staff Development Awards and Staff Educational Awards:
Expand the opportunities for Online learners to receive the SAC Education Award.
I've applied for the education award before, and it was handled poorly. It was difficult to turn the application in
(should probably be an online form). Also, they didn't notify applicants after they had chosen recipients. I had
been waiting to find out if I got the award before I bought books, etc. Only after I emailed someone from SAC
did I find out that recipients had already been chosen.
The Staff Development Award is one thing, but unless you have a professional conference to attend, it
doesn't benefit most staff. Maybe some semester hours paid for or something that would benefit them.
Increase the amount of funding for Staff Development awards for professional conference! Especially for
clerical employees!
I have encouraged many of my employees to participate in filling out applications for Staff Development
Awards to travel to professional conferences. They have done so, been declined, and unfortunately have not
received constructive feedback as to why they were declined. This has caused them to not want to apply
any longer. Please, Please, Please share feedback to these individuals when they do not receive an award.
This will encourage them to try again and help them in filling out their applications more satisfactorily.
Broader criteria for Staff Development Awards.
Make the Staff Development Awards available year-round to add the flexibility which would allow staff to
apply for funds for needs that arise outside of the application windows.
I have applied for Staff Development Awards at least three times without winning. I know these awards are
competitive, however, I also feel there is some favoritism within the program. Also, what qualifies the
members of the committee in selecting the winners? When applying for these programs instead of having
other employees reading the applications and deciding on the winning candidate an outside agency should
read the applications and chose the candidate.
Consider personal growth opportunities when evaluating the education awards. Some personal opportunities
can benefit both a person's job performance as well as personal growth. When one is empowered personally,
they bring the self-confidence gained into the workplace thus enhancing their professional performance as
well. All to the benefit of MU.
Transparency in how funding award decisions are made.
The education grant program could use a bit of an overhaul. As a recent recipient of the grant, the initial
application process was a bit confusing and even though I submitted all required documents, I was contacted
because I needed to submit even more. Then the reimbursement process was practically painful. It was
very labor intensive, confusing and frustrating.
Increase awareness of Staff Development Awards.
More funding opportunities for staff professional development, conference travel, training.
Provide more money to support Staff Development Awards.
Increase in the funds for staff council education award.
I once applied with two colleagues for funding for Staff Development award. Our application was rejected
without any explanation as to why. After pushing for reason we were essentially told it was because it was
seen to be more beneficial to our department than to our personal development as individuals. We were all
dismayed by that and did not feel like we would not have benefitted personally. This was quite a long time
ago. We were discouraged from trying again. Maybe system has changed. I hope so.
Increase funding for Education Awards--unfortunately, the $250 does not cover the amount left over after the
Tuition Assistance program. Employees who are taking the initiative to improve themselves will perform
better and contribute to the mission of the university. Also, the guidelines for Staff Development/Education
Awards could be more clear (i.e., provide a rubric of what is fundable, what is viewed as unnecessary
expenses, etc.)
75
Answers concerning Staff Development Awards and Staff Educational Awards:
(cont.)
Sometimes there appears to be an inequity of distribution of funds to certain schools/departments or to a
certain classification of staff because they know those classifications have additional opportunities, but those
opportunities are not guaranteed.
SAC needs to get some help from MU funding their education awards.
Provide more information about when the Staff Advisory Council Education Award is available which includes
making sure the website is updated.
Streamline the educational award process by making forms able to be submitted online.
More transparency in the staff development awards. The process is vague and hit or miss.
More funding so more people are able to travel for training.
Allow more time to gather information on conferences and allow the award to be used at a later date.
Provide more funding for professional development for staff and distribute the funding more equally among
staff. Staff should be encouraged to grow in their professional skills and bring back new, innovative ideas to
campus as this only makes MU better. Why staff development is seen as an inconvenience and is
discouraged by faculty and administrators is frustrating and confusing. Our role is to educate, but when the
staff who serve the students are discouraged from doing so this sends the wrong message.
Answers concerning communication, publicity, and not knowing about SAC:
I am not aware of anything the 'council' has done to benefit staff -- versus, I always hear about the faculty
council. Having said that, perhaps they are not comfortable speaking their mind due to fear. Maybe if a
retired staffer could serve on the council and speak up when faculty receive raises during a university fiscal
freeze.
Better publicity.
