ENTINEL Vol. 67 No. 13•Thursday M~ 9,, 1991 •
Tuition up, fees hiked
Hats off to the graduates!
Coeur d' Alene, Idaho
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The prioe of education will be higher next yras as the board of lnlSICCS approved a S20 i ~ in wit.ion and fees and agreed IO instiblte a parking pcnnit fee. The inc~ will affect all students, whclhcr iJl.dislrict or OUI-Of·SUIC. The increase is spli I t,ctween a $10 tuition raise and a new S10 lilnry fee. The optional parting permit will
costSS. According IO Rolly Jurgens. dean of ad· minisualion, the tuition increase will go tom paying operating expenses and salaries. Possible uses of the library fee, according IO Mary Carr. dircctOr of library services, 11.:lude subscribing IO addit.ional CD Rom products such as Newbank, an index of local newspapers. purchasing more work s13tions for the Academic Index, a database of aca· dcmic sources, or a "comparable product," using a courier service so m:ucrials such as iDICr·library loaned books could be shipped quickly"as far west as Cheney and as far south as Lewiston," subscribing 10 he OCLC, which is an expanded inter-library loan system and binding old and new materials so they would wt longer. Carr said she hoped IO get approximately S50,000Crom the new fee. She said no definite plans had been made fonhe funds because she wanted IO be swe they would be available. Anolhcr plan for the money would be IO tag library books for a security sySICm in the new library. Carr said the services would nOI be available until the new library opened in the spring, 1992, semester. The pubIic will not be charged IO use the library' Carr said. MWe' vealscady asked them tosuppo.n us," she said,referring 10 the $600,000 NIC received forconsuuction of the new Library/Computer Center building. Carr expressed pleasure at the new library fee.saying "We will be able IOofferaddit.ional scrviceslO the students that we wouldn't have been able IO offer otherwise." •The parlcing permit, according to Jurgens, will be able IO be transfcm:d from one vehicle IOanothcr. He said this was inaucmpt to avoid charging a student or faculty member who may have more lhan one velticle. ~ parking fee will pay for a full·t.ime ~mg a11.endan1 to monitor parking and write UCk.ets, Jurgens said. He said the auendant WOUid Win during the day.
pholr) by Daron Reasor
LAST BU! NOT LEAST- Welding instructor_ Mi~ Turley adjusts the hat ol graduating student Sean A. Wathen. Wathen wall be the last graduate to receive has diploma on Graduation Day. See graduation list p. 24.
Employees irate over unequal pay by Kevin Brown and JohMy Hunt Swint/ E,lilo,, Rtportu
North Idaho College food service employees are evidently boiling afu:r bearing and discussing a recent report comparing the job grades and salaries of wo~crs on campus. Ac.cording to a study by a salary consululnt, cooks. food service workers and dishwashers were Bl the bouom of a grading scale used IO evaluate posit.ions. The report and salaries of all campus worKcrs were disniblllCd at employee meetings in April The cafet.eria wor!cers expressed anger over salary inequities and job posit.ions in a leuer IO Joe Cheesman. ditcclOr of Human Resowccs. In the letter, Swdent Union Building cooks and food service workers complained of wages lower th3n campus custOdians, and SUllCd that their jobs were no less demanding. "People felt we weren 'tgraded accordingly," said Susan Roberge, a SUB dining room su· pervisor. lo the leUer, the food service employ· ecs said they did not see how working with hot
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ovcns.st.eam-generatcdovens,hotoilandgrills, electric slicers and knives are not as dangerous as worlcing with mop buclcets, dust rags and vacuums Iba! the custodians use. Ut.ilizing a study they conducted themselves, the food service employees said they receive even less pay lhan people of comparable positions employed by the city and by Koo«:noi Medical Center. In April 1990, the NIC Board ofTrustces hired Vance Jacobsen & Co.• a consulting !inn on salary reviews, to develop an equitable job cbssificatioo and compensation system for NlC. Their object.ives we.re to assess the internal equity of the existing compensation prac· I.ices and develop a fair and equitable cm· ployec cl3ssilication system. 1n an excerpt from the Final Report to the Board. Jacobson stated that according to the cuslOm salary survcyof70colleges ofcomparable size Ill nine west.em Sl:llCS, NlC salnries were clearly below the going rates. Tl was estimated that thecoUege would need :I.bout a 7.0
to 7.4 percent increase in salaries to pay at the m~ancompct.itive level. But, the report stated, "This does 001 mean thnt all positions would receive the above amounL It refers LO the 10ml salary budget, which would then be allocated in an equitable manner." Further on, the repoct smtcd, "We found that some internal inequities currently exist in the college's current pay practices." For purposes of internal equity in salary levels, Jacobson rated and classified all jobs on campus according to their varied levels of mental, physical, social, environmental and acxoontnbilitydiffacult.ies. Apointsys1.em was used IO dctcnnine job classificat.ions, with each factor assigned a certain point value. ToUJJ point values ranged from 1,000 LO 5,000 points. The leucr to Cheesman stated that "all but five of us (cafeteria workers} don't even rate :i scale of 1,000." - - - pl~ see SALARY p.22