(last updated Friday, September 03, 2010 10:00 AM )
Click one of these topics to go to that subject area:
Does the State have an affirmative action plan?
Nebraska does not have a centralized affirmative action plan.
Twenty-one agencies, whose directors are appointed by the Governor, are
required to submit affirmative action plans to AS State Personnel, for
review and approval.
Where are the affirmative action
These plans are filed with AS State Personnel for review and approval.
Does the public have access to review
Copies for review may be obtained from the individual agencies.
Who is responsible for monitoring
these affirmative action plans?
State Personnel monitors the progress of the Affirmative Action Plans.
Agencies submit Affirmative Action Quarterly Progress reports on the
status of affirmative action goals and timetables. These goals and
timetables are established by each individual agency. If the agencies do
not meet their goals and objectives, the Affirmative Action Administrator
meets with the director of the agency to discuss any deficiencies. If an
agreement cannot be reached in an informal meeting, the agency’s
noncompliance will be reviewed by the Affirmative Action Committee and
reported to the Governor if resolution of the noncompliance cannot be
What are the consequences
should agency not meet their Affirmative Action Goals?
Agency's affirmative action plans are planning documents. Should the
agency not meet their goals and timetables, there are no reprisals. Goals
and timetables are not quotas. If goals and objectives are not met, they
are reset and efforts are made to accomplish them in the next planned
steps are in place in the event an agency fails to meet its affirmative
Each agency is responsible for its own affirmative action plan and
these plans are submitted to AS State Personnel each year for approval.
Subsequently, these plans are followed with quarterly reports. This annual
plan review process, the quarterly updates, and Affirmative Action
Committee review combine to make the Nebraska Affirmative Action Program
as successful as possible.
recruitment and outreach efforts are made by the state to recruit and retain
minorities and women?
Nebraska has experienced difficulty in recruiting employees. A major
reason for this difficulty lies in the fact that we are experiencing a
period of low unemployment rates. Agencies, as part of their outreach, and
in the normal course of doing business, in coordination with AS State
Personnel, visit high schools, and community colleges. They also visit
four-year colleges, universities, and other organizations with large
minority student populations and traditionally minority or female colleges
for recruiting and hiring purposes.
Affirmative Action questions
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Classification and Compensation
These questions/answers refer only to employees covered in
the Classified System Personnel Rules and are addressed in a broad format.
Employees are encouraged to contact their agency personnel office for the
most accurate information, as answers may be agency dependent.
Where do I get a
Comprehensive Position Questionnaire (CPQ) form?
Copies can be obtained from your agency Personnel/Human Resources contact
person, or the AS State Personnel office. Or, you can download a
version of the Position Description Questionnaire (PDQ) here.
Where can I get a copy of
the Classified System Personnel Rules and Regulations?
These can be obtained from your agency Personnel/Human Resources
contact or on the Web
For employees covered by a Labor Contract, the Labor Contracts can be
Is my position Rules
covered or Labor Contract covered?
Generally speaking, positions that are supervisory, general management,
confidential or temporary, are excluded from the Contract. To verify your
position status, please see your agency Personnel/Human Resources contact
person or refer to Chapter 1 of the Classified System Personnel Rules.
How does the classification process
For a position review, an employee must complete a Comprehensive Position
Questionnaire (CPQ), or Position Description Questionnaire (PDQ) and submit it to their
agency. (See Chapter 3-Definitions for proper use usage of PDQ’s and CPQ’s.) From that
point, the agency reviews the CPQ, includes any additional information, and forwards
everything to State Personnel. State Personnel then begins the final review and determination
process. For more specific information regarding this process, please refer to Chapter 7 in
the Classified System Personnel Rules.