Put the info on the different programs out there for people to see. I've never heard of the standing committee
award.
More publicity and explanations of the programs. More communication from the Staff Advisory Council to the
staff.
Have information consistently available online or provide information to all employees about each of these
programs.
Better communication. Town hall meetings around campus. Get out and actually talk to staff and not just in
your areas. Don't forget the departments that are not on the campus proper such as AG, Medicine, etc.
Maybe publish periodically in the InSight, so we know what you are doing and what events are upcoming.
Also periodically posting something about these events, awards, opportunities, etc. There are emails
occasionally, and if there are other avenues, then post the website in the InSight to remind staff.
More information about what exactly they are and are doing.
Continue to publicize opportunities and events; work on having small groups of supporting personnel for
committees, as well as committee members, so that the support groups could help publicize and update the
committee.
More e-mails to staff regarding upcoming dates, etc.
Find some way to make new employees more aware of these. I have been here 6 months and do not feel
comfortable ranking them since I have not heard of most of them.
Not familiar enough with them to comment.
Communication needed more.
Don't know enough about the above programs to rank them.
76
Answers concerning communication, publicity, and not knowing about SAC:
(cont.)
Make staff more aware of what is available.
I'm not very well versed in what all of those are. I know we get emails about them, but I really only skim them.
Ultimately they all seem kind of the same to me, and I generally assume they don't really apply to me. It
seems like those kinds of things only really go to people who work in the big main departments like financials
or admissions, not small departments like us. It seems unlikely that anyone from our department would see
such a thing unless they had a small popularity campaign like a high school student government would.
Try to make employees more aware of the programs.
Since I am not sure exactly what all the committee does, it would be hard to say for this one.
Get the word out - better marketing of the available offerings.
Increase awareness through Facebook, department liaisons to help relay messages, get information posted
on screens for those buildings with info screens.
Make it more known.
More marketing and visibility. Maybe I'm just missing it, but I don't know much about what is going on with
Staff Advisory Council programs. I feel like I've seen some emails, but other than that I don't know much
about it.
First I'd need to know something about the programs to offer advice on improving.
Provide more info and promote awareness. Encourage more people to apply.
Promoting them better.
I would recommend more information be sent about these programs. Maybe creating a newsletter to send to
staff would help. I remember receiving emails regarding the development awards and outstanding staff
awards, though they were just plain text and many people quickly read or automatically delete plain mass
emails. If there was more visual interest people will give it more time and consideration.
Advertise with something more in depth and colorful. Other than the odd email here and there I can't say that
I know very much about Staff Council, and I can't think of anyone that reads them. Maybe send out a
quarterly newsletter with photos?
Somehow, more staff members need to know that the Council exists--that happens through involvement and
getting staff members to various events. Staff Recognition Week is a valuable vehicle for this purpose.
Put your face out there. I've only heard of two of the above Staff Advisory Council sponsored programs.
More information. This information was never shared with me.
Additional information is needed, as I know very little of this program.
More awareness on the difference between each program.
Probably better branding of the things they do. I've heard of these councils and remember receiving emails
about stuff they are doing, but I couldn't tell you which one does what.
I don't know much about the Staff Advisory Council; therefore, I am not equipped to respond.
Send out emails explaining them.
Several years ago a member of our department served on the Staff Advisory Council. She used to send staff
in our department an occasional email to update us on issues before the committee but other than that I
haven't ever seen any way that staff can stay informed on what happens on these committees. This just isn't
a lot of information about them.
I don't really know what they do for me or for others.
Cannot offer any advice because I do not understand the details of the objective of the council. Never
explained as a new employee or revisited after my employment. It would be nice to know instead of
complaining about something, I would like to do something about it or say what the heck just happened.
Create a Face Book page.
77
Answers concerning communication, publicity, and not knowing about SAC:
(cont.)
Better communication.
I don't feel I know enough about each to offer suggestions of improvement at this time.
Weekly or monthly newsletter with updates.
Staff Advisory Council is limited in their communication to employees on campus due to the expense of mass
e-mails. Extra funding to cover at least monthly mass e-mails would be a great help in achieving better
communication.
I know nothing about most of these awards. Need better advertisement to explain them.
Increase communication and increase activity. Take on the 'elephant in the room'.
Not enough knowledge to rank the awards or committees above.
I don't know anything about that.
