The Georgia Statement
An informative quarterly of policies, trends and news of all agencies and employees in state government published by the Georgia Merit System
VOLUME 1, NO. 4
OCT OBER 1999
2
INSIDE
The new payroll
Charities.........................2 Savings Bonds...............3 Small Business..............3 Training Schedule..........7 Drug Testing..................8
voucher explained
Employee Ticket Deals page 2
page 6 page 6 page 8
GMS Commissioner Marjorie Young with Charitable Contributions Chair and Department of Labor Commissioner Michael Thurmond
Merit System kicks off
Charitable Contributions
Campaign
Governor Roy Barnes, Honorary how the Make-A-Wish Founda-
Chair of the Charitable Contribu- tion granted Kristina, his
tions Program, was the keynote daughter, her wish to be in the
speaker at the kickoff luncheon for movies, was especially touching.
the 1999-2000 State Charitable She appears in Muppets in Outer
Contributions Program on
Space and was also present at the
Tuesday, August 24 at the Georgia kickoff event.
Freight Depot. Governor Barnes The speech of the day, however,
challenged attendees to educate belonged to Labor Department
employees about the benefits of Commissioner Michael
the program.
Thurmond, Chair of this year's
Joining Governor Barnes on the campaign. He quoted a former
program were this year's General president of Morehouse College,
Campaign Chair, Labor Depart- saying that in life "its not what
ment Commissioner Michael
we get, but what we give back."
Thurmond, Merit System Com- He drew on the biblical verse
missioner Marjorie Young, Atlanta "and when you do it to the least
City Councilman Jim Maddox, of these, you do unto me." In
and Mark O'Connell, CEO Metro pointing out the many things that
Atlanta United Way.
the Charitable Contributions
Two representatives of charitable Program supports, he para-
organizations participating in the phrased a biblical quote saying
program were Betty Guffin of
"when I was a pregnant teenager,
Bosom Buddies/Community
you gave me help; when I was
Health Charities and Brian
without sight, you gave me a
Donnelly, Make-A-Wish Founda- seeing-eye dog." He challenged
tion. Both shared personal stories all those in attendance to make
about how these charitable
this the grandest drive ever. He's
organizations have made a
committed to it!
difference in their lives. Ms.
Mark O'Connell, Chief Execu-
Guffin told of her battle with
tive Officer of the Metro Atlanta
breast cancer and what the Bosom United Way said our campaign
Buddies program has meant to her, contributions save lives and
and what the Charitable Contribu- change lives. "Twenty-seven
tions Program's support of this percent of state and university
organization means to the many system employees contribute to
who benefit from the services
the campaign" said O'Connell.
provided by Bosom Buddies. Mr. He added that the seventy
Donnelly's poignant account of (Continued on page 2)
By now you have gotten your first pay voucher under the new Phoenix payroll system and are probably wondering about the differences. If you get your old pay stub out and compare it to the new voucher and use the graphic and legend, you'll find it much easier to understand. The important thing to know is that your pay, leave, taxes and deductions are calculated the same as the old system. Your totals will be the same. However, if you got a Pay-ForPerformance increase that will be included. First, note that leave balances shown are balances as of the date your voucher was printed. They include all leave usages entered by your agency by the print date. Forfeited annual and sick leave balances will be combined and shown as one forfeited leave balance. Also, leave balances will be expressed in hours and thousandths of an hour, not in hour and minutes. How you accrue leave in the Phoenix system depends on
(Continued on page 4)
Governor signs grievance procedure for
unclassified employees
Thanks to Governor Roy Barnes address their work issues.
unclassified employees now have Issues that may be addressed
a formal process to address work- through the grievance procedure
related concerns. Classified
include (1) allegations of
employees have long had a formal unlawful discrimination; (2)
grievance procedure available that sexual or other forms of harass-
provides them with an opportunity ment; (3) erroneous, arbitrary, or
to voice their concerns regarding capricious interpretation or
work issues and management
application of personnel policies
decisions that affect them. Many and procedures; (4) unsafe or
agencies, recognizing the need for unhealthy working conditions;
providing consistent and equitable and (5) retaliation for using the
treatment for all employees, have grievance procedure. Some
made a procedure available to issues are not appropriate for this
their unclassified employees.
process. For example, disciplin-
However, the Executive Order ary issues, such as suspensions,
ensures that all unclassified
demotions, disciplinary salary
employees in executive branch reductions, or separations cannot
agencies are provided with a
be processed through this
consistent means for opening the procedure.