How do I appeal a classification
If an employee or agency does not agree with the classification decision of
AS State Personnel, they may request reconsideration, in writing, within 15 work days from
notification of the classification decision to the Director of Personnel,
AS State Personnel
Division, and shall explain in detail the reasons for such a request. The letter shall
contain a concise and specific statement as to why the decision was inappropriate, the
specific reasons therefore, and a statement of the classification sought. An employee request
shall be forwarded through the agency head to the Director of Personnel,
AS State Personnel
Division. The Director of Personnel, AS State Personnel Division, shall assign
[a] different Personnel Analyst[s] to conduct the second review. Following a thorough review, the
Analyst[s] shall present a recommendation to the Director of Personnel, AS
Division. The Director of Personnel, AS State Personnel Division, shall ensure that: 1)
proper application of the State’s classification methodology was utilized in the decision
making process, 2) the issues raised by the employee were taken into consideration, and 3)
that the information used in the decision-making process was accurate and correct. The review
shall be limited to the issues raised by the appellant in the initial request for
reconsideration of the classification decision. New evidence shall not be allowed.
If I transfer from a
non-classified agency (such as the University of Nebraska) to an agency
within the State Classified Personnel System, what happens to my sick and
The amount of sick and vacation leave time you would have earned had you
been in the State Classified Personnel System will be transferred over to the new agency,
minus any time you already used. You will not start with a negative balance.
If I leave employment with the
State (not related to discipline issues) and return to a position covered by
the Classified System Personnel Rules,
What happens to my service date?
Employees returning to a Rules-covered position after a break in service of
less than five calendar years may have their service date adjusted for the period of absence,
meaning the employee will earn leave at the same rate as when they left state employment.
Check with your agency Personnel/Human Resources contact as some agency discretion may be
applied in certain instances. Contract covered employees should refer to questions/answers
provided by the AS Employee Relations Division.
What happens to my unpaid sick time?
Employees returning to a Rules-covered position after a break in service of
less than three calendar years will have their accumulated unpaid sick leave balance
restored. Check with your agency Personnel/Human Resources contact as some agency discretion
may be applied in certain instances. Contract covered employees should refer to
questions/answers provided by the AS Employee Relations Division.
How much of a pay
raise do I receive if my position is reclassified to a higher salary grade?
Employees placed in a higher salary grade may receive up to a 10% pay
increase per salary grade advanced, at the agency head's discretion except in a few cases.
Refer to Chapter 8 of the Classified System Personnel Rules for a listing of exceptions.
Contract covered employees should refer to questions/answers provided by the
to Classification & Compensation questions
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Administration - Statehouse Observer
When will the next
Statehouse Observer be published?
The Statehouse Observer is a quarterly newsletter that is distributed
to all State Employees. The Observer is distributed mid-month in
February, May, August, and November.
here to view the new online Statehouse Observer.
Click here to view the editions from the
What are the deadlines for
submission to the Statehouse Observer?
Deadline for the Observer is roughly three weeks before the
distribution date. This usually falls on the 20 or 21 of January, April,
July, and October.
How do I get an article
published in the Statehouse Observer?
Articles should be submitted to: State Personnel, Stacey Dvorak, 1st floor, NSOB, phone: 402-471-4112, fax: 402-471-3754, email
Or, you can mail them to AS State Personnel, ATTN: Stacey Dvorak, PO Box
94905, Lincoln, NE 68509.
Electronic media is preferred, but all submissions are welcome. Each
article will be judged on its individual merit. Articles must be of
general interest to State Employees. While some articles may be edited for
length, grammar, or format, every effort will be made to keep the content
Why is the Statehouse
Observer so late to out-state Nebraska?
Unfortunately, the most cost-effective distribution method means some
individuals do not receive their Observer in a timely manner. The Observer
is delivered in bulk to agencies. Large agencies must then disperse the
newsletter to individual departments and so forth. A newsletter may go
through several stops after it leaves the Print Shop and before it gets to
the hands of an employee.
To offset the problem AS Personnel is making plans to begin posting
the Statehouse Observer online. While this will not eliminate the problem,
it should go far toward making the newsletter accessible statewide as soon
Click here to view the editions from the past
Administration - Vendor Solicitation Policy
Can I post information about my
business in the State Office building?
The Vendor Solicitation Policy has been developed in order to respond
to requests to directly solicit State employees on State property. Vendors
may make written request to the Director of State Personnel to distribute
information within State buildings. State Personnel must approve this
request, in writing, before any distribution of material.