Nothing, I didn't realize they did all of that, that's wonderful!
Not familiar enough to comment.
I care less about programs and more about communication.
Advertise your accomplishments and things members have changed to make University of Missouri a better
place.
They have programs?
Advertise differently. I am sure we receive emails with information, but I receive so many emails that I
frequently delete those not having to do with my job duties.
Making people more aware of them and their mission.
Since my knowledge is quite limited in this area, I do not have any advice that I believe I should offer.
Better advertisement I guess - I've only heard of two.
I don't have enough information about these to comment on.
Better marketing.
More education on what they are, what they offer, etc. Education on the Staff Advisory Council would be
great, as well. I'm not sure what SAC Salutes are or some of the other items are that I just ranked.
Greater promotion.
Promote them more; do you have a Facebook page? If so, I think that would reach a lot of people.
Make information more readily available.
Share more of the day-to-day goings on about the programs.
Lacking knowledge of all the awards, I cannot rank them.
Have more people know about the programs.
Since I am not familiar with many of the programs, I can't give advice on improving them.
Increase awareness of council activities.
Print more flyers because a lot of employees are not linked to computers. This also includes the MU News
emails that aren't seen by vast numbers of employees.
I have no idea what the Staff Advisory Council does, who they are, or what programs they sponsor.
I do not have enough information for offer advice.
More information about these programs and a dedicated website (I do not know if there is any at the
moment).
It's difficult to know where to look for more information.
Most important is not always most visible. I see the SAC role as crucial and standing committees, therefore
also crucial to the campus. But, they're not very visible, so most wouldn't see them as crucial. The staff
recognition week is an important way to highlight staff at MU and needs to be very visible for that reason.
78
Answers concerning communication, publicity, and not knowing about SAC:
(cont.)
Send minutes out to staff.
Online open forum or Blog for comments. Allow comments to be anonymous to encourage input. People do
want to comment if they fear retaliation from a supervisor or department official.
Answers concerning awards (general):
Not enough awards or large enough to take advantage of. These are seen as popularity contests by most of
us.
Make awards smaller amount and more runners up or third place.
The advice I would offer is to increase the monetary awards on all staff awards. (The faculty awards are
basically $10,000!! What a HUGE difference!! And also, for the Chancellor's Outstanding Staff Award I feel
it should be more money and spread out. For example you still award one staff person with the large
monetary amount and plaque but it would be really, really wonderful if the 4 finalists could be awarded a
monetary amount too, like $500. Same with the Monthly Service Champion Award---it would be great to give
a $200 award or something like that. If the other awards would be increased too although I'm not familiar
with a couple of them. I think staff here are way underappreciated, especially those who have been here say
20 plus years and should be awarded for their longevity!!
Have more Chancellor and other Awards. There are a lot of staff doing great work around campus that
doesn't get recognition outside their group.
Don't really consider any of the awards listed as important. Some of the past winners have not deserved to
win. It is usually who you know that gets them.
I believe the e-mails from SAC encouraging award nominations are ignored by our busy administrators and
faculty. Not sure of a solution.
These awards are nice, but they only go to a very, very small percentage of staff, to the most visible or vocal
staff members in a department, such as the office manager or someone who works directly with students. To
benefit everyone, the money would be better spent giving across-the-board raises to staff.
More publicity of your awards, who received them and why.
The Outstanding Staff Awards are so closely tied in to staff recognition week so as to be indistinguishable
from the week of activity. I suggest providing a monetary prize to Outstanding Staff Award runner-ups. It has
always seemed disheartening for someone to reach the "final four" of these outstanding staff members and
get nothing but a plaque, while the winner (subjectively chosen by a committee -- doing the best they can,
mind you) receives a large monetary prize and a plaque. It just seems impolite to not provide at least a token
(i.e. $250) award to the three special persons in each category who did not win. Having them come on-stage
to give them a plaque that says they didn't win almost seems humiliating when they should be honored. I
know money's tight, but maybe take it from the winner's award, if it can't come from any other source. My
thoughts, anyway. I served on the review committee for a couple years and know how close the decisions
can be, which is why I think that the "losers" need more recognition than just a plaque.
Sometimes, folks don't want a piece of paper and a pat on the back. Performing your job well and exceeding
expectations can be more trying than it sometimes seems. If the money is going to be spent on these
"awards", why not award folks with something of value? Like a gift card to the bookstore, a prepaid Visa
card, a little added bonus to one of their paychecks. I think that would mean more to folks.
