The Summer Chronicle Duke University Volume 8, Number 3 Tuesday, May 23, 1978 Durham, North Carolina Lines of Progression MS Decision Reached;
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The Summer Chronicle Duke University Volume 8, Number 3 Tuesday, May 23, 1978 Durham, North Carolina Lines of Progression MS decision reached; Senior Plumbers department abolished By Virginia K. Sasser The University administration decided late last span," said Cleaveland. According to a February memo prepared by Plumbers I iewi« month to eliminate the Department of Management Sciences (MS) and to abolish the undergraduate Cleaveland and sent to various campus groups, degree programs in MS, said Provost Frederic N. problems with the MS department include: Cleaveland on Friday. • the inability of the MS department to deal with the The administration chose Alternative III—one of rapid growth in MS enrollemt; and three proposals which was sent to various student and • the refusal ofthe American Association of Collegiate | Trades Helpers | level 3 faculty groups in February for review and Schools of Business (AACSB) to accredit the Masters recommendations. of Business Adminstration (MBA) program at Duke The layoff policy considers each occupational level because of the nature ofthe undergraduate program in Under Alternative III the current undergraduate MS. within a trade (plumbing In the above example) as program in MS will be phased out over a four year separate and lays off employees according to "the period. Beginning in the fall of 1979, Cleaveland said Cleaveland said Friday "accreditation is not the last hired, first fired" policy on each particular level. the Graduate School of Business Administration reason we're making the change; the numbers problem The union sought to have the entire line ot (GSBA) will offer six to ten courses "with a liberal arts is." Cleaveland also expressed the growing concern progression considered as a whole with layoffs orientation" to undergraduates. The GSBA is in the about the future of the liberal arts at Duke on the part based on lowest seniority for the entire grouping. process of developing the Master of Accountancy of faculty members, students and administrators as a degree and a 3-2 program "to provide opportunity for minor consideration in the decision. Duke undergraduates to earn both a baccalaureate According to Cleaveland's February memo, and the Master of Accountancy degrees in a five year Alternative III will deal with the objective of "limiting Union secures modest gains enrollment by controlling access to each course through a system of prerequisites and a limit on class size." He said Friday that the GSBA would offer the six to Duke, workers agree on pact ten undergraduate courses "in as many sections as possible to satisfy undergraduate demand," By Mark H. Mirkin per cent wage increase for the first year and a six Efforts by the MS department within the past year Duke management and Local 465, per cent increase for the second year of the new to limit enrollment have been unsuccessful, said International Union of Operating Engineers, pact. Employees at Central Campus will be Cleaveland. agreed on a new two-year contract last upgraded one level: "Their skills call for a higher The Executive Committee and the Curriculum Thursday. The settlement, which affects 130 level of pay," Maginnes said. Committee of the Undergraduate Faculty Council of campus maintenance workers, was reached five Organizing drive Arts and Sciences (UFCAS) agreed in the fall that if days after the previous contract had expired. With an organizing drive currently under way there were no checks on MS growth, faculty The major point of controversy contributing to positions—when available—would have to be in Duke Hospital, increased significance was reallocated into MS, he said. the delay was the layoff policy, which will focused on 465's negotiations. This was the first remain the same as before. time in the short history ofthe union's existence "I concluded by the first of the year that the MS That policy (Article V, Section D, Clause 1) at Duke that the University brought its own problem was a matter the Board of Trustees needed to states that "when a reduction in force occurs in proposals to the bargaining table. be involved in because it concerned the allocation of an occupational classification in a line of University resources and the increasing trend of However, attempts on the part of Duke to progression due to a lack of work, such reduction undergraduates toward pre-professionalism," said in force and subsequent rehiring will follow the revoke the gains secured in the last negotiations Cleaveland. principle of seniority. Employees in an affected Continued on page 6 Continued on page 6 occupational classification shall be progressively reduced in their line of progression or may be transferred to another occupational classification in another line of progression to which his seniority entitles him and in which he is