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WSTA HR Roundtable Meeting Minutes
Present:
Louisa Hernandez, Ben Franklin Transit; Sandie Barnhart, Clallam
Transit; Tina Guzinski, Community Transit; Arlene Doern, C-TRAN; Sandi
Free, C-TRAN;
Welcome & Introductions
Intercity Transit’s Operator Communication & Policy Committee (OCPC)
After an explanation of why the committee was formed (morale was low and
grievances were high), Jim Merrill did caution that although the
committee has been extremely successful, the OCPC is not a place to
negotiate the union contract.
Jim did commented that the cost of the committee meetings is
relatively high, because operators must be relieved from their shifts
and paid to attend the meeting, and the relief operators must be paid as
well. In addition, other
staff time/costs are involved.
However over the years, the value of the committee and what it
has accomplished has been well worth the costs.
Jacque Dennee-Lee stated that operators now feel that they are heard,
that “it levels the playing field” and alleviates the rumor mill.
The general consensus from management and employees is that the
committee has dramatically reduced grievances by resolving issues before
they become grievances, and has had a positive effect on morale.
Select Inc.’s Operator & Supervisor Testing & Assessment Tools
Geoff stated once employees are hired, if there is a problem with an
employee, it usually deals with core issues such as values,
attitudes, honesty, respect, motivation, ability to adapt, etc.
These types of issues are difficult to uncover during the typical
interview and testing process.
According to Geoff, interviews are only 58% effective in making
good hiring decisions and only 8% more effective than flipping a coin at
50%. What you see during an
interview is usually what the candidate wants you to see.
You are not able to uncover the person’s core values.
If a bad hiring decision is made, it’s expensive.
The U.S. Chamber of Commerce estimates it costs 20 times an
employee’s weekly salary if the employee has to be turned over.
Geoff says, “You can’t train your way out of a bad hiring
decision.”
Select Inc. analyzes each job and develops assessments and tests by
determining what core values are needed to be a top performer in that
job. The Select Assessment
not only screens out people
who are not a good fit for the job, but screens
in people who are a good
fit, and will enjoy the job.
For WSTIP members the cost of administering and scoring each test is $10
per test. The test takes
approximately 1 ¼ to 1 ½ hours to complete.
Concerns were raised by some HR Roundtable members regarding
whether or not the test is fair for minority candidates, who speak
English as a second language.
The test is written at a sixth grade reading level.
Currently the test is not available in any other language.
A discussion period followed Geoff’s presentation.
Some HR Roundtable members who have used the test say they have
had mixed results. Many
felt they needed more time to use the test before making a final
determination/outcome. Some
members expressed interest in trying the Select assessment tools.
In order to help agencies evaluate whether or not to give the
test, Geoff said he would provide free tests to interested agencies who
want to test a limited number of
current employees to see how they score.
NEOGOV Update from Community Transit
NEOGOV provides the agency with the ability to accept on-line
applications and tracks applications through the entire hiring process.
Community does not currently use all the features NEOGOV
provides. The agency is
still learning more about the system and experimenting with some
features. NEOGOV is
constantly changing and updating the system as well.
Once a quarter they offer updates in response to their customers’
requests.
Tina stated the most time consuming aspect of getting the system up and
running was getting all the job descriptions on-line.
Community hired a temporary to data input all of their job
descriptions. Notification
letters to applicants and interview questions (that can be accessed by
the hiring department) are also in the data base.
When an applicant applies or inquires about a Community job they
go to a website that looks exactly like the agency website, but it is
actually the NEOGOV website.
The applicant can look at job descriptions and fill out a job
interest card, so that if a position that interests them becomes open,
they will automatically be notified by e-mail.
Community Transit is moving away from paper applications.
Some positions can be applied for only on-line, others (such as
mechanics, operators, and vehicle service) may be applied for either
on-line or by paper. Paper
applications are scanned into the system.
Letters of reference, etc. can also be scanned.
Community has set up kiosks in their lobby so applicants can
apply on-line at the agency.
Community believes that the on-line application process also
appeals to younger applicants. During the last six months 92.73% of all
Community’s applications were on-line.
Screening of applications happens on-line, and then the screened
applications are forwarded electronically to the hiring official.
The time it takes to screen applications has been reduced
dramatically (Tina described it as “jaw dropping”).