I think that the Staff Council should work with individual units to help them develop internal staff recognition
programs. So many units could easily bost morale by having internal recognition programs that celebrate the
contributions of staff; a campus wide recognize is nice but the impact is diluted since it's from individuals you
don't know. It's more engaging to see fellow coworkers be recognized on a regular basis.
Consolidate the awards into a few prestigious, well-advertised honors.
79
Answers concerning awards (general): (cont.)
Staff awards, while there may be a valid place for some of them, become meaningless when there are too
many and there is no tangible benefit associated with them.
More award opportunities!
Less paperwork. I would be more inclined to nominate individuals for the awards but the paperwork is rather
cumbersome and I have so many other priorities on my desk. More concise recommendations would
probably result in more nominations.
Answers concerning participation of SAC events/programs:
I know for example the timing of a division recognition event is what it needs to be, but it is always hard for
people in my general unit and position to attend. It makes it feel like the recognition event is more "work"
than recognition as I feel it would be inappropriate not to attend, but the timing is never convenient.
Get the chancellor to endorse and talk about your programs so that the upper-level administrators take notice
and start to appreciate staff more.
Hourly, low paid staff have challenges getting away from their units to attend programs. Not all have
computer access to register for programs.
Staff should have an equal opportunity to be a participant in these sponsored programs; not all can attend
due to workload.
Encourage supervisors to allow release time in order to attend. I have a WONDERFUL supervisor now, but
my previous one considered all participation in any events or programs to be a sign of shirking your duties.
Fortunately for all concerned, she has left the university.
As a part time employee, I probably feel differently than a full time person. I think committees and the SAC
are extremely important but I have no desire to be a part of these as I have to work another part time job and
do not have time to make extra meetings. Also, while I'm at work at MU, I am needed in my department to
do my job and not take time out for extra meetings, I wouldn't be able to get my work load completed.
We need to get more involvement from staff to share in these programs. They are all good but it is hard to
get staff to participate.
Encourage the departments to send their people.
Make them more accessible to everyone?
My department operates 24/7 and the upper level people believe that only they can serve, since only their
opinions are important to them. The rest of us cannot get any coverage of our assignments to serve in these
positions since the upper levels are unwilling to provide coverage of this time.
Could you occasionally have some of the talks close to this side of campus, perhaps in one of the lecture
rooms in Animal Science? I'm tempted by various things that happen at lunch, but then it all is so far away.
It would be nice if they had some of these programs in the evening so some of us could attend. If there are
some in the evenings, I do not know about them.
Worker has to get permission to attend these meetings and recognize by department that this person serves
in this committee.
Programs should be structure and geared towards things that are of interest and beneficial to the staff as a
whole not a select few.
Make it a point to insist that all supervisors inform their staff members, as well as more promotion, besides
mailers and emails.
Bring it to a level that includes less professional titles or high level management.
More employee involvement.
Again, make it equal for all staff to attend.
80
Answers concerning participation of SAC events/programs: (cont.)
Try to encourage departments to nominate staff members for a campus award. Emails do not seem to be
enough.
I understand the need for this type of organization. However, I am typically too busy working to attend.
How do you make the environment at the University have a trickle down so that department supervisors are
encouraging staff to attend Staff Advisory Council events...it certainly is not in my department.
Better participation and representation.
Have supervisory staff encourage it rather than be neutral or not encourage engagement.
Criticism of SAC and SAC sponsored events/programs:
Give more bargaining power to the Staff Advisory Council.
Allow these committees money to really put back into the staff. There are limited funds for the committees
and councils to really accomplish anything worthwhile, otherwise the committee members are spending their
own money and/or time to make sure these events are put on.
I feel like many of these programs don't provide tangible, solid benefits to employees who are not directly
involved.
Why bother?
More funding so that they have a greater impact.
The perception of Staff Advisory Council is that they are not very inclusive. I would like to see more
opportunities for them to include diverse types of employees in their activities. I would also like to see them
embrace employees more at the entry level as opposed to only Staff who are already highly appreciated in
their areas.
Quit wasting time pretending that you do anything for the staff of this University and get back to work.