lines of communications to
(Continued on page 6)
The The Georgia Statementeorgia
page 2
percent who have not given just have not heard what they need to hear in terms of the kinds of charities that receive funding and the vital services these charities provide in communities all across Georgia. He urged all of the coordinators in attendance to get the message out. Metro Atlanta United Way provided sponsorship of the event in conjunction with Georgia Power Company. The Charitable Contributions Program, which is administered by the Georgia Merit System, offers state and university system employees the opportunity to contribute to charitable organizations of their choice through payroll deduction. Last year's campaign generated $2.7 in contributions, with a collective total of $22 million being raised since the program's inception in 1982. There are two general kinds of charities participating in the program. They are independent and federated charitable organizations. There are 37 independent organizations conducting a wide range of health, welfare and educational
The Georgia Statement
Volume 1, Number 4
State Personnel Board
Anne H. Kaiser, Chair M. David Alalof, Vice Chair Claybon J. Edwards, Member
Geri P. Thomas, Member
programs. There are 41 federations, including 37 local United Way Funds. The 4 other federated organizations are the Georgia Black United Fund, which supports African American programs.Georgia Shares supports agencies serving those denied full participation in society based on race, gender, disability, religion, sexual orientation, age and economic status. The Environmental Fund supports agencies protecting Georgia's environment. Combined Health Appeal supports voluntary health agencies delivering services, counseling, support and information to communities. This year's goal is to increase participation in the program by reaching the over seventy percent of state and university system employees who are not currently participating. When you receive your pledge form and brochure for this year's campaign, look through the organizations that receive funding for one that you would like to support. This year's charitable organizations list has been expanded to include Augusta Ronald McDonald House Charities, Georgia Center for Law in the Public Interest, Georgia Youth Science and Technology Centers, Make-A-Wish Foundation and Prison Fellowship Ministries. For information on any of the charities participating in this year's program, check out the Merit System's website at http://www.gms.state.ga.us, click on Employees and then click on Charitable Contributions under Benefit/Services.
Put your money where your heart is
When you give to the Charitable Contributions Program, you really help yourself. Behind every dollar is a human face. There's not a single person whose life hasn't been touched by cancer, heart disease, AIDS, crime, mental illness, disability, disaster, and on and on. With the over 900 charities that the program gives money to, everyone is benefited in some way. Some charities are an umbrella for many charities as in the United Way organizations. Many offer several community services as with the Georgia Council on Child Abuse who is the leading non-profit dedicated to preventing child abuse. They do this through direct, community- based programs. But they also partner with professionals and families to volunteer and educate others through community awareness, education and training. Some charities representing major illnesses such as cancer, heart disease, muscular dystrophy, kidney and lung disease need funds for research. Laboratory testing may not have the same warm and fuzzy appeal as training service dogs for the blind(another charity in the program), but where would we be without research? Funds are allocated for refugee resettlement and employment; and support for teachers in their efforts to create environments that focus on teacher/community relationship. One United Way, the Southwest Georgia United Way, provides financial support to over 100 local health and welfare organizations in 14 counties. Funds are given to deserving students for higher education. The Prison Fellowship Ministries provides money for holiday gifts to prisoners' children. All in all, a pledge of support to the Charitable Contributions Program touches the lives of every citizen in this state.
Georgia Merit System
Marjorie H. Young, Commissioner
Pat P. Hewatt, Editor
contributing artist Huey Theus
The Georgia Statement is published quarterly for state employees by the Commissioner's Office of the Georgia Merit System. If you wish to submit comments or need to correct a distribution problem/address, contact Pat Hewatt, Editor,Georgia Statement, 200 Piedmont Avenue, SE, Suite 504 West Tower, Atlanta, GA 30334, or call 404/657-0360. If you have a disability and need this material in an alternative format, notify the Editor at the above listed address, or for TDD Relay Service only: 1-800-255-0056 (text telephone) or 1-800-255-0135 (voice).
The Georgia Merit System is an Equal Opportunity Employer.
he The Georgia Statement page 3
United States Savings Bonds add needed diversity to investments
Governor Roy Barnes gives the keynote address at the first-ever Small Business Conference held in September
Governor calls for First
Small Business Conference
The findings of the
procurement agencies.
Report on Minority Partici- There were eighty-five
pation in State Government state, federal and local
in 1997 were that 2.5
agencies, as well as, some
percent of the state's
private sector companies.
contracts were awarded to Participants learned
minority contractors. In firsthand about state
January of this year, Gov- purchasing requirements.
ernor Barnes issued an
Also, there were assis-
executive order recogniz- tance-agencies instructing
ing the critical need for small business owners
minority businesses to be how to write business
integrated into the state's proposals and how to
procurement process.
apply for loans.
