Anthony embodies Sacramento State’s mission to prepare students for leadership, success, and service. Those are qualities that he, along with his friends, exhibited on that train.
Aug. 28, 2015 - I am proud to announce that Sacramento State has established the Anthony Sadler Community Scholarship in response to community requests to support his continued studies at the University.
Anthony, a kinesiology major who begins his senior year next week, made international news Aug. 21 when he and two childhood friends, Oregon National Guardsman Alek Skarlatos and U.S. Air Force Airman Spencer Stone, thwarted an alleged terrorist attack on a train between Amsterdam and Paris.
Members of the Sacramento community approached us about supporting Anthony’s education. They are in awe of his selflessness and want to recognize his bravery.
Because the funds will go directly to Anthony, contributions to the scholarship are not considered philanthropic gifts to the University and are therefore not tax-deductible, in accordance with IRS regulations. The funds may be applied toward tuition, books, and other expenses.
Anthony embodies Sacramento State’s mission to prepare students for leadership, success, and service. Those are qualities that he, along with his friends, exhibited on that train. Their courageous acts potentially saved hundreds of lives.
Supporters of the Anthony Sadler Community Scholarship may contribute online at www.csus.edu/giving/sadler.html. Contributions also may be made by check, payable to The University Foundation at Sacramento State, and mailed to: The University Foundation at Sacramento State, c/o University Development, attn: Tracy Newman, 6000 J St., M/S 6030, Sacramento, CA 95819. Please include “Anthony Sadler Community Scholarship” in the memo line.
For additional questions about supporting the fund, please contact Tracy Newman, associate vice president of University Development, at (916) 278-6989.
By being very strategic and efficient, what we can do within the current budget year is provide the affected staff with a permanent raise on average of $1,800.
Aug. 6, 2015 - In the spirit of absolute transparency, I need to be honest – in the excitement and rush to have an equity plan within my first 30 days, when calculating the cost of the equity raises for staff with inverted salaries, we made a huge mistake and vastly underestimated the cost of the proposed plan. The real cost of raising eligible staff to their respective targeted 25th, 50th, and 75th quartiles is approximately $1,850,000. Under the constraints of this year's budget, we cannot possibly afford that amount. We would have to cut services drastically.
I apologize for the error. I am very sorry that the increases outlined in the original plan cannot be fully funded this year. We must live within our means, and we need to dedicate our resources to helping our students get a great education in the most appropriate time possible.
By being very strategic and efficient, what we can do within the current budget year is provide the affected staff with a permanent raise on average of $1,800. In other words, we still intend to give annual raises to those staff members identified in the original plan at Steps 1, 2, and 3 in order to begin to address the salary inversion that they are experiencing. Again, in the spirit of transparency, I need to note that some staff members may receive less than $1,800 if the difference between their current salary and the targeted quartile is less than $1,800. Additionally, because this staff equity program is a management-initiated in-range progression, some individuals will receive more than $1,800 so that we can fulfill the requirements of the collective bargaining agreements.
My hope is that over the next two years (2016-2017 and 2017-2018), if our budget remains constant, we will be able to replicate the same program and repeat these incremental increases of up to $1,800 annually for those who still are below their targeted quartiles.
Overall, we need to examine all potential compensation disparities across our campus. With these three years of staff equity raises, we will have solved many salary inversion issues. But there are other deserving staff members whose compensation will not be addressed through this initial program. These staff members, I am told, may also be experiencing the effects of salary compression and salary inversion. During the coming years, we will initiate compensation equity studies. We need to get it right in the long term.
Again, I sincerely apologize for raising expectations that we cannot meet. I hope that you will join with me as part of the Hornet family to move forward and to find the best solutions that we can.
Guidelines and more information regarding this management-initiated in-range progression and those staff members who are part of the salary inversion equity plan will be forthcoming from Human Resources.
Because I am well aware of how important the contributions of the staff are to meeting the needs of our students and faculty, it was a priority for me to establish a staff equity program within my first 30 days on campus.
Aug. 3, 2015 - I am very pleased to announce Sacramento State's 2015 equity program for staff employees. This program is designed to complement the recent general salary increases received by most staff.
Because I am well aware of how important the contributions of the staff are to meeting the needs of our students and faculty, it was a priority for me to establish a staff equity program within my first 30 days on campus. Without the commitment and hard work of the University's staff, we would never fulfill our mission to "transform lives by preparing students for leadership, service, and success."
While there are not enough resources to resolve fully all staff equity issues at Sacramento State in one fell swoop, the 2015 equity program is intended to address salary inequities that developed over the past few years due to salary inversion. The goal is to address some of the most serious inequities first in a way that makes it relatively easy to implement so that there will be minimal delay. The plan will be effective July 31, 2015.
Plan Provisions *
Employees must have a minimum of five (5) years of service in their current classification and skill level (e.g., Administrative Support Coordinator I, Administrative Support Assistant I, or Custodian) to participate in the equity program. Each classification's salary range has been divided into four equal quartiles from the minimum to the maximum of the salary range. Employees in each classification have been placed into one of the four quartiles based on years of Sacramento State service in the specific classification that they currently hold. Employees with less than five years of service will not receive an equity increase under the program; employees with five to 10 years of service whose salary is currently below the 25th percentile of salaries for that classification will have their salaries adjusted upward to reach the 25th percentile; employees with 11 to 14 years of service whose salary is currently below the 50th percentile of salaries for that classification will have their salaries adjusted upward to reach the 50th percentile; and employees with 15 years or more of service in the classification at Sacramento State will have their salaries adjusted upward to the 75th percentile.