Staff Advisory Council has become a place were not real issues are presented, but a "perceived" track for
staff members to receive notice from the administration. Let's start dealing with the real issues: unhealthy
working environments, individuals in management that do not know how to manage people, departments that
do not follow University policy, and an EAP department that is part of HR? Come on that makes we want to
share my concerns about my department. NOT! It is time to change Staff Council from an advisory council to
be included in the shared governance of MU. I have been part of a lot of different committees on campus but
I have come to the conclusion it is for "show" only. It is a way for campus to say look at what we offer then
never listen. I have high hopes this Chancellor is different, I pray he is different. We need a campus system
that has a “crucial conversations” policy.
Standing committees are a good way for input and discussion but not sure it goes anywhere.
Staff Advisory Council should be a viable group able to make important changes to improve the quality of
work environment, benefits and pay of staff on campus. I would prefer to see this group organize and
unionize hourly staff positions to make real day-to-day improvements in the life of employees than simply
being a group of cheerleaders for campus administration.
Current programs are a lot of noise with little substance. There are far too many hoops to jump through and
the current processes do not favor what is always best for the University. The Staff Advisor Council is
another example of the Good old Boy mentality at the University of Missouri. If MU truly desires to move on
as a 21st century AAU University it needs to eliminate this mentality and replace it with a modern,
professional, and aggressive framework.
Praise for SAC and activities:
I believe the Staff Advisory Council does an excellent job with the resources they have to work with at the
present time.
I think Staff Advisory Council does as good as they are allowed.
Staff Advisory Council does a fine job.
81
Praise for SAC and activities: (cont.)
I appreciate the purpose, but wonder how effective the council is.
Keep rooting for your fellow coworkers.
Continue the great job you are doing!
I think they do an outstanding job, and I appreciate and have used the Staff Development Award.
I think the programs are great and don't have any suggestions for improvement.
None! I had to rank them only because the survey made me. I feel very strongly that all of these programs
are equally important. I have no advice for improvement at this time, although I do wish the SAC could get
more funding to expand all programs!
Thanks for your great work. Please know that you are appreciated!
I'm still learning about all of these and so am not certain about rankings I've noted above... nonetheless, I
think committees which give staff a voice on campus are important and worthwhile.
Miscellaneous comments:
They seem to focus solely on those in patient-centered positions.
None. I have no interest in any of them.
Work with existing programs in departments and divisions instead of creating yet another set of separate
programs.
I don't care about these programs! What I want to see is a significant raise in staff pay. Take all the money
and attention on all this and put it into raises. It's just pitiful that staff across the board in Arts and Sciences
were given ONLY a 1% raise last year. That on top of the poor pay that we are already receiving is simply
insulting. This kind of raise doesn't even keep pace with inflation, so we are actually losing money. No
amount of awards and staff activities will make up for this.
Standing committees must be very difficult to join. I have tried several committees, several times without any
success. It appears the committees don't change much from year to year.
I think dividing the campus into groups would make it more manageable. Res Life does this with housing.
To me, it seems like if your target audience was smaller and the SAC members could really get in and get to
know people, then perhaps programming would be more effective. I just think trying to hit such a broad
target is difficult. Before I left A&S we were working on a mentoring program for staff and it was going well. I
think because our target audience was under 200, it was easier to manage and develop.
I am fairly new to MU so I am not familiar with the awards and committees. I do know we have an employee
who is on the Staff Advisory Council. His position in our department does not use a computer. However, he
brings his laptop in to send and receive e-mails about the committee, which is a good portion of the time. It
seems being a part of the committee takes up a lot of time, and I, for one, would not have enough time in the
day to perform my job done and serve on the committee. I would not volunteer for something like this for fear
it would take up so much of my time when I have deadlines, etc.
I'd like a Mentoring program and/or something focused on staff development on an individual level. There
should be some formalized structure that can help high-performing staff employees chance to grow that is an
alternative to finding a new job on campus that can offer what is sought.
I am sorry, but being located in St Louis I am either not familiar with the program or the awards are only
Columbia based rewards. For example, it would be hard for me or my staff to use the one month
membership to our beautiful rec-complex, or Starbucks from the commons. But thank you for doing this for all
the Columbia employees!
A variety of good-quality programs are currently offered. It might be useful to some staff to increase the
online training that is offered in areas such as personnel evaluation, data management for electronic files, or
relaxation techniques.
Might change up what is done so that it is a little different. See how well they are attended and maybe
change one of them.