Saying that "all state
Irving Mitchell, Director,
agencies, authorities,
Business Development,
commissions and institu- says he "will work closely
tions shall make special with the Office of Small
efforts to publicize and and Minority Business
advertise bid opportunities Development to ensure
to the minority business fair and equitable opportu-
community..." In other nities across the state."
words, Barnes wanted to Calandria Lee, Director,
expand opportunities for Office of Small and Mi-
small and minority busi- nority Business of the
nesses. To this end, the Department of Administra-
first Governor's Small
tive Services, says this
Business Conference was year's theme "New Lead-
held in September. "New ership, New Opportuni-
Leadership, New
ties: The Roadmap to
Opportunities...The
Success, is more than a
Roadmap to Success."
theme, it's a promise!"
The purpose of the confer- The highlight was Gover-
ence was to inform busi- nor Barnes' keynote
ness owners how to apply address at the luncheon.
for state government
He reiterated his commit-
contracts. Eight hundred ment to breaking through
and fifty people attended. barriers that inhibit the
The conference began success of small busi-
with one-on-one, twenty- nesses competing for
minute sessions with
contracts.
The keynote speaker for egated out, interest rates doom, however. Rataczak
the Merit System's Sav- will rise, too. He predicts a says now is the time to di-
ings Bond Kickoff held August 25th was Dr. Donald Rataczak, Director of Economic Forecasting Center at Georgia State University. Some 40 state employees were in attendance. These folks will go back to their various departments and agencies and head the Savings Bond drive that is going on in many agencies now. In his keynote address, Dr. Rataczak said that last year, personal savings dropped from 3% to .05%. Right now it is at 1%. He sees this a serious problem. "Negative domestic savings always helps boost interest rates," he said. The government on the other hand, has gone
% point rise in mortgage rates by next summer, but believes mortgage rates will remain
versify. While he makes no absolute predictions about
the return on stocks, he stresses that investing requires diver-
around 7
sity.
% to 7
That's just
% un-
what David
til 2001.
Heinrich,
Participants were quick to ask about the future of the
District Director of Savings Bonds, Division of U.S. Department of Treasury,
stock
echoed. He
market. Dr.
Dr. Donald Rataczak
stressed that Savings
from a borrower to a saver (surplus money.) Both of these will affect the rise of interest rates in the United States. As the Asian economies get stronger (and they are getting stronger,) they will no longer be investing in the U.S. And as the federal surpluses get used or del-
Rataczak says the last 10 years have been the best and that it can't continue. He does point out that the best investments were home equity ones. Stocks funds have yielded around 18% says Rataczak. " We've milked the stock market. And Internet stocks have topped
Bonds are a stable and convenient way to diversify your savings. Through the payroll deduction program, you save a set amount at regular intervals. The advantages to Savings Bonds, he pointed out, are that they are backed by the U.S. Treasury, feature a moderate, no risk
out." All is not gloom or annual yield and they can be
accessed. In an emergency,
you wouldn't have to cash
Albany Tech's' Parker wins awards CD's or touch your pension.
This is a really good way to
Dr. Anthony Parker, President of Albany Technical Institute, was awarded the prestigious Pacesetter of the Year Award from the National Council for Marketing and Public Relations, District II. Dr. Parker competed against presidents in 11 other states. District II is comprised of Alabama, Florida, Georgia, Kentucky, Louisiana, Mississippi, North Carolina, South Carolina, Tennessee, Virginia, West Virginia and the Bahamas. This award is given annually to the president of a community college or technical institute who has demonstrated special leadership, support and ability in the area of college communications and marketing.
avoid using credit cards for emergencies. There are great tax advantages to buying Bonds also. Heinrich says "become a saver before you become an investor." He suggests combining 401k plans with the purchase of Savings Bonds as a secure means of diversifying. Savings Bonds are a good complement to all other diversification vehicles according to Heinrich.
The Georgia Statement
page 4
Magic Kingdom Membership Check these key items on your
new pay voucher
how your are paid--weekly, semimonthly, monthly or semi-monthly lag. Leave usage will not be
printed.
Remember, those persons eligible for leave get 10 hours of sick leave per month and 10,12, or 14 hours of annual leave per month depending on your length of service. It is the timing of the leave that may be different. If you are paid monthly, you will earn all your monthly leave the night of the last day of the month if you receive pay for at least 80 hours that month. The leave is available for your use the first of the next month. If you are paid semi-monthly and semi-monthly lag, you will earn one half of your monthly leave at the end of each semi monthly pay period if you receive pay for at least 40 hours in each pay period. The leave is available for your use the first day of the following pay period. If you are paid weekly you will
receive pay for at least 40
your ERS number. However, if
hours for each half of the
you are not a member, the
month; you will earn one-half Phoenix system will assign a
of your monthly leave at the number to you.
end of the second and fourth Your pay voucher will separate
pay periods of the month. The your earnings, taxes, and
leave is available for your use deductions into groups. Each
the first day of the third and item will be identified with a
first pay period.
more descriptive title. Tax
In an effort to provide greater amounts may differ by a few
security of personal
cents due to calculation rules.
information, your social
Supplemental income such as
security number will no longer Overtime Pay will be taxed at
be used as the primary
the same tax table rates as your
identifier. Instead, you will be regular salary instead of the
assigned an individual
current flat rate of 28%. If you
employee ID number as your have Earned Income Credit, it is
main identifier. Your social shown in a different area. It will
security number will still be on no longer be treated as an
your payroll voucher; however, income amount. It will show as a
your employee ID number will negative tax deduction, which
now officially identify you means it still adds to your net
within the workforce.
pay.