Administration - Employee Recognition
How do I submit an Employee
Recognition Plan for approval?
It is recommended you review the AS guideline for Employee Recognition
before developing your plan. Once your plan is complete, submit a copy of
it to the Director, AS State Personnel for approval. The director will
make recommendations as needed to insure the plan fits within the
guidelines. Sample plans are available upon request.
How do I submit a request
for an event under the guidelines of our agency's Employee Recognition Plan?
Requests should be sent to the Director, AS State Personnel. Requests
must include the date of the event, name of the honoree(s), and a cost
breakdown for items requested.
The Department of *** requests approval to spend $150 for coffee,
cookies, and table service on a reception to honor Jane Doe's retirement.
The reception will be held March 1, 2000. We will be serving 75 employees.
I broke my 10-year cup! Can I get a
There are a limited number of replacement cups available each year for
the 10-year, 15-year, 20-year, and 25-year awards. AS State Personnel
will need to confirm the year you earned your cup, and will check on
availability. These cups are ordered in batches of 12-24, which is why we
may have a few extras. Once supplies are out, they cannot be reordered.
Unfortunately personalized cups (30-year and beyond) cannot be easily
replaced. They are ordered individually and must be reordered
individually. If a personalized cup is broke, the agency will bear
responsibility for the replacement cost.
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Health and Life Benefits
What benefit plans are
offered to State employees?
AS State Personnel offers a variety of benefit programs that can be
mixed and matched to meet the specific need of most employees. The
benefit programs offered include a PPO, HMO, and POS health insurance
plan. PPO dental insurance, Vision, Long Term Care, and Long Term
Disability insurance are offered as voluntary programs. Basic,
Supplemental, Dependent life insurance, and Accidental Death and
Dismemberment insurance and an Employee Assistance Program as well as
Flexible Spending Accounts are also offered as benefit options.
What is the difference
between a PPO, HMO, and POS health insurance plan?
PPO - Preferred Provider Organization
A special arrangement between an insurer and hospitals, physicians and
other health care professionals to pay for health care services, resulting
in savings for the insured. PPO coverage does not require you to use a PPO
HMO - Health Maintenance Organization
An approach to health care utilizing the Primary Care Physician (PCP)
concept. HMOs provide preventive care, such as routine physicals,
education, and early intervention to decrease occurrence of disease.
POS - Point of Service
A health care plan that utilizes a Primary Care Physician but also
provides insurance coverage for any provider you choose to see. If a
health care provider, other than your PCP is used, deductibles and
When can I make changes
to my health insurance coverage?
Health, dental, and vision insurance contributions are tax-sheltered
through an IRS Section 125 plan. Flexible Spending Account contributions
are also tax sheltered under the Section 125 provisions. Section 125
requirements allow benefit changes at an open enrollment period or if a
qualifying event occurs. Qualifying events, as defined by Section 125, are
- Birth or adoption of a child
- Death of a spouse or dependent
- Legal divorce or legal separation
- Unmarried dependent child between 19 and 24 years of age enrolling,
graduating, changing from full-time to part-time student status, or
dropping out of an accredited college or university
- A change in employment status for you or your spouse
What is COBRA?
COBRA is a federal law allowing the continuation of Health, Dental,
Vision, and Employee Assistance Plans for employees or dependents that
would otherwise lose group coverage due to a qualifying event. Employees,
who lose health insurance coverage due to termination, may continue on the
State Sponsored group insurance plans for 18 months. Dependents who lose
coverage may continue for up to 36 months.
How much does COBRA cost?
The COBRA member is responsible for the entire premium cost plus a
two-percent administration fee. There is no employer contribution.
What is a Flexible Spending
The State offers two types of Flexible Spending Accounts. The first is
for unreimbursed medical expenses. The second type is for dependent care
expenses. The purpose of the Flexible Spending Account program is to allow
employees to decrease their taxable income by paying for certain medical
and dependent care expense on a pretax basis. Certain rules and provisions
apply so it is important to fully understand the program prior to electing
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