82
Miscellaneous comments: (cont.)
My job would be better if I got paid more or if I had more help so I didn't have so much responsibility. I
consistently work well above the number of hours I'm legally allowed to. I don't want a free hot dog once a
summer. I want true compensation, help, and support. I also need consistency from higher ups. The
distribution of responsibility is not done well. My immediate supervisor is stellar, but higher up there's not
consistency in responsibilities or pay, or the understanding of what it is I do and its importance to this
campus (which I know and students know and my direct supervisor knows).
More project management and interpersonal skills workshops.
Offer more input from university staff. Have a spirit event.
Perhaps more variety?
If I were to offer advice, I would join one of these.
Find out what the majority of staff deem important and spend resources accordingly. Just because those
programs might have exsisted for years doesn't mean they are still relevant. Consider new programs.
Accentuate the positive and recognize the need for loyal, competent staff.
Perhaps, help individuals that have been vested at MU and have been currently on lay-off. No one is really
caring about this group, even though they have made numerous contributions to MU while employed.
Find ways to get info and benefits "down" to staff in departments.
Current programming seems not to address needs of nationally competitive professional staff or recognize
their expertise.
Offer free evening programs to employees and spouses for things like retirement planning, youth
development, volunteering, financial planning, parenting, starting a business, investing, stress reduction,
weight reduction, nutrition. Offering at times other than the regular scheduled work day allows employees to
take advantage of education without having to request time away from regular work duties. Many of these
programs are already offered by Extension, it would just be allowing free or reduced registration.
Avoid busy times of the semester (drop day).
That it would be offered to those of us that aren't on campus but work for the University.
More options or advice on resources available to staff or advocating for equitable pay.
There are more and more adjunct faculty on campus and minimal representation for them, adjuncts fall
between the cracks in the current systems.
Regular meetings with top administrators and better representation of staff and faculty concerns instead of
fear of punitive action.
To hold meetings and events during the day instead of using staff's lunch time.
Dislike coming on campus proper as can never find parking close to event. Work at MURR
The answers above are hard to rank if you don't even know what they are. Appreciation week is nice but it is
fluff. Give more meaningful gifts like all staff eat for $5.00 at a food venue on campus every 1st Monday of
the month or something. The fun events are nice but with minimum salary increases we need something to
fill in those gaps. Give iPads or tablets to deserving people. Give cards to the book store. An extra few
Friday's off without deduction from vacation time. The awards with significant monetary value are the ones
worth aspiring to.
Work to increase pay, create clear career paths for all job titles, remove faculty tenure, give staff cost of living
increases, give staff mid-year raises, treat staff as equals.
Hard to say as the hospital is a separate entity with its own councils, committees, etc.
I would hope that they would not schedule activities such as bowling during busy times for advisors (for
example, Early Registration).
Statistic
Total Responses
Value
231
83
31. Which of the following (other than a raise) would make you feel
appreciated for the job you do at MU?
#
1
2
3
4
5
6
Answer
A nomination for
the Chancellor's
Outstanding Staff
Award
A nomination for
the Service
Champion Award
A
department/group
nomination for
the SAC Salutes
Award
A written thank
you from your
department
administrators
Receiving
permission to
attend the Staff
Recognition
Week activities
Other
Response
%
404
47%
252
29%
223
26%
374
44%
157
18%
200
23%
Other
Nothing, n/a, none of the above, or a raise: 17
Answers concerning raises, bonuses, or salaries/wages: (Not included in
number above.)
A salary raise is the best way to make me feel appreciated. My supervisors already recognize my
contributions.
Increased attention to staff salaries.
Be at least at the middle of my pay scale for office support associate, but I should be more due to my 14
years of service.
Providing a cash bonus with the above awards.
Don't downgrade my salary or benefits in any way.
Money is what talks.
Increased salary compensation.
I do not need this type of recognition. Just compensate me appropriately for doing my job.
Pay for extreme overtime.
Day off work or extra vacation time: 12
Answers concerning extra time off: (Not included in number above.)
The ability to earn time off or extended time to travel in exchange for hard work.
How about increasing the number of hours of vacation accrual cap?
Getting compensated for comp time.
Job reclassification: 3
84
Answers concerning job reclassification: (Not included in number above.)
Advancement of title (would not require a "raise").