If you are a member of the A new area will show "non-
ERS (Employee Retirement cash" items such as vehicle
System), you have already
allowances and imputed income
been assigned an employee (FLEX life insurance over
number. The Employee ID $50,000 is subject to federal tax
number will be the same as withholdings).
1. Employer 2. Pay group-how the payroll system combines
employees of similar status in order to run payroll. Pay Begin and End Dates represent the time frame of the pay period. 3. Employee; Home address; SSN-social security number-used for informational and tax purposes. 4. Employee ID#-"primary identifier"; Department-an organizational number; Location-generally the county where you work; Job title-job title; pay rateyour salary or hourly rate for this pay period. 5. Tax Data-Federal and State of Georgia; Marital status-filing status for tax purposes; Allowancesnumber of allowances you have selected; Addl. Pctadditional percentage withheld; Addl. Amountadditional amount withheld. 6. Hours and Earnings-standard hours during this pay period, total earnings, and year-to-date information. 7. Tax Information-tax withholdings. 8. Non-Cash and Imputed Income-non-cash items subject to federal tax withholdings (fringes assigned a monetary value). 9. Retirement Salary-salary reported to the appropriate retirement system. 10. Before-Tax deductions-deductions that reduce gross income before taxes. 11. After-Tax Deductions- deductions that reduce gross income after taxes. 12. Totals- Current or Y-T-D totals of total gross, federal tax gross, MEDC gross, OASDI gross, total taxes, total deductions, and net pay. 13. Leave Balances-balances for the leave plans shown as of the date the pay voucher was printed. 14. Net Pay
Pre-tax and after-tax deductions will be separated based on whether the deduction reduces gross income before taxes are computed or after taxes are computed. Flexible Benefit Program deductions will be printed as individual options rather than as pre-tax and aftertax totals. This means you will see individual options such as dental insurance, long-term disability, etc., listed on your pay voucher. The new Phoenix program provides less space for job titles. Many job titles have been shortened or revised for this reason. All jobs have a code and jobs that were set up for
unclassifed service or jobs that are not under Merit System rules have codes that start with "G" or "A". If your position is in one of these "A" or "G" coded job titles and the agency has not yet moved the position to a numeric job title, the word "NULL" will be printed as the job title for the time being. These changes will not affect the actual salary of an employee. Not everything has changed. You will see basic information such as pay rate, tax information, deductions, total income, net pay and year-to-date totals will still appear on your voucher.This information provided by the Phoenix Project.
The Georgia Statement page 5
Employee Credit
Unions benefit employees
Barnes appoints more women and minorities to leadership positions
State Employees Credit Unions would like to take this opportunity to urge all employees to join the union for which they are eligible. Their rates of interest paid are usually higher and the interest charged to borrowers is sometimes lower than at regular banks. Belonging to a credit union means you are an owner and by voting for a Board of Directors you can help guide your financial future. There are several state credit unions.The State Credit Union offers membership to employees who are not eligible for other state credit unions. The State Employees Credit Union offers many benefits and would like to remind retiree's that they may continue to use the credit union even after leaving state government. One benefit of membership will be a fall credit union members-only car sale. The sale this year is October 29th and 30th at White Water Park in Marietta and will allow member to shop many new and used vehicles from different dealers. State Employees Credit Union serves state employees other than DOT, Human Resources, Public Safety and Department of Education.
Governor Roy Barnes is doing much to change the face of state government. One of his primary goals has been to insure that the state recruits, hires, compensates and promotes its employees without discrimination. He indicated that it is important to have a broad and diverse workforce that enables state government to compete in the market place for talented and motivated workers. Recognizing the need for higher percentages of women and minorities at the upper echelons of government, he directed that a survey be issued to all agencies requesting information on upper level management. Over all, there are relatively high percentages of women and minorites in the general workforce. His survey was particularly interested in employees with pay grades of 18 and above who had the authority to hire, promote and fire; supervise other supervisors, and/or had the role of reviewing manager in the Performance Management Process. The survey (with the time period ending last year) concluded that blacks and women held fewer state jobs with the power to hire, fire or promote people. As of December 31, 1998, there were 5,313 upperlevel managers. Thanks to Governor Barnes this is changing.