Another advantage is an applicant cannot submit an incomplete
application on-line; the system forces them to complete the application.
Recruiting costs can also be tracked by the system.
The system may be used for both internal and external
recruitments. The annual
cost for the system is approximately $16,000.
Community appreciates the following aspects of NEOGOV:
having the job descriptions and salary on-line; the job interest
cards; the auto scoring of the screening process; elimination of photo
copying of applications (the hiring authority can view them on-line, or
print them out as needed).
More advantages: e-mail or
mail merge notification to applicants of their status; each applicant
gets an ID number so that a historical record can be kept on them as to
which jobs they’ve applied for, and where they are in each process, when
they were notified, etc.
Community has found some disadvantages to the system, they are:
the reports are cumbersome and difficult to read (too much
information); up loading of resumes, etc. has been a problem; e-mail
notifications are not “blind” (the e-mail state the sender’s name and
e-mail address instead of just being sent from the agency, so
disgruntled applicants often call the sender to complain if they were
not selected). Other
problems include directions for agency users are confusing and sometimes
out of date (however if you call NEOGOV directly they are very
responsive) and training materials are not user friendly.
The auto scoring system is not intuitive, so if you don’t use it
often, you may have to refresh your memory by looking things up again.
Intercity Transit’s Recent Arbitration Award
Ed showed a short Power Point presentation that had been used to advise
supervisors of the arbitration Award.
The goal was to “de-mystify” the hard realities of the Award and
use the event as a learning tool.
Excerpts from arbitration Award had been used to remind
supervisors the value of conducting thorough investigations of potential
disciplinary circumstance and maintaining good documentation.
A redacted copy of the Award was distributed to the roundtable
participants.
Conducting Current Employee Background and Driver Abstract Checks
Tracey Christianson of WSTIP said that the cost for driver abstracts
through WSTIP has increased from $5 to $10 per abstract.
Kristen Anger, of Summit Law, then joined the group via speaker phone
for a brief question and answer period.
Questions revolved around deferments of DUI convictions, and
there were also questions about whether or not a clause can be included
in your personnel policy requiring employees to report arrests that have
a nexus to their job. A
discussion ensued about the need to negotiate with the unions if such a
clause was included in the personnel policy.
Legislative Update – Impact on Human Resources
E2SSB 5669 Establishing Family Leave and Medical Leave Insurance was
passed. The law goes into
effect on October 1, 2009.
The law requires that benefits of $250 per week for up to five weeks are
paid to employees who are unable to work because they are on leave for
the birth of a child or the placement of a child for adoption.
Currently this leave benefit program is not funded; the
legislature is looking into funding possibilities.
SB 5037 regarding hands free phone use goes into effect on July 1, 2008.
An exemption is being sought for transit agencies.
HB 2216 requiring having a non voting union representative on PTBA
boards did not pass.
SSB 5340 This bill was passed, and significantly expands the definition
of disability under
Labor Updates
The IAM contract expired December 2006.
After attempts at mediation and a membership vote were
unsuccessful negotiations for the IAM contract are going to interest
arbitration. Some outstanding
issues include wages, comp time and the “want” of longevity pay.
The preliminary Arb process has just begun.
Update: it appears the IAM arbitration will be in November
2007.
Kimberly Somers, Whatcom Transit.
Whatcom has also been experiencing a high number of grievances.
Louisa Hernandez, Ben Franklin Transit
Tina Guzinski, Community Transit
Arlene Doern, C-TRAN.
Jean White, Pierce Transit
Chris Baldini,
Jenny Huff, Mason Transit
Mary Lozeau,
Tracey Christianson, WSTIP
Mary Adams, Lane Transit
Next Meeting:
The members decided to not hold a committee meeting at the
upcoming WA ST DOT Conference this August in
There was a discussion about possible agenda items for the next meeting;
NEOGOV has asked for time at an upcoming meeting to do a longer
presentation of their product but Roundtable members determined they are
not interested at this time in any further information.
Other agenda items included 1) recruitment; what does each
transit do to attract more applicants in general, and specifically how
to attract more minority applicants,
2) Jenny Huff @ Shelton Transit had something??, 3) Succession
Planning?? and . . .
Prepared by Susan @ Intercity Transit 6/28/07
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