In Step 1 of the plan, employees with 15 years or more of service in the same classification at Sacramento State as of July 31, 2015, will receive a salary increase bringing them to the 75th percentile of the salary range for their classification. Employees with 15 years or more of service in the classification who are already at or exceeding the 75th percentile of the salary range will not receive an increase.
In Step 2 of the plan, employees with 11 to 14 years of service in the classification as of July 31, 2015, will receive a salary increase bringing them to the 50th percentile of the salary range for their classification. Employees with 11 to 14 years of service in the classification who are already at or exceeding the 50th percentile of the salary range will not receive an increase.
In Step 3 of the plan, employees with five to 10 years of service in the classification as of July 31, 2015, will receive a salary increase bringing them to the 25th percentile of the salary range for their classification. Employees with five to 10 years of service in the classification who are already at or exceeding the 25th percentile of the salary range will not receive an increase.
All three Steps will be implemented using management-initiated in-range progression protocols effective July 31. Questions about the program and its implementation should be directed to the Classification and Compensation unit in the Office of Human Resources: Extension 8-6078.
I sincerely appreciate everything you are doing to advance Sacramento State and to make the campus a great place to work.
For answers to frequently asked questions about the plan, go to this page.
* The UAPD (Unit 1) and CSUEU (Units 2, 5, 7 and 9) collective bargaining agreements require a minimum 3% increase for an In-Range Progression. Therefore, some employees may receive an increase beyond the percentage required to reach the quartile thresholds.
Please join me in welcoming Lisa Cardoza to Sacramento State.
July 23, 2015 - I am pleased to announce the appointment of Lisa Cardoza as the Chief of Staff in the President's Office, effective Aug. 3, 2015.
Most recently, Lisa has served concurrently as Associate Vice President for Governmental Relations at the newly established University of Texas Rio Grande Valley, as well as Chief of Staff and Governmental Relations Officer at The University of Texas-Pan American. Lisa had worked at The University of Texas-Pan American (UTPA) since 2004.
After graduating from Stanford University with a B.A. in Economics and an M.A. in Social Sciences of Education, Lisa joined UTPA as Associate Director of a newly established Valley Outreach Center, implementing the Mother Daughter Program, Go Centers, and Pre-College Academic Programs, all in support of the Texas Higher Education Coordinating Board's Closing the Gaps campaign with efforts to increase the college-going rate in the Rio Grande Valley of Texas.
In 2007, Lisa served as the Assistant to the Vice President for Enrollment and Student Services, and returned to lead the Outreach Department as Director of College Access and Support Programs/Senior TRIO Director in 2009.
In that position, she oversaw three federal TRIO programs (Educational Talent Search, Upward Bound, Upward Bound Math & Science); two federal migrant programs (High School Equivalency Program, College Assistance Migrant Program); an institutional migrant program (Migrant Student Success Office); a state engineering pre-college program (Texas Pre-Freshman Engineering Program); and a college access outreach center (Valley Outreach Center).
In 2010, Lisa joined the UTPA Office of the President as the Chief of Staff. That same year, she was named to the Texas Women in Higher Education Board of Directors. In 2013, she was named as a director of the statewide leadership organization known as the Texas Lyceum, and was subsequently elected to serve on the Annual Nominating Committee.
Please join me in welcoming Lisa Cardoza to Sacramento State.
I look forward to working with each of you to transform the lives of our students and to make California's Capital University and the city itself even greater than they already are.
July 17, 2015 - The first two weeks at Sacramento State have been a whirlwind for Jody and me, but we both already feel that we are at the right place, at the right time, and at a home and with a family that we are already beginning to love. Sacramento State is truly a magnificent university.
We have been deeply moved by the warm welcome that we have received from the faculty, staff, and students on campus and from the community at large. On July 1, we started the day with 200 first-year students at Orientation. We initiated them into the Hornet Nation, and we posed for dozens of selfies. Those students are precisely why we wanted to be a part of Sacramento State more than any other university. The diversity was amazing, and the energy of those students and of the Orientation leaders was contagious. Hornet pride was everywhere.
I made a promise to the students, and I am making the same promise to you: As I said in the op-ed I wrote for The Sacramento Bee, we are going to dedicate ourselves to shortening their time to degree and to improving our graduation rates. I believe that our students can and will be successful because of the outstanding faculty and staff whom I have met.
Our campus is one of the most caring campuses that I have ever experienced, and we have strong support from our alumni and our many partners in the region, especially from our elected officials. As I have told so many at so many gatherings, Jody and I believe that what is happening here on our campus will determine the future of Sacramento, of California, and (if I may be so bold) of the nation.
I am grateful for the work done by Chancellor Tim White and the California State University Trustees, and for their devotion to our students. Their work as student advocates is paying dividends: Gov. Jerry Brown recently signed a state budget that will bring our system an increase of $217 million for the 2015-16 fiscal year.
Yes, for the first time in many years, California is fully funding the Trustees' budget request; and as a consequence, 12,000 more students will be able to enroll at California State University campuses, and we will have the resources to help guarantee their and our continuing students' success.
I am thrilled that we will have a better budget than we have had in a long time. We will be meeting next week in Long Beach to determine how the money will be allocated among the CSU campuses. No matter what is decided, the future is bright.
It is a privilege, an honor, and a blessing to be allowed to serve as the president of Sacramento State. I look forward to working with each of you to transform the lives of our students and to make California's Capital University and the city itself even greater than they already are.
Sacramento State is positioned for a bright future with the approval of its Campus Master Plan, which details the physical improvements to be made over the next 20 years; and the Strategic Plan, which shapes the University’s mission, vision, values, and strategic direction through 2020.