The percentages in all catagories of upper management positions as of December 31, 1998
number employed
black males
343
black females
465
other males
123
other females
73
white males
2751
white females
1558
%
6.45% 8.57% 2.31% 1.37% 51.78% 29.32%
* prepared by Georgia Merit System
Competency is Barnes' main criteria for hiring. In reaching his goal for the state, he has appointed many women and minorities to key, state positions. For example, forty women make up his fifty-nine person staff. The governor has said, "he wants his administration to reflect all the faces of Georgia". What he cares about is "can you do the job?"At the same time, he's making certain that if you are African American, female, or another minority you are not excluded from consideration for any state job.
Stone Mountain
Ticket Special
New payroll system changes little for CSB'S, Public Health
Districts, and BOHCOP'S
sponsored by the State Personnel Council
tickets: adult or children (over three) $10.50 each Children under three years of age admitted free
Employees of Community Service Boards, Public
Health Districts and Boards of Health Community Operated Programs will notice little change with the implementation of the new Phoenix System. Their payroll systems are not run through Phoenix. Therefore, they will not get a pay voucher. What will be different for these employees is that they will have a new ID on HR reports, job titles may be shortened or slightly changed, and the method of leave accrual has changed. See the entire article on new payroll vouchers for complete information.
Mail ticket order and payment ( and a self addressed stamped envelope for return tickets) to:
State Personnel Council P.O.Box 347206
Atlanta, GA 30334
Name:
Address:
Department:
Work Phone:
page 6
The Georgia Statement
Georgia State Employees Nights with the Thrashers!!
Thrashers vs. Tampa Bay Lightning Wednesday, Nov. 17th @ 7:30pm
or
Nov. 17th vs. Tampa Bay No. of Tix _____ X $19 = ______
Thrashers vs. Washington Capitals Wednesday, Dec. 15th @ 7:30 pm
Tickets are only $19 (5 savings)
Dec. 15th vs. Washington No. of Tix _____ X $19 = ______
plus proc. fee + $1.00
Name _________________________________
TOTAL = ______
Address _______________________________ City ___________________________________ State ___________________ Zip ___________
___ M/C ___ VISA ___ AMEX ___DISC ___ Check (Make Payable to the Atlanta Thrashers) Card No. ___________________Exp_____
Day Phone ____________ Evening___________
Name on Card ______________________
OFFER BASED ON AVAILABILITY. NO PHONE ORDERS PLEASE!
Signature __________________________
For Information Contact us at 404-827-3333 or www.atlantathrashers.com
Mail To:
Fax To:
Atlanta Thrashers Hockey Club
Tickets must be purchased by mail or FAX only. Any order received within 7 days of game
c/o Ticket Dept.
404/827-4709
will be left at will call for pickup 90 minutes prior to game time. Deadline is November 15th for Tampa Bay and December 13th for Washington.
One CNN Center, Box 105583
Pay Date _________ Pay Code ____________
Atlanta, GA 30348
-------------------------------------------------------------------
Also, issues that are being addressed through other administrative or judicial procedures cannot be processed through this procedure. To file and process a grievance, you may represent yourself or be represented by another employee within your agency.
HERE'S A BRIEF DESCRIPTION OF HOW THE PROCEDURE WORKS:
Your grievance must be filed within 10 days from the date your issue began, or you became aware of your problem. Using a Standard Grievance Form, you submit your grievance to your Grievance Coordinator. The grievance must contain a statement of the issue(s) involved, how your employment has been unfavorably affected, the relief your are seeking, and the date(s) if known, that the incident(s) or violation(s) occurred. If your issue involves the interpretation or application of policy or
procedure, you must identify the policy or procedure at issue and describe how it was incorrectly interpreted or applied. The information supplied must be as complete and descriptive as possible.
The Grievance Coordinator has 10 workdays to review your grievance and determine whether your issue is appropriate for processing and you will be notified of the decision in writing. If the Grievance Coordinator determines that your issue is not grievable, he or she will provide you with the specific reasons for that decision.
Within 15 workdays that your issue is a grievable issue, a Grievance Review Official will be appointed by your commissioner or director (or an appropriate official who has been delegated this responsibility). The Grievance Review Official will then conduct a grievance review within 15 workdays of the assignment. After the review has
been concluded the GRO has 10 workdays from the date of the grievance review to submit a written recommendation to your commissioner/director.
The Commissioner/Director will review the findings and recommendation(s) of the GRO and issue a decision in writing within 10 workdays of receipt of the recommendation. The decision of the Commissioner/Director is final and will conclude the grievance process. However, issues of unlawful discrimination and alleged violations of federal laws may proceed to the appropriate federal agency.
