July 26, 2005

Negotiations Update

Meeting #7

 

During the Guild’s seventh negotiating session, on July 21, management presented an electronic performance evaluation method entitled “Guild Goals for PMP.” The proposed evaluation method is an electronic version of the current paper evaluation sheet, with its 20 criteria such as thoroughness of work, understanding equipment, and accepting constructive criticism. The company had previously proposed that the Guild sign on to the Performance Management System S & P uses in other areas of McGraw Hill. Guild negotiators rejected that idea but did not rule out a revamped version as an alternative to the standard PMP. The criteria (goals) in the newly proposed electronic evaluation form could be added to, modified, or deleted by the Guild employee, with his or her manager’s concurrence. The Union bargaining team told management that it would consider the hybrid evaluation system, especially the add-to and delete options, and get back to them.

 

Next, management presented the Guild with a proposal regarding job security provisions that it said would not affect any current Guild-represented employees. S&P proposed to increase the probationary period for new hires from 60 days to 120 days for employees in Guild job classifications up to U25, and from 120 days to 180 days for those in job classifications U26 and above. If agreed to, it would not become effective until some time after contract ratification.

 

However, the Guild asked why management felt it needed 50% to 100% as much time as it now has to evaluate new-hires. Current contract language allows the company to request an extension to the probation period, which, it does infrequently.  John Gillen, Director of Workforce Initiatives for S&P said, “Many of our jobs are becoming more complex, requiring superior writing skills and analytical ability. Management just needs more time to determine if a new hire can live up to these expectations.”  The Guild responded that it would give due consideration to the proposal.

 

In response to the Guild committee’s information request made at our last meeting, regarding the fees associated with the current 401(k) offerings, management representation said that no hidden fees are hindering the performance of any of the current 10 choices.  Full fee disclosure is available on the Web, they said.

 

 In that case, one has to wonder why the choices we have are such mediocre performers. The Guild is exploring the possibility of adding to or modifying the current 401(k) choices, and the possibility of participating in the selection of them.

 

Our next meeting is scheduled for August 11.

 

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7/26/05