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Rumor
Mill separates fact from fiction
CMH Moving
Rumor: At CMH we constantly hear conflicting
reports about when we will be moving out of the building. Some say April,
some July, others say it will not be until next year. When will the staff
start showing up somewhere else to clock in?
Truth: The facility planners working on
the design of the new replacement hospital are currently evaluating its
location in relation to Charleston Memorial Hospital. There is still much
work to be completed prior to developing any strategy which could include
abandoning CMH. Employees will be notified about the future of CMH as soon
as possible after any decision is made. As usual, the Medical University
and the Medical Center will work to assure as orderly a move as possible
if this should be the decision. In any event, if CMH is vacated,
the concerned employees will be offered other opportunities within MUSC.
Traveler Orientation
Rumor: First...I was wondering why there
is so little support from the nursing education department for traveler
orientation in regards to accomodating the fact that 99 percent of the
travelers that come to work at MUSC are from another state and do not have
an inkling of the area of Charleston? When starting on the first day, imagine
coming here, having never seen MUSC, and being expected to find all of
the different buildings and streets by yourself. There is no organized
tour available prior to start date. Second...I was also wondering why the
numerous tests could not be completed before getting to MUSC, at
the registered nurse's leisure, seeing as it is all open book testing anyway.
And why no breaks given, or any water availability during the five hours
of testing that are required to work at MUSC?
Truth: Currently, the first day of orientation
for travel nurses includes a book of self-paced learning modules which,
on average, takes the nurse approximately four to five hours to complete.
The subjects covered are generally the same as those considered mandatory
for all staff nurses, such as medication safety, billing compliance, restraint
and seclusion, etc. Within the next several months, as CATTS (Computerized
Annual Training and Tracking System) is rolled out to all units, these
modules will be included so that travel and per diem personnel will be
able to access them via Internet from their homes. Completion of these
modules before coming to MUHA will allow more time that first day for other
training to be given to the nurse in regards to OACIS, the Nurse Intensity
System, HARP, and our other database programs. Specific questions regarding
the orientation process can be addressed to Julie Adam, nurse manager of
the staffing office.
Locker, Shower Room
Rumor: I have been told by a person that
saw the plans that the area including the locker/shower room in room 103
of the Basic Science Building will be renovated into a research laboratory.
Is this true and if so, what will students, faculty and staff use in place
of this facility.
Truth: It is true that some of the locker
room area will be renovated to accommodate the Proteomics Center. This
space (103) is being converted into a proteomics lab under the leadership
of Dan Knapp, Ph.D. The men's showers will remain intact, but two stalls
will be removed from the men's restroom. The women's restroom will remain
fully intact, and likely will be upgraded based on feedback from building
occupants. Additional work will include removing the lockers from room
103, BSB, shutting off access into the men's room, and providing
a new entrance into the men's room from the back hallway (adjacent
to the women's room). Lockers will be installed in a new pattern
with new flooring in room 115 (old mailroom). We have closely assessed
the number of lockers in actual current use to assure that there will still
be adequate numbers of lockers available for students when the work is
complete.
Pay Raises
Rumor: MUHA fiscal year is from July to
July. The administrators decided that for the new fiscal year starting
July 1, 2002, the merit raises would be decreased by 1.5 percent. Why didn't
those who received an evaluation prior to this date July 1, 2002, receive
the raises of 2.5, 3.5 and 4.5 that had been decided for the previous fiscal
year? These employees evaluations were already on file and were told that
their raises would be the older higher percent and not the reduced amount
that did not go into effect until July 1, 2002. Also another issue that
seemed to happen was that our holiday pay differentil was not on our checks
for the month of January. I find it disheartening that we have possibly
been cheated our of our pay. Also we were told our increase in shift diff
was effective Jan. 1, and after this date , we were told that it
would be later in the month.
Truth: The MUHA Human Resources compensation
policy #15 explains how the performance pay plan is handled on a year-to-year
basis. MUHA's budgetary situation (i.e. ability to fund) and the competitive
market are key factors in determining performance pay on a year-to-year
basis. The policy #15 is posted on the Medical Center Intranet. The performance
pay policy for this FY is attached to the compensation policy (see section
II. E. of the compensation policy for a link to the FY 02/03 performance
pay plan). If it appears to any employee that the pay policy, including
holiday pay or shift differential, is not appropriately administered then
Susan Carullo, human resources manager of employment and compensation (792-1684/e-mail:
carullos@musc.edu) or Patty Burn, payroll coordinator (792-7544/e-mail:
burnp@musc.edu) should be contacted. If anyone has questions about the
rationale for how the compensation or FY performance pay policies are designed,
contact Carullo.
Freelance Work
Rumor: I have heard that employees of
Marketing/Creative Services have been taking excess work home with them
and charging for the work done on a freelance basis. Isn't this illegal,
and wouldn't it make more sense to pass the work to another department
within the university? Why are some support departments, like public relations
and marketing, fully funded and able to give away their work, while others,
like Art Services and Digital Imaging, are cost recovery and have to charge?
Truth: The director of Medical Center's
Business Development and Marketing Services reports that no employee is
being paid as a contractual service provider (freelancer) for any marketing-related
work. But, this does not preclude any employees from “moonlighting” (i.e.
working on non-job related projects on his/her own time) provided
state ethics laws are followed. The Marketing Department is funded by Medical
Center (Hospital Authority) generated funds. Marketing is essential for
enhancing Authority revenues. The Marketing Department tracks its projects
and prepares return on investment reports to justify costs for marketing
initiatives. Also the Marketing Department may purchase other services
(such as AV services) as needed to meet demands. Some of these services
are purchased internally, but not all. Services purchased depend upon the
competitive market costs and the ability to meet deadlines. The PR function
is essential for dissemination of important information to the media, preparation
of MUSC publications, and for coordination of special events. While PR
provides an essential function, a relatively small operating budget is
earmarked for public relations. MUSC, like other state institutions, is
facing substantial budget cuts and must set funding priorities. The competitive
market readily provides art and digital imaging services. Also, advances
in technology have enabled a considerable amount of this work to be done
by departments. The decision for Art Services and Digital Imaging
to be a cost recovery service is based on the premise that MUSC should
be able to provide this service in-house at cost not to exceed the
cost of such service if purchased in the competitive market.
Wachovia Bank Building
Rumor: The Wachovia Bank is moving out
of 165 Cannon Street in May. Rumor has it that the bank building is scheduled
to be torn down. Is this true?
Truth: The University Master Plan completed
in 1998-99 called for the eventual replacement of the bank building with
a parking garage. As of the present, no funds have been identified for
that purpose. During the planning phase of the Replacement Hospital, Phase
I, scenarios for the replacement of the bank building were developed. One
included a parking garage on the bank site. At this point it is not clear
whether that recommendation will be followed. However, if it is followed
all occupants of the building will be relocated in other spaces on campus.
We believe most university and authority employees would agree one of the
most pressing needs for our campus is parking. Therefore, if funding is
available and relocation of the occupants is achievable, then a parking
garage on the bank site is a viable option.
Reproduced from http://www.musc.edu/rumor/.
Catalyst Online is published weekly, updated as
needed and improved from time to time by the MUSC Office of Public Relations
for the faculty, employees and students of the Medical University of South
Carolina. Catalyst Online editor, Kim Draughn, can be reached at 792-4107
or by email, catalyst@musc.edu. Editorial copy can be submitted to Catalyst
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