To find out more information about this process or to review the entire Grievance Procedure, contact your personnel office. For general information, you may contact the Georgia Merit System Employee/Management Relations office at (404) 656-2740.
Send $20 for each book using the order form below. Checks should be made payable to: Entertainment Publications and sent to 5885 Glenridge Drive, Suite 110, Atlanta, GA 30328. Add $3 for shipping and handling. No handling charge for 3 or more books. You may use your Visa or Mastercard by calling 404-303-8608. Mention you are a state employee and the account number 519225 for this special offer. Books are available in out-of-town editions for savings in over 170 cities. Name: Address: City,State,Zip: Phone:
State of Georgia Employee Benefits
Independence Planning Seminars
Sponsored by the Employees' Retirement System of Georgia
Are you taking full advantage of your employment benefits?
To learn how, please plan to attend the E.R.S. Independence Planning Seminars. Topics typically include Retirement
Want More? Benefits, Health Benefits, Flexible Benefits, and Deferred
Compensation plans.
Guest speakers will also answer questions about other critical issues such as investment planning, wills and estates, life insurance, social security benefits, and home ownership.
Seminars of this scope and quality typically cost over $100.
But as a state employee, you only contribute $10!
If you wish to be put on our notification list, simply complete and return this coupon to E.R.S. Your name will then be put on our waiting list for a future seminar invitation. Send to: Employees Retirement System 2 Northside 75, Suite 300 Atlanta, GA 30318
Name:________________________________DOB:_________ E.R.S. member # OR SSN: ____________________________ Street:______________________________________________ City:________________________ State:_____ Zip:________
PLEASE, DO NOT SEND ANY MONEY NOW!
The Georgia Statement
page 7
Georgia Merit System Training Calendar November 1999 February 2000
GMS courses are offered statewide and are open to all government employees. Registration for GMS training is coordinated by agency personnel Training Officers. In addition to interagency courses, the Georgia Merit System provides training through closed sessions. These are courses conducted for a single agency to meet the specific training needs of that organization. Closed courses can be customized to meet an agency's objectives. Course descriptions, the price list for both closed and open courses, and registration forms are available from Agency Training Oficers and the GMS Training and Organization Development division. Call 404-371-7371 for more information.
Management and Supervisory Development
Conducting Effective Employee Interviewing (1 Day) ($50 Fee)
Columbus on 12/1/1999 Decatur on 12/9/1999 Jesup on 2/17/2000 Macon on 1/25/2000 Thomasville on 2/8/2000
Conducting Effective Meetings (.5 days) ($35 Fee) (GSAMS)
Decatur on 2/25/2000 Oakwood on 2/25/2000 Thomasville on 2/25/2000
Dealing with Difficult Employee Behavior (1 Day) ($50 Fee)
Macon on 1/26/2000 Milledgeville on 12/14/ 1999
Effective Team Leadership (3 Days) ($155 Fee)
Decatur on 1/25/2000 to 1/27/2000
Georgia Performance Management Process Training (3 Days) ($19 Fee)
Columbus on 2/8/2000 to 2/10/2000
Decatur on 12/7/1999 to 12/9/1999
Macon on 11/2/1999 to 11/4/1999
Macon on 1/25/2000 to 1/ 27/2000
Increasing the Effectiveness of Workplace Teams: Achieving Teamness (.5 days) ($35 Fee) (GSAMS)
Albany on 1/14/2000 Columbus on 2/1/2000 Decatur on 1/14/2000 Decatur on 2/1/2000 Rome on 1/14/2000 Thomasville on 2/1/2000
Increasing the Effectiveness of Workplace Teams: Improving Teamwork (.5 days) ($35 Fee) (GSAMS)
Athens on 2/24/2000 Decatur on 2/24/2000 Waycross on 2/24/2000
Preventing and Handling Sexual Harassment in the Workplace (.5 days) ($35 Fee) (GSAMS)
Augusta on 1/11/2000 Decatur on 1/11/2000 Macon on 1/11/2000
Legal Issues for Supervisors (.5 days) ($35 Fee) (GSAMS)
Albany on 2/2/2000 Athens on 2/2/2000 Columbus on 2/29/2000 Decatur on 2/2/2000 Decatur on 2/29/2000 Savannah on 2/29/2000
Legal Issues for Supervisors (.5 days) ($35 Fee)
Jesup on 1/20/2000 Milledgeville on 12/15/ 1999
Respect and Responsibility - A Positive Approach to Discipline (1 Day) ($55 Fee)
Augusta on 11/18/1999
