Responses to
Chancellor's Communication-April 22, 2002

Here are the most frequently asked questions and my responses:

Thanks to all who sent comments and questions in response to my e-mail of April 22. Most of the questions had to do with the CSU's budget situation. We will learn more about the budget next week when the governor releases the May Revise. I will send out a new e-mail to all employees at that time.
 
Other questions included:
 
Will the CSU begin offering "golden handshakes" to its employees?
 
The CSU has no plans to offer retirement agreements such as "golden handshakes" at this time. We will still need our many experienced faculty and staff members in the coming years to help us serve our rapidly growing student population.
 
For those of you who are eligible for retirement and/or considering retirement, please visit the CalPERS web site at http://www.calpers.ca.gov/ to learn more about retirement options.
 
What is the status of the CSEA contract?
 
Last month, the CSU and the California State Employees Association reached a tentative three-year contract agreement that would provide CSU staff employees with a 1.5% general salary increase, effective July 1, 2002. The agreement is subject to ratification by the CSEA and approval by the CSU's Board of Trustees.
 
The agreement calls for a reopening of salary and benefits discussions for 2003/04 and 2004/05. Additional terms of the agreement include:
  • A $10,000 life insurance policy for all benefit-eligible employees.
  • A rural health care lump sum stipend of $500 to those employees in an area with no PERS-approved HMO provider.
  • A fee waiver for dependents of CSEA bargaining unit employees, effective August 1, 2002.
  • Employee participation in the CSU's pre-tax parking fee deduction plan, which allows eligible employees to pay for CSU parking expenses with pre-tax dollars.
  • Employee participation in the CSU's Health Care Reimbursement Account (HCRA) plan, a voluntary plan that allows eligible employees to set aside pre-tax dollars that are then used to reimburse the employee for out-of-pocket health expenses.
I am very pleased that we were able to reach this tentative agreement, which will provide many important benefits for our employees and their families. For more information, see www.calstate.edu/LaborRel/CSEATent042302.shtml
 
What is the status of the CMS plan?
 
The California State University continues to move along in high gear on its administrative information systems project known as Common Management Systems (CMS).
 
The CSU launched the CMS project because campus administrative information systems were out of date and had become very costly to maintain and repair. The new system is expected to offer improved access to information for students, create streamlined reporting and budgeting processes for staff, and provide better support and administrative tools for faculty.
 
Currently, PeopleSoft human resources and financial modules are in place on 11 of the CSU's 23 campuses. By 2006, all CSU campuses will use the full suite of PeopleSoft human resources, financial, and student administration software.
 
The CSU marked a milestone in its implementation of the CMS program this spring, when Fresno State, Sonoma State, and the California Maritime Academy became three of the first institutions in the world to begin using PeopleSoft's 8.0 release for student administration and human resources management.
 
The CSU is also undergoing a legislative audit of CMS. We have welcomed the audit as a way to demonstrate how CMS will assist students, faculty and staff with updated technology, better access to information, and improved administrative efficiency. We have provided an accountability report on all aspects of the Integrated Technology Strategy, of which CMS is a part, each year to the legislature. This audit will give us another opportunity to show how CMS will bring 21st century technology to our university.
 
For more information about the CMS implementation or the audit, see cms.calstate.edu.


Last Updated: May 9, 2002