NUSAC in Action - 2005 NUSAC Health and Benefits Fair Survey Results
At the 2005 health and benefits fair, NUSAC handed out a survey for staff members to complete. Below are the questions and the responses.
1. Would you support the University moving to a multiple tiered health premium option? (See proposed future option below.)
(The chart below is an EXAMPLE of possible premiums for the different tiers)
|
Single premium coverage |
Employee + Children |
Employee + Spouse |
Family premium coverage |
Current Options |
$75.00/month |
N/A |
N/A |
$260.00/month |
Proposed future options |
$75.00/month |
$190.00 |
$225.00/month |
$300.00/month |
| |
Total Responses - 110 |
| |
YES - 93 |
| |
NO - 17 |
| |
|
2. Would you support changing the current employee retirement plan to be equal to the faculty retirement plan? That is, allowing staff the ability to contribute up to 5% of their annual salary.
Below is a table of the current staff retirement plan.
Staff - must follow the age brackets listed and can only contribute the amount allowed in their age bracket.
Faculty - have the option to utilize the 5% contribution bracket, with the university matching 10%, regardless of their age*.
|
Age |
Employee contribution |
University contribution** |
Total |
|
Under 24 |
Employees may make contributions on a voluntary basis, such contributions are not matched by the University. |
|
Alternative 1% plan for all ages |
1.0% |
2.0% |
3.0% |
|
24-39 |
2.0% |
4.0% |
6.0% |
|
40-49 |
3.5% |
7.0% |
10.5% |
* |
50 and over |
5.0% |
10.0% |
15.0% |
** |
To receive the University’s matching contributions, an employee must be at least age 24 and have accumulated at least one year of service. |
| |
Total Responses - 112 |
| |
YES - 106 |
| |
NO - 6 |
| |
|
3. If you could ask President Beinen a question what would it be?
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When are we going to have more parking spaces?
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Why are staff not evaluated and paid based on education as well as experience?
-
Why are there MA programs that offer no financial aid but the university is trying to encourage minority enrollment?
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How to create a stronger university attitude?
-
How do you perceive the overflow of PhD graduates with a lack of academic positions for them?
-
Parking rates should be a lot lower!
-
Can parking rates be tiered relative to salary levels?
-
Why do salary increases not meet the raise in the cost of living?
-
Do you realize the support staff are the “work horses” at NU and are underpaid for the quality of work?
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Would you entertain the idea of closing the library during break and between Christmas and New Year’s holidays?
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Why health insurance for retirees are not paid for by university?
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Can we expand the aquatic center to add more lap swimming lanes?
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Why doesn’t NU just pay taxes so that underpaid staff can come to work without worrying about paying parking fees?
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Do you foresee expansion of the NU campus in Evanston and how would it affect the current “green space”?
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Considering the rising cost of living in Chicago and with the average salary increases for staff for FY 2005 has been between 2.75 and 3 percent good performing staff have been getting less than average. How can this be prevented?
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