qualified...Employees who do not possess sufficient seniority or qualifications to replace other employees will be laid off." This implies that a long-term employee can be "bumped" or demoted to a lower level job if need be. Under these terms, layoffs may occur due to occupational classification, not just seniority. The union sought to end this practice by providing for layoffs based solely on seniority in any line of progression. (See diagram.) Better training Under the terms of the new contract the University has committed itself to better on-the- job training. Bristol Maginnes, Duke's director of labor relations, said the University has "been negligent in this area. We plan to develop courses that will upgrade the level of competence," he said. Ron Hargis, a union steward in the office machine shop, was skeptical: "A verbal commitment of this type will be very difficult to prove in an arbitration case," he said. The campus workers will be receiving a seven Inside Gothic Services shuts down for summer, see page 6. Duke Children's Classic Golf Tournament starts Saturday, see page 8. Photo by Jay Anderson Page Two The Summer Chronicle Tuesday, May 23, 1978 DUKE UNIVERSITY/MEDICAL CENTER PROMOTIONAL OPPORTUNITIES LOCATION C-Campus MC-Medlcai Center ADMINISTRATIVE/PROFESSIONAL: hospital exp. (1) position. $3.73. Statt Psychologist—C. Ph.D. In Counseling or Clinical Psychology from an APA approved program w/a doi Sr. Clark Typist—MC, 40 wpm typing. Previous exp. preferred dealing in general office S receptionist duties. One internship in a college or university counseling or menial health service. Twoyrs. pos! doctoral exp. preferred. Eligit position prefers transcription exp One position is located at Franklin County Health Dept. (2] positions. $3.33. N.C. licensure as a practicing Psychologist. Strong diagnostic & therapeutic skills as well as skill in career counsel Ir Otllce Clark—MC, Prefer exp. in filing & xeroxing. P/T 20 hrs/wk in mornings. (1] position. (2.87. Charge Control Clk.—MC, Knowledge ol gen. accting. principles, ability to type 8 use data entry terminal required. Head Train*r—C, Develop, coordinate Sadn m for D.U. intercollegial Previous hospital acctng. exp. desirable. (11 position. Occasional weekend 8 overtime required. (3.33. intramural sports 8 Physical Education das Classification and Coding Clerk—MC, Knowledge of med. term. 8 anatomy. Manual dexterify 8 a Basic knowledge of CRT terminal operations. Previous exp. in nrsg. or coding procedures preferred. (1) position. $3.33. Lib Reiearch Assistant— MC, B.S degree Ad ml nisi rati va Secretary—MC, 50 wpm typing. Exp. in office managing. Person will provide back up to Cancer info 112,189. Specialist during peak hrs. 8 perform clerical duties related to the CIS program. (1) position. $3.73. Public Relations Specialist—C, Preter degrei ta n t ial Ip rof e ss i o n a I newspa p e r e x p.; c CRAFTS, TRADES, S SERVICES: s II) P n 111,SI Public Safety Officer—C, Must meet criteria established by the Attorney General of the state of N.C. Rotating shifts. (6) 5 SERVICE—APPLY AT NRSG. OFFICE: positions. $3.95. Head Nurse, Grad. nurse Received or applied tor N.C. license. Demonstrated admin. & clin. competence General Medical-Diabetes. Medical Specialty—Renal, Pediatrics-Ped. Cardiology. Medical Lab Clerk—MC, Prefer medi-data exp , DHIS exp. or some lab clerk exp. but not required. (21 position. $3.33. Nune Clinician, Grad. nurse w/clin. eip. in specialty area. Teaching 8 admin, exp. preferred. (3) positions Part-tii s. One; Ped. Cardiology. General Medical-Diabetes & Medical Specialty-Renal. .circulating pi equipment on I Aiiittmt Head Nuna, RN who has demonstrated clin. competence for delivery of nrsg. care & potential f< responsibility of Head Nurse. [5] positions. 3-OB-Gyn (1 evening, 2-FTN). General Surgical-Reed & Duke Registered Nurse. Grad. nurse received or applied for N.C. license. (89.51 positions. Electrician—MC, I Llcenied Practical Nuna, Grad. of approved practical nrsg. program. Received or applied for N.C. Ii Laundry Supervln --MC, Supe e & perform s acialized mechanical duties in the inspector sot Advanced LPN, Grad c - lad p al nrsg.e ). helpful. (1) | Floor Finisher—MC, Perform dut , regarding thi 5 2nd si I2.87. Food Service Aide Sr.—C, Perfor in preparing, s g 8 storing fr Director ot Nunlng, MSN preferred in cl -. vhrei n top-level admin. i.Mlpositii areas 8 equipment. (1) position. $2 Duke North. Mobile Catering Salesman—C, P Coordlnator/Nrsg. Policies Procedures 8 Malerlali Minagemenl, RN w/MSN preferred. (1) position. general public. (1) position $3.95. Superior; Emergency Room (Psychiatry, AmBulatory Servi.|, Grad. of assoc. degree, diploma or Baccalaureate nrsg. igned work :ipate in the preparation & cooking of food In large program. Must be licensed as RN in state of N.C. RN who has demonstrated competence in management of personnel 8 = (1)P i, (3.3: has exhibited the clin competence necessary to make sound decisions affecting operational procedures.