Superiors taking steps to promote or reclassify positions, not making the staff person initiate the steps. In my
department the administrators do not offer this unless the staff person asks and then the staff person has to
do all the paperwork. Not sure if it works like that across campus, there does seem to be discrepancies as to
how departments carry out university policies.
Receiving a correct job classification, even if it did not result in a raise.
A title that reflects my job. Not one of the new HR assigned ones.
Answers concerning training opportunities:
Paid conference in field of expertise as promised when I was hired.
More apprentice opportunities.
Sending me to a professional development training conference.
Off-campus educational opportunities to rejuvenate my creative spirit and connect with other people in my
field while learning new tools that I could use in my job.
Ability to attend conferences at which I'm invited to present.
Being able to attend classes and make up the time later.
More encouragement and funding to attending developmental conferences would demonstrate value MU
places on staff and administrative roles.
Attendance at a job related conference.
Invest in my training and development in a significant and meaningful way and stop making employees like
myself compete with unqualified and incompetent staff for extremely limited resources.
Investment in me as an individual through professional development opportunities.
Receive permission to take advantage of my educational assistance benefit.
Acknowledgement from supervisors, administrators, co-workers, students, and
others: 12
Answers concerning acknowledgement: (Not included in number above.)
Be listened to by my dean.
Be nice if my department administrative folks knew my name and skills.
Just day to day appreciation from my direct boss plus other bosses.
Recognition for off campus staff.
Getting recognition for work I did vs. supervisor taking credit for work i did.
Genuine appreciation....not lip service.
Feedback in job performance as well as sincere recognition for a specific job well done.
Maybe start by recognizing their existence before you try to show appreciation to someone.
Hearing "Thank you." Honestly, appreciative supervisors go A LONG way toward job satisfaction.
Consistent direction and clear chain of command from levels ABOVE my direct supervisor would prevent a
situation where I receive kudos from one direction and negative feedback from another for the same work
results.
Faculty made more aware of the contributions that staff make.
I believe my supervisor recognizes me, so it would be meaningful to have people above that person providing
some recognition as well.
My director makes me feel very appreciated.
My bosses regularly make positive comments. I feel my efforts are appreciated.
Constructive criticism and positive feedback. Supervisor appreciation.
Having my boss pay attention to the job I'm doing. He does not seem engaged in the work of my department
at all.
My department does a great job already!
Mostly that people would say thank you to the job that they received.
A simple thank you from coworkers and students I work with is sufficient for me to feel appreciated. (In
Biological Sciences we are all encouraged to attend SRW activities.)
85
Answers concerning acknowledgement: (cont.)
I think most of us have little understanding of what other people do in their job. Sometimes just
understanding what someone really does gives perspective and sometimes that is enough. Once a
supervisor shadowed members of various units so they could really see and understand what the issues they
dealt with were and could better appreciate what they did. I think it helped build relationships and a mutual
respect.
Getting notes and kind words of thanks from parents and students makes my day!
Someone other than my direct supervisor recognizing me for my efforts and a job well done.
A simple hello and good bye would be nice.
Administrators stopping by our office to say hello and try to learn our names and what we do.
Any acknowledgement or thank you from anyone. No one cares.
Written thank you from students.
I was awarded 1/4 CAFNR employee and no recognition from my supervisor.
a supervisor who understands the nature of this work and has respect for faculty and staff.
It's okay - my customers (faculty) thank me and appreciate me.
Simple appreciation goes a long way...and not just when it's recognition time but on going year round.
Timely and very specific expressed thanks (verbal or written) for a particular task well done.
Respect and better treatment by the supervisor, boss and director.
Gift cards (Not necessarily to Tiger Store): 6
Physical incentives besides gift cards:
Free parking for 1 month.
Having a quarterly meeting with pizza, donuts, or something similar provided would be nice.
Drawings.
A comfortable chair.
Community discounts as a member of the Mizzou Family.
The money I was offered to accept this job.
Warm water in the bathroom. Put solar water heaters on the roof or mini water heaters under the sinks.
Less than $200 per building. Green doesn't have to be mean.
A place to park my car or a shuttle ride. Getting to pay for parking is not a benefit in my book.
Having lunch with my supervisor at least once a month, even if it is just a pot-luck. It's kind of like dinner time
with your kids. You get to talk about what's really important instead of just what is urgent.
Athletic tickets.
