Recent Feedback & Suggestion Box Follow-up
Feedback (summary): It would be helpful to have more opportunities to sign-up for tours and talks. Everything offered seems to fill up quickly.
Response: Several committees work throughout the year to provide a variety of tours, talks, networking events, and educational opportunities. Some events have attendance limits and may fill quickly due to high demand. All upcoming events are posted on our , included in our monthly newsletter, shared on our , and often announced during Council meetings. We will continue working to offer diverse and meaningful opportunities for our constituents.
Feedback (summary of multiple comments): The annual salary increases are not enough to keep up with the cost of inflation or the cost of living.
Response: Through our Compensation and Benefits Committee, Council regularly collaborates with University Human Resources (UHR) to better understand and communicate compensation practices, as this is a common concern raised by employees. Salary structures are based on the cost of labor, which reflects market rates for attracting and retaining talent in specific roles. Cost of living and inflation affect employees differently and are important considerations, however, compensation decisions are typically informed by labor market data rather than individual cost-of-living factors. This topic continues to be an area of interest and discussion, and Council will continue to partner with UHR to share information and advocate for employees' understanding of compensation practices.
Feedback (summary): Communication regarding annual compensation changes does not occur in a timely manner with some employees not knowing about the change until the statement is available January 9th in Workday. Compensation is not keeping pace with inflation or health care costs.
Response: Salary Communication: The new compensation statement in Workday is an improvement from previous years and a topic that Council leadership has been advocating on for a few years. The general timeline of compensation changes is: Performance evaluations occur in October | Compensation discussions and decisions are made within departments or divisions in November | Salary information is due to UHR from departments in early December | Departments are approved to communicate salary changes in early-mid December | UHR uses the last half of December to load salary information into Workday and test for accuracy | Salary statements are released in early January | Payroll deadline for January 31st pay is mid-late January.
The ultimate goal is that departments or managers are having in-person conversations with employees regarding their salary changes. By not releasing the salary statements until early January, departments and managers have opportunities to have in-person conversations and UHR has time to load and test the data in Workday. The salary statement should not replace the conversation but, since we know that does not always happen, the statement helps ensure employees know their salaries before pay is disbursed at the end of the month.
Salary versus cost of living: Salaries are based on the cost of labor, not the cost of living, a common misunderstanding. The cost of labor is a more accurate indicator of the value of recruiting and retaining talent based on the role, skills and knowledge required. Cost of listing is more volatile, changing throughout a given year, and can be impacted by an individual's preferences and choices. Iowa State is not unique in this space; employers typically base their salaries on cost of labor rather than cost of living.
Feedback (summary): The current ISU service recognition clubs (25, 35, 50 years) reset service time after a break, which disadvantages employees who take time off for caregiving, education, layoffs, or other uncontrollable factors. This structure primarily benefits faculty and long-term merit staff, while P&S staff—who often have more mobile career paths—are penalized despite their dedication. The policy feels outdated and inequitable, and past objections citing record-keeping challenges or committee resistance are not acceptable.
Response: Employee recognition has been a long-standing priority for Council. The 25 Year Club was established over a century ago to honor continuous service of 25 years or more. We acknowledge that employment patterns have changed significantly, and we continue to advocate for recognition that reflects today’s workforce.
In fall 2025, University Human Resources introduced a milestone recognition program for employees at 1, 3, 5 years, and every five years thereafter. Additionally, Council regularly reviews its awards to ensure inclusivity. Beginning in 2026, we will introduce the Outstanding P&S Supervisor Award as part of our ongoing efforts to celebrate the contributions and dedication of P&S staff. Recognition will remain a key area of advocacy for Council.
Feedback: Disappointment in lack of Council action regarding first amendment rights and subsequent university actions and sanctions.
Response: The Professional and Scientific (P&S) Council exists to serve as a resource and advocate for all P&S employees at Iowa State University. Events related to First Amendment rights in fall 2025 were challenging and deeply felt across our community. We recognize that these issues impacted employees in different ways and understand the concerns raised. As a Council, our responsibility is to represent all P&S employees. Taking a public stance on this matter may have alienated some staff members, which is why we chose to remain neutral. Instead, we focused on listening and advocating behind the scenes. Throughout fall 2025, the Council President and President-Elect engaged in multiple conversations with university leadership, shared constituent concerns, asked critical questions, and worked to provide resources to help employees better understand their rights and responsibilities as state employees.