Supervising in a Challenging Environment (3 Days) ($150 Fee)
Decatur on 12/14/1999 to 12/16/1999
Tifton on 1/11/2000 to 1/ 13/2000
Albany on 2/23/2000 Decatur on 2/23/2000 Rome on 2/23/2000
The FAIR Way to Manage Managing Conflict in the Diversity (.5 days)
Workplace (1 Day) ($50 Fee) GSAMS($35 Fee) Thomasville on 2/9/2000
Managing a Diverse Workforce (1 Day) ($50 Fee)
Decatur on 2/25/2000
Albany on 2/23/2000 Decatur on 2/23/2000 Rome on 2/23/2000
Jesup on 2/15/2000
Maximizing the Potential of Your Employees (.5 days) ($35 Fee) (GSAMS)
Albany on 1/20/2000 Augusta on 1/20/2000 Decatur on 1/20/2000 Decatur on 2/4/2000 Rome on 2/4/2000 Savannah on 2/4/2000
The FAIR Way to Manage Diversity (.5 days) ($35 Fee)
Decatur on 11/3/1999 Jesup on 11/18/1999 Thomasville on 2/10/2000
Your Supervisory Roles and Responsibilities: An Introduction (.5 days) ($35 Fee) (GSAMS)
Albany on 1/19/2000
Maximizing the Potential of Your Employees (.5 days) ($35 Fee) (GSAMS)
Columbus on 11/16/1999 Macon on 1/27/2000
Columbus on 2/3/2000 Decatur on 1/19/2000 Decatur on 2/3/2000 Macon on 1/19/2000 Waycross on 2/3/2000
Orienting the New Employee (.5 days) ($35 Fee) (GSAMS)
Columbus on 2/10/2000
Your Supervisory Roles and Responsibilities: An Introduction (.5 days) ($35 Fee)
Augusta on 11/17/1999
Decatur on 2/10/2000 Savannah on 2/10/2000
Dispute Resolution
Mediation Practicums (11/2 Days) ($225 Fee)
Decatur on 11/16/1999 to 11/17/1999
Quality Service Georgia
Effective Team Leadership (3 Days) ($155 Fee)
Decatur on 1/25/2000 to 1/27/2000
Government Process Improvement Simulation (3 Days) ($215 Fee)
Decatur on 2/15/2000 to 2/17/2000
Communication Skills Development
Communication: It's More Than Talk (2 Days) ($100 Fee)
Decatur on 1/19/2000 to 1/20/2000
Make an Effective Presentation! (4 Days) ($235 Fee)
Decatur on 2/29/2000 to 3/3/2000
Writing That Works (1 Day) ($70 Fee)
Decatur on 11/18/1999 Decatur on 12/2/1999 Waycross on 11/4/1999
Secretarial and Support Staff Development
Effective Telephone Management (.5 days) ($35 Fee)
Waycross on 1/13/2000
Time Management for Secretaries (1 Day) ($50 Fee)
Dalton on 11/3/1999
Trainer Skills Development
Presenting Effectively Over GSAMS (1-1/2 Days) ($100 Fee)
Decatur on 2/10/2000 and 2/17/2000
Decatur on 2/17/2000
Workplace Skills Development
Meeting Customer Needs (1 Day) ($50 Fee)
Brunswick on 2/10/2000 Milledgeville on 11/16/ 1999 Tennile on 12/7/1999
Recognizing and Avoiding Sexual Harassment in the Workplace (.5 days) ($35 Fee) (GSAMS)
Columbus on 1/13/2000 Decatur on 1/13/2000 Savannah on 1/13/2000
Recognizing and Avoiding Sexual Harassment in the Workplace (.5 days) ($35 Fee)
Decatur on 12/8/1999
The Diverse Workplace (.5 days) ($35 Fee) (GSAMS)
Decatur on 1/12/2000 Savannah on 1/12/2000 Tifton on 1/12/2000
The R.E.A.D. Program (1 Day) ($135 Fee)
Columbus on 1/26/2000
The Seven Habits of Highly Effective People (3 Days) ($240 Fee)
Decatur on 2/22/2000 to 2/24/2000
Time Challenges - Time Solutions (1 Day) ($50 Fee)
Decatur on 11/4/1999 Gainesville on 1/27/2000
page 8
he The Georgia Statement
See the Hawks at the Philips and Save
See basketball played Hawks style at the new Philips Arena and get special savings if you
order through the State Personnel Council. $40 tickets will be available for $31 and all $20 tickets will be $11. Order early as supplies may be limited! Available games:
Saturday, November, 20, 1999 Hawks vs. Orlando Magic Saturday, December, 18, 1999 Hawks vs. Utah Jazz Friday, January 7, 2000, Hawks vs. Toronto Raptors Saturday, January 15, 2000, Hawks vs. Philidelphia 76ers Friday, February, 2000, Hawks vs. Portland Trailblazers
Discount Ticket Prices
Total enclosed: Name:
Sat., 11/20/99 Sat., 12/18/99 Fri., 1/7/00 Sat., 1/15/00 Fri., 2/4/00
q $31 q $11 x--- = $---
q $31 q $11 x--- = $--q $31 q $11 x--- = $---
q $31 q $11 x--- = $---
q $11 q $11 x---- = $---
Address:
Department:
Work Phone:
Send order with check or money order and stamped, self addressed envelope to:
State Personnel Council
P.O. Box 347206
Atlanta, GA 30334
Peace Officers Standards & Training Council wins Blue
Sky Award
The metro area registered some 70 excessive ozone days this year during the smog alert season which ran from May 1 until the end of September. In fact, that was the highest number of high ozone days registered since records started being kept in 1980.