Discounts on tech items at the Mizzou Store.
A scholarship.
A staff appreciation event that doesn't require me to cook or work.
A good reference.
Funding for staff recognition week.
Nomination for college or departmental recognition, but those go to the same 1-2 people every year.
Service year awards.
Some sort of perk like a discount at the bookstore.
Flowers from Tiger Gardens for my desk.
Having time to participate in activities.
Encouragement by our Senior Management to participate and transportation provided to campus to attend
Staff Recognition Week activities. We never feel like we can attend these activities because our senior
managers never even talk about it. The hassle factor of everyone having to drive to campus to attend these
events makes people even less inclined to attend them.
Miscellaneous answers:
Meeting with Administrators.
Job title career ladders.
Better working environment.
86
Miscellaneous answers: (cont.)
Token gestures do the opposite.
Quicker responses from faculty when I've requested signatures, etc.
Figuring prior service into vacation and sick accrual.
More support to advertise my own services. I am a medical illustrator and have had a hard time over the
years getting the word out that my services are available to anyone on campus. I love what I do and actually
want to work MORE (crazy I know). My dream is for MU to have a campus-wide publishing group - a onestop shop with editors, web designers, graphic artists, photographers, and an illustrator (me :). I know these
people exist, but we are so scattered!
Let me be a manager and leader without micro-management. Let me do something with my abilities and
training.
If management could not hire their friends. This creates an unhappy, and very unfulfilled work environment,
due to constant acts of favoritism. In turn, this very unfair work environment leaves other, hard-working
employees with a very low morale.
To be Included in decision that will affect our department, and to feel like my suggestion or idea matters.
Job security.
Any of them, I must say I won one award this year and I had never won anything at a job before or ever got
recognized like that before. It was truly heart felt and made everything I do worthwhile.
Already received nomination for Chancellor's outstanding staff award, already received written thank you
from department administrator and already receive permission to attend staff recognition week activities.
How about a completed evaluation and job description?
Better opportunities for advancement.
Having my input heard.
Not being talked to like a child.
I would like to see my performance evaluations and be able to meet with the faculty I work for to discuss
them. I would like to work as part of a team in the division I work for instead of always being the only one who
isn't part of the team and working by myself all the time. I would like to be able to use the skills that are my
strengths in my work.
Being officially hired (I am a temp).
Just be treated with respect.
Knowing that others at MU who don't work in departments as awesome as mine have recourse when they
end up with PTSD due to a crazy boss (I've personally known two in the last five years - how many more are
there???). Pay attention to grievances. Create a system to allow people to post anonymous grievances and
track them. Hold upper management accountable and clean house if necessary!!
Chancellor's Emerging Leaders.
Better communication from the director.
Respect.
Feeling more appreciated on a regular basis.
Being treated as a responsible adult that is more than capable of doing my job and having a supervisor that
leads with fairness in lieu of mood.
Recognition is always important and valued.
This is too hard a decision.
All the above.
I feel appreciated already. I don't really need to stand out.
Any type of formal notice that my service has been noticed.
Restore the nonexempt status of the job to allow me time to contribute to my profession and to my
department.
Staff meetings, direct and genuine communication from administrators.
Supervisor listening to and considering my suggestions to improve workplace protocol and conditions.
I feel appreciated for the job that I do.
I am most pleased with the recognition and appreciation I am shown for my work.
More honesty in the evaluation process, i.e. non-preferential treatment of employees, regardless of how they
perform.
87
Miscellaneous answers: (cont.)
I don't need a lot of external affirmation. I am gratified when I am able to accomplish something. My greatest
satisfaction comes from a sincere thank you from someone I have assisted. Generic thanks from system or
executives who don't specifically know my work are not meaningful to me. Nomination to a staff award was
extremely gratifying for me.
Somehow remove the fear that loyalty and reliability are not enough when approaching retirement.
I feel sufficiently appreciated at this time.
Budget for training and learning materials.
I don't need to be recognized.
Better working environment with evenly applied expectations and legitimate performance review for
superiors.
Scheduling flexibility.
A promotion.
Being treated as a valuable person.
Basically i do feel appreciated.
I would like to physically see upper management at some point.
Any of these are nice... but I'm ok without...
Advancement.
Having time to participate in activities.
Statistic
Min Value
Max Value
Total Responses
Value
1
6
856
88