There is some good news, however. Last year's SOV (single occupancy vehicle) reduction was 20%. This year, single occupancy vehicle use was down more than 30%. A joint effort by both private and public sector organizations worked together to achieve this and the best efforts were awarded the prestigious Blue Sky Award for smog reduction. The Partnership for a Smog Free Georgia wrapped up the 1999 smog season by recognizing four employers
who implemented outstanding smog reduction programs aimed at reducing unhealthy levels of ground-level ozone in the metro area. The Blue Sky Awards are presented each year to honor PSG partners in the 13county non-attainment area who influence their employees to drive less and rethink how the organization performs certain operations and maintenance activities. The awards are divided into four categories because of the various challenges and opportunities facing different types and sizes of employers. Enjoying top honors were Turner Broadcasting System, Beers Construction Company, Cobb County Government and the Georgia Peace Officers Standards and Training Council.
State government is really proud of the Georgia Peace
Officers Standards & Training Council for winning this award in the small, publicsector category. With only 20 employees, the Council demonstrates how a small employer can make an impact on smog reduction. The SOV rate for the agency prior to the smog season was 80%. They were able to reduce this to 64% during the three-month smog season. Every employee worked a 4/10 schedule (four, ten-hour days) for the entire season and agreed to either not drive or carpool on days off. Personal and fleet vehicles were refueled after 6:00PM and home lawn maintenance was delayed. They were so involved in this program that some of their employees made presentations on the metro Atlanta smog problem and they passed out educational information to their audiences. Congratulations for a job well done.
Drug testing is for your safety
You might not know about the state's drug testing policy, what it's for, who gets tested and why employees are tested. It might surprise you that it is done for your safety! One of the most important things you need to know is that it is the position or the job that determines the testing, not the individual. The criteria for pre-employment and random testing is that if any aspect of a job may cause harm to self and others, then screening is required. That means high-risk positions, safety-sensitive positions and others jobs that can put people at risk are subject to testing. Pre-employment testing is required if one is to be considered for a job where attentiveness to duty in order to do no harm is a vital part. There are 57 state agencies that have positions that fall into this category. Within those agencies 31,000 jobs are subject to testing and almost 13,000 tests are done each year. Testing laws can be federally mandated, a state law or an agency requirement. Last year 172 pre-employment tests were positive and 98 employees who were randomly selected tested positive. If you are required to submit to preemployment screening, you are also subject to random testing. Again, all of this is based your job and responsibility.
Because failure to pass a drug test will result in termination, the state goes to great lengths and expense to see that only state of the art procedures are used and confidentiality is maintained. If you are required to submit to testing, you will be directed to a specified place where staff is specially trained in procedures that assure the integrity of the sample. Samples are transmitted to labs that are certified and reviewed periodically by the US Department of Health and Human Services. All test results are first given to a Medical Review Officer (MRO) who is a medical doctor specially trained in issues of substance
abuse. This person makes the final determination. If a test is positive, the MRO is then in touch with the person who tested positive. This person then has the chance to present legitimate reasons for a positive test. For example, many prescription drugs will test positive for an opiate, which if properly prescribed are ok. If the MRO sees a valid reason for a positive test, nothing further will occur and the employer will be notified that the test was negative. No one will know that a positive result had occurred. This is an added protection for employees, even though it is a more costly method. It is more scientific and confidential. All testing of appropriate positions, and subsequently employees, are randomly selected from a computer data base. A manager or supervisor or anyone else cannot have an employee tested, unless of course, there is reasonable suspicion. Each position is subject to the computer-generated selection each time a sample is generated and any position may be selected several times. If your position is subject to drug testing, it is not uncommon to be selected on consecutive months. Remember that it is the job that the computer picks...not the person. Also note that any employee may be required to submit to testing for the presence of illegal drugs or alcohol if reasonable suspicion exists that an employee has used an illegal substance or is under the influence of an illegal substance while on duty. Any employee who refuses to take a test will be dismissed. It will be considered the same as